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A model of the relationships between organisational virtue, moral attentiveness and the perceived role of ethics and social responsibility in creating organisational effectiveness
Source publication
Examination of the application of virtue ethics to business has only recently started to grapple with the measurement of virtue frameworks in a practical context. This paper furthers this agenda by measuring the impact of virtue at the level of the organisation and examining the extent to which organisational virtue (OV) impacts on moral attentiven...
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Citations
... Conversely, if a CEO has a low level of perceived importance of ethics, they may not identify crucial ethical issues, leading to a defensive rather than proactive approach to CSR activities (Dawson, 2015). Concerned primarily with the risk of negative publicity, CEOs who have internalized the firm's identity as their own want to refrain from socially irresponsible activities (Boivie et al., 2011). ...
This paper introduces a conceptual framework to explore the effect of a chief executive officer’s (CEO) organizational identification and their perceived importance of ethics on a firm’s corporate social responsibility (CSR) practices. There is a growing consensus among CSR scholars about the significance of CEOs’ characteristics in shaping a company’s CSR strategies. However, the precise mechanism underpinning this relationship is yet to be fully understood. We explore this mechanism by distinguishing different types of organizational identifications for a CEO. Furthermore, we explore how firms’ CSR practices differ with high and low levels of perceived importance of ethics by a CEO.
... Attentiveness mirrors the stakeholder approach of CSR, which emphasizes that businesses should go beyond their own interests to address the needs of stakeholders (Jamali, 2008). It also reflects organizations' sensitivity to the external environment and the ability to effectively internalize the observation to make ethical and socially responsible decisions (Dawson, 2018). As stakeholders adapt to a new way of life and work during the pandemic, attentiveness is a critical sign of firms' care, as it can be executed through communication by actively detecting stakeholders' situational demands in order to create novel CSR activities. ...
The COVID-19 pandemic catalyzes new opportunities for CSR development, and companies in both China and the US, the two largest economies severely impacted by the pandemic, are seeking innovative ways to engage with publics on social media through CSR communication. This study draws on the care ethics theory to examine different manifestations of care values in corporations’ CSR messages and their relationships with publics’ behavioral and emotional engagement on social media. A quantitative content analysis of Weibo and Twitter posts from Fortune 500 companies in China (n = 30) and the United States (n = 30), respectively, revealed that companies in both countries employ multifaceted care-based CSR messages, but in distinct ways and with varying types and levels of public engagement on social media. We interpreted the differences from institutional, cultural, and relational perspectives. The results of this research add to theorizing CSR communication from a feminist ethical viewpoint and with contextualized interpretations. Our findings also guide post-pandemic CSR communication development, particularly relevant to public relations practitioners in the Chinese and US markets.
... McLeod et al. (2018) Quantitativo As virtudes organizacionais influenciam na tomada de decisão e estratégias. Dawson (2018) As virtudes organizacionais possuem efeito sobre a moral, responsabilidade social e ética, que por sua vez, apresentação relação direta com a eficácia. ...
O objetivo deste estudo é analisar o panorama atual de pesquisa e estado da arte sobre as virtudes organizacionais. O estudo foi conduzido por meio de uma revisão sistemática da literatura com análise bibliométrica na base de dados Web of Science no período de 2000-2022, proporcionando aos pesquisadores maior conhecimento e aprofundamento de um determinado campo de pesquisa. Foram encontrados três clusters de pesquisa a partir do acoplamento bibliográfico: virtudes organizacionais e desempenho, virtudes organizacionais como componente estratégico e virtudes organizacionais à luz dos Estudos Organizacionais Positivos. Além disso, foi possível constatar que a primeira publicação sobre o construto foi no ano de 2005 e as tendências de pesquisas envolvem o campo de estratégia e comportamento organizacional. Lacunas de pesquisa foram identificadas, o que proporcionou a construção de uma agenda de pesquisa. Como contribuições, esta revisão sistemática vislumbra um esforço teórico para identificar as nuances das virtudes organizacionais com o contexto de trabalho por meio da percepção dos indivíduos. Ao destacar as tendências de pesquisa e estado da arte, esta revisão fornece insights para gestores identificarem efeitos positivos das virtudes organizacionais no quotidiano organizacional, vislumbrando garantir vantagem competitiva
... At the same time, in ethically dubious situations that pose employees with a dilemma, their perceptual moral attentiveness helps them to perceive and recognize moral issues or moral content in the situation, and reflective moral attentiveness enables them to reflect on their own moral values, principles, and beliefs to consider ethical dilemma more deeply and deliberately to engage in moral reasoning and analysis of the ethical implications of their decisions and behaviors (Reynolds, 2008). Ethics-oriented HRM systems develop the moral capability and motivation of employees to identify moral incidents and construe perceptions and behaviors driven by core moral values of the organization (Dawson, 2018;Wurthmann, 2013). For example, organizations can select and train employees with critical thinking ability to reflect on the ethical implications of decisions and behaviors. ...
