The Effect of Groupwork on Ethical Decision-Making of Accountancy Students

O′Leary, Conor; Pangemanan, Gladies V.

doi:10.1007/s10551-006-9248-5

Cited by 45 publications

(31 citation statements)

References 30 publications

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“…For example, Morrison and Millikin (2000) argued that some organizations have silence climates, which are characterized by the belief that speaking up is not worth the effort and that voicing concerns may come with personal costs, particularly when expressing voice puts one in the minority. O'Leary and Pangemanan (2007) conducted an experimental study on ethical decision making in which they found that student observers were more likely to whistle-blow when they were assigned to an individual ethical decision-making condition than when they were assigned to a group ethical decision-making condition. This finding supports the notion that expressing voice in a group context entails greater risk than expressing voice individually does.…”

Section: Expressed Individual Voice Versus Expressed Collective Voicementioning

confidence: 99%

Speaking up: A conceptual model of voice responses following the unfair treatment of others in non‐union settings

Goldberg

Clark

Henley

2011

Human Resource Management

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Bridging the literature of procedural justice, social identifi cation, and voice, we present a conceptual model of observers' voice responses to injustices perpetrated on coworkers. Based on social identity theory, we contend that similarity to the target of injustice infl uences observer identifi cation with the target, as moderated by the observer's scope of justice, which then infl uences the observer's perceptions of injustice and decision to express voice. Additionally, we posit that the link between observers' perceptions of injustice and expressed voice is moderated by the observer's perceived opportunity to express voice. Finally, we propose that the decision to express voice individually or collectively depends on the justice climate along with the costs and benefi ts associated with each option. Theoretical and managerial implications are discussed.

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Section: Expressed Individual Voice Versus Expressed Collective Voicementioning

confidence: 99%

Speaking up: A conceptual model of voice responses following the unfair treatment of others in non‐union settings

Goldberg

Clark

Henley

2011

Human Resource Management

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“…Group work increasingly used in organisations today has been found to be an ineffective means of achieving optimal results in subjective areas like business ethics (O'Leary & Pangemanan, 2007). Group decision-making, where everyone is responsible but no one is identifiable, facilitates moral disengagement.…”

Section: Diffusion Of Responsibilitymentioning

confidence: 99%

Predicting unwillingness to report ethical infractions of peers: A moderated mediation approach

Nair

Kamalanabhan

2011

IIMB Management Review

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In recent times, survey reports on ethical infractions at workplaces and instances of fraud have shocked and disappointed the corporate world and stakeholders alike. Several infractions however go unreported even in organisations which have ethical codes that offer a mechanism for reporting. This raises the question as to why employees pass off infractions as being 'all right' at work and how such attitudes affect their willingness to report and thereby curtail infractions. We posit organisational antecedents that may dissuade managers from reporting the ethical infractions of their peers and develop a moderated mediation model to explain which employees are more likely to refrain from reporting infractions, besides offering a possible solution to the problem.

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“…The situation is worse in some disciplines; according to [4], 96 percent of undergraduate engineering students admitted that they got involved in a cheating act. Research done in engineering and economics reports higher rate of cheating among students in these fields [5,6,7].…”

Section: Introductionmentioning

confidence: 99%

A penalty scheme for academic dishonesty

Awad

Zogheib

Alazemi

2013

Proceedings of 2013 IEEE International Conference on Teaching, Assessment and Learning for Engineering (TALE)

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This work contributes to better understanding of the optimal penalties for the deterrence of academic dishonesty. Academic dishonesty has recently become one of the most prevalent issues in higher education [1]. In order to address this issue, researches have focused on understanding cheating methods and techniques, determinants, punishment, and consequences. Unlike common descriptive, exploratory or regression-based approaches proposed in the literature, this work proposes a mathematical framework for analyzing the optimal academic dishonesty penalties. Results suggest that expected penalties should be more than the possible gain in grades obtained by committing an offense. Moreover, it shows that increasing penalties are not always optimal for dealing with repeat cheats.

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The Effect of Groupwork on Ethical Decision-Making of Accountancy Students

Abstract: ethics, final year accountancy students, groupthink, training, whistleblower,

Cited by 45 publications

References 30 publications

Speaking up: A conceptual model of voice responses following the unfair treatment of others in non‐union settings

Speaking up: A conceptual model of voice responses following the unfair treatment of others in non‐union settings

Predicting unwillingness to report ethical infractions of peers: A moderated mediation approach

A penalty scheme for academic dishonesty

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