This article details day-to-day ethics issues facing MBAs who occupy entry-level and mid-level management positions and offers defined examples of the stressors these managers face. The study includes lower-level managers, essentially excluded from extant literature, and focuses on workplace behaviors both undertaken and observed. Results indicate that pressures from internal organization sources, and ambiguity in letter versus spirit of rules, account for over a third of the most frequent unethical situations encountered, and that most managers did not (...) expect to face those issues. Various contextual factors accounted for 32% of the organizational factors that affected decisions. We discuss implications for the workplace, especially the unique ethics challenges for newer managers. (shrink)

In China, Buddhism and Taoism are two major religions. Using a sample of 10,363 firm-year observations from the Chinese stock market for the period of 2001–2010, I provide strong and robust evidence that religion (i.e., Buddhism and Taoism on the whole) is significantly negatively associated with owner-manager agency costs. In particular, using firm-level religion data measured by the number of religious sites within a radius of certain distance around a listed firm’s registered address, I find that religion is (...) significantly negatively (positively) associated with expense ratio (asset utilization ratio), the positive (reverse) proxy for owner-manager agency costs. This finding is consistent with the following view: religiosity has remarkable effects on the way how an individual thinks and behaves, and thereof can curb managers from unethical business practices. Moreover, my findings suggest that the negative association between religion and owner-manager agency costs is attenuated for firms with strong external monitoring mechanisms such as higher Marketization and high-quality auditors. Furthermore, after separating Buddhism from Taoism, my finding indicates that above conclusions are only available for Buddhism, suggesting that different religions may have asymmetric influence on owner-manager agency costs. Above results are robust to various measures of religiosity and a variety of robustness checks. (shrink)

This study is carried out to assess the state of business ethics in New Zealand organisations from the point view of middle and lower level managers. The survey results clearly indicate that companies in New Zealand give low priorities to ethics with other values in the corporate culture. A significant number of respondents also believe that pressures from the top to achieve results and the organisational climate and ruthless competition help create an unethical environment. A greater emphasis on ethical (...) content in the business curricula has been overwhelmingly supported by the respondents. Moreover, the majority of respondents also think that the ethical standard in New Zealand businesses has declined in the past decade.Finally, a number of suggestions have been put forward by the respondents to develop and maintain a high standard of ethical environment. These include mandatory moral/ethical education both in the educational institutions and in commerce and industry, commitment of top management and written and published code of ethics. (shrink)

Although it has been recognized that employees regularly engage in non-green behaviors, little research has been conducted to explain how these behaviors may be avoided. Using data from a three-wave study, this study tested a moderated-mediation model in which trust in the immediate manager was expected to increase the indirect effect of supervisory support for the environment on non-green behaviors through employee environmental commitment. While the findings showed, as predicted, that exchange relationships with the immediate manager reduce the (...) tendency of employees to engage in non-green behaviors, the indirect effect of supervisory support on non-green behaviors through employee environmental commitment was moderated at a low level of trust in the manager, contrary to predictions. Though unexpected, this result seems less surprising when discussed in the light of negotiated exchange, suggesting that employee efforts to avoid non-green behaviors need to be seen as the result of a deal between managers and subordinates. The findings of this study contribute to the emerging literature on social exchange in an environmental context and have implications for organizations seeking to achieve environmental sustainability. (shrink)

. In this part of the research process shows progress of the author´s doctoral thesis which seeks to offer from the union between practice and academy to the diagnosis of labor markets, monitoring and trend analysis and it also addresses the issue of understanding the relationships that this problem occurs in a particular moment in time when comparing the self-evaluations among recent graduates with self-assessments of people who are at a high level position in the automotive sector Guanajuato and (...) therefore, to establish the gap with those administrative economic area students, and identify which competences should be developed to reach a position with a high level of responsibility to a greater degree of certainly to which an instrument used widely tested, the results and findings until now.Keywords. Automotive sector, graduates, laboral competences.Resumen. En esta parte del proceso investigativo se presentan los avances de la tesis doctoral de la autora que pretende aportar desde la unión entre la praxis y la academia en el campo de la administración, a los diagnósticos de los mercados de trabajo, su seguimiento y análisis de tendencias ya que, resultan fundamentales para el desarrollo de los sistemas de competencias laborales. Así mismo, se aborda la cuestión de entender las relaciones que éste problema presenta en un determinado momento en el tiempo al comparar las auto-evaluaciones entre recién egresados con las auto-evaluaciones de personas que se encuentran en una posición de alto nivel en el sector automotriz de Guanajuato y por consiguiente; establecer la brecha que tienen dichos egresados del área económico administrativa, e identificar que competencias deben desarrollar para llegar a una posición con un alto nivel de responsabilidad con un alto grado de certidumbre para lo cual, se utiliza un instrumento ampliamente probado y se presentan los resultados y hallazgos encontrados hasta el momento. (shrink)

Since time immemorial, the phenomenon of leadership and its understanding has attracted the attention of the business world because of its important role in human groups. Nevertheless, for years efforts to understand this concept have only been centred on people in leadership roles, thus overlooking an important aspect in its understanding: the necessary moral dimension which is implicit in the relationship between leader and follower. As an illustrative example of the importance of considering good morality in leadership, an empirical study (...) is conducted in which a good performance of the “leader–follower” relationship is reflected when individuals perceive ethical leadership in higher hierarchical managerial levels. To be precise, findings of this study demonstrate that follower job response is improved through an ethics trickle-down partial effect from the Top Manager to the immediate supervisor, and also reveal both key aspects and managerial level on which the practice of ethical leadership should rest upon to have a stronger effect on the follower positive job response. Practical implications of these findings and directions for future research are finally presented. (shrink)

