Ethical behaviour and honesty in post-Soviet business environment

Baumane-Vītoliņa, Ilona; Apsalone, Madara; Sumilo, Erika; Jaakson, Krista

doi:10.1108/bjm-02-2016-0052

Cited by 4 publications

(3 citation statements)

References 36 publications

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“…The result that ethical values affect the perception of others’ behaviour emphasises the socially constructed nature of ethicality: the (dis)belief in others’ ethicality affects our value system to be more aligned with others (Houser et al , 2012; Gächter and Schulz, 2016) and at the same time, we see others similar to our own moral standards (Di Tella et al , 2015). The practical implication of this result would be that hiring honest people seems to be the best safeguard against dishonest behaviour, as admitted by salespeople in Beck and Willis’ (1993) study and concluded by Baumane-Vitolina et al (2017). Therefore, honesty tests that measure a job applicant’s tolerance of deviant behaviour are also of practical relevance (Hollinger and Davis, 2006).…”

Section: Discussionmentioning

confidence: 91%

“…Recent research confirms that organisational life varies significantly between Western, Central, and Eastern European countries (Sakowski et al , 2015; Meyer and Peng, 2016; Zupan et al , 2017), but few studies on dishonesty have been conducted outside developed Western societies (e.g. Baumane-Vitolina et al , 2017, which analyses generational differences with regard to ethicality). Post-communist legacy may add an additional layer: documents illustrate that petty illegalities, e.g.…”

Section: Introductionmentioning

confidence: 99%

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The effect of negative work outcomes and values on the perceived likelihood of employee dishonest behaviour

Jaakson

Vadi

Baumane-Vītoliņa

2018

BJM

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Purpose Employee dishonesty is problematic for businesses in general, particularly for retailers. The purpose of this paper is to empirically analyse selected factors associated with the perceived likelihood of dishonest behaviour among retail employees. Specifically, the role of three negative work outcomes – insufficient pay, boredom, and perceived injustice – is investigated, as well as the effect of individual values and espoused organisational values. Design/methodology/approach The sample consisted of 784 retail employees from six retail organisations located in Estonia and Latvia. A survey questionnaire that used manipulated scenarios of work outcomes and organisational values was administered. Findings The study concludes that perceived injustice produces more dishonesty than other negative work outcomes (insufficient pay and boredom), whereas boredom was a surprisingly strong trigger for the perceived likelihood of dishonest behaviour. Individual ethical values determined the perceived likelihood of dishonest behaviour as hypothesised while sensation-seeking values did not. Espoused organisational values had no significant effect on the perceived likelihood of dishonest behaviour. Practical implications The results imply that the breach of distributional and procedural justice simultaneously associates most with employee dishonesty, and retail employee selection is the key to curbing dishonest behaviour in the workplace. Originality/value The paper makes a contribution to behavioural ethics literature by studying dishonest employee behaviour in the post-communist context while addressing various forms of dishonest behaviour, in addition to stealing. Also, the effect of espoused organisational values has been scarcely studied before.

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Section: Discussionmentioning

confidence: 91%

Section: Introductionmentioning

confidence: 99%

The effect of negative work outcomes and values on the perceived likelihood of employee dishonest behaviour

Jaakson

Vadi

Baumane-Vītoliņa

2018

BJM

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“…Modern HRM is a wicked problem, because trying to change a single agent calls for large system initiatives (Waddock et al 2015). Current HRM faces numerous challenges, such as motivating and keeping elderly employees (Kurek and Rachwał 2011, Sturz and Zografos 2014, Vasconcelos 20152018), while making organizations attractive for Generations Y and Z , Brown et al 2012, Baumane-Vītoliņa et al 2017, Chawla et al 2017, supporting female (Bark et al 2014) and LGBTIQ+ journeys (Köllen 2016, Pichler et al 2017, maintaining an appropriate work environment for people with disabilities (Hogan et al 2012, Kulkarni andRodrigues 2014) and addressing employees' struggles with various lifestyle and health issues, such as diabetes (Stynen et al 2015), obesity (Levay 2014), alcohol and substance abuse (Belhassen and Shani 2012) or helping those suffering from violence at home or at the workplace (Alsaker et al 2016).…”

Section: Cultural Diversity and Human Resource Managementmentioning

confidence: 99%

Leveraging Spirituality and Religion in European For-profit-organizations: a Systematic Review

et al. 2022

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This systematic review synthesises the available evidence regarding the European understanding of workplace spirituality (definitions), the importance of spirituality and religion (evidence) as well as spiritual leadership (meaning and practice) in for-profitorganizations. The search for eligible studies was conducted in OPAC Plus, SCOPUS, Science Direct, JSTOR, EBSCO, and Google Scholar from 2007/01 to 2017/07. Three independent scholars extracted the data. Twenty studies were included (two mixed-methods, eight quantitative, ten qualitative) for the final quality assessment. A study quality assessment and thematic analysis was conducted. This review gives suggestions for study quality improvement and reporting. Thematically, two different approaches to religion and spirituality (R/S) were detected: a) work has a spiritual dimension and b) religious and spiritual orientation as “spiritual capital”. Studies demonstrated positive effect on job satisfaction, health, commitment, company productivity and sustainability; Christian leadership does not address personal religious orientation; the spiritual dimension may lead to a change of perspective; workplace spirituality may exploit people for profit-oriented business goals; non-white Muslims experience discrimination. This systematic review provides robust evidence and findings for evidence-informed policymaking and encourages a more rigorous research in this field of study.

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Professional, ethical, and policy dimensions of public service interpreting and translation in New Zealand

Raído

Crezee

Ridgeway

2020

TIS

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This article reviews the practical, ethical, and policymaking dimensions of public service interpreting and translation in New Zealand. It shows that the country has had a limited tradition in translation and interpreting and that historically bilingual community members have been asked to perform T&I without specific training. Our review also reveals that several factors may explain the ongoing use of non-professionals across public settings: the availability of bilingual staff and community volunteers, the misrecognition of the T&I role, difficulties around procurement of highly skilled practitioners, and cost concerns. Policymakers and other members of the community have identified that these factors can negatively impact quality standards and professional ethics, as seen in the government’s recent initiative to regulate and professionalize the sector. We report on this initiative and our advisory role concerning the endorsement of a teleological approach to professional ethics.

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Ethical behaviour and honesty in post-Soviet business environment

Cited by 4 publications

References 36 publications

The effect of negative work outcomes and values on the perceived likelihood of employee dishonest behaviour

The effect of negative work outcomes and values on the perceived likelihood of employee dishonest behaviour

Leveraging Spirituality and Religion in European For-profit-organizations: a Systematic Review

Professional, ethical, and policy dimensions of public service interpreting and translation in New Zealand

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