Journal articles on the topic 'Virtuous organizational practices'
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Aubouin-Bonnaventure, Julia, Evelyne Fouquereau, Hélène Coillot, Fadi-Joseph Lahiani, and Séverine Chevalier. "A New Gain Spiral at Work: Relationships between Virtuous Organizational Practices, Psychological Capital, and Well-Being of Workers." International Journal of Environmental Research and Public Health 20, no. 3 (January 19, 2023): 1823. http://dx.doi.org/10.3390/ijerph20031823.
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Identifying antecedents of well-being at work is an active field of research, focusing notably on organizational practices that promote employees’ optimal health. To date, whereas studies have demonstrated that some organizational practices, considered in isolation, are positively associated with indicators of well-being, none tested the joint effect of a bundle of practices on these. Moreover, few studies have examined the psychological mechanisms underlying these relationships. The present study aimed to identify the relationships between virtuous organizational practices, a new psychological integrative construct, and three indicators of workers’ hedonic, eudaimonic, and social well-being, namely job satisfaction, thriving at work, and work–life balance, and to test the mediational role of psychological capital in these relationships. The sample comprised 400 French employees working in non-profit, private, and public organizations. Structural equation modeling confirmed the direct effects of virtuous organizational practices on the three indicators of well-being, and a bootstrapping procedure demonstrated that psychological capital partially mediates these relationships. The results of this study have many practical applications because virtuous organizational practices can easily be implemented and optimized in work organizations to develop the individual resources of workers and, in detail, to promote their psychological well-being. Finally, the contributions of this study, avenues for future research, and limitations are discussed.
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Nawaz, Ahmad, Edi Abdurachman, Idris Gautama, and Asnan Furinto. "An empirical study of the impact of leadership, virtuousness and decision-making process on effectiveness of Indonesian private universities." Management Journal of Binaniaga 5, no. 01 (June 19, 2020): 69. http://dx.doi.org/10.33062/mjb.v5i01.378.
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The purpose of this study is to investigate the relationship between servant / authentic leadership, organizational virtuousness, collegial / rational decision-making and organizational effectiveness of the departments at private universities. This study uses 97 faculty members’ data, collected from 78 departments in 17 private universities in Lembaga Layanan Pendidikan Tinggi (LLDikti) III. Structural Equation Modelling - Partial Least Square technique was used to determine statistical significance and path coefficients for the model. The findings indicate that servant leadership significantly affects organizational virtuousness, organizational virtuousness has a significant effect on both collegial / rational decision-making and organizational effectiveness, and organizational virtuousness has a significant effect on organizational effectiveness as well. This research reveals that servant leadership plays a substantial role in developing a virtuous culture, whereas authentic leadership has not contributed to encourage organizational virtuousness in private universities’ departments. Organizational virtuousness practices in departments result in more organizational effectiveness and enable them to exercise collegial / rational decision-making process for the allocation of resources. Moreover, the collegial / rational decision-making approach positively influences the effectiveness of the private universities’ departments. Keywords: Servant Leadership, Authentic Leadership, Organizational Virtuousness, Collegial / Rational Decision-Making, Organizational Effectiveness, Private Universities.
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Winkler, Peter, Michael Etter, and Itziar Castelló. "Vicious and Virtuous Circles of Aspirational Talk: From Self-Persuasive to Agonistic CSR Rhetoric." Business & Society 59, no. 1 (February 13, 2019): 98–128. http://dx.doi.org/10.1177/0007650319825758.
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Scholars are divided over the question of whether managerial aspirational talk that contradicts current business practices can contribute to corporate social responsibility (CSR). In this conceptual article, we explore the rhetorical dynamics of aspirational talk that either impede or foster CSR. We argue that self-persuasive CSR rhetoric, as one enactment of aspirational talk, can attract attention and scrutiny from organizational members. Continued adherence to this rhetoric, however, creates and perpetuates tensions that lead to a vicious circle of disengagement. A virtuous circle, by contrast, requires a shift toward an agonistic rhetoric that transcends tensions by rearticulating aspirations in concurrence with situated understandings of responsible corporate practice. Our arguments contribute to a better understanding of how communication becomes constitutive of CSR and address the debate on decoupling between talk and action.
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Edgeman, Rick. "Routinizing peak performance and impacts via virtuous cycles." Measuring Business Excellence 21, no. 3 (August 21, 2017): 261–71. http://dx.doi.org/10.1108/mbe-03-2017-0003.
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Purpose The purpose of this paper is to improve the ability of enterprises to routinely realize peak performance and produce positive social and environmental impact. Design/methodology/approach An acknowledged operational excellence model – the one behind the globally recognized Shingo Prize for Operational Excellence – is examined in relation to positive reciprocal behavior and the value of creating and reinforcing processes that “pile good upon good” in form of virtuous improvement cycles. Findings Embedding virtuous reciprocity cycles in enterprise culture and routines can help to routinize peak performance. Research limitations/implications Only the Shingo Operational Excellence Model is examined so that other well-known alternatives such as the Malcolm Baldrige Performance Excellence Model and EFQM Excellence Model are not examined. That said, the general structure and content of most excellence models is sufficiently similar that the approach taken herein would likely yield analogous conclusions. Practical implications Inherent in “practices” is that enterprises seek to routinize successful approaches to performance and impact, usually via contextualized implementation of excellence models or “programs” such as lean enterprise. Social implications Offered is one means of creating more positive enterprise cultures. Enterprises with more positive cultures have been shown to also be more productive and to contribute more positively to the fabric of society so that the “piling of good upon good” can extend beyond the borders of the enterprise. Originality/value The contribution herein is one of demonstrating why and how virtuous cycles can be implemented to more routinely yield improved or peak performance.
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Cameron, Kim. "Cross-cultural research and positive organizational scholarship." Cross Cultural & Strategic Management 24, no. 1 (February 6, 2017): 13–32. http://dx.doi.org/10.1108/ccsm-02-2016-0021.
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Purpose In view of the emphasis in cross-cultural research on negative factors such as cultural misfit, cultural distance, and the liability of foreignness, the purpose of this paper is to offer one explanation for why this is the case and highlight the advantages of giving at least equal emphasis to research on positive factors. Three propositions are offered to guide future cross-cultural research. Design/methodology/approach Summaries of empirical studies on the inherent inclinations of human systems toward the negative, as well as inclinations toward the positive, produce explanations for each of these biases and their implications for cross-cultural scholarship. Findings By prioritizing positive factors instead of negative factors, individuals and organizations perform at much higher levels than when the reverse is the case. Virtuous practices, in particular, are associated with positively deviant performance. Inasmuch as virtuousness is universally valued, its emphasis can address some of the liabilities of difference inherent in cross-cultural contexts. Originality/value The three propositions offered in the paper explain why negative biases exist, how positive biases provide an advantage to individuals and organizations, and highlight future directions for cross-cultural research. Social scientists have been challenged to help enable 51 percent of the world’s population to flourish by mid-century, and prioritizing positive cross-cultural phenomena is one prescription for achieving that objective.
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Steele, Rebekah, and Marjorie Derven. "Diversity & Inclusion and innovation: a virtuous cycle." Industrial and Commercial Training 47, no. 1 (February 2, 2015): 1–7. http://dx.doi.org/10.1108/ict-09-2014-0063.
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Purpose – The purpose of this paper is to clarify the reciprocal relationship between Diversity and Inclusion (D&I) and innovation to demonstrate how each may be effectively leveraged for the benefit of the other to help businesses grow. The paper aims to expand the discussion around the relationship between D&I and innovation by exploring not only how D&I can be leveraged for better outcomes in innovation, but also how innovation can be leveraged for better outcomes in D&I. Design/methodology/approach – This paper explores insights from researchers and practitioners, case examples, and the authors’ professional experiences, opinions and interpretations. Findings – Set in the context of current challenges facing business leaders, the paper provides insights, recommendations and case examples about how D&I can be leveraged to bring about innovative products, services and business solutions. It also discusses factors limiting success in the field of D&I calling for innovative approaches that can deliver better outcomes. A set of recommendations and case examples of next generation D&I practices is followed by an example methodology demonstrating value in fostering innovative D&I strategies and results. Research limitations/implications – Researchers and practitioners are encouraged to explore and test the proposals further. Practical implications – The paper suggests opportunities for the development of more effective approaches to leveraging D&I for innovation, and leveraging innovation for D&I to help businesses succeed. Originality/value – This paper highlights a novel opportunity to examine the reciprocity in the interplay between innovation and D&I and broaden the typically unilateral view of this relationship.
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Banker, Darshna V., and Kanika T. Bhal. "Understanding Compassion from Practicing Managers’ Perspective: Vicious and Virtuous Forces in Business Organizations." Global Business Review 21, no. 1 (February 19, 2018): 262–78. http://dx.doi.org/10.1177/0972150917749279.
