COMMITMENTS TO A PARENT COMPANY AND A LOCAL WORK UNIT DURING REPATRIATION

When expatriate managers return home from international assignments and re-cross cultural boundaries, they are required not only to exhibit commitment to their parent company, but also to develop commitment to a new local work unit. Accordingly, this study, the first of its kind, examines the extent to which theorized individual, job, organizational, and non job factors account for American expatriate managers'commitment to their parent company and local work unit during repatriation ( N = 174). Regression analysis found that tenure in the parent company, role clarity, repatriation compensation, and the perceived organizational value placed on international experience exhibited positive relationships with commitment to the parent company while total international work experience exhibited a negative relationship. In addition, commitment to the local work unit was positively associated with role discretion, role clarity, and perceived organizational value placed on international experience. Implications of these results for future personnel research and practice are discussed.     

In Their Own Words: Research Misconduct from the Perspective of Researchers in Malaysian Universities

Published data and studies on research misconduct, which focuses on researchers in Malaysia, is still lacking, therefore, we decided that this was an area for investigation. This study provides qualitative results for the examined issues through series of in-depth interviews with 21 researchers and lecturers in various universities in Malaysia. The aims of this study were to investigate the researchers’ opinions and perceptions regarding what they considered to be research misconduct, their experience with such misconduct, and the factors that contribute to research misconduct. Our findings suggest that the most common research misconducts that are currently being witnessed in Malaysian universities are plagiarism and authorship disputes, however, researchers seldom report incidents of research misconduct because it takes too much time, effort and work to report them, and some are just afraid of repercussions when they do report it. This suggests possible loopholes in the monitoring system, which may allow some researchers to bypass it and engage in misconduct. This study also highlights the structural and individual factors as the most influential factors when it comes to research misconduct besides organizational, situational and cultural factors. Finally, this study highlights the concerns of all participants regarding the ‘publish or perish’ pressure that they believe would lead to a hostile working environment, thus enhancing research misconduct, as researchers tend to think about their own performance rather than that of whole team or faculty. Consequently this weakens the interpersonal relationships among researchers, which may compromise the teaching and supervision of junior researchers and research students.     

Negative Affective Responses to Stress among Urban Police Officers: A General Strain Theory Approach

ABSTRACT

The larger literature on police stress indicates that much of their stress emanates from two sources: organizational and environmental. These sources coexist in officers’ lives but function differently across police agencies. Officer experiences with stress also tend to lead to emotional reactions, some of which can be negative and increase the risk of misconduct. Agnew’s general strain theory provides one useful theoretical framework within which the relationship between officer strain and negative emotions can be investigated. Using data from three urban Texas police agencies, this study investigates the main sources of police strain as predictors of anger, depression, and burnout. Further, differences in negative emotions across agencies are also examined. Results show that organizational stress is significantly related to all three negative emotions across agencies. Implications and future research directions are highlighted.     

The corporate social responsibility of the pharmaceutical industry: idealism without illusion and realism without resignation

In recent years society has come to expect more from the "socially-responsible" company and the global HIV/AIDS pandemic in particular has resulted in some critics saying that the "Big Pharma" companies have not been living up to their social responsibilities. Corporate social responsibility can be understood as the socio-economic product of the organizational division of labor in complex modern society. Global poverty and poor health conditions are in the main the responsibilities of the world's national governments and international governmental organizations, which possess society's mandate and appropriate organizational capabilities. Private enterprises have neither the societal mandate nor the organizational capabilities to feed the poor or provide health care to the sick in their home countries or in the developing world. Nevertheless, private enterprises do have responsibilities to society that can be categorized as what they must do, what they ought do, and what they can do.     

Foreign and domestic company attractiveness to host national employees in Japan: A person–organization fit and image theory perspective

This study contributes to research on organizational attractiveness and human resource management (HRM) by drawing on image theory to examine the effect of organizational characteristics (foreign vs. domestic company country‐of‐origin, HRM practices, organizational culture, and work environment) on organizational attractiveness perceptions by host country national (HCN) employees. Drawing on person–organization fit theory, we also examine the moderating effects of HCNs' demographic characters (age and gender), work‐related skills (English proficiency and international experience), and value orientations (individualism and risk aversion) between the relationship of these organizational characteristics and organizational attractiveness. A between‐subject scenario‐based experiment with 800 HCN employees in Japan suggest that not the company country‐of‐origin, but the local adaptation of organizational culture, HRM practices, and work environment influence HCNs' organizational attractiveness perceptions. HCNs' demographic characteristics, work‐related skills, and value orientations had moderating effects between these organizational characteristics and organizational attractiveness perceptions.     