Resumen. Una de las prioridades de un egresado universitario, es su insersión en el mercado laboralprofesional, y es ahí donde realmente puede comprobar la aplicación de sus conocimientosprofesionales adquiridos durante sus estudios profesionales, y lo que experimenta frecuentemente ennuestro país, es que le resulta extremadamente dificl colocarse dentro de las empresas, cuando optapor esta alternativa, y esto da lugar a un reflexión academica sobre que tanto debe o puede hacer unainstitución de educación superior en Mexico, para facilitar o por lo (...) menos apoyar a sus egresados aintegrarse lo mas pronto posible en el mercado profesional, tomando en consdieración el alto nivelcompetitivo que provoca el impacto de la globalización económica, que definitivamente es unmonitor para las instituciones educativas sobre el diseño del perfil de estudiante de administración ysus competencias requeridas para su desarrollo y éxito profesional. Esta investigación tiene comofinalidad mostrar los aspectos mas importantes de reflexión para las instituciones educativas.Palabras claves. Egresado, Globalización, Administrador, Economia, Educación. One of the priorities for the university graduate, is its insertion into the professional labormarket, and that's where the graduate, can actually test the application of professional skills acquiredduring their professional studies, and what often experienced in our country, is that the graduatefinds highly difficult to be hired in business, when this alternative is choosen, and this leads to anacademic reflection on how universities can or should do in Mexico, to facilitate or at least supporttheir graduates tofind employment as soon as possible in the professional market, taking Inconsideration the high level of competition causes mostly by the impact of economic globalization,which definitely is a monitor for all educational institutions on the design of the profile of themanagement students and skills required for their development and professional success. This research aims to show the most important aspects of reflection for educational institutions.Keywords. Graduate, Globalization, Manager, Economics, Education. (shrink)

This study examined the impact of sex, age, and level of education on the perception of various business practices by managers of a large non-profit organization. Female managers perceived the acceptance of gifts and favors in exchange for preferential treatment significantly more unethical than male managers. Older managers (40 plus) perceived five practices significantly more unethical than younger managers (giving gifts/favors in exchange for preferential treatment, divulging confidential information, concealing ones error, falsifying reports, and calling in sick to take (...) a day off). The practice of padding expense account by over 10% was reported to be significantly more unethical by managers with a graduate degree. (shrink)

In recent years, much discussion has taken place regarding the social role of firms and their responsibilities to society. In this context, the role of universities is crucial, as it may shape management students’ attitudes and provide them with the necessary knowledge, skills and critical analysis to make decisions as consumers and future professionals. We emphasise that universities are multi-level learning environments, so there is a need to look beyond formal curricular content and pay more attention to implicit dimensions (...) of the learning process in order to create significant learning. With this in mind, we propose an integrative and holistic approach to guide the integration of ethics, corporate social responsibility and sustainability in management education that aims to improve students’ knowledge and attitudes. In this model, we consider three interdependent levels of analysis–the institutional level, the curricular level and the instrumental level–which together produce a leverage effect on student learning. For each level, we identify the main issues and aspects that need to be considered, based on an extensive literature review in this field. (shrink)

In this article I analyse and discuss guidelines for priority setting in crisis management at a regional level in Sweden. The guidelines concern three types of crises: pandemics, large losses of electric power and interruptions in water supply. Pandemics are typical public health issues. Large losses of electric power and interruptions in water supply are in themselves not, but may have serious public health consequences. These guidelines are compared with guidelines for priority setting in health care. This is done (...) because of the central position of health care in the management of many different types of crises. The comparison shows clear differences. In the analysis, I use a distinction between substantive principles of priority setting and process-oriented principles. Regarding substantive principles, I have found that the guidelines point in different directions. This seems acceptable, however, since they focus on different problems. Moreover, it seems possible to integrate the various context-dependent principles by relating them to higher order principles. Regarding process-oriented principles, I have found that how and to what extent these principles are applied in the guidelines vary. If we want to apply these principles in a more satisfying way, this would require a more systematic approach. (shrink)

The nature of the sales manager/salesperson relationship is examined. Our study investigates the level of agreement between sales managers and salespeople on the importance of the salesperson having specific internal virtues in order to do their job properly. Unlike external virtues that can be codified into codes of conduct, internal virtues are traits that cannot be codified but rather are part of the spiritual makeup of the person. Findings suggest that the level of agreement between sales managers (...) and salespeople in this area drives satisfaction with the sales manager and organizational commitment. Further, contrary to studies which use a summated job satisfaction measure, which consists of several facets of job satisfaction, satisfaction with the sales manager has a direct relationship with turnover intent. (shrink)

The purpose of this article is to provide a theoretical review of the moral disengagement literature, integrating research that has been completed as well as identifying thought lacunas, including the subfield of organizational moral disengagement. It is proposed that because moral disengagement is an inherently interpersonal phenomenon, organizational moral disengagement should be a salient concern of both organizational and management researchers. A conceptual framework of organizational moral disengagement is suggested, examining moral disengagement at both the employee as well as (...) class='Hi'>manager/executive level. Lastly, a series of propositions are proffered in order to provide direction to organizational moral disengagement researchers, including the proposition that moral disengagement is a function of interpersonal proximity and the possession or lack of organizational power. Methods for effectively studying organizational moral disengagement are suggested. (shrink)

A study of 513 executives researched decisions involving ethics, relationships and results. Analyzing personal values, organization role and level, career stage, gender and sex role with decisions in ten scenarios produced conclusions about both the role of gender, subjective values, and the other study variables and about situational relativity, gender stereotypes, career stages, and future research opportunities.

The paper assesses Knowledge Management Maturity(KMM) in the universities to determine the impact of knowledge management on performance excellence. This study was applied on Al-Azhar University and Al-Quds Open University in Gaza strip, Palestine. This paper depends on Asian productivity organization model that used to assess KMM. Second dimension which assess performance excellence was developed by the authors. The controlled sample was (610). Several statistical tools were used for data analysis and hypotheses testing, including reliability Correlation using Cronbach’s alpha, “ANOVA”, (...) Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggest that KMM is suitable for measuring performance excellence. KMM assessment shows that both universities maturity level is in level three. Findings also support the main hypothesis and it is sub- hypotheses. The most important factors effecting performance excellence are: Processes, KM leadership, People, KM Outcomes. Furthermore the current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first comparative study in the universities of Palestine explores the status of KMM using the Asian productivity Model. (shrink)

Management of school-related variables and teachers’ job effectiveness in secondary schools in Calabar South Local Government Area, Cross River State was the main thrust of this study. Four research questions were raised, and four hypotheses were formulated to direct the study. The descriptive survey design was adopted for the study while the total population of 208 secondary school teachers in Calabar South Local Government Area were selected for the study using census technique. A questionnaire titled “Management of School Related Variables (...) and Teachers’ Job Effectiveness in Secondary School Questionnaire (MSRVTJESSQ)” designed by the researcher was used as an instrument to collect data from the respondents. The null hypotheses were tested at 0.05 level of significance using Pearson Product Moment Correlation, Independent t-test, and One-Way Analysis of Variance statistical techniques where applicable. It was found that; managing class size, school management style, and school location has a significant influence on teachers’ job effectiveness respectively in Calabar South Local Government Area of Cross River State. It was recommended amongst others that; school principals should ensure that they adopt a more contingent management style where different situations will warrant the use of the different technique; the recommended teacher-pupils’ ratio of 1:35 should be maintained. (shrink)