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This article examines how practicing managers construe the concept of compassion and the logics that they use to label their organizations as compassionate or otherwise. In-depth interviews of 10 middle and senior managers were conducted and analysed using grounded theory approach for the coding of the qualitative data into different themes. Data revealed two roles that respondents play while conceptualizing compassion. These roles are: receiver and giver; both having uniquely different views and perceptions. Based on these two views, we established an operational definition of compassion for business organizations. Further, this article identifies different organizational pressures and enablers that affect the level of compassion as presented in the form of vicious and virtuous cycles. It also depicts interlinks among factors and suggests interventions for increasing compassion in the organization. Among other issues, we propose, through this article, that excessive focus on short-term goals in an organization acts as a major pressure leading to low level of compassion, and these problems can be addressed through empathetic leadership practices.
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Moggi, Sara, Sabrina Bonomi, and Francesca Ricciardi. "Against Food Waste: CSR for the Social and Environmental Impact through a Network-Based Organizational Model." Sustainability 10, no. 10 (September 30, 2018): 3515. http://dx.doi.org/10.3390/su10103515.
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This article inductively develops a model of how farmers market organizations can contribute to reduce food waste, fight poverty, and improve public health through innovative Corporate Social Responsibility (CSR) practices enabled by networked activity systems. To this aim, a ten-year longitudinal case study of one of the biggest Italian farmers markets has been conducted, based on triangulated data from participant observation, interviews, and internal documents collection. This study suggests that farmers market organizations are in the position to leverage their inter-organizational relationships, institutional role, and power to build collaborative networks with businesses, government bodies, and charities, so that concrete CSR-based virtuous circles on surplus food donation are triggered at the organizational field level. Answering the call from United Nation Goals for successful examples on SDG 12, this case presents how several CSR levers can have a social and environmental impact allowing farmers and their market organizations to increase their efficiency and accountability to the local community, improve processes, reduce food waste, and contribute to public health and social inclusion. CSR actions have co-evolved with significant changes in organizational logics and identity, thus enabling accountability to the local community and innovative network-level auditing of the relevant organizational processes.
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Fawad Sharif, Sayed Muhammad, Yang Naiding, and Sayed Kifayat Shah. "Restraining knowledge leakage in collaborative projects through HRM." VINE Journal of Information and Knowledge Management Systems 54, no. 3 (February 8, 2022): 493–509. http://dx.doi.org/10.1108/vjikms-09-2021-0228.
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Purpose Collaborative projects require overlapping skills and capabilities to facilitate knowledge transfer. However, not all kinds of learning are virtuous and some may lead to leakage of commercially valuable knowledge. The purpose of this paper is to explain and restrain leakage of organizational competitive knowledge in collaborative projects. Design/methodology/approach A total of 398 survey questionnaires are collected from project-based firms in Pakistan. We gathered data from horizontal and vertical collaborations. Analysis is conducted with transaction cost economics lens through Process Macro 3.0. Findings Findings suggest that partner’s learning intent (PLI) and distrust positively affect knowledge leakage, whereas human resource management (HRM) practices have negative effect on knowledge leakage. Furthermore, HRM practices negatively moderate the relationship between PLI and knowledge leakage and distrust positively mediates it. Research limitations/implications This study integrates HRM with knowledge management to restrain knowledge leakage and contributes to knowledge management and strategic management. This study examines knowledge leakage in the presence of passive opportunism. Originality/value This study explains how passive opportunism translates into opportunistic behavior. Besides, effectiveness of HRM practices are least surveyed to restrain passive and active opportunisms.
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Ma, Yang, and Markus Kurscheidt. "Modifying Tradition: Understanding Organizational Change in Chinese Elite Sport Training at the Grassroots Level." Sustainability 13, no. 7 (April 6, 2021): 4048. http://dx.doi.org/10.3390/su13074048.
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This research examines the organizational change in Chinese elite sport training at the grassroots level, which is perceived as foundational to and crucial for the development of sustainable competitive advantage at the Olympics. Predicted on an in-depth single case study design linked to qualitative research, this study pursued a “thick description” of the process of change in Shanghai elite sport training by identifying the impetus for change and factors moderating the change process. All qualitative data were sourced from semi-structured interviews and official and semi-official documents. Participants included current sport leaders; officials/administrators; senior, including head and non-head, coaches; and renowned Chinese social science scholars who either specialize in or are familiar with the elite sport training scene in general and the landscape at the grassroots level. The key findings, on the basis of organizational change theory, were that the internal and external political pressures are strongly linked to the growing concern about athlete performance management, the alignment of elite sport training with the sport service industry, and limited financial resources; the functional pressures emerge from the broadening of the talent pool of money-consuming sports and newly added Olympic sports; and other fields’ successful practices, the unlimited registration rule, and a virtuous cycle of training contribute to organizational change.
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Mion, Giorgio, and Renzo Beghini. "Developing virtue ethics in management: a case of an interdisciplinary educational approach." Development and Learning in Organizations: An International Journal 34, no. 4 (November 14, 2019): 5–8. http://dx.doi.org/10.1108/dlo-04-2019-0078.
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Purpose This paper aims to present and discuss an interdisciplinary educational approach to business ethics, based on a virtue ethics framework and the common good paradigm. This approach addresses the challenges that businesses face in building legitimacy and creating shared values. Design/methodology/approach The paper presents a case study of an experience of an interdisciplinary postgraduate course, discussing both the design of the program and its first results. Findings The paper focuses on the theoretical and practical reasons for the interdisciplinary nature of business ethics education and contributes to the literature on business ethics education as well as training and educational practices in academic and professional contexts. Practical implications This paper can positively influence business education practices by sharing a replicable educational model and fostering virtuous practices that contribute to renewing the perception of the purpose of firms. Social implications Improving business ethics education can positively affect the social performance of firms contributing to the common good. Originality The paper presents an innovative interdisciplinary educational program that, to the best of our knowledge of the current literature, can be consider an original contribution.
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Shipper, Frank, and Richard C. Hoffman. "John Lewis partnership approaching 100 years – what now?" CASE Journal 16, no. 2 (May 6, 2020): 227–71. http://dx.doi.org/10.1108/tcj-08-2018-0095.
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Theoretical basis This case has multiple theoretical linkages at the micro-organizational behavior level (e.g. job enrichment), but it is best analyzed and understood when examined at the organizational level. Students will learn about shared entrepreneurship, high performance work systems, shared leadership and virtuous organizations, and how they can develop a sustainable competitive advantage. Research methodology The case was prepared using a qualitative approach. Data were collected via the following ways: literature search; organizational documents and published historical accounts; direct observations by a research team; and on-site audio recorded and transcribed individual and group interviews conducted by a research team (the authors) with organization members at multiple levels of the firm. Case overview/synopsis John Lewis Company has been in business since 1864. In 1929, it became the John Lewis Partnership (JLP) when the son of the founder sold a portion of the firm to the employees. In 1955, he sold his remaining interest to the employee/partners. JLP has a constitution and has a representative democracy governance structure. As the firm approaches the 100th anniversary of the trust, it is faced with multiple challenges. The partners are faced with the question – How to respond to the environmental turmoil? Complexity academic level This case has environmental issues – How to respond to competition, technological changes and environmental uncertainty and an internal issue – How can high performance work practices provide a sustainable competitive advantage? Both issues can be examined in strategic management courses after the students have studied traditionally managed companies. This case could also be used in human resource management courses.
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Abreu, Ricardo, Jorge Antunes, Mafalda Escada, Maria Pádua, and Maria Teresa Patrício. "Portuguese SMEs: Strategies for Collaborative R&D and Participation in the Framework Programme." European Conference on Innovation and Entrepreneurship 18, no. 1 (September 18, 2023): 1–7. http://dx.doi.org/10.34190/ecie.18.1.1643.
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The European Union Framework Programme can create and/or strengthen research networks and cooperation, namely between SMEs and higher education institutions. However, in Portugal, SMEs represent only 16,7% of allocated funds, falling below the European Commission’s target (Agência Nacional de Inovação, 2020). Low SME participation can result from factors particularly related to SMEs, such as organizational characteristics and past R&D experience. In fact, previous collaborative R&D experience is an important factor determining participation in Framework Programmes (Barajas & Huergo, 2010), suggesting a virtuous cycle. How and why do SME gain collaborative experience with HEI? In what kind of collaborative experiences with HEIs do SMEs engage? What are the characteristics of SMEs that engage in these experiences? What obstacles and risks do SMEs face when applying for the FP and which strategies do they adopt to face them? To answer these questions, we conducted an exploratory survey with SMEs that collaborate with HEIs (N = 26). Additionally, we conducted semi-structured interviews with three H2020 participant SMEs and three non-participants to further explore their collaborative practices and R&D strategies.