An exploratory study of the relations between women miners' gender‐based workplace issues and their mental health and job satisfaction

The current study investigated the extent to which gender‐based workplace issues were associated with women miners' mental health and job satisfaction. Participants were 263 women miners from Australian and other international mines sites owned by an Australian‐based mining company. They completed an online survey that contained measures of gender‐based workplace issues, mental health, and job satisfaction. An exploratory factor analysis identified three higher‐order factors: organizational sexism, interpersonal sexism, and sense of belonging. Both organizational and interpersonal sexism were positive independent predictors of mental health and job satisfaction. In addition, sense of belonging mediated the associations between organizational sexism and (a) mental health and (b) job satisfaction. Potential strategies for reducing organizational and interpersonal sexism and increasing women's sense of belonging are considered.     

“Decoding MH”—A de-stigmatization campaign in the Hong Kong Police Force

Police officers are under high level of stress given the intense and emergent work nature. If left untreated, their mental wellbeing would be at risk and work performance compromised. However, mental health stigma is common among police officers and is perpetuated by factors like police cultures emphasizing toughness and self-reliance. In view of this, since 2016, the Hong Kong Police Force had launched a holistic campaign for Force members which was the first among law enforcement organizations in Hong Kong, aiming to reduce stigma, by enhancing mental health knowledge and decreasing negative attitudes and behaviors towards mental health issues. The programme incorporated standardised trainings of the Mental Health First Aid course with examples modified to the local police context, and psychoeducation via the use of digital medium and sharing by public figures. Positive feedback was received. It was foreseen that the campaign effects would increase Force members' awareness of their mental health, encourage help-seeking and facilitate officers' decision making when encountering crises in the community.     

The Impact of Job Performance,Gender, and Ethnicity on the Managerial Review of Sexual Harassment Allegations1

This study examines the managerial review of sexual harassment allegations by subordinates against supervisors as a 2-stage attribution process. In the 1st stage, reviewers decide whether the behavior was inappropriate (misconduct). In the 2nd, reviewers decide the level of company responsibility. The reviewers' 2 decisions are influenced in distinct ways by scenario participant job performance, and the genders and ethnicities of reviewer and scenario participants. Male respondents exhibited some bias for high-performing same-ethnicity supervisors—a bias not present in female responses. In the 2nd stage, female and non-White reviewers assessed significantly higher levels of company responsibility than did male and White respondents. The data suggest that although men and women do not differ substantially over what constitutes misconduct, they do differ over the company's responsibility.     

The fallout: What happens to whistleblowers and those accused but exonerated of scientific misconduct?

Current DHHS regulations require that policies and procedures developed by institutions to handle allegations of scientific misconduct include provisions for “undertaking diligent efforts to protect the positions and reputations of those persons who, in good faith, make allegations.” Analogously, institutions receiving PHS funds are required to protect the confidentiality of those accused of such misconduct or, failing that, to restore their reputations if the allegations are not confirmed. Based on two surveys, one of whistleblowers and one of individuals accused but exonerated of scientific misconduct, this paper examines how well the system works to protect both sets of participants in cases of alleged misconduct. Contrary to popular impressions created by notorious cases, substantial minorities of both whistleblowers and exonerated scientists experience no adverse outcomes at the time the allegations are made and pursued. During this period, however, whistleblowers report more negative outcomes and more severe negative outcomes than their accused but exonerated counterparts. In the longer run, majorities of both groups report little impact on different aspects of their careers or professional activities, though those who report any impacts generally report negative ones. The accused but exonerated, however, appear to fare worse than whistleblowers in impacts on several aspects of their personal lives; their mental health, physical health, self-esteem, and self-identity.     

Institutional Approaches to Research Integrity in Ghana

Science and Engineering Ethics - Research misconduct (RM) remains an important problem in health research despite decades of local, national, regional, and international efforts to eliminate it....     

