Corporate character, corporate virtues

Moore, Geoff

doi:10.1111/beer.12100

Cited by 76 publications

(89 citation statements)

References 53 publications

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“…Solomon () argues that business should display the virtues of community, role identity, excellence, integrity, judgment, and holism. Moore () proposes eight corporate virtues, such as temperance, courage, and zeal. The Corporate Ethical Virtues (CEV) Model (Kaptein, ) presents one of the most elaborately developed sets of virtues for business.…”

Section: Introductionmentioning

confidence: 99%

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When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

Kaptein

2017

Business Ethics: A European Review

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Aristotle's doctrine of the mean states that a virtue is the mean state between two vices: a deficient and an excessive one. The Corporate Ethical Virtues (CEV) Model defines the mean and the corresponding deficient vice for each of its seven virtues. This paper defines for each of these virtues the corresponding excessive vice and explores why organizations characterized by these excessive vices increase the likelihood that their employees will behave unethically. The excessive vices are patronization, pompousness, lavishness, zealotry, overexposure, talkativeness, and oppressiveness.

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Section: Introductionmentioning

confidence: 99%

“…Solomon (1992) argues that business should display the virtues of community, role identity, excellence, integrity, judgment, and holism. Moore (2015) proposes eight corporate virtues, such as temperance, courage, and zeal.…”

Section: Introductionmentioning

confidence: 99%

When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

Kaptein

2017

Business Ethics: A European Review

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“…). As both Sison & Ferrero () and Moore's () reviews in this special edition attest, claims of ‘organisational virtuousness’, whether ‘positive’ or not, must overcome the critique that the ascription of virtue is only possible for human individuals. In addition, the claims of positive organisational studies face the additional critiques that virtue ethicists have made against the claims of positive social science tout court .…”

Section: Positive Social Science and Virtue Ethics: Recasting The Debatementioning

confidence: 93%

“…Perhaps more ambitiously, positive organisational scholarship (hereafter POS) has sought to establish measures of 'organisational virtuousness' using the correlational and experimental methods of positive psychology (Cameron et al 2004;Chun 2005;Rego et al 2010). As both Sison & Ferrero (2015) and Moore's (2015) reviews in this special edition attest, claims of 'organisational virtuousness', whether 'positive' or not, must overcome the critique that the ascription of virtue is only possible for human individuals. In addition, the claims of positive organisational studies face the additional critiques that virtue ethicists have made against the claims of positive social science tout court.…”

Section: Positive Social Science and Virtue Ethics: Recasting The Debatementioning

confidence: 99%

Introduction‐virtue and virtuousness: when will the twain ever meet?

2015

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This paper introduces ‘Virtue and Virtuousness: When will the twain ever meet?’ a special edition of Business Ethics: A European Review. The Call for Papers invited contributions that could inform the relationship between organisational virtuousness, as conceptualised by positive organisation studies, and the classical conception of virtues pertaining to individual women and men. While the resources of particular virtue traditions – Aristotelian, Catholic, Confucian, and the like – could inform their own debates as to whether virtue extends beyond individuals, the debate between virtue traditions and positive organisation studies has a different dimension. The question is whether the claims of positive social sciences as such are compatible with those of any virtue tradition. We argue that positive social science and virtue traditions are indeed rivals such that adherence to the claims of the one precludes adherence to the other. Resolution to such conflicts requires that one tradition is able to resolve questions that exhaust the resources of the other. This paper suggests that at least one area of incoherence in the findings of positive social sciences can be resolved by virtue traditions, and introduces the remaining papers in the special edition.

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“…For example, Morales‐Sánchez and Cabello‐Medina () recently pointed out that there have been many theoretical attempts to understand virtues and their applicability, but that few studies have proposed scales to assess these virtues. Furthermore, the few scales that are available focus on individual virtues (Libby & Thorne, ; Racelis, ; Riggio, Zhu, Reina, & Maroosis, ; Shanahan & Hyman, ), although it is also important to investigate them at the organizational level (Moore, ). Moreover, the basis for all quantitative research should be the ability to conceptualize relevant phenomena by using valid measures.…”

Section: Introductionmentioning

confidence: 99%

The shortened Corporate Ethical Virtues scale: Measurement invariance and mean differences across two occupational groups

Huhtala

Kangas²,

Kaptein

et al. 2018

Business Ethics: A Eur Rev

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So far, the field of business ethics lacks validated measures for assessing virtues at the organizational level. The aim of this study is to investigate the measurement invariance of a shortened Corporate Ethical Virtues scale. In this manner, we contribute to validating an instrument that is both psychometrically sound and efficient to use. We conducted two survey studies of two independent groups (managers and school psychologists). Confirmatory factor analysis supported the eight‐factor model of the scale, and we found it to be invariant in two different occupational groups. The managers gave higher appraisals of ethical culture than the psychologists did in seven out of the eight dimensions. We found that despite the contextual differences, the shortened scale measures the eight dimensions of organizational ethical virtues, as intended. Thus, the use of this more compact scale can be recommended for future studies, which will hopefully stimulate more research on ethical culture in various work contexts.

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Corporate character, corporate virtues

Cited by 76 publications

References 53 publications

When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

When organizations are too good: Applying Aristotle's doctrine of the mean to the corporate ethical virtues model

Introduction‐virtue and virtuousness: when will the twain ever meet?

The shortened Corporate Ethical Virtues scale: Measurement invariance and mean differences across two occupational groups

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