... It echoes the argument that DWB is not solely exogenous but also reflects individuals' underlying regulatory process of moral cognition (Fiske & Taylor, 1991;Miao et al., 2020). Adding to previous studies which examined the role of RMA in shaping (un)ethical behaviors (Miao et al., 2020;Moore & Gino, 2015), our multilevel investigation suggests that the ethics-oriented HRM systems can inhibit DWB by helping develop and activate employees' perceptual and reflective moral cognitive frameworks (Dawson, 2018;Wurthmann, 2013). Insights from our findings may help generate a more nuanced cognizance of DWB, its determinants, and underlying reasoning (Henle et al., 2005;Mitchell et al., 2017). ...
Deviant workplace behaviors (DWB) cause enormous costs to organizations, sparking considerable interest among researchers and practitioners to identify factors that may prevent such behavior. Drawing on the theory of moral development, we examine the role of ethics-oriented human resource management (HRM) systems in mitigating DWB, as well as mechanisms that may mediate and moderate this relationship. Based on 232 employee-supervisor matched responses generated through a multi-source and multi-wave survey of 84 small and medium enterprises (SMEs) in Pakistan, our multilevel analysis found that ethics-oriented HRM systems relate negatively to employee DWB via the mediation of perceptual and reflective moral attentiveness. This indirect relationship is further moderated by two societal-inequality induced factors – employee gender and income level – such that the indirect effects of ethics-oriented HRM systems on DWB through perceptual and reflective moral attentiveness are stronger among women and lower-income employees.
... The organizational virtue in term of relationships, compassion, trust, and meaningful work is the main factor that determines the moral identity and developing the organizational justice (Dawson, 2018). Researchers like De Coninck (2010) argued that organizational justice helps to implement the fair rules and policies. ...
... The members of the organizations with virtue have the autonomy to adhere to a shared set of moral methods based on a collective vision and the collective targets (Yang et al., 2015). In this study, we followed the work of Dawson (2018) who considered OV as a set of four major sub-dimensions: Respect and Relationships; Compassion and Support; Trust; Forgiveness and Meaningful Work. ...
... Organizational Virtue (16 items) (adapted from the work of Dawson, 2018). ...
The purpose of this study is to examine the relationship between moral identity (MI), organizational virtue (OV), and organizational justice (OJ) in service firms. Additionally, the study investigates the mediating role of MI in the link between OV and organizational justice. Data was collected from 463 employees working in various service sector firms. Statistical analysis was conducted using SPSS 25.0 and structural equation modelling (SEM) to assess the relationships between the variables. The results demonstrated the significant impact of OV on organizational justice and MI. Furthermore, the findings revealed that MI not only directly influences organizational justice but also acts as a mediator in the relationship between OV and organizational justice. This study contributes to both theoretical understanding and practical management by shedding light on the importance of OV in achieving organizational justice. By exploring the previously unexamined interplay between OV, organizational justice, and the mediating role of MI, this research provides unique insights based on the live experiences of 463 service sector employees.
... Green behavior involves the correct and incorrect judgments of individuals regarding the value of environmental protection [14,15]. Moral reflectiveness is a moral concept that differs from that of being non-moral or amoral [41]. The meaning of moral reflectiveness is an individual's long-term reflection on morality and moral elements based on his or her own experience [12]. ...
The green behavior of civil servants in the workplace is influenced by personal moral reflectiveness and green conscientiousness. Group discussions and initiatives within organizations can also influence individual green behavior. Civil servants with greener lifestyles are more likely to demonstrate green behaviors. This study specifically explores the impact of civil servants’ ritualized performance appraisals and formalism perception on moral reflectiveness and green advocacy. In this study, a sample of 250 civil servants was obtained by means of convenience sampling. This article applies confirmatory factor analysis and structural equation modeling to test research hypotheses. The results of the study found that ritualized performance appraisals positively affect perceived formalism. Perceived formalism negatively affects moral reflectiveness and green advocacy. Green lifestyles and green advocacy positively affect green behavior. Moral reflectiveness mediates the relationship between green conscientiousness and green behavior. This study confirms the influence of moral reflectiveness, green conscientiousness, green lifestyles, and green advocacy on green behavior. This study also found that ritualized performance appraisals and perceived formalism have negative effects on green behavior.