Expediency and human health: The regulation of environmental chromium

The complexity of chromium chemistry makes it an ideal example of how the Principle of Expediency, first articulated by sanitary pioneer Earle Phelps, can be used in a standard setting. Expediency, defined by Phelps as “the attempt to reduce the numerical measure of probable harm, or the logical measure of existing hazard, to the lowest level that is practicable and feasible within the limitations of financial resources and engineering skill”, can take on negative connotations unless subject to ethical guidance. In this paper we argue that without ethical principles as a rubric for negotiating environmental regulations, communities run the risk of slipping from the Principle of Expediency as defined by Phelps to the alternative usage of expediency meaning that which does not reflect ethical consideration or concern beyond self-serving interest. Three ethical ideals—justice, mercy and humility—are suggested as values to be considered while resolving regulatory issues related to environmental protection. The Principle of Expediency serves as a working principle, but not as a rigid algorithm, for setting regulatory limits for environmental concentrations of waste products like chromium. This paper is based on a dissertation submitted in partial fulfillment of the PhD degree by Lauren Bartlett, Duke University, 1997. An earlier version of this paper was presented at a mini-conference, Practicing and Teaching Ethics in Engineering and Computing, held during the Sixth Annual Meeting of the Association for Practical and Professional Ethics, Washington, D.C., March 8–9, 1997. This paper is one of a series edited by Michael C. Loui. See Volume 3, No. 4, 1997 for other papers in this series.     

Comment favoriser l’anticipation positive d’un déménagement organisationnel chez des salariés ? Test d’un modèle psychosocio-environnemental

French academic research on organizational relocation is scarce. This study aimed to explore how positive attitudes can be developed before organizational relocation using a psycho-social environmental model. More specifically, this paper analyzes the impact of workplace attachment and socio-professional support on anticipated satisfaction with relocation and the mediating role of the agreement with the top management decision to move. We conducted an empirical study with a sample of 119 employees of an audiovisual company based in France. Results show that anticipated satisfaction with relocation was inhibited by workplace attachment and facilitated by socio-professional support. Moreover, agreement with the change decision to move mediated these relationships.     

No One Likes a Snitch

Whistleblowers remain essential as complainants in allegations of research misconduct. Frequently internal to the research team, they are poorly protected from acts of retribution, which may deter the reporting of misconduct. In order to perform their important role, whistleblowers must be treated fairly. Draft regulations for whistleblower protection were published for public comment almost a decade ago but never issued (Dahlberg 2013). In the face of the growing challenge of research fraud, we suggest vigorous steps, to include: organizational responsibility to certify the accuracy of research including audit, required whistleblower action in the face of imminent or grave harm to subjects, strengthened legal protections against retaliation including prompt enactment of Federal whistleblower protections and consideration of criminalizing the most egregious cases of research misconduct.     

Encoding instructions and stimulus presentation in local environmental context-dependent memory studies

Murnane and Phelps (1993) recommend word pair presentations in local environmental context (EC) studies to prevent associations being formed between successively presented items and their ECs and a consequent reduction in the EC effect. Two experiments were conducted to assess the veracity of this assumption. In Experiment 1, participants memorised single words or word pairs, or categorised them as natural or man made. Their free recall protocols were examined to assess any associations established between successively presented items. Fewest associations were observed when the item-specific encoding task (i.e., natural or man made categorisation of word referents) was applied to single words. These findings were examined further in Experiment 2, where the influence of encoding instructions and stimulus presentation on local EC dependent recognition memory was examined. Consistent with recognition dual-process signal detection model predictions and findings (e.g., Macken, 2002; Parks & Yonelinas, 2008), recollection sensitivity, but not familiarity sensitivity, was found to be local EC dependent. However, local EC dependent recognition was observed only after item-specific encoding instructions, irrespective of stimulus presentation. These findings and the existing literature suggest that the use of single word presentations and item-specific encoding enhances local EC dependent recognition.     

Risk Factors for Misconduct in a Navy Sample

Understanding antisocial behavior and organizational misconduct is an important objective, because these maladaptive behaviors are disruptive and costly to organizations and to society as a whole. The objective of this study was to identify psychosocial risk factors for misconduct and antisocial behavior in a sample of Navy personnel. A group of sailors (n = 158) who had engaged in significant misconduct were compared with a demographically similar group of sailors (n = 288) who had not engaged in misconduct and who were in good standing with the Navy. The psychosocial variables that emerged as the most important risk factors for antisocial behavior were alcohol use (odds ratio [OR] = 2.42), high impulsivity (OR = 2.20), high trait hostility (OR = 1.79), and antisocial behavior of friends (OR = 1.65). The implications of these results for the military and for research on antisocial behavior are discussed.     

