Perceived corporate ethical values and organisational justice in relation to employee commitment at a manufacturing company

This study investigated the relationship between employees’ perceptions of their organisation’s corporate ethical values and justice and their level of commitment. The study participants were 201 employees of a manufacturing company in the Democratic Republic of Congo (female = 32%%, general employees = 68%, mean years of service = 13 years; SD = 0.85 years). They completed measures on corporate ethical values, organisational justice, and organisational commitment. Findings following hierarchical regression indicated that employees’ perceptions of corporate ethical values and organisational justice significantly influence their affective and continuance organisational commitment. A work environment where a code of conduct is upheld and employees are treated fairly would encourage employees to extend their membership of the employing organisation.     

Relationships between personal values and reported behavior on ethical scenarios for law students

Lawyers' values might be considered to play some role in the decisions that are made in everyday legal practice. This study aimed to explore the effects of personal value hierarchies on ethical decision making within the context of several ethical dilemmas. A questionnaire was administered utilizing hypothetical situations presented in 11 ethical scenarios and including the Rokeach Value Survey. Logistic regression results suggested that different personal values were significant predictors of reported behavioral choices on respective ethical scenarios. However, the most important values associated with behavior consistent with ethical conduct in scenarios were 'honesty' and 'equality'. The implications of results are discussed in the contexts of ethics education in a tertiary educational environment and in relation to regulation for the professions.     

Employment counseling and organizational ethical values

Employment counseling is commonly used in companies to assist employees with various personal and professional challenges that are confronted in the workplace. Such guidance could affect the degree to which employees believe a company proactively supports an ethical orientation; the purpose of this study was to explore this issue. A self‐report survey was used to collect data from 105 working students who were attending business classes at the University of Wyoming. Results suggested that perceptions of organizational ethical values were higher among students who were employed in companies that offered employment counseling than were the perceptions of those working in companies that did not offer employment counseling.     

Perceived punishment and reward values of supervisor actions

The study investigated employee perceptions about the reward or punishment values inherent in a variety of supervisor actions. Actions viewed as most rewarding were generally actions that possessed (a) public visibility, (b) tangibility, (c) implied esteem, and (d) long-term implications. Actions viewed as punishing or aversive involved similar characteristics. Visibility appeared to be most strongly related to perceived severity. In contrast with suggestions in the literature (cf. León, 1981), substantial levels of agreement among raters were found for aversive as well as rewarding actions. Also reviewed are characteristics of leader actions that received mixed ratings from respondents.     

Institutional culture and individual behavior: Creating an ethical environment

Much of the work in professional ethics sees ethical problems as resulting from ethical ignorance, ethical failure or evil intent. While this approach gets at real and valid concerns, it does not capture the whole story because it does not take into account the underlying professional or institutional culture in which moral decision making is imbedded. My argument in this paper is that this culture plays a powerful and sometimes determinant role in establishing the nature of the ethical debate; i.e., it helps to define what are viable action options, what is the organization’s genuine mission, and what behaviors will be rewarded or criticized. Given these conclusions, I also argue that consulting ethicists need more than an understanding of ethics theory, concepts and principles; they also need a sufficiently rich understanding of organizational culture and a willingness and an ability to critique that culture. An earlier version of this paper was presented at the “Ethics and Social Responsibility in Engineering and Technology” meeting, New Orleans, 2003.     

An exploration of values in ethical consumer decision making

Consumer concern for ethical issues has been well documented across much of the developed world. Research on values is also prominent in the literature. Neglected in consumer behaviour is an understanding of the pertinence of particular values in ethical decision making contexts. This paper outlines the results of qualitative research, which explores those values pertinent to ethical consumers in decision making and the nature of their influence in grocery consumption contexts. A questionnaire was used to ascertain the dominance and nature of values influencing consumer decision making in this context.     

Refining the theory of basic individual values

We propose a refined theory of basic individual values intended to provide greater heuristic and explanatory power than the original theory of 10 values (Schwartz, 1992). The refined theory more accurately expresses the central assumption of the original theory that research has largely ignored: Values form a circular motivational continuum. The theory defines and orders 19 values on the continuum based on their compatible and conflicting motivations, expression of self-protection versus growth, and personal versus social focus. We assess the theory with a new instrument in 15 samples from 10 countries (N = 6,059). Confirmatory factor and multidimensional scaling analyses support discrimination of the 19 values, confirming the refined theory. Multidimensional scaling analyses largely support the predicted motivational order of the values. Analyses of predictive validity demonstrate that the refined values theory provides greater and more precise insight into the value underpinnings of beliefs. Each value correlates uniquely with external variables.     