With the spread of Information and Communication Technologies tools and the Internet, Twenty first century technologies have significantly affected human life, and it has been desired to be obtained continuously. It has become challenging to protect information due to the increase in the methods by which malicious people can get information. As a result, it is crucial to determine people’s awareness levels by revealing the risks and threats to information security. In this context, a study was conducted to show the (...) awareness levels of teachers who come after the family in raising conscious individuals in society. For this purpose, a quantitative research method was adopted for the problem and sub-problems that form the basis of the research. The survey model, one of the research designs used within the framework of the quantitative research method, was used. Information Security Awareness Scale was applied to 394 teachers, and according to the results obtained, it was determined that the information security awareness level of the teachers was moderate. According to the attacks and threats sub-dimension, which includes technical issues, it has been determined that the awareness levels of the teachers are at a medium level. The study results show that female teachers’ information security awareness levels are lower than male teachers. In comparison, the awareness levels of those who received information security awareness training and information technology teachers are higher. (shrink)

Current research in moral development suggests that there are two distinct modes of moral reasoning, one based on a morality of justice, the other based on a morality of care. The research presented here examines the kinds of moral reasoning used by managers in work-related conflicts. Twenty men and twenty women were randomly selected from the population of first level managers in a Fortune 100 industrial corporation. In open-ended interviews each participant was asked to describe a situation of moral (...) conflict in her or his work life. The results indicated a clearly preferred mode of moral reasoning among the participants who described moral conflicts. Nearly all of these predominated with a justice orientation. These findings suggest that a correlation between gender and preferred mode may be context specific. (shrink)

Organizations are increasingly required to achieve sustainable performance that integrates long-term growth with environmental and social responsibility. Although strategic management quality is widely viewed as essential, the mechanism through which it shapes sustainable outcomes remains unclear. A cross-sectional survey was conducted with 468 middle- and senior-level managers from multiple industries in China. Strategic management quality, decision quality, and sustainable performance were measured using validated scales. Data were analyzed using SPSS and Hayes’ PROCESS macro (Model 4) with 5,000 bootstrap samples. (...) Strategic management quality was positively associated with both decision quality and sustainable performance. Decision quality was strongly related to sustainable performance and partially mediated the effect of strategic management quality. The indirect effect was significant. Strategic management enhances sustainability primarily by improving how organizations make decisions. Decision quality serves as a micro-level mechanism translating strategy into durable performance. (shrink)

The study aimed to identify the knowledge management processes and their role in achieving competitive advantage at Al-Quds Open University. The study was based on the descriptive analytical method, and the study population consists of academic and administrative staff in each of the branches of Al-Quds Open University in (Tulkarm, Nablus and Jenin). The researchers selected a sample of the study population by the intentional non-probability method, the size of (70) employees. A questionnaire was prepared and supervised by a number (...) of specialists in order to obtain the results of the study. The study concluded that there is a positive direct relationship, that is, the higher the degree of application of knowledge management processes, the greater the degree of competitive advantage. Knowledge Technology came first with a score of 80.02% on all items. Competitive advantage came second with 81.74%. In the third place came "knowledge generation" where the total score on all paragraphs in this area (78.24%). In the fourth place, "knowledge transfer" (77.21%). "Developing and storing knowledge" came in fifth place (77.13%). "Acquisition of knowledge" came in sixth place (76.45%). Knowledge Organization ranked seventh (74.26%). The study recommended that the university should enable the employees to benefit from the experiences and expertise available to help generate knowledge. The University encourages the creation of knowledge through the system of incentives and open the way for creators to apply their creations and spread and invest in excellence and creativity. The university should design work performance levels based on the integration of knowledge and organize it according to policies that support freedom of research. The need for Palestinian universities to adopt a knowledge management approach. The need to adopt a system of incentives that rewards cognitive efforts, and give workers enough freedom to enable them to apply their knowledge. (shrink)

The study examined personnel management and corrupt academic practices in universities in Cross River State, Nigeria. In achieving this objective, two research questions and two null hypotheses were posed and formulated respectively, to guide the study. The study adopted a factorial research design, while the population of the study included all the academic staff and students from University of Calabar and Cross River University of Technology. A purposive sampling technique was employed to select 1200 students and 200 lecturers from both (...) Universities, resulting in a sample of 1400 respondents. The instrument used for data collection was a 25-item rating scale that was designed by the researcher to assess both students and lecturers respectively. The collected were analyzed using descriptive statistics, while the null hypotheses were tested at.05 alpha level, using multiple regression analysis. The results of the analysis revealed that; discipline and remuneration of lecturers influenced lecturers’ corrupt academic practices in the universities, with remuneration having the most influence. The findings of the study also revealed that discipline and supervision of university students have a joint significant influence on university students’ corrupt academic practices, with students’ supervision having the most influence on corrupt academic practices. Based on these findings, it was recommended among other things that university lecturers should be properly remunerated through frequent payment of salaries, and other wages in order to ensure that they do not lack food and other resources to manage and take proper care of their families; students should be supervised properly during examinations and in other academic/ co-curricular activities of the universities. (shrink)

The study examined disciplinary management in public primary schools and teachers' job effectiveness in Yakurr Local Government Area, Cross River State. Three null hypotheses were formulated accordingly to guide the study. The study adopted a descriptive survey research design. Census technique was adopted in selecting the entire population of 98 primary school managers which comprised of 49 head teachers and 49 deputy head teachers across 49 public primary schools available in the area. A questionnaire tagged: "Disciplinary Control in Public Primary (...) Schools and Teachers' Job Effectiveness Questionnaire (DCPPSTJEQ)" designed and administered by the researcher was used as an instrument for data collection. The null hypotheses were all tested at .05 level of significance using Pearson Product Moment Correlation Analysis. Findings from the study revealed that warning, suspension, and dismissal have significant relationships respectively, to primary school teachers' job effectiveness. Based on the findings of this study, it was recommended among others that; there should be fairness in the administration of suspension to all teachers through well- documented procedures. (shrink)