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Moriggi, Angela. "Exploring enabling resources for place-based social entrepreneurship: a participatory study of Green Care practices in Finland." Sustainability Science 15, no. 2 (October 22, 2019): 437–53. http://dx.doi.org/10.1007/s11625-019-00738-0.
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Abstract Enabling resources are the array of tangible and intangible assets that social entrepreneurs mobilize or create to bring forward novel place-based initiatives, to respond to unmet sustainability challenges and ideally contribute to virtuous processes of socio-economic transformation. Understanding the role of resources in constraining or enabling the development of social enterprises holds important implications not merely for the initiatives, but also for the places where they are embedded. Existing studies fail to provide a comprehensive, empirically grounded account of resources for place-based social entrepreneurship. This paper aims to fill this gap, by exploring the array of resources that enable and constrain the development of Green Care practice, i.e., nature-based activities with a social innovation purpose. Three communities of Finnish practitioners—a nature-tourism company, a care farm, and a biodynamic farm—were involved over the span of 3 years in research activities conducted with an in-depth qualitative approach. Participants were engaged in several stages of iterative learning combining conventional and action-research methods: semi-structured interviews, participatory mapping, and a co-creation workshop. Results show that entrepreneurs resort to a great variety of enabling resources, inclusive of both tangible and intangible assets, that are only marginally considered by relevant literature. Based on these findings, the paper proposes a novel set of enabling resources, comprehensive of nine clusters: infrastructural, institutional, material, place-specific, organizational culture-related, social, ethical, affective, and competence-related. Two concluding insights can be inferred: understanding resources is paramount to grasp possibilities and challenges of place-based entrepreneurship; in-depth participatory processes are needed for a thorough and grounded investigation of enabling resources in places.
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Barclay, Lizabeth A., Karen S. Markel, and Jennifer E. Yugo. "Virtue theory and organizations: considering persons with disabilities." Journal of Managerial Psychology 27, no. 4 (April 27, 2012): 330–46. http://dx.doi.org/10.1108/02683941211220153.
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PurposeThis research aims to apply virtue theory to the under‐employment problem of persons with disabilities (PWD). Historically, PWD have been under‐employed within society and discriminated against in the workplace. The authors review virtue theory research and illustrate how it can be used to better support the meaningful employment of PWD.Design/methodology/approachThis research reviews the current literature in the areas of virtue theory and the employment challenges of PWD to create a new framework that can assist in the integration of PWD into the workplace.FindingsLiterature on the employment of PWD indicates that significant differences exist in the employment experiences between PWD and persons without disabilities (PWOD). Problems such as stigmatization impede the integration of PWD into the work environment. The review of the virtue theory literature supports the development of a new framework that provides additional ways to address this ongoing problem.Practical implicationsThis paper suggests human resource management practices that virtuous organizations could use to address the problem of the under‐employment and stigmatization of PWD.Originality/valueNo research currently applies virtue theory to the under‐employment problem of persons with disabilities.
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De Montreuil Carmona, Linda Jessica, and Iara Regina Dos Santos Parisotto. "Dynamic capabilities and collaborative innovation: a case study in the textile industry of Santa Catarina, Brazil." Revista Ibero-Americana de Estratégia 16, no. 4 (December 1, 2017): 50–68. http://dx.doi.org/10.5585/ijsm.v16i4.2521.
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With increasingly fiercer competition, many industrial firms with similar characteristics are concerned with obtaining competitive advantages that allow them to differentiate themselves for survival, efficiency and profitability. Based on the Dynamic Capability Theory (Eisenhardt Martin, 2000; Teece, 2007, 2014; Teece, Pisano, Shuen, 1997), this research aimed to investigate how dynamic capacities and collaborative innovation in textile manufacturing are developed. To this end, a case study was conducted in a textile manufacturer, in which it was sought to distinguish the opportunities detection processes directed to innovation, the approach to these opportunities and the management of threats through the reconfiguration of internal and external organizational resources. For triangulation, data collection included primary data from semi-structured interviews and secondary documentary and audiovisual data. The research identified the following processes: 1) constant search for the best way to select clients, satisfy and anticipate their needs; 2) search for innovation and improvement in products, processes and practices; 3) leadership engagement and teams with innovation. The contribution of this work lies in the identification, empirical evidence and analysis of the processes involved in Dynamic Capability in the perspective of innovation, offering a model to analyze the processes linked to dynamic capacities, facilitating their understanding and verification. The results of the study showed that these capabilities act not only as a cause of innovation, but also as a consequence, establishing a continuous virtuous cycle oriented towards collaborative and dynamic innovation of products involving the manufacturer, its suppliers and customers, generating loyalty and sustaining a competitive advantage in the textile sector.
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Piffer, Vanessa, Flávio de São PEDRO FILHO, Leonardo Severo da Luz Neto, and Luiz Carlos Cavalcanti de Albuquerque. "The Instrumental Character of the Concept of Sustainability Focusing to the Institutionalist Theory." International Journal of Innovation Education and Research 7, no. 2 (February 28, 2019): 104–23. http://dx.doi.org/10.31686/ijier.vol7.iss2.1329.
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In organizations, we seek to adapt to the good practices of a relationship with nature, transforming technologies, processes and structural and productive redesign. Reflections such as these motivate research supported by the Institutionalist Theory and the assumptions of sustainability. The general objective here is to carry out a theoretical-conceptual study on the instrumental character of the concept of sustainability in focusing to the of institutionalist theory; and to the results, the specific objectives of contextualizing the concept of sustainability (1), addressing the main concepts raised in the face of institutionalist theory (2), and analyzing the approach of the conceptual perspectives considered in this research (3). The question to be answered in this study is: what is the instrumental character of the concept of sustainability in the face of institutionalist theory? The Content Analysis Method and data analysis techniques are applied in qualitative research, such as cleavage and categorization. As a result, it brings a virtuous circle of conceptual relation in evidence; points out inequality of behavior in organizations, making it difficult to achieve sustainability; Criticism points to the lack of employee awareness of the rules. We also look at organizational levels that reflect on sustainability. Conceptual applicability converts the commitment to protect and conserve natural resources, while at the same time channeling real benefits to all who are around the institution that promotes the activities. These concepts will result in a balance between the constraints that lead to scarcity and progress on the sustainability tripod; are isomorphic measures that are somehow beneficial in the relationship between the environment and the social and economic.
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Yoon-Ho, Kim, Kim Dong-One, and Mohammad A. Ali. "The Effects of Mutual Trustworthiness between Labour and Management in Adopting High Performance Work Systems." Articles 70, no. 1 (March 27, 2015): 36–61. http://dx.doi.org/10.7202/1029279ar.
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In this study, we examine the role of mutual trustworthiness between labour representatives and management and its relationship with the adoption of High Performance Work Systems (HPWS) in the Korean employment relations context. We argue that trustworthiness is a feature of the parties to the exchange, as opposed to trust, which explains the nature of exchange relationships. We follow existing literature on trustworthiness and agree that it is composed of three variables, i.e., ability, integrity, and benevolence. We test the effects of these three variables as important antecedents for the adoption of HPWS at the workplace level. Using the National Establishment Survey 2009 conducted by Statistics Korea as a sample frame, we survey a representative sample of Korean establishments. These data consist of 1,353 paired responses from labour representatives and managers.Our results show that labour-management mutual ability trustworthiness (MAT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 1); mutual benevolence trustworthiness (MBT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 2); and mutual integrity trustworthiness (MIT) has a positive and significant relationship with the adoption of high performance work systems (Hypothesis 3). These results show that mutual trustworthiness in Korean employment relations is an important antecedent for the adoption of HPWS and can enable Korean industry to improve its position in the global economy. In the final analysis, it is implied that employment relations actors pursuing cooperative employment practices should ensure the development of a virtuous cycle of mutual trustworthiness.
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Bernacchio, Caleb. "Networks of Giving and Receiving in an Organizational Context:Dependent Rational Animalsand MacIntyrean Business Ethics." Business Ethics Quarterly 28, no. 4 (May 6, 2018): 377–400. http://dx.doi.org/10.1017/beq.2018.1.