Personality and misconduct correlates of body modification and other cultural deviance markers

The personality and misconduct correlates of body modification (e.g., tattoos, piercings) and other markers of cultural deviance (Goth or provocative appearance) were examined in a sample of 279 undergraduate students. Participants completed a comprehensive battery of personality questionnaires and provided detailed self-reports of any unusual appearance markers. In addition, participants provided anonymous self-reports of five categories of misconduct. Three personality variables (openness to experience, subclinical psychopathy, and low self-esteem) independently predicted the likelihood of having deviance markers. After controlling for personality, however, the positive association between deviance markers and overall misconduct was eliminated. This finding undermines the allegation that acquiring deviance markers directly increases the likelihood of misconduct. One exception was a significant positive association between deviance markers and drug abuse that remained after controlling for personality. Our personality analysis provides a three-facet organizational framework for understanding the psychological significance of deviance markers.     

A Critique of Giving Voice to Values Approach to Business Ethics Education

Mary Gentile’s Giving Voice to Values presents an approach to ethics training based on the idea that most people would like to provide input in times of ethical conflict using their own values. She maintains that people recognize the lapses in organizational ethical judgment and behavior, but they do not have the courage to step up and voice their values to prevent the misconduct. Gentile has developed a successful initiative and following based on encouraging students and employees to learn how to engage in communication or action to express their values within an organization’s formal and informal value system. The purpose of this analysis is to examine the Giving Voice to Values approach to empowering the individual to take action to deal with lapses in organizational ethics. We examine the role of Giving Voice to Values in business ethics education, considerations for implementing GVV, and recommendations for business educators and corporate ethics officers. We conclude that while GVV is an effective tool, it is not a comprehensive or holistic approach to ethics education and organizational ethics programs.     

Self-reported change in health behaviour after a mass media-based health education campaign

A comprehensive short-term fund-raising campaign, was launched in 1987 by a health charity organization in cooperation with the only Norwegian TV-channel covering the whole country. The campaign which was extensively announced on TV and other media and which involved large proportions of the population, finished up with a six hour TV-show on the fund-raising day. Because a considerable amount of information on prevention of heart disease was presented in connection with the campaign, it is presently evaluated as a nationwide health education campaign. Twenty-two per cent of the population reported changes in one or more habits in connection with the campaign (one third of them took more exercise, while one quarter reduced/quit their smoking). Health behaviour change among family/friends, reported new knowledge of health and worry created by the campaign, were the factors most clearly associated with self-reported behaviour change. The paper discusses the magnitude of the effects of the campaign in relation to the study design, and the importance of social environment and fear arousal on health behaviour.     

Using criminalization and due process to reduce scientific misconduct

The issue of how to best minimize scientific misconduct remains a controversial topic among bioethicists, professors, policymakers, and attorneys. This paper suggests that harsher criminal sanctions against misconduct, better protections for whistleblowers, and the creation of due process standards for misconduct investigations are urgently needed. Although the causes of misconduct and estimates of problem remain varied, the literature suggests that scientific misconduct-fraud, fabrication, and plagiarism of scientific research-continues to damage public health and trust in science. Providing stricter criminal statutes against misconduct is necessary to motivate whistleblowers and deter wrongdoers, and the provision of basic due process protections is necessary for ensuring a fair and balanced misconduct investigation.     

Using Criminalization and Due Process to Reduce Scientific Misconduct

The issue of how to best minimize scientific misconduct remains a controversial topic among bioethicists, professors, policymakers, and attorneys. This paper suggests that harsher criminal sanctions against misconduct, better protections for whistleblowers, and the creation of due process standards for misconduct investigations are urgently needed. Although the causes of misconduct and estimates of problem remain varied, the literature suggests that scientific misconduct—fraud, fabrication, and plagiarism of scientific research—continues to damage public health and trust in science. Providing stricter criminal statutes against misconduct is necessary to motivate whistleblowers and deter wrongdoers, and the provision of basic due process protections is necessary for ensuring a fair and balanced misconduct investigation.