The study investigated conflict management strategies and secondary school teachers’ job effectiveness in Obubra Local Government Area of Cross River State. Six null hypotheses were formulated to guide the study. The study adopted correlational and factorial research designs. Purposive sampling technique was used to select a sample of 222 teachers from a population of 352 secondary school teachers. Conflict Management Strategies Questionnaire (CMSQ) and Secondary School Teachers’ Job Effectiveness Questionnaire (SSTJEQ) were used respectively, as instruments for data collection. The hypotheses (...) were tested at .05 level of significance using Population t-test, Pearson Product Moment Correlation and Multiple Regression analyses. Findings revealed that, teachers’ job effectiveness level in Obubra Local Government Area is significantly high. Findings also revealed that arbitration, dialogue, and effective communication strategies respectively, had a significant relationship with secondary school teachers’ job effectiveness. Smoothing strategy had no significant relationship to secondary school teachers’ job effectiveness. The findings also revealed among others that; the four conflict management strategies (arbitration, dialogue, effective communication and smoothing) had a joint significant influence on secondary school teachers’ job effectiveness. Based on these findings, it was recommended among others that; secondary school principals should not rely totally on one conflict management strategy as the best for all situations, instead they should learn how to use various conflict management strategies, and apply them in any given conflict situation in their schools. (shrink)

This study investigated innovation management and effectiveness of educational research in tertiary institutions in Cross River State. One research question and one null hypothesis were formulated to direct the study. The study adopted factorial research design. Census technique was adopted by the researcher in selecting the entire population of 80 participants from four (4) tertiary institutions in Cross River State. “Innovation Management Questionnaire (IMQ)” and “Effectiveness of Educational Research Rating Scale (EERRS) were used as instruments for data collection. The reliability (...) of the instruments was established through test-retest method and reliability estimates of.89 and.86 were obtained. The null hypothesis was tested at.05 level of significance using multiple regression analysis with the aid of SPSS version 21. Findings from the study established a composite contribution of 70.5% of data management innovations, research ethics management, provision of research grants to effectiveness of educational research (Adj. R2=.705). The findings of this study also established that; data management innovations, research ethics management, and provision of research grants jointly has a significant influence on effectiveness of educational research (F = 64.055, p <.05). Data management innovations was the highest predictor (β =.501, t = 7.778), followed by research ethics management ethics management (β =.311, t = 3.956), and provision of research grants (β =.291, t = 3.707) in that order. Based on the findings, it was recommended, amongst others, that educational research data (including coded data) should be effectively managed by tertiary institutions using both manual and computerized data management devices with corresponding appropriate retrieval systems. (shrink)

Despite the prevailing discourses on the importance of top management ethical leadership, related theoretical and empirical developments are lacking. Drawing on institutional theory, we propose that top management ethical leadership contributes to organizational outcomes by promoting firm-level ethical and procedural justice climates. This theoretical framework was empirically tested using multi-source data obtained from 4,468 employees of 147 Korean companies from various industries. The firm-level analysis shows that top management ethical leadership significantly predicts ethical climate, which then results in (...) procedural justice climate that fully mediates the effects of top management ethical leadership on two organizational outcomes, namely, firm-level organizational citizenship behavior and firm financial performance. The present study provides a plausible theoretical account and empirical validation of a mechanism through which top management ethical leadership enhances organizational performance. (shrink)

In the first months of the COVID-19 pandemic, we created and implemented from November 2020 to February 2021 a monthly educational pilot program of philosophical management of stress based on Science, Humanism and Epicurean Pragmatism, which was offered to employees of 26 municipalities in the Prefecture of Attica, Greece. The program named “Philosophical Distress Management Operation System” (Philo.Di.M.O.S.) is novel and unique in its kind, as it combines a certain Greek philosophical tradition (Epicurean) that concurs with modern scientific knowledge. The (...) program was designed to be implemented in a period of crisis; therefore, it used a fast-paced, easy to learn and practice philosophical approach to stress management, based on cognitive psychotherapy. The philosophical approach to stress management has the advantage that it can be offered to most people, regardless of age and educational level. The pilot program was effective in achieving its objectives, shown by statistical comparisons of the trainees’ responses to anonymous questionnaires before and after the month-long training. The successful Philo.Di.M.O.S. program, thus, based on a solid scientific and philosophical basis, offers a paradigm of stress management during crises and could be useful in Greece and internationally. (shrink)

The management process affects the level of ethical performance in organizational life. As one part of this process, managers establish priorities which give direction to an organization. In business firms, management typically stresses the attainment of profits and other related economic and technical factors. Since little explicit recognition is given to ethics, the resulting climate makes it easy to ignore ethical factors. Changing this situation by making ethics a significant part of the corporate culture is difficult and requires a (...) combination of management communication and management example. However, managers who choose to emphasize ethics and who skillfully articulate their importance can improve the integration of ethics into the day-to-day operating decisions of the firm. (shrink)