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ABSTRACT:Alasdair MacIntyre’sAfter Virtuehas made a significant impact within business ethics. This impact has centered upon applications of the virtues-goods-practices-institutions schema (Moore & Beadle, 2006). In this article, I develop an extension of the practices-institutions schema (Moore, 2017), drawing upon MacIntyre’s later text,Dependent Rational Animals. Two key concepts drawn from this text are “networks of giving and receiving” and “the virtues of acknowledged dependence.” Networks of giving and receiving are non-calculative relationships that enable participants to cope with vulnerability. These relationships are sustained by the virtues of acknowledged dependence, including just generosity,misericordia,and beneficence, virtues that direct participants to treat the needs of others as reasons for action. Drawing upon research in social network theory, I develop an example illustrating the application of these concepts within an organizational and interorganizational context. I then suggest a number of applications and research questions related to this extension of the practices-institutions schema.
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Demo, Gisela, Karla Coura, Natasha Fogaça, Ana Carolina Costa, Fernanda Scussel, and Lana Montezano. "How Are Leadership, Virtues, HRM Practices, and Citizenship Related in Organizations? Testing of Mediation Models in the Light of Positive Organizational Studies." Sustainability 14, no. 3 (January 28, 2022): 1508. http://dx.doi.org/10.3390/su14031508.
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Studies show that Human Resource Management (HRM) practices, the role of leadership, organizational citizenship behavior, and organizational virtues influence the greater involvement of professionals at work and, consequently, the organizational performance. However, there is a lack of investigations encompassing these four variables in the same research model. Thus, the main objective of this study was to identify the relationship between leadership, organizational virtues, HRM practices, and organizational citizenship behaviors in a sample of employees of Brazilian companies. A printed questionnaire was administered to a valid sample of 659 subjects, who participated voluntarily, from public and private organizations in a Brazilian State. A total of seven hypotheses were tested using confirmatory factor analysis to assess the fit of the measurement models of the four studied variables, in addition to path analysis, using structural equation modeling to specify and estimate the mediation models. All hypotheses were confirmed, attesting to the positive predictive associations between the variables. We also confirm the partial mediation of HRM practices in the relationship between leadership and citizenship and the total mediation in the relationship between virtues and citizenship. This research advances the efforts to test more complex and unexplored structural models in which HRM practices are mediating variables, fulfilling a gap in the literature, as well as providing investigations of antecedents and consequents of the variables adopted in the research. As practical implications, the findings constitute a diagnosis for managers to understand how these relationships happen, supporting decision-making towards an increasingly effective, strategic, and humanized HRM.
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Yıldız, Mehmet Sami. "EVALUATION OF ORGANIZATIONAL CITIZENSHIP BEHAVIOR (OVD) IN TERMS OF THE QURAN AND SUNNA." Bulletin of Osh State University, no. 3 (September 27, 2023): 131–42. http://dx.doi.org/10.52754/16948610_2023_3_16.
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Organizational Citizenship Behavior (OVD), which expresses voluntary behaviors outside of official duties, is beneficial and important for both public institutions and private companies. Because virtues such as Altruism, Civic Virtue, Superior Duty Consciousness, Gentlemanship, Courtesy, Loyalty, Adaptation and Personal Development, which are among the principles of Organizational Citizenship Behavior (OCB), provide great benefits to institutions if they are applied correctly. For this reason, it is seen that studies in this field have increased in the last 40 years. The fact that these principles of Organizational Citizenship Behavior (OVD) exist in the Qur'an and Sunnah, which are the main sources of the religion of Islam, makes the question of how these principles are found in these sources makes it important. In this study, the common and divergent points will be determined by comparing Organizational Citizenship Behavior (OVD) and the practices in the Qur'an and Sunnah. The principles of Organizational Citizenship Behavior will be compared with the society created by the Prophet.
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Loncar, Dragan. "Postmodern organization and new forms of organizational control." Ekonomski anali 50, no. 165 (2005): 105–20. http://dx.doi.org/10.2298/eka0565105l.
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This article displays post bureaucratic organisational concept as an adequate representative of all emerging organizational forms which are natural result of persistent initiatives to flexibly and intensify working process. Under this term we assume all budding ?sub-representatives' such as Total Quality Management (TQM), Just-in-time concept (JIT), network systems and joint ventures, virtual organizations, teamwork and other related structures. The author concludes that main virtues of new organizational paradigm are flexibility, decentralization, higher employee empowerment, knowledge and information sharing, responsibility for the system as a whole and permanent learning. On the other hand, some downsides become obvious. Those are danger from anarchy, responsibility and stress, greater employees' insecurity and resistance to new practices. Furthermore, the paper shed light on power and identity dynamics through the lens of improved and still intentional methods of organizational control. The main argument is that compulsive desire to control never fades away, only the methods of control takes different, more advanced forms through organizational culture, vocabulary and discourses monitoring at a distance, peer evaluation inside teams, employee selection and many others.
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Beabout, Gregory R. "Management as a Domain-Relative Practice that Requires and Develops Practical Wisdom." Business Ethics Quarterly 22, no. 2 (April 2012): 405–32. http://dx.doi.org/10.5840/beq201222214.
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ABSTRACT:Although Alasdair MacIntyre has criticized both the market economy and applied ethics, his writing has generated significant discussion within the literature of business ethics and organizational studies. In this article, I extend this conversation by proposing the use of MacIntyre’s account of the virtues to conceive of management as a domain-relative practice that requires and develops practical wisdom. I proceed in four steps. First, I explain MacIntyre’s account of the virtues in light of his definition of a “practice.” Second, I examine his distinction between “practices” and “institutions.” Third, I explain what I mean by a “domain-relative practice” and defend the claim that it is helpful to conceive of management in those terms. Finally, I highlight several features of practical wisdom as a virtue developed in and integral to standards of excellence within management as a domain-relative practice.
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Antunes, Augusto, and Mário Franco. "How people in organizations make sense of responsible leadership practices." Leadership & Organization Development Journal 37, no. 1 (March 7, 2016): 126–52. http://dx.doi.org/10.1108/lodj-04-2014-0084.
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Purpose – The purpose of this paper is to identify and discuss the concept of responsible leadership, find some dimensions and understand how staff in organizations make sense of this style of leadership. Design/methodology/approach – Multiple exploratory case studies in six Portuguese organizations were performed. As data-collecting instruments, several interviews and documentary analysis were used. Findings – The authors found four dimensions associated with responsible leadership in the organizations studied here: aggregate of virtues; stakeholder involvement; model of leader’s roles; and principles and ethical values. These organizations integrate relationships which seek human well-being, institutions of reference considered good examples to work in and where the best of human nature is stressed. In particular, the modus operandi of their responsible leadership implants dynamics which lead to the development of individuals’ strengths, resilience and vitality. Practical/implications – The emphasis of this leadership style points mainly to the existence of modern leaders with an integrating, holistic view of stakeholders where the focus is on carrying out their various roles where virtuousness and ethical values play a determinant role. Interpersonal relationships, ethical principles regarding the environment, peers and the community were also practices identified as associated with responsible leadership. Originality/value – The study contributes to advancing theory in the field of leadership and presents a new framework (dimensions) about responsible leadership. The study is also innovative because contributes to more knowledge about organizations that follow a responsible style of leadership, and in so doing form consistent practices that can represent benchmarking for other organizational structures, even taking into account the natural idiosyncrasies inherent in the Portuguese organizational and business sector.
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Muttaqin, Ahmad, Ustadi Hamsah, and Robby Habiba Abror. "Muhammadiyah, Sufism, and the quest for ‘authentic’ Islamic spirituality." Indonesian Journal of Islam and Muslim Societies 13, no. 1 (June 5, 2023): 199–226. http://dx.doi.org/10.18326/ijims.v13i1.199-226.
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This current paper explores and analyzes the trend of Sufism discourses and practices among Indonesian Muslim modernist-reformer organizations with special reference to the Muhammadiyah movement. The public tends to categorize Muhammadiyah as an anti-Sufism movement. A close study, however, shows that the existence of Sufism discourse and practices is a clear religious phenomenon among its individual figures and members, although organizationally Muhammadiyah does not recognize the existence of Sufi orders (tarekat). Based on the data collected from subjective-ethnographic notes of the organization’s programs and activities as well as literature studies of the organization documents, this study implements Stephen Katz’s philosophical model. It shows that Muhammadiyah is searching for Islamic spirituality by promoting the authenticity of tasawuf aspects, namely tauh}id or monotheism and akhlaq al-karimah or noble characters as reflected in the concept of ih}san. In this regard, Sufism is defined as a system of values and spirituality, not involved in a particular Sufi order. Muhammadiyah interprets Sufism as ethical values and ethos to do virtuous actions in society.
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Spicer, Michael W. "The virtues of politics in fearful times." International Journal of Organization Theory & Behavior 17, no. 1 (March 1, 2017): 65–88. http://dx.doi.org/10.1108/ijotb-17-01-2014-b004.