Beliefs and values as possible correlates of ethical awareness in business

The relationship between retailing students' beliefs and values about life and their reactions to and perceptions of ethical dilemmas in retailing settings was investigated. One hundred and two male and female college students majoring in retailing were asked to complete the Beliefs and Values Questionnaire (BVQ) and to indicate their agreement with a variety of actions taken in retailing situations. Participants were also asked to indicate the extent to which the scenarios presented were representative of ethical problems or issues. With a few exceptions, results of this exploratory study did not support the contention that beliefs and values, as a measure of ethical orientation, are related to one's perception of retailing scenarios as either ethical or unethical. Discussion focuses on the need for more rigorous, systematic research to identify the correlates of ethical or unethical behavior and also the need for more direct investigation of the link between ethical decision making and students' ethical orientation. It is argued that such research is necessary as a prerequisite to ethics education.The author expresses gratitude to the College for Human Development at Syracuse University for initial funding for this project.     

Perceived cultural importance and actual self-importance of values in cultural identification

Cross-cultural psychologists assume that core cultural values define to a large extent what a culture is. Typically, core values are identified through an actual self-importance approach, in which core values are those that members of the culture as a group strongly endorse. In this article, the authors propose a perceived cultural importance approach to identifying core values, in which core values are values that members of the culture as a group generally believe to be important in the culture. In 5 studies, the authors examine the utility of the perceived cultural importance approach. Results consistently showed that, compared with values of high actual self-importance, values of high perceived cultural importance play a more important role in cultural identification. These findings have important implications for conceptualizing and measuring cultures.     

Moral judgments and ethical constructs in clinical psychology doctoral students

ABSTRACT

This cross-sectional study compared the moral reasoning of first-year and third-year doctoral students in clinical psychology. Nineteen first-year and 20 third-year students were recruited from 17 doctoral training programs in the UK. Most adopted a sophisticated approach to moral judgments, as assessed by the Defining Issues Test, although, surprisingly, more experienced students had significantly less sophisticated schemata. In their moral judgments, less experienced students relied more heavily on their personal, and more experienced students on their professional, constructs, as assessed by repertory grid technique. Integration between personal and professional constructs was higher in more experienced students.     

Perceived cultural distance and acculturation among exchange students in Russia

The relations of perceived cultural distance, personality, acculturation orientations and outcomes were studied among exchange students (N = 187) in Russia who came from various countries in Asia, sub‐Saharan Africa, Latin America and the former Soviet Union. The hypothesis was supported that a larger perceived cultural distance between mainstream and immigrant culture is associated with less psychological (homesickness and stress) and sociocultural (behaviour with Russian students and behaviour with co‐nationals) adjustment. The statistical relations between perceived cultural distance, personality and sociocultural adjustment were much stronger for host domain behaviour than for home domain behaviour. Adjustment was higher for participants with more cultural empathy, openmindedness and flexibility. Adjustment showed statistically stronger associations with cultural distance than with acculturation orientations. It is concluded that cultural distance may be more salient than acculturation orientations in studies of heterogeneous groups of immigrants. Copyright © 2008 John Wiley & Sons, Ltd.     

The ethical issue of competence in working with the suicidal patient

In this article, I discuss the ethical need for competence in the assessment and management of the suicidal patient, and further suggest that this specific competence be considered a routine element in professional psychological practice. I also argue that this particular competence necessitates adequate training in working with this high-risk population, as well as the need for every clinician to personally evaluate her or his own technical and personal competencies to work with suicidal patients before beginning independent practice activities in clinical situations wherein he or she may be called on to evaluate or treat a suicidal patient. This article concludes with a discussion of specific ethical dilemmas (e.g., the issue of confidentiality), and a list of suggestions for specific competencies in working with the suicidal patient is provided.     

Dissociative style and individual differences in verbal working memory span

Dissociative style is mostly studied as a risk factor for dissociative pathology, but it may also reflect a fundamental characteristic of healthy information processing. Due to the close link between attention and working memory and the previous finding of enhanced attentional abilities with a high dissociative style, a positive relationship was also expected between dissociative style and verbal working memory span. In a sample of 119 psychology students, it was found that the verbal span of the high-dissociative group was about half a word larger than of the medium and low-dissociative groups. It is suggested that dissociative style may be one of only very few individual differences that is directly relevant to consciousness research.