_Relevance_. The starting point for embedding CSR as part of the management culture is the vision and values. But first, you need to understand what 'values' means in CSR terms. Companies spend time and effort in creating their mission, vision and values statements, but these are often only from a commercial and internal viewpoint. To achieve CSR values, managers need to take an objective external vie", identifying their various stakeholders, and the company's impacts upon them [1]. Management culture is part (...) of an organizational culture that includes both formal and informal elements of the organizational culture. Management culture reflects the level of the organization’s managerial system development, modernity, efficiency and functionality. It depends on this level how innovations will be implemented in the organization’s management and whether they will be implemented at all, and how effectively the objectives will be solved and the aims will be implemented [2]. Summarizing the results of various research made in different countries, it becomes clear that large companies are not always inclined to coordinate their activities with stakeholders because of their institutional weakness. Research aim: assess the level of cultural and social responsibility of organisational management and discuss their links. Research methods. Analysis of scientific literature, questionnaire survey. Research results. The findings of the research carried out in other countries proved that organizations evaluate not all aspects of corporate social responsibility, and this is influenced by the lack of the employees, as one part of the stakeholders, strong institutional capacity. The quantitative research found that the administration of both groups of companies inadequately evaluate corporate social responsibility activities, there is no feedback guaranteed, there is insufficient care about the relations with employees who are one part of stakeholders, their physical environment and psychological condition. There is no effective internal audit system of social responsibility which should be developed to guarantee feedback, and corporate social responsibility has not become an inseparable part of organizational culture. Having evaluated the weaknesses and the positive trends of management culture and social responsibility characteristics of groups of companies, it should be stated that firstly, management culture expression has influence when aiming for corporate social responsibility; secondly, corporate social responsibility can be regarded as an integral derivative of management culture realized in organizations’ management practice. However, there are also significant differences. There were set personal managerial personnel culture and management knowledge significant amounts of estimates, associated with different approaches to other management work criteria according to which the management culture condition is diagnosed. The clearer dynamics of indicator estimates of the second group of companies leads to the conclusion that the management culture is still being formed, but without clear direction vector. Processes are not clearly focused and uncoordinated. The standards, regulations existing in the second group are not sufficiently linked to the activities practice, so they do not guarantee the optimality of processes, unlike in the first group of companies, where there is a standard peculiar management culture, although the estimates of indicators diagnosing it are not particularly high. In such a situation, the questions of investment in the modernization of management, optimization of working processes remain relevant, unresolved, but the effectiveness of their payoff remains uncertain. Human resources in management policy of both groups of companies are under-estimated; in order to create favorable conditions for their effective use, communication and the interrelationship functionality problems are acute. Organizations (larger problems fixed in the second group of companies) are not adequately prepared to implement corporate social responsibility organization-wide, as management work is not optimally organized, the managerial personnel lacks knowledge and skills working with human resources. Even in the evaluation of formal aspects of corporate social responsibility standards implementation possibilities, the situation existing in groups of companies and organizational abilities of leaders would not allow to realize them systematically and effectively. In this case, corporate social responsibility values would remain more as a declarative form and not the organization’s management culture inseperable part, and a natural, balanced way of functioning of processes based on this philosophy. Though in the second group of companies there is clearer dynamics according to separate management culture parameters, the apparent orientation to modernization of activities shows more open to innovation, in which the elimination of drawbacks and purposeful development can serve the realization of corporate social responsibility more effectively. In both groups of companies the highlighted declarative corporate social responsibility policy trends contradict the actual practice of social responsibility in relations with the organization's internal and external stakeholders. This partly confirms theoretical insights presented in Lithuanian scientific works, which emphasize marketing direction of corporate social responsibility as a general cultural dominant. However, this aspect has not been developed yet in the case of the discussed groups of companies, and the research results lead to the conclusion that organizations lack basic knowledge of corporate social responsibility and motivation to realize them in practice, and the high level of clustering and internal corruption impedes social responsibility transfer to the strategic level. The lack of development of dialogue culture between stakeholders (subjects) became apparent in management culture problem areas and can become a formidable obstacle to the implementation of both individual social responsibility initiatives and installing in complex. This is true in the sense that the organizations do not have universal support from employees, and the procedures are carried out in a superficial manner and have a formal character. Corporate social responsibility is a valuable organization's internal culture category, but this base is not strong enough and balanced. Corporate social responsibility in the activities of both groups of companies (and especially - the first) can be considered still developing and has not taken clear shapes yet. According Hoskins (2006) CSR is a means of developing a management culture. However, the fundamental CSR success factor is that it is a living management process. The strategy needs to be reviewed regularly, and implemented across business units and all CSR components. The delivery of CSR practice is a critical activity. If any of the components are weak, then they detract from the effectiveness of the other components. Like all cultural aspects, CSR is only as strong as its weakest link A CSR management system is essential for CSR to become embedded within the business culture. CSR should not be a separate central activity, but become part of the business process and practice for all business units. (shrink)

Toxic gas leakage has diffusion characteristics and thus dynamically affects surrounding zones. Most of current evacuation traffic management models set the road risk level as a static value, which is related to the distance to the hazard source, or a dynamic value, which is determined by the toxic gas concentration. However, the toxic gas propagation direction is not considered, and this may lead some evacuees driving from less dangerous regions to higher dangerous regions. To address the shortcomings of traditional (...) evacuation traffic management models, this paper proposes an improved road risk level assessment method based on the difference of the risk levels of upstream and downstream zones of road and develops a safer evacuation traffic management model under the diffusion of toxic gas. The Cell Transmission Model is used to depict the evacuation traffic loading process. A numerical test is carried out on Nguyen and Dupuis Network. The test results show that the improved road risk level assessment method can avoid the evacuees driving into higher risk level regions from less dangerous regions. (shrink)

Since its inception, Stakeholder Management Capability (SMC) has constituted a powerful hermeneutic through which business organizations have understood and leveraged stakeholder relationships. On this model, achieving a high level of capability largely depends on managerial ability to effectively bargain with stakeholders and establish solidarity vis-à-vis the successful negotiation, implementation, and execution of "win–win" transactional exchanges. Against this account, it is rightly pointed out that a transactional explanation of stakeholder relationships, regarded by many as the bottom line for stakeholder management, (...) fails to provide managerial direction regarding how to resolve a variety of normative stakeholder claims that resist commoditization. In response to this issue, this paper has two overlapping goals. It seeks to elaborate a discourse theoretical approach to the problem by first drawing out Jurgen Habermas’ theory of communicative action and delineating the various types of rational discourse. Second, the paper attempts to present concrete implications for SMC relative to reshaping the contours of rational, process, and transactional analysis in light of central discourse theoretical conclusions. (shrink)

Income inequality in the US has now reached levels not seen since the 1920s. Management, as a field of scholarly inquiry, has the potential to contribute in significant ways to our understanding of recent inequality trends. We review and assess recent research, both in the management literature and in other fields. We then delineate a conceptual framework that highlights the mechanisms through which business practice (and, indirectly, business pedagogy and scholarship) may be linked to income inequality. We then outline four (...) general areas in which management scholars are uniquely positioned to contribute to ongoing research: (1) data and description, (2) organizational dynamics, (3) collective action, and (4) value flows and tradeoffs. To stimulate future research, we highlight a number of relevant research questions and link these questions to existing management research streams that could be leveraged to address them. (shrink)