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While many warn about the failures of politics, this article argues that politics serves to resolve conflicts of interests and values among us in a manner that limits the use of violence and also protects and fosters value pluralism and freedom. Public administration scholars often look to science to improve governance but science cannot resolve our many conflicting ends and values, nor can it take proper account of the freedom and resulting sheer unpredictability that we have come to experience within our own tradition of politics. It is argued that the practice of politics requires not a science of governance, but simply a certain kind of toleration, namely a willingness to hear the other side and to engage in practices of adversary argument. Implications for the "politics of fear" are also discussed.
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Ketprapakorn, Nuttasorn, and Sooksan Kantabutra. "Culture Development for Sustainable SMEs: Toward a Behavioral Theory." Sustainability 11, no. 9 (May 7, 2019): 2629. http://dx.doi.org/10.3390/su11092629.
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The present study derives culture development practices among “sustainable” small and medium enterprises (SMEs)that adopt the Thai philosophy of the sufficiency economy. It adopts multiple data collection methods including non-participant observations made during visits to five “sustainable” enterprises, and references internal and published documents among other information about the case enterprises, including annual reports, previous studies about the companies and news reports. In-depth interview sessions were held with top management team members and employees, including CEOs or MDs, and division/functional heads. The “grounded theory” is adopted as an approach to analyze the data. The analysis reveals six emerging organizational culture development practices: identifying virtues, social and environmental responsibility and innovation as core values; leaders acting as models according to these values; growing their own managers to continue their corporate cultures; designing communication channels to emphasize the core values among employees; using the core values as criteria to recruit new employees; avoiding employee layoff to preserve the core values even in times of financial crisis. Limitations and future research directions to develop a behavioral theory of sustainability culture in organizational settings, as well as managerial implications are discussed.
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Nalette, Ernest. "Constrained Physical Therapist Practice: An Ethical Case Analysis of Recommending Discharge Placement From the Acute Care Setting." Physical Therapy 90, no. 6 (June 1, 2010): 939–52. http://dx.doi.org/10.2522/ptj.20050399.
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Background and PurposeConstrained practice is routinely encountered by physical therapists and may limit the physical therapist's primary moral responsibility—which is to help the patient to become well again. Ethical practice under such conditions requires a certain moral character of the practitioner. The purposes of this article are: (1) to provide an ethical analysis of a typical patient case of constrained clinical practice, (2) to discuss the moral implications of constrained clinical practice, and (3) to identify key moral principles and virtues fostering ethical physical therapist practice.CaseThe case represents a common scenario of discharge planning in acute care health facilities in the northeastern United States.MethodsAn applied ethics approach was used for case analysis.ResultsThe decision following analysis of the dilemma was to provide the needed care to the patient as required by compassion, professional ethical standards, and organizational mission.Discussion and ConclusionsConstrained clinical practice creates a moral dilemma for physical therapists. Being responsive to the patient's needs moves the physical therapist's practice toward the professional ideal of helping vulnerable patients become well again. Meeting the patient's needs is a professional requirement of the physical therapist as moral agent. Acting otherwise requires an alternative position be ethically justified based on systematic analysis of a particular case. Skepticism of status quo practices is required to modify conventional individual, organizational, and societal practices toward meeting the patient's best interest.
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Lumino, Rosaria, and Dora Gambardella. "Re-framing accountability and learning through evaluation: Insights from the Italian higher education evaluation system." Evaluation 26, no. 2 (April 2020): 147–65. http://dx.doi.org/10.1177/1356389019901304.
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Although the relation between accountability and learning is a key issue in the field of evaluation, the existing conceptualizations include significant gaps and shortcoming. This article seeks to bridge some of the identified gaps, overcoming the dichotomy between learning and accountability and the overemphasis on accountability, and offering a more nuanced account of various forms of positive and negative learning. We propose a theory-informed reconceptualization of both accountability and learning in order to develop an interpretative framework that recognizes their plurality and brings them together through evaluation. To make visible the analytical potential of our reconceptualization, we present the Italian higher education evaluation system as a source of illustrative examples. Our analysis confirms that accountability and learning are inextricably interconnected and that multiple forms of learning can be envisaged by taking into account the mutual relationship among organizational arrangements, evaluative practices and cultural codes. We argue that such kind of analysis allows to remove the taken-for-granted aspects of evaluation practices, challenging the often-implicit assumptions about their virtues as well as their weaknesses in order to see what evaluation actually does in a particular situation.
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Gencer, Mehmet, and Beyza Oba. "Taming of ‘Openness' in Software Innovation Systems." International Journal of Innovation in the Digital Economy 8, no. 2 (April 2017): 1–15. http://dx.doi.org/10.4018/ijide.2017040101.
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In large-scale open source software (OSS) innovation ecosystems that incorporate firms, a variety of measures are taken to tame the potentially chaotic activities and align the contributions of various participants with the strategic priorities of major stakeholders. Such taming rests on the dual desires of this emergent community of firms to unleash the innovation potential of OSS and to drive it to a certain direction, and it emerges in the form of various organizational activities. By drawing on a sample of large-scale OSS ecosystems, the authors discuss that methods employed for taming are isomorphic, and overview the emerging strategic pattern for establishing systems of innovation. This pattern involves a related set of practices to balance virtues of OSS community while introducing corporate discipline. In contrast to approaches such as open innovation, which favor isolated reasoning, they present a systemic and historical perspective to explain the continuum in emergence and establishment of strategic patterns.
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Edwards-Groves, Christine, and Karin Rönnerman. "Action Research conceptualised in seven cornerstones as conditions for transforming education." IJAR – International Journal of Action Research 18, no. 2 (October 18, 2022): 116–33. http://dx.doi.org/10.3224/ijar.v18i2.03.
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This article traces the philosophical and theoretical roots of Action Research to rescript its promise for site-based educational formation, reformation and transformation. The process of historicising Action Research through an extensive review of the extant literature, enabled us to establish seven cornerstones that captured the essence of the critical conditions: the practices and practice architectures, that give coherence and comprehensibility to Action Research as necessary for sustained and sustainable change in education. Framing these practices and practice architectures as cornerstones sets down important benefits for contemporary education requiring critical inquiry, rethought purposeful action and systematic responsive development. The cornerstones: contextuality, commitment, communication, collaboration, criticality, collegiality and community, were derived from viewing Action Research from its historical principle committed to democratic way of working. It is our position that the cornerstones account for, acknowledge and extend traditional perspectives and descriptions; and assist practitioners deepen understandings about the conditions necessary for opening up generative possibilities of Action Research in ways that do not neglect or lose sight of its core historical connections and democratic virtues.
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Adimabua Ojugo, Arnold, and Rume Elizabeth Yoro. "Extending the three-tier constructivist learning model for alternative delivery: ahead the COVID-19 pandemic in Nigeria." Indonesian Journal of Electrical Engineering and Computer Science 21, no. 3 (March 10, 2021): 1673. http://dx.doi.org/10.11591/ijeecs.v21.i3.pp1673-1682.
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<span>Constructivist theory defines a learning process whereby a learner denotes meaning for him/herself as he/she learns. Its challenges inform us that focus and intervention needs to be given to our curricular and instructional material, so that we may have something to offer students in the next century in terms of scientific development, drawing us into technological isolation. Study seeks to ascertain readability of some textbooks used in the teaching of science, technology, engineering and mathematics in tertiary institutions in Delta State. We chose 72 institutions using quota sampling. To uphold the virtues of internationalization, results show we must devise strategies against de-territorializing of knowledge. And thus, redefine educational goals to meet globalization as a means of network and unification. Thus, constructivism yields and apt description of both individual, group and organizational adoption patterns of technology for teaching and learning across disciplines at the various schools and educational levels. It images exemplary practices for teaching, learning and research, highlighting evidences that links technology integration, readability and quality students learning.</span>
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Kamalaselvi, G., and G. Mahalakshmi. "Impact Of Workplace Ethics On Job Satisfaction And Job Commitment Of Self Financing College Professors - A Study With Special Reference To Thoothukudi District." International Review of Business and Economics 4, no. 2 (2020): 252–59. http://dx.doi.org/10.56902/irbe.2020.4.2.33.
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Ethics is a moral philosophy concerned with the study of what is good and what is bad. The ethical culture prevailing in the organization leads to the emergence of new humanity of responsible leaders driven by values, virtues and wisdom which transform the working environment amicable. Healthy workplace culture motivates the employees to function beyond organizational expectations. Employees are motivated and their performance improves as they work under good culture. A strong employee culture has a positive impact on employee behavior and performance. The concept of ethics is of critical importance to all the professions that serve society. It plays an important role in a teacher’s personal and professional life. Identifying the ethical climate would provide the college with the evidence to support the need to make improving their colleges. The professional ethics, the values and virtues practiced in colleges heavily influence the future leaders. Given this background, an attempt was made to carry out the research on the title “Impact of Workplace Ethics on Job Satisfaction and Job Commitment of Self Financing College Professors”. The researcher has collected data from both primary and secondary sources. The primary data were collected directly from the respondents through questionnaire. The secondary data were collected from books, journals and websites. 20 professors from six self financing Arts and Science Colleges were selected at random. Hence 120 was the sample size. To analyse the data ‘t’ test, Weighted arithmetic mean score and Karl Pearson’s Co-efficient of Correlation were applied.