... Therefore, it can be noted that ethical leadership significantly influences ethical responsibilities and can promote ethical practices among leaders and managers. Consequently, by gaining proper knowledge about these ethical areas, leaders and managers will be able to maintain their ethical responsibilities throughout their engagement with the employees (Dawson, 2018). Thus, this research study will investigate whether ethical leadership can influence the ethical practices of managers and supervisors. ...
In any organization, managers and supervisors must maintain specific ethical responsibilities toward their employees; for instance, a safe working environment, fair wages, and equal and dignified treatment of the employees. However, in the textile industry, managers and supervisors are not very concerned about implementing occupational health and safety laws. Consequently, it indicates that managers and supervisors are negligent in maintaining ethical responsibilities toward their employees. As ethical responsibilities can be influenced by ethical leadership and ethical practice, managers must gain proper knowledge about these concepts. Thus, the main purpose of this concept paper is to present the idea and effects of ethical leadership on ethical practices among managers. Furthermore, the study aims to create awareness about ethical leadership and ethical practices for the managers and leaders of the textile industry. In terms of chosen research design for this study is a quantitative method and will practice the questionnaire survey method in the data collection process which will help to gain insights into the research problem area.
... For example, MA has a host of positive benefits such as ethical behaviours (Van Gils et al., 2015) and moral imagination and creativity (Whitaker & Godwin, 2013) and social responsibility (Wurthmann, 2013). Dawson (2018) found that individuals with higher MA tendencies are more likely to believe that ethical and social responsibility are important. Reynolds (2008) stated that individuals with high levels of MA tend to be more interested in ethical issues of daily and organisational life, whereas individuals with low levels of MA tend to be indifferent to moral issues. ...
... between the two dimensions, we reported results with the overall scale (e.g. Dawson, 2018). ...
This study investigates how negative workplace gossip (NWG) affects counterproductive work behaviour (CWB) through emotional exhaustion. We seek to advance a more nuanced view of negative gossip regarding CWB by exploring the contingency roles of social media (SM) and moral attentiveness (MA). Using multisource, time‐lagged data from 306 Information Technology (IT) professionals and their supervisors, we highlight the importance of SM and MA in understanding how individuals react to negative gossip. Our results indicate a positive relationship between negative gossip and CWB mediated by emotional exhaustion. Notably, we found that the use of social media in the workplace strengthens the positive relationship between negative gossip and employees’ emotional exhaustion. In addition, the indirect effect of gossip on CWB via exhaustion was moderated by individuals’ moral attentiveness. Finally, we describe the implications for managers and promising avenues for future research.
... On the other hand, when organizations go through situations of change, market ambiguity and uncertainty, virtues can play a role in guiding the organization towards better performance (Baker & Dutton, 2007;Bright et al., 2006;Caza, Barker, & Cameron, 2004;Cameron, Mora, Leutscher, & Calarco, 2011;Dawson, 2018). For researchers, this can be accomplished by two quality attributes, the first being the amplifier, which favors or reinforces behaviors, attitudes, positive contexts, and the second, the buffer, in order to protect the institution from negative consequences, creating resilience and making the organization recover faster from trauma Gittell & Cameron, 2002). ...
... Advancing to the research agenda, from the identified gaps in the production routes traced, despite the notoriety of the organizational virtues for the collaborators, also for the organizations, research on the subject is scarce in the scientific literature (Dawson, 2018;Hamrahi et al., 2015), which was confirmed by the results of this review. In view of this, it becomes imminent the need for more studies that relate organizational virtues to other variables of organizational behavior, such as culture, organizational justice, leadership, resilience, organizational support, human resource practices, organizational values and organizational citizenship behaviors, advancing, in particular, to the testing of more complex models including mediation and moderation. ...
... Add to this agenda future research in organizations in which virtues seem to play a more relevant role, such as in non-profit organizations, health services and community assistance (Pires & Nunes, 2018). When an organization experiences situations of change and uncertainty, the virtues can guide it toward better performance (Baker & Dutton, 2007;Bright et al., 2006;Caza et al., 2004;Cameron et al., 2011;Dawson, 2018). Thus, longitudinal studies that reach crisis situations are welcome, such as the post-tsunami research in Asia developed by Fernando and Almeida (2012). ...