The main objective of this paper was to examine the relationship between management of educational support services and the attainment of Universal Basic Education goals in Cross River State. Three null hypotheses were formulated in this study. The study adopted correlational research design. Census technique was employed in selecting the entire population of 2,078 primary school administrators in the state. The instruments used for data collection were “Management of Educational Support Services Questionnaire (MESSQ); and Attainment of Universal Basic Education Goals (...) Questionnaire (AUBEGQ)” respectively. The data collected were analyzed using descriptive statistics, while the null hypotheses were all tested using Pearson Product Moment Correlation Analysis at .05 alpha levels. The results from the study revealed that; management of guidance/counselling services, staff development services, and ICT services are significantly related to the attainment of Universal Basic Education goals respectively. Based on these results, it was recommended among others that; the ministry of education should ensure that there is adequate provision of professional guidance counsellors to every primary school in Cross River State in order to help address the psychological and persona-social needs of the pupils. Contribution/Originality:. (shrink)

The purpose of this study was to extend the previous research on ethics in retailing. Prior research of Dornoff and Tankersley (1985–1976), Gifford and Norris (1987), Norris and Gifford (1988), and Burns and Rayman (1989) examined the ethics orientation of retail sales persons, sales managers, and business school students. These studies found the college students less ethically-oriented than retail sales people and retail managers. The present study attempts to extend the research on ethics formation to a geographically and academically diverse (...) sample, and to determine if retail management experience in the form of a professional practicum or internship, or entry level management training programs, such as experienced by recent graduates, are critical factors in the formation of business ethics. The sample consisted of thirty-three students majoring in Human Ecology with a concentration in Retail Merchandising and 51 recent graduates of the retail Merchandising program. The series of fourteen vignettes developed by Dornoff and Tankersley (1975–1976) was used. An acknowledged limitation of this study is the validity of the questionnaire developed by Dornoff and Tankersley due to the method of development and new laws concerning warranties and credit etc. which have occurred since 1976. The instrument was used, however, to maintain consistency with earlier studies for the purpose of comparison of groups. No significant differences were found in the students' perceptions of the fourteen actions presented in the vignettes, but the range of the responses in the post-internship tests increased in many cases. The alumni appeared to be slightly more ethical than the students but not as ethical as the managers surveyed in 1986 by Norris and Gifford. Indications are that the critical point of ethics formation may be at the mid-management level and that internships and management training programs have little effect on the ethical perceptions of participants. These findings are consistent with studies such as Gable and Topol (1988), and Jordan and Davis (1990) which showed high Machiavellian scores among young retailing executives, often buyers, as opposed to upper level retailing management. Scales with measure Machiavellianism, or manipulativeness, have been used as an alternative method of examining business ethics. (shrink)

In this paper we investigate whether, and how, corporate management strategically uses disclosure to manage the perceptions of different organizational audiences. In particular, we examine the interactions between the FIAT Group and three of its key organizational audiences—the local press, the international press, and the financial analysts, which are characterized by different levels of salience for the company. We focus on both how management reacts to the optimism level existing within each audience and how the narrative disclosure tone adopted (...) by FIAT influences the ex-post optimism in the local and international press or in the financial analyst community. We investigate the disclosure of the FIAT Group over a 6-year period, during which 70 price-sensitive press releases were published. On the basis of 1,887 news articles published in Italian newspapers and 411 analyst reports, we report evidence of different strategic patterns in the interaction processes between FIAT and its audiences. Our findings also indicate some differences in the way FIAT is affected by, and in turn, affects the sentiment of each audience, thus highlighting that the salience of the stakeholder is an important driver of the adoption of impression management techniques. Taken together, our findings point to issues related to setting the “tone at the top” and potential ethical matters. (shrink)

This field study investigated the relationship between strategic human resource management, internal environmental concern, organizational citizenship behavior for the environment, and environmental performance. The originality of the present research was to link human resource management and environmental management in the Chinese context. Data consisted of 151 matched questionnaires from top management team members, chief executive officers, and frontline workers. The main results indicate that organizational citizenship behavior for the environment fully mediates the relationship between strategic human resource management and environmental (...) performance, and that internal environmental concern moderates the effect of strategic human resource management on organizational citizenship behavior for the environment. (shrink)

Cutting-edge technologies provide opportunities to enhance human performance by assessing cognitive processing markers, honing these metrics with predictive AI, and providing insightful feedback to improve executive performance. In this chapter, we illustrate the practical application of rationality, cognition, and ‘factfulness’ in crafting and refining decision-making paths. By accurately predicting and acknowledging individuals’ capacities, inherent and adaptable decision-making styles, and individualized problem-solving methods, we establish a beneficial dynamic that strengthens an organization’s feedback mechanisms and appropriately situates individuals within a company’s sociocultural (...) landscape. However, this application of AI, where a silicon-based entity sometimes holds a deeper understanding of human performance than the carbon-based human, raises ethical concerns. Similarly, the practical use of physiological data, collected through body-attached sensors, presents implications for privacy and data protection. Our discussion primarily centres on case studies involving eye-tracking technology, along with interventions in regulated environments like aviation or high-pressure corporate cultures such as top-level management and investment banking. (shrink)

Publication date: 29 September 2016 Source: Author: Samy S. Abu Naser, Mazen J. Al Shobaki, Youssef M. Abu Amuna This paper aims to measure knowledge management maturity in higher education institutions to determine the impact of knowledge management on high performance. Also the study aims to compare knowledge management maturity between universities and intermediate colleges. This study was applied on five higher education institutions in Gaza strip, Palestine. Asian productivity organization model was applied to measure Knowledge Management Maturity. Second dimension (...) which assess high performance was developed by the authors. The controlled sample was. Several statistical tools were used for data analysis and hypotheses testing, including reliability correlation using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study shows that maturity level is in the second level. Findings also support the main hypothesis and it is sub- hypotheses. The most important factors effecting high performance are: Processes, knowledge management leadership, People, knowledge management Outcomes. Furthermore the current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first comparative study between universities and intermediate colleges in Gaza Strip that explores the status of knowledge management maturity using the Asian productivity Model. (shrink)