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Jaydip Chandrakant, Mehta. "Life Long Learning System Plays an Important Role in Leading Corporate World." International Journal of Advance Research and Innovation 1, no. 3 (2013): 124–39. http://dx.doi.org/10.51976/ijari.131317.
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In the past several decades, we have witnessed unprecedented social and technological change that has had profound implications for the nature of work. Such acceleration of change necessitates flexibility, the ability and ambition to continuously learn, and a willingness to experiment and take risks. In response, many national governments and industry leaders have emphasized the virtues of facilitating lifelong learning at work. Indeed, facilitating lifelong learning has been touted as a solution to remaining competitive. However, lifelong learning is only a concept. For it to be practical, it must be operationalized into steps from which organizations can follow. The extant research literature is scant in telling us how organizations actually implement lifelong learning practices and policies. Hence, the purpose of this paper is to describe how lifelong learning is grounded in practice. We do this by introducing a new conceptual framework that was developed on the basis of interviews with a number of leading edge corporations from Canada, the USA, India and Korea. At the heart of our model, and any effective lifelong learning system, is a performance management system. The performance management system allows for an ongoing interaction between managers and employees whereby challenging performance and learning goals are set, and concrete plans are made to achieve them. Those plans involve three types of learning activities. First, employees may be encouraged to engage in formal learning. This could be provided in-house, or the employee may take a leave of absence and return to school. Second, managers may deploy their subordinates to different departments or teams, so that they can take part in new work-based learning opportunities. Finally, employees may be encouraged to learn on their own time. By this we mean learning after organizational hours through firm-sponsored 5 programs, such as e-learning courses. Fueled by the performance management system, we posit that these three learning outlets lead to effective lifelong learning in organizations. Our model also stipulates that the three avenues of learning are mutually reinforcing. Formal training may enable an employee to participate in a work assignment in a different department. A work assignment may encourage employees to complete e-learning courses to support their work-based learning. Learning on one’s own time may lead to a promotion, and more formal training. In sum, the three ways of engaging in learning are mutually reinforcing. They are directed by the performance management system to ensure that learning is focused on organizational objectives. This paper provides texture to our theoretical model. We demonstrate how leading organizations use performance management systems to encourage lifelong learning. We also provide examples of how formal training is used to meet organizational goals, how work assignments are leveraged so that individuals have the ability to learn, and how organizations are increasingly providing opportunities for individuals to learn on their own time.
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Vural, Ahmet, and Hicret Karaduman. "Some Considerations About Seyyid Ali Hemedānī's Risāle-i Fütüvvetiyye Work as A Continuation of Copyrights Studies on Futuwwa." Journal Of The Near East Unıversıty Islamıc Research Center 8, no. 2 (December 25, 2022): 201–12. http://dx.doi.org/10.32955/neu.istem.2022.8.2.06.
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Futuwwa is considered a mystical concept as a moral ideal that we can see in almost every culture. Ṣūfīs blended futuwwa with mystical content in order to distinguish themselves from various futuwwa conceptions and experiences adopted by segments with different priorities. In this context, the principle of adherence to religious provisions was prioritized on the basis of the definitions of futuwwa, and the virtues aimed at protecting the law of others in social practices, especially generosity and altruism, constituted the essence of futuwwa. Melāmet, as an integral part of futuwwa, facilitated the applicability of futuwwa morality by glorifying the piety that one would live by hiding one's self in the network of social relations. In this direction, the ṣūfīs made various definitions and explanations about futuwwa, and with the emergence of ṣūfī literature, these words were also revealed in the first works under the titles of good morals or futuwwa. The futuwwa treatises, the first example of which we can see in Sulemī, are composed of narrations that ṣūfī sheikhs spoke about within religious boundaries and that reflect the morality of īsār. Apart from Sulemī's treatise, it is seen that futuwwa is only mentioned in the title of the subject in the first period ṣūfī classics. These works presented futuwwa as a sign of a perfect piety on the moral plane. However, it is seen that futuwwa took on an institutional structure in the sixth and seventh centuries of the hijra, later on gained an economic structure under the name of Ahi-order and continued its existence as an individual organization under the roof of Ṣūfīsm. In this period, when the organization became widespread in the community, detached works were written about futuwwa, the content of which was created in the form of a regulation. When we examine these treatises, we see that the futuwwa is now represented at the organizational level and that in addition to its moral dimension, some formal rules and rules of its own are formed. Conditions such as wearing a shalwar or belt, being male, sane, and reaching puberty can be counted among these. In addition, some principles were also laid down regarding the relationship of the members of the futuwwa with each other or with their pirs. On the other hand, St. Ali's leadership in futuwwa manifests itself as one of the main features of the futuwwatnāmes of this period. We come across many examples of futuwwatnāmes, especially the works of Suhrawardī and Ibn al-Mi'mār, one of them being the futuwwa treatise of Seyyid Ali Hemedānī, one of the Kubravī sheikhs. Hemedānī, who continued his life in the geography of India, played an important role in the rise of Islam in this region, and he received his mystical education from Maḥmūd Mezdekānī and Takıyyüddīn Ali Dostī, the caliphs of the Kubraviyya sheikh Alaüddevle Simnānī. The treatise translated into Turkish by Tāhir al-Mawlawī can be considered as an extension of the previous futuwwa in terms of revealing the mystical aspect of futuwwa, making descriptions that we can follow the relationship between ahi-order and futuwwa, continuing the understanding of futuwwa of the early ṣūfīs, and trying to draw the religious boundaries of futuwwa. In this study, the prominent features of the futuwvetnāmes written by some basic names such as Sulemī and Suhrawardī will be examined, and in the second title, Hemedānī's Risāle-i Fütüvvetiyye, which we can consider as an extension of this tradition, will be discussed over points.
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Aubouin-Bonnaventure, Julia, Evelyne Fouquereau, Hélène Coillot, Fadi Joseph Lahiani, and Séverine Chevalier. "Virtuous Organizational Practices: A New Construct and a New Inventory." Frontiers in Psychology 12 (October 13, 2021). http://dx.doi.org/10.3389/fpsyg.2021.724956.
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Research on the identification of organizational practices that promote individual and organizational performance is now very extensive. However, several studies have revealed the dark side of these practices on employees’ psychological health. Consequently, researchers have called on the scientific community to focus on the well-being of workers and to identify the organizational practices that promote it. Thus, the aim of the present research was to fill this gap by introducing a new conceptualization of organizational practices supporting the psychological health of employees and proposing a new improved measure to assess them. Drawing on the American Psychological Association’s model of Psychologically healthy workplace, we first conceptualized the innovative multidimensional construct of virtuous organizational practices. We then conducted four studies (N = 1,407) to develop and validate the Virtuous Organizational Practices inventory. Results of exploratory statistical analyses provide strong evidence of the second-order factor structure of the inventory in different French samples and of the convergent, predictive and incremental validity of this tool. Implications for researchers, organizations and practitioners and avenues for future research are discussed.
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Mion, Giorgio, Vania Vigolo, Angelo Bonfanti, and Riccardo Tessari. "The Virtuousness of Ethical Networks: How to Foster Virtuous Practices in Nonprofit Organizations." Journal of Business Ethics, January 10, 2023. http://dx.doi.org/10.1007/s10551-023-05326-y.
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AbstractEthical networks are an emerging form of social alliance based on collaboration between organizations that share a common ethical commitment. Grounded in a theoretical framework of virtue-based business ethics and focusing on nonprofit alliances, this study investigates the virtuousness of ethical networks; that is, how they trigger virtuous practices in their member nonprofit organizations. Adopting a qualitative grounded theory approach, the study focuses on one of the largest Italian ethical networks of nonprofit organizations operating in the social care sector. The findings show that shared ethical values and religious beliefs are positively associated with ethical network building. Based on these findings, a circular model of virtuousness is proposed in which ethical networks foster virtuous practices among their members at four levels: (1) the strategic orientation level, (2) the institutional level, (3) the organizational level, and (4) the relational level. At each of these levels, ethical networks foster a habituation to virtues and the propagation of virtuous behaviors among their members. Theoretical, practical, and social implications of the research findings are discussed.
