An Updated Inquiry into the Study of Corporate Codes of Ethics: 2005–2016

Abstract

This paper presents a review of 100 empirical papers studying corporate codes of ethics (CCEs) in business organizations from the time period mid-2005 until mid-2016, following approximately an 11-year time period after the previous review of the literature. The reviewed papers are broadly categorized as content-oriented, output-oriented, or transformation-oriented. The review sheds light on empirical focus, context, questions addressed, methods, findings and theory. The findings are discussed in terms of the three categories as well as the aggregate, stock of empirical CCE studies in comparison with previous reviews, answering the question "where are we now?" Content and output studies still stand for the majority of the studies, whereas the transformation studies are fewer. Within these areas, two new trends are found to have emerged: discursive analyses and a focus on labor conditions. The review finds that (a) the content of CCEs is still predominantly self-defensive, (b) that CCEs are insufficient in themselves in terms of protecting workers' rights, (c) that CCEs are likely to encounter tensions when implemented across national and organizational boundaries, and (d) that while perception of CCEs is generally positive, CCEs may lead to both positive and negative outcomes. Based on these findings, potential areas for further exploration in the area of CCE research are suggested.

The other side of compliance systems and codes of ethics: A Foucauldian perspective on rule-based ethics and corruption control

“…For researchers in the field of ethics in organizations, studies that have dealt with the matter are critically superficial. Therefore, we can notice that little has advanced in terms of effectiveness in the promotion of the ethical decisions (Adams, Tashchian, & Shore, 2001;Adelstein & Clegg, 2015;Babri, Davidson, & Helin, 2019;Remisová, Lasáková, & Kirchmayer, 2019;Santos, Tomei, Serra, & Marietto, 2017). As for the field of administration, the theme has gained more importance in human resources management and now matches the capitalist purpose of minimizing losses caused by misconduct in productive organizations.…”

“…From this perspective, ethics is the conduct or type of human actions, that is, conscious and voluntary acts by individuals that affect social groups. Likewise, one of the great contemporary dilemmas in management arises: As much as we have developed critical moral codes in organizations, moral and ethical theories stumble when the matter is turned to the prevention of deviant conduct, that is, they have failed miserably in securing submission of human beings to the norm (Alakavuklar & Alamgir, 2018;Babri et al, 2019).…”

“…Most papers surveyed addressed the content of ethics codes and offered opinions about the vocabulary, content or value weight brought by the normative text. Research has begun to seek ways of validating the argument that a business ethics code is needed for the cohesion of the bureaucratic structure and that there must be a balance between standards that meet organizational demands and the rules that are targeted at standard behavior (Babri et al, 2019;Remisová et al, 2019).…”

“…The faith in the effectiveness of the codes led several organizations' managers to adopt such "tools;" either by the belief that this would positively affect organizational performance or by the demand of some markets that demanded certain moral conducts to accept new entrants into the current dynamics. Ethic codes are also commonly used to exempt the company from being accountable for the actions of its employees primarily by not following procedures and expected behaviors (Babri et al, 2019).…”

Embedded ethics and reflexivity: narrating a charter of ethical experience

“…There is little academic work on developing a code of ethics or on exploring the different forms ethical codes might take. Much of the literature in this area addresses what codes should contain and their effectiveness on the ethical behavior of employees (see Babri et al, 2019; Helin and Sandström, 2008 for reviews). In the most recent review, Babri et al (2019) find that even today, ethical codes contain authoritarian language, reinforce control and hierarchy, do not reflect local values, and can be “counteractive to moral empowerment” (p. 34).…”