This paper aims to assess knowledge management maturity at HEI to determine the most effecting variables on knowledge management that enhance the total performance of the organization. This study was applied on Al-Azhar University in Gaza strip, Palestine. This paper depends on Asian productivity organization model that used to assess KM maturity. Second dimension assess high performance was developed by the authors. The controlled sample was (364). Several statistical tools were used for data analysis and hypotheses testing, including reliability Correlation (...) using Cronbach’s alpha, “ANOVA”, Simple Linear Regression and Step Wise Regression. The overall findings of the current study suggest that KMM is suitable for measuring and lead to enhance high performance. KMM assessment shows that the university maturity level is in level three. Findings also support the main hypothesis and it is subhypotheses. The most important factors effecting high performance are: Processes, KM leadership, People, KM Outcomes, Knowledge Process. Furthermore the current study is unique by the virtue of its nature, scope and way of implied investigation, as it is the first study at HEI in Palestine explores the status of KMM using the Asian productivity model. (shrink)

At the start of the 21st century, Corporate Social Responsibility (CSR) seems to have great potential for innovating business practices with a positive impact on People, Planet and Profit. In this article the differences between the management systems approach of the nineties, and Corporate Social Responsibility are analysed.An analysis is structured around three business principles that are relevant for CSR and management systems: (1) doing things right the first time, (2) doing the right things, and (3) continuous improvement and innovation. (...) Basically CSR is focussing on the second principle, and management systems focus on the first. However, CSR is very likely to build on the management systems as well.From a CSR point of view, the existing generation of management systems with their focus on rational control (= doing things right) can only be of limited use in the development of CSR. However, the preventive rationalities of management systems are important. Values and the principle doing the right things is extremely relevant for CSR. This goes far beyond the present generation of ISO type management systems; opportunities stem from building on TQM approaches like the EFQM Business Excellence model. Continuous improvement and innovation is a permanent challenge underlying the two other business principles, and requires both individual and organisational learning processes. In the present generation of management systems, continuous improvement mainly addresses rational prevention, barely the value aspects of business.For the further development and implementation of CSR, each of the three business management principles are vital. There is a need for a new generation of management systems that addresses the values at stake in strategic decision-making, both at company level and in the behaviour of individuals, while the rationalities of prevention and anticipation are still relevant. In both directions more emphasis for continuous learning and innovation will be needed.CSR is likely to trigger the development of management systems in the directions mentioned. This will support companies to be credible and transparent in improving the performance with respect to people, planet and profit. (shrink)

Management has the opportunity to promote self-serving accounting practices, such as earnings management, when management can effectively avoid oversight by the audit committee. This article investigates the effects of financial knowledge and dispositional trust on the ability of audit committee members to recognize management attempts to avoid full disclosure to the board and potentially deceive board members. The results of a controlled laboratory experiment with 40 experienced audit committee member participants indicate that: Audit committee members with less financial knowledge are (...) more likely to accept insufficient client explanations for accounting judgments than are more knowledgeable audit committee members; Audit committee members with less financial knowledge are more likely to reject sufficient client explanations for accounting judgments than are more knowledgeable audit committee members; and Audit committee members that place higher levels of trust in others are more likely to accept insufficient client explanations for accounting judgments than are less trusting committee members. (shrink)

This paper provides new theoretical insights into the interconnections and relationships between women, management and globalization in the Middle East (ME). The discussion is positioned within broader globalization debates about women’s social status in ME economies. Based on case study evidence and the UN datasets, the article critiques social, cultural and economic reasons for women’s limited advancement in the public sphere. These include the prevalence of the patriarchal work contract within public and private institutions, as well as cultural and ethical (...) values which create strongly defined gender roles. The discussion examines the complexities of conceptualizing women’s equality and empowerment in Islamic states. The paper reveals that there have been significant achievements in advancing women in leadership and political roles, but that there are still institutional and cultural barriers embedded in business systems. Linking feminist, development and management theoretical strands a development framework is proposed which is sensitive to the Islamic Shar’ia encompassing government, organization and individual level strategies. It is suggested that scholars should integrate literatures from gender and management, development and Middle East studies, and in particular that critical scholars of gender and organization should consider the interrelations of the national and transnational in critiques of contemporary global capitalism to understand the complexity of women and social change in the ME. (shrink)

In the competitive healthcare industry, organizations, including hospitals, strive for sustainable advantages. Key to this is organizational capability, managing resources, processes, and innovation toward strategic goals. This study analyzes how middle management involvement affects these capabilities. Conducted in Banyuwangi's hospitals, it employed a descriptive cross-sectional method, using literature, observation, and questionnaires. Data analysis via SEM PLS showed middle management involvement and autonomy positively influence organizational capabilities. Competency intensity mediates this relationship. Organizational capabilities also positively impact sustainable competitive advantage. Inertial organizations (...) mediate capabilities towards this advantage. These findings highlight the critical role of middle management in enhancing organizational capabilities for sustainable competitiveness in the healthcare sector. (shrink)

It is common today that organizations have their own distinctive cultures, even in cases when they may not have willfully attempted to create them. Rather, cultures have most likely been created unconsciously, forced by the values of top level managers, the founder, or core people who have built or direct the organization. Leaders frequently attempt to change the culture of their organizations to suit their own preferences. The resulting culture will influence the decision-making process, market demand, and nature of (...) the business. It affects management styles and what everyone determines as success. This study is an attempt to discover how culture influences management styles and decisions, with special reference to the local environment in Oman. (shrink)

This article represents a comprehensive study of transition peculiarities from a latent stage to the open demonstration of conflict, drawing on the concepts of base trigger, trigger situation, and crucial episode (L. Boltanski, L. Thévenot). The trigger situations of urban conflicts were studied on the broad empirical material of the Novosibirsk urban agglomeration over the last decade. The research authors created a geoinformation database containing a structured description of more than two hundred cases of urban conflict. The trigger is presented (...) as a complex mechanism that contributes to the aggravation of tension (risk trigger) or the manifestation and/or escalation of conflict, which can be launched only when the addressee perceives the situation of change initiated by the addresser as a threat — which, in turn, creates the conditions for changing of actions, order of involvement and register. This opens up opportunities for influencing and managing the situation of change. A morphological analysis of triggers of the unfolding conflict made it possible to identify several groups determined by investment, institutional, normative, and value regulations. In a modern actively changing city, the investment-type trigger was empirically shown to be the most conflict-generating, with the first steps of project publicizing and proclamation having the greatest trigger potential. However, an analysis of the relationship between the nature of the trigger and the outcome of the conflict showed that conflicts caused in particular by the investment-type triggers have a higher probability of settlement. As a rule, private investors are more flexible in meeting the demands of the protesters than the authorities, especially if the investors do not rely on the unconditional support of the authorities. This does not negate the important issue of the poor quality of decision-making in conflict regulation. Just a few conflict actors aim to fix the balance, which is why only a small part of the conflicts ends with the search for a compromise; mostly the conflicts end with a complete victory of one of the parties or the cancellation of the project in favor of the protesters. (shrink)