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Rousseau, Denise M. "What if Marie Kondo Wrote an Organizational Change Book? Making Space for Subtractive Change." Journal of Applied Behavioral Science, September 22, 2021, 002188632110327. http://dx.doi.org/10.1177/00218863211032747.
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Subtraction neglect is a real problem in our lives and organizations. Additive change, increasing the number of activities, tasks, and goals, is the unrelenting norm. Subtractive change removes things. For people and organizations starved from bandwidth, and change scholars and practitioners seeking new capabilities, subtractive change offers opportunity to make organizational change both kinder to people and more effective. I offer a few ideas for promoting subtractive change in scholarship and practice: the difference between Virtuous Subtraction realizing value and Exploitative Subtraction deflecting burdens on to others; the essential roles of reflective practice, awareness of organizational history, and mindful attention to stakeholders in Virtuous Subtraction; and Anticipatory Subtraction where practices are time-marked with start and/or stop dates to call attention to opportunities for review and updating; and legacy-building practices to respect the value served by subtracted practices.
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Bernstein, Ruth Sessler, and Paul Salipante. "Embedding Inclusive, Equitable Diversity Practices in Nonprofit Organizations: Developing Policy to Account for System Dynamics." Nonprofit Policy Forum, August 14, 2023. http://dx.doi.org/10.1515/npf-2022-0042.
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Abstract To offer guidance to nonprofit leaders desiring to leverage diversity for inclusion, performance, and equity, we develop a framework for a comprehensive, mission-enhancing policy. The policy fits nonprofit organizations’ distinctive characteristics of shared mission attainment and values focus among members. The framework proceeds from an extensive transdisciplinary review and synthesis of empirical literature. It focuses on lived actions in the form of organizing practices that leaders can institute and sustain. Through a combined lens of practice theory, intergroup contact theory, and systems dynamics, we identify everyday workplace practices that undermine inclusion, performance, and equity. We detail how these anti-inclusive practices produce systemic resistance to current diversity policies by operating in vicious cycles that continually reproduce organizational and social problems. We specify a combination of practices for accountability, inclusive interactions, and personalized socialization that address the anti-inclusive practices and produce virtuous cycles of inclusion among organizational members. Illustrative cases demonstrate how the combination of practices has been effective in producing inclusion and attitude change in nonprofit organizations. To overcome policy resistance, these cases and other evidence suggest nonprofit diversity policy should emphasize inclusive values and mission-attainment rather than legal compliance.
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Aubouin-Bonnaventure, Julia, Séverine Chevalier, Fadi-Joseph Lahiani, and Evelyne Fouquereau. "Preventing workers’ need for recovery and turnover intentions: The protective effect of virtuous organizational practices through work ability." Journal of Workplace Behavioral Health, September 19, 2023, 1–23. http://dx.doi.org/10.1080/15555240.2023.2258555.
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Kumari, Sonu, and Kulwinder Kaur. "Perceived organizational virtuousness impact on workplace happiness: Mediating role of job satisfaction for sustainability in IT/ITeS organizations." Human Systems Management, September 26, 2023, 1–18. http://dx.doi.org/10.3233/hsm-230037.
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BACKGROUND: It is asserted that the positive outcomes from employees are a result of positive gestures initiated by the organization. Consequently, organizations can strategize their practices in such a manner that would stimulate and amplify positive behavioral outcomes from employees ultimately leading to organizational effectiveness and ameliorated organizational sustainability. OBJECTIVE: The objective of the present study is to investigate the relationship between Perceived Organizational Virtuousness (POV) and Workplace Happiness (WPH), mediated by Job Satisfaction (JS) for creating sustainable organizations. METHOD: Quantitative research approach was adopted following a conclusive research design. Purposive (Non-probability) sampling technique was used, and data was collected from 470 employees from IT and ITeS sector companies of Delhi-NCR (India) using questionnaire. The statistical analysis was done using SmartPLS 4 for the data. RESULTS: The results revealed that employees, who perceive organizations as virtuous, tend to feel happy at the workplace. Also, the perceptions of Organizational Virtuousness were found to amplify the experiences of Workplace Happiness and it was also found that Job Satisfaction significantly mediates the stated relationship. CONCLUSIONS: The results of the study could help the managers and strategy makers to ensure well-being of employees and adding to their performance and effectiveness.
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Salinas, Juan L. "“Everybody that's here, is legal” white employers' racial ideologies in the workplace and justifications for hiring undocumented Latino laborers." Sociology Compass 18, no. 2 (January 25, 2024). http://dx.doi.org/10.1111/soc4.13184.
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AbstractWhite employers routinely hire undocumented Latino immigrant workers based on their perceived racializations about their subservience. Researchers have explored how employers racialize Latinos, yet there is less understanding of how white employers justify breaking immigration labor policies. This study analyzes the justifications of both racialized exploitation and organizational decoupling that supports violations of immigration laws. Using in‐depth interviews with 20 white employers, this study explores employer racializations of Latinos, views of whiteness in the workplace, and justifications to hire undocumented immigrants. White employers praise Latinos for their perceived subservience, favor whites for management, and neutralize their own unlawful actions of hiring undocumented laborers. White employers frame themselves as rational, innocent, and virtuous while reinforcing racial stratification and breaking immigration laws. This study provides insights on employer labor practices with implications for labor mobility, migration reform, and racial inequality in the workplace.
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Aubouin-Bonnaventure, Julia, Séverine Chevalier, Fadi-Joseph Lahiani, and Evelyne Fouquereau. "Well-being and performance at work: a new approach favourable to the optimal functioning of workers through virtuous organisational practice." International Journal of Organizational Analysis, May 5, 2023. http://dx.doi.org/10.1108/ijoa-01-2023-3584.
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Purpose The post-COVID-19 era is characterised in the professional field by a deterioration in the psychological health of employees and by “The Great Resignation”. These phenomena require managers to rethink both organisational and HR strategies to protect their workers’ health, to retain them in their job and, in fine, to ensure the sustainability of the organisation. However, studies have demonstrated that high performance work systems (HPWS), which are currently the dominant approach in human resource management, are related to an intensification of work and consequently a deterioration of employees’ health (conflicting outcomes perspective). At the same time, workers’ well-being has been shown to be associated with numerous organisational outcomes, such as individual performance. However, relatively few articles have investigated win–win organisational practices or programmes that promote the well-being and consequently performance of workers. These include virtuous organisational practices (VOPs), which specifically aim to enhance employees’ well-being, considered not as a means to an end, but as an end in itself (mutual gains perspective). This paper aims to develop the general hypothesis that VOPs could increase employees’ performance by protecting their health and thus offer an alternative to HPWS. Design/methodology/approach We review relevant current research on psychological well-being and work performance and present innovative systems of organisational practices such as VOPs that create psychologically healthy workplaces and enhance workers’ optimal functioning (well-being and performance). Findings Based on theoretical arguments and empirical studies, we hypothesise that alternative practices such as VOPs can increase employees’ performance while protecting their health and encouraging them to stay in the organisation. Research limitations/implications After this review, we discuss future avenues for research to encourage the scientific community to test this hypothesis. Practical implications Finally, we make a number of specific recommendations about how to (1) appraise, design and implement VOPs, (2) enhance organisational communication and managerial adherence to VOPs, and (3) train managers in R.I.G.H.T leadership behaviours. Originality/value Presentation of an original approach in this research field: the VOPs.
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Yang, Charlie. "Towards An Integrated Understanding of Art, Spirituality, and Well-Being." Journal of Management, Spirituality & Religion, 2023. http://dx.doi.org/10.51327/knrz7112.
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This paper explores how art and spirituality are connected and examines how art-based pedagogy, including art appreciation and art making, can facilitate not only developing emotional skills, but also cultivating spirituality and spiritual wisdom in management education. It further proposes that art appreciation is a virtuous activity, as it can facilitate the learning of spiritual values in a more personally meaningful way. By presenting an integrated model of art appreciation and sharing pedagogical examples of art appreciation, I propose that art appreciation can provide a more intuitive and immediate approach for developing spiritual values such as empathy and interpersonal care in management education. The primary purpose of this paper is therefore to explore the pedagogical potential of contemplative art-based practices in cultivating not only the students’ emotional skills, but also their understanding of spirituality, thereby contributing to a heightened sense of their personal empowerment and overall well-being.
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Wang, Gordon, and Rick D. Hackett. "Virtuous leadership, moral behavior, happiness and organizational citizenship: the mediating effect of virtues-centered moral identity." Leadership & Organization Development Journal, September 21, 2022. http://dx.doi.org/10.1108/lodj-11-2021-0499.