The current organizational environment demands from researchers and managers the need for a better understanding of human behavior and social interactions in the work context. In the perspective of the movement of positive organizational studies, the organizational virtues gained relevance, which in the field of organizational behavior presents advances for both employees and organization, given the importance of increasingly healthy workplaces. In this sense, the aim of this study is to present a panorama of the scientific publications on organizational virtues, through a systematic review, with bibliometric analyzes, using the software VOSviewer. Essentially, the interest of the researchers in the subject was increased, given their strategic nature for the organizations, as well as the dominance of American, English and Irish production. In addition, the results were discussed and the gaps identified inspired the development of a research agenda for future investigations.
... Moral attentiveness is a relatively recent idea in the ethics literature (Reynolds, 2008;Wurthmann, 2013), and it has gotten a lot of attention from academics in the previous 10 years ( van Gils et al., 2015;Zhu et al., 2016;Dawson, 2018). Moral attentiveness, in its two important basic aspects (perceptual and reflective), is likely to have a favorable impact on ethical behavior because it causes people to reason about and perceive morality on a regular basis (Reynolds, 2008;Wurthmann, 2013). ...
... Moral attention, for instance, has been linked to moral imagination, and hence to the ability to contemplate and evaluate new options in terms of moral worth and positive ethical impact (Whitaker and Godwin, 2013). Also, moral attentiveness has been observed to be positively related to the perception that ethics and social responsibility are outstanding to be effective in business (Wurthmann, 2013), which Dawson (2018) claims as a necessary condition for an individual to behave ethically. In addition, moral attentiveness is said to be closely related to moral awareness, that is, the ability of an individual to recognize that a situation encompasses moral content and requires from an ethical-lens based evaluation (Reynolds, 2006), which is critical to make ethical decisions (van Gils et al., 2015). ...
... Finally, personal or professional experiences resulting from interactions with role models could result in enhanced levels of moral attentiveness (Reynolds, 2008). As such, managers should do their utmost to become role models of ethical behavior as the virtuousness showed to others could make employees gather knowledge on how to perform successfully in moral terms and thus become motivated enough to flourish in moral terms, which should increase their attentiveness to the opportunities that exist in the environment to fulfill such a commendable goal (Al Halbusi and Amir Hammad Hamid, 2018;Dawson, 2018;Salehi et al., 2020aSalehi et al., , 2020b. ...
Purpose
Although there have been several studies on corporate justice and employee ethical behavior, little is known about the conditions in which this link develops. The purpose of this study is to investigate the direct effect of organizational justice and moral attentiveness toward employee ethical behavior. Importantly, this study also considers the moderating role of moral attentiveness on the links between organizational justice and employee ethical behavior.
Design/methodology/approach
The data was collected from 350 employees who were assessed directly to supervisors in 12 manufacturing companies placed in Malaysia, operated full-time, and had regular interaction with their direct supervisors. In particular, using two-wave survey data obtained from 270 employees working in the manufacturing industry in Malaysia.
Findings
Results showed that organizational justice and moral attentiveness positively impact the employee ethical behavior as predicted. New to the literature, findings disclose that moral attentiveness strengthens this relationship. Importantly, the positive impact of organizational justice is sharply positive under high than low moral attentive employees and ceases to be significant among low morally attentive personnel.
Research limitations/implications
This research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.
Practical implications
The findings of this study send a clear signal to managers that “failing to ensure that their employees perceive organizational justice” may undermine every effort made by them to improve their organizations’ ethical quality. Importantly, the findings emphasize the role of moral attentiveness in improving the ethical behavior of employees both directly and by strengthening the effectiveness of organizational justice to impact such a behavior positively. So, given the advantages of moral attentiveness in terms of improving employee ethical conduct, businesses should make every effort to hire and choose people who meet this requirement because it is not easy to spot this personality trait. Human resource managers may assess candidates’ moral attentiveness using a range of methods such as group debate, an in-basket exercise, organized interviews and business games that concentrate on specific ethical concerns.
Social implications
This research focused on the notion of ethics and how important it is for society. The principles, norms and ideals that guide an individual’s behavior are referred to as ethics. Because the authors need to be treated with dignity as human beings, ethical behavior is essential in society.
Originality/value
The results of this study demonstrate how the eye is put to attain organizational moral excellence; the outcomes have shown that acutely attentive employees to the moral cues offered by the organization is vital.