Managers often ask why their firm should have an ethics program, especially if no one has complained about unethical behavior. The pursuit of business ethics can cost money, they say. It can lose sales to less scrupulous competitors and can drain management time and energy. But as Harvard business professor Francis Aguilar points out, ethics scandals (such as over Beech-Nut's erzatz "apple juice" or Sears's padded car repair bills) can severely damage a firm, with punishing legal penalties, bad publicity, and (...) irreparably injured customer relations. Equally important if less obvious, unethical behavior can undermine a firm's organizational spirit. On the other hand, Aguilar argues, in a well run firm, ethical programs can actually enhance corporate performance, strengthening the company at every level and supercharging employee risk taking and innovation. In Managing Corporate Ethics, Aguilar shows managers how to create ethical programs within their organizations that not only discourage large-scale wrongdoing, but can contribute substantially to the achievement of corporate excellence. Aguilar's program is down-to-earth and comprehensive, and based on his extensive research on highly successful, ethical companies, both large and small. He recommends action on three fronts: first, get senior management to provide effective ethical leadership; second, set up an ethics program that promotes concern for the interests of people affected by the firm's operations and that provides safeguards against corrupting business pressures; and third, staff the company with ethical people and surround the organization with ethical advisors (including legal, financial, accounting, tax, and marketing consultants). To illuminate this three-step program, Aguilar incorporates the lessons learned in his in-depth study of ten prominent firms with proven successful ethics programs--among them Hewlett-Packard, Johnson & Johnson, Nucor Steel, Cray Research, ServiceMaster, and Texas Instruments. He examines Lincoln Electric's attention to compensation and job security to ensure quality products and to reduce the pressure or temptation to act unethically. He shows how General Mills, while pushing product line managers to compete aggressively, uses corporate staff units to guard against illegal or unacceptable claims (testing cake recipes, for example, to see if a product's quality fails under the less-than-perfect conditions of a normal kitchen). And he details how Armstrong World Industries uses pep talks, inspirational stories, role models, and ready access to management to promote ethical standards among employees. Throughout, Aguilar demonstrates convincingly that an ethical program pays dividends: that employees, suppliers, customers, and the community at large know when they are being treated in a positive and constructive manner, and are likely to respond in kind. Packed with real life examples of successful (and failed) ethical programs, Managing Corporate Ethics is a valuable roadmap to an often overlooked source of business success. (shrink)

Inquiries into organisational scandals repeatedly attribute wrongdoing to the normalisation of deviance. From this perspective, the cause of harm lies not in the actions of any individual but rather in the institutionalised practices of organisations or sectors. Although an important corrective to dramatic tales of bad apples, the normalisation thesis underplays the role of management in the emergence of deviance. Drawing on literatures exploring ideas of amoral (Carroll in Bus Horiz 30(2):7–15, 1987) or ethically neutral leadership (Treviño et al. in (...) Calif Manag Rev 42(4):128–142, 2000) we seek to bring management back into the explanation of organisational wrongdoing. Amoral theorists point to management’s ethical silence, but they also describe the way in which that silence is sustained by a series of organisational characteristics. We build on this work in arguing that it is management’s deliberate focus on bottom line performance, the diffusion of responsibility and high levels of organisational identification that explain the emergence of wrongdoing. We apply these ideas to the case of the UK’s Stafford hospital which hit the headlines in 2009 when it was reported that poor standards of care had led to a mortality rate markedly above that expected for a hospital of its type. We conclude with a discussion of the circumstances which translate amoral management into unethical outcomes. (shrink)

A study was conducted in order to examine the unique experiences of African-American, Hispanic, and Asian-American women in business careers. A multi-phase research design included: a survey of professional and managerial women of color in 30 companies with 1735 survey responses; an analysis of national census data; qualitative analyses from 59 focus groups and 83 individual interviews; and diversity policy analyses at 15 companies. The study found that retention of women of color was positively correlated with supportive behaviors of supervisors. (...) The authors argue that the financial business case for diversity, e.g., the cost of turnover, is necessary but not sufficient for developing and sustaining supportive relationships between supervisors and their women of color direct reports. (shrink)

Although establishing gender equality in board and managerial positions has recently become more important for organizations, companies with low levels of gender diversity seem to perceive an ethical dilemma regarding the ways, in which they attempt to attain it. One way that organizations try to move toward gender equality is through the use of their corporate websites to manage potential applicants’ impressions of their current levels of, and actions to improve, gender diversity. The dilemma is whether to truthfully communicate their (...) low level of gender diversity, conceal it, or exaggerate it. On the one hand, organizations that are truthful may find it difficult to achieve equality because women are less attracted to companies that lack diversity. On the other hand, organizations that are untruthful risk their moral legitimacy. The present work investigates gender diversity-related communication on the corporate websites of 99 major German companies. Based on theoretical work on minority attraction, we apply an organizational impression management taxonomy to guide our in-depth content analysis. With this approach, we hope to advance the understanding of how the issue of gender diversity is presented on corporate websites, which is useful for both organizational decision makers as well as diversity researchers. We found that although gender diversity-related communications on corporate websites contain both assertive and defensive organizational impression management tactics, as well as a third type of tactic we refer to as “acknowledgement,” assertive tactics were used more frequently. We argue the existence of a paradox whereby organizations use assertive impression management tactics to maintain pragmatic legitimacy but compromise their moral legitimacy by doing so. Furthermore, we argue that moral legitimacy can be maintained or restored through the sincere use of defensive impression management tactics and acknowledgement. (shrink)

Members of organizations are continually making decisions that have important consequences for themselves and the firms for which they work. In some cases these decisions affect human well being and social welfare and thus have important ethical impacts for those affected by the decisions.This study examines if certain strategic situations (enhancement of firm profits versus personal economic well being) cause decision makers to act more or less ethically. A questionnaire consisting of two vignettes which depicted actual business situations was used (...) to collect data from 171 managers of a large Southeastern financial and communication conglomerate. Results from multivariate repeated measures tests suggest that managers will vary their level of ethical response when faced with a situation where their own economic well being is at stake. (shrink)