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PurposeGuided by the importance ascribed to the self-cultivation of virtue, the authors examined virtues-centered moral identity (VCMI) as a mediator of the positive relationship between virtuous leadership and several valued personal and organizational outcomes.Design/methodology/approachHypotheses were tested using data from 131 leader–subordinate dyads based in the USA and Canada, using the SPSS Statistics Software 27.0 PROCESS Macro v 3.5.FindingsLeaders’ VCMI mediates the positive effects of virtuous leadership (subordinate-rated) on leaders’ moral behavior (subordinate-rated) and their self-rated happiness. Followers’ VCMI mediates the positive effects of virtuous leadership on organizational citizenship (as judged by leaders) and self-rated happiness of followers. Followers’ VCMI did not mediate between virtuous leadership and followers’ moral behavior.Research limitations/implicationsAlthough participants of this study were from a variety of industries, the sample was based in the USA and Canada; hence, any culture-specific leader behaviors and processes were likely missed. Moreover, some of the relationships examined involved data from the same source such that these associations may have been artificially inflated by common method variance. Even so, in each case, the sources we used (leader and follower) were appropriate to the research question. Nonetheless, for example, to collect Virtuous Leadership Questionnaire (VLQ)-based assessments from other stakeholders (e.g. peers and customers) remains of interest.Practical implicationsA practiced strong sense of VCMI has the potential to short-circuit unethical behavior and contribute to happiness among both subordinates and leaders. VCMI is implicated in the fostering of subordinates’ organizational citizenship as well.Social implicationsThe authors' findings imply that leaders and followers can acquire knowledge structures associated with moral virtues and virtuous acts through formal and informal learning, suggesting an affirmative answer to the question, “Are virtuous acts teachable? This is an important starting point in developing theoretically sound programs for promoting virtuous acts as called for by many scholars and practitioners. The authors' study highlights the importance of virtues-related education because VCMI is likely developed through formal learning.Originality/valueThe authors' VCMI mediation-based findings offer a completely new explanation for the positive functioning of virtuous leadership, which formerly had been grounded in attribution and social learning processes only.
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De Coster, Marjan, and Patrizia Zanoni. "More than prefigurative politics? Redefining institutional frames to reduce precarity under neoliberal capitalism." Organization Studies, July 2, 2022, 017084062211131. http://dx.doi.org/10.1177/01708406221113110.
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This paper responds to the emergent calls for recovering the role of contentious politics in prefigurative communities to more effectively transform capitalist institutions. Theoretically drawing on the work of Judith Butler, our paper points to the importance of addressing the institutional frames that demarcate who will be (mis)recognized in the public space and which are at the core of politics. Our analysis of the Coop case, shows how prefigurative and contentious politics are not incompatible, but can rather strengthen each other in a virtuous circle. When articulated to redefine existing institutional frames, they can reduce precarity. Through this articulation an assembly is constituted where a redefined subject can emerge outside the precarizing frames of neoliberalism. At the same time, our analysis suggests that Coop’s political practices do not completely redefine the individualized, calculative neoliberal subject. Project workers embraced the assembly only to the extent that it helped them reduce their self-responsibility and advance their professional and life projects. Overall, these insights advance the literature on grassroots organizations by showing the importance of contentious politics in attempting to redefine the institutional frames, as opposed to solely relying on prefigurative politics outside institutions. Yet they simultaneously confirm the difficulty to redefine the precarious neoliberal subject through collective emancipatory projects.
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Mishra, A. K., and P. S. Aithal. "Building Ethical Capital through Human Resource." International Journal of Management, Technology, and Social Sciences, January 9, 2023, 1–15. http://dx.doi.org/10.47992/ijmts.2581.6012.0251.
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Purpose: Both in the professional world and the academic world, there is a rising interest in modern-day business ethics. However, ethical violations continue to occur in the course of business operations, prompting academics and professionals to re-evaluate the current state of affairs and devise innovative new approaches to the problem of effectively managing ethics in business organizations. The goal of this study is to assess the most successful means of creating an ethical culture in the workplace for building ethical capital within the greater framework of human resource management practices. Design/Methodology/Approach: This is a review paper. Content analysis was done to compare and contrast the existing knowledge and potential practice based on model analysis considering Structure-related, organizational and individual constraints in the workplace. The classroom discussions among professional appearing as Masters scholars having more than 5 years of experience has enlightened the contextual comparison of the theoretical body of knowledge in the study. Findings/Result: In light of this, although attempts to market ethics are primarily directed on utilizing and developing clear, documented formal mechanisms, the literature argues that alternative tools are equally important and required to accomplish this goal. Due to the significant impact that HRM ethics and practices are believed to have on staff employees, there has been a recent surge in interest in the study of the role that Human Resource Management (henceforth, HRM) plays in promoting ethical behavior in the workplace through standards, training, and codes. In the workplace, the institutions and interactions all work together to do what's right, even when it's difficult to do the right thing, core values will drive value-creating initiatives. Compliance will keep us out of trouble, but virtuous ethics will produce value for both our co-workers and our organization as a whole. Originality/Value: A comprehensive examination of the role that HRM systematically signifies in generating an ethical workplace for the organization. Paper Type: Review paper
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Villamayor-Tomas, Sergio, and Gustavo A. García-López. "Commons Movements: Old and New Trends in Rural and Urban Contexts." Annual Review of Environment and Resources 46, no. 1 (August 23, 2021). http://dx.doi.org/10.1146/annurev-environ-012220-102307.
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Over the past few years, studies in political ecology and environmental justice have been increasingly connecting the commons and social movements empirically, giving shape to a new, distinctive body of research on commons movements. In our review, we first organize and synthesize empirical lessons from this body of literature. We then highlight recent theoretical efforts made by scholars to both bridge and transcend the gap between the theory of the commons and social movement theory. As we illustrate, movements can help create and strengthen commons institutions and discourses, as well as rescale them horizontally and vertically. This is particularly evident in the context of rural community-rights movements in the global South, as well as in new water and food commons movements and community-energy movements in both the global South and North. Commons institutions, in turn, can serve as the basis of social mobilization and become a key frame for social movements, as shown in the context of local environmental justice and livelihoods conflicts and anti-privatization struggles. Tensions and contradictions of commons-movement dynamics also exist and reflect trade-offs between diversity versus uniformization and organizational closure versus expansion of discourses and practices. Theoretically, there is an opportunity to cross boundaries from the theory of the commons to social movement theory and vice versa, e.g., by highlighting the role of political opportunities and framing, and biophysical factors and polycentricity, respectively. More importantly, a new commons movements theory is emerging focusing on cross-scalar organizations, the virtuous cycles between commons projects and mobilization, and the processes of commons-making. Expected final online publication date for the Annual Review of Environment and Resources, Volume 46 is October 2021. Please see http://www.annualreviews.org/page/journal/pubdates for revised estimates.
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Coura, Karla Veloso, Gisela Demo, and Fernanada Scussel. "Leadership and Human Resources Management Practices: The mediating role of organizational virtues." Psicologia: Teoria e Pesquisa 38 (2022). http://dx.doi.org/10.1590/0102.3772e38519.en.
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Abstract Considering the unexplored relationship between leadership, organizational virtues, and human resource management practices, the purpose of this paper is to test a structural model of mediation between leadership and human resource management, being organizational virtues the mediating variable. We performed a survey with 673 employees in Brazil, resorting to Structural Equation Modeling to analyze the data. Findings show that organizational virtues mediate the relationship between leadership and HRM practices. We confirm the positive effect of leadership on organizational virtues, the influence of organizational virtues on HRM practices, and the impact of leadership on HRM practices. This paper contributes to the literature on human resource management and organizational behavior, particularly concerning investigations that deal with antecedents of HRM practices.
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Mei, Todd. "Incorporating Virtues: A Speech Act Approach to Understanding how Virtues Can Work in Business." Philosophy of Management, March 10, 2021. http://dx.doi.org/10.1007/s40926-021-00171-3.
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AbstractOne of the key debates about applying virtue ethics to business is whether or not the aims and values of a business actually prevent the exercise of virtues. Some of the more interesting disagreement in this debate has arisen amongst proponents of virtue ethics. This article analyzes the central issues of this debate in order to advance an alternative way of thinking about how a business can be a form of virtuous practice. Instead of relying on the paired concepts of internal and external goods that define what counts as virtuous, I offer a version of speech act theory taken from Paul Ricoeur to show how a business can satisfy several aims without compromising the exercise of the virtues. I refer to this as a polyvalent approach where a single task within a business can have instrumental, conventional, and imaginative effects. These effects correspond to the locutionary, illocutionary, and perlocutionary dimensions of meaning. I argue that perlocution provides a way in which the moral imagination can discover the moral significance of others that might have not been noticed before, and furthermore, that for such effects to be practiced, they require appropriate virtues. I look at two cases taken from consultation work to thresh out the theoretical and practical detail.