The Effectiveness of Business Codes: A Critical Examination of Existing Studies and the Development of an Integrated Research Model

Kaptein, Muel; Schwartz, Mark S.

doi:10.1007/s10551-006-9305-0

Cited by 348 publications

(332 citation statements)

References 115 publications

(117 reference statements)

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“…This suggests that the development of a benevolent ethical work climate that promotes team interest, esprit de corps, communication, and social responsibility will likely empower employees and raise the level of IS faculty job satisfaction more so than a principled ethical work climate based on codes of conduct, ethics training programs, rules, ethics policies, and compliance with professional standards. This finding is consistent with previous research reporting mixed results on the effectiveness of codes of ethics with only 35% of studies indicating that codes are effective in determining unethical behavior (Kaptein & Schwartz, 2007). Codes of ethics are only effective in deterring unethical behavior if leadership is willing to enforce the rules and take appropriate action against employees' who violate it (Chonko & Hunt, 1985;Trevino, 1992).…”

Section: Relationship Of Variablessupporting

confidence: 91%

Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

Floyd¹,

Yerby²

2014

Journal of the Southern Association for Information Systems

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The purpose of this research was to provide an overview of the current research literature in the areas of ethical work climate and employee job satisfaction, and then present a model that will help guide future research on the relationship among egoistic ethical work climate, benevolent ethical work climate, and principled ethical work climate and job satisfaction as perceived by information systems faculty at institutions of higher education in the southeastern United States. The study determined which ethical work climates were significantly positively and negatively correlated to job satisfaction of individuals employed in higher education. The analysis demonstrated a foundation for higher education institutions to choose to implement a particular ethical work climate to increase job satisfaction. The paper concluded with implications for future research.

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Section: Relationship Of Variablessupporting

confidence: 91%

Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

Floyd¹,

Yerby²

2014

Journal of the Southern Association for Information Systems

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“…This finding is in line with suggestions made by Fernandez and Moldogaziev (2013a;2013b) and points out the need for clearly defined rules and consistent reliance on them in a public sector organisation. Therefore, our study contributes to the academic discourse on the effectiveness of codes of ethics (Kaptein and Schwartz, 2008), indicating that they serve as an instrument for ensuring security (Vasiljevienė, 2000), selfregulation (Cavanagh, 2004) and stimulating the capability to innovate. Admittedly, in the long run, the problem of over-bureaucratization may arise; therefore, reflection of rules, procedures and processes from the perspective of their functionality should be a regular practice in organisations that are committed to high quality public service.…”

Section: Discussionmentioning

confidence: 76%

The Relationship Between Ethical Organisational Culture and Organisational Innovativeness: Comparison of Findings from Finland and Lithuania

et al. 2016

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in fostering the organisational capacity to innovate. In this paper, a different context is taken to test hypothesized differences between the two multidimensional phenomena. The paper discusses the findings of 2 surveys in Finnish and Lithuanian public organisations (respectively, n FI =477 and n LT =757). Data analysis shows that ethical organisational culture affects organisational innovativeness, in particular process and behaviour innovativeness in both organisations. The findings suggest that some ethical virtues such as congruency of management, discussability and clarity can be explained by an institutional rather than sociocultural context. However, the effect of transparency and sanctionability in the Finnish organisation and congruency of supervisors, supportability and feasibility in the Lithuanian organisation rests on peculiarities of a socio-cultural context.

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“…As the same author has pointed out (Olson 1998), codes of ethics need to be "changed with time by taking into consideration the variations in the society, in the organization and a desire to improve the effectiveness of the code." A large number of studies are related to the existence and effectiveness of such ethical codes (Helin and Sandstrom 2007;Kaptein and Schwartz 2008;Sandu 2012). Kaptein and Schwartz (2008) agree that it is relevant to study the content of the code and its relationship with unethical behaviour.…”

Section: D) Electoral Campaigns Communication Political Communicationmentioning

confidence: 99%

“…A large number of studies are related to the existence and effectiveness of such ethical codes (Helin and Sandstrom 2007;Kaptein and Schwartz 2008;Sandu 2012). Kaptein and Schwartz (2008) agree that it is relevant to study the content of the code and its relationship with unethical behaviour. March, 2018 Openings Volume 9, Issue 1…”

Section: D) Electoral Campaigns Communication Political Communicationmentioning

confidence: 99%

Codes of ethics for political parties and their role in communication (in the time of electoral campaigns)

Gori

2018

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Abstract:In elections, a multitude of players are involved, and there are winners and losers. Because the stakes are high, there is a great temptation to use unethical practices to gain more votes. Parties from different countries start to understand the importance of their ethical behaviour for winning voters' trust by reason of the fact they apply ethics in their programs. In this sense, parties are developing Ethical Codes, Ethical Commissions, and Ethical Committees. Some of the questions we tried to get an answer are the following: Are codes of ethics for political parties necessary? Are these more related to political ethics or political communication? Are the aims directed to make a more ethical campaign, or to gain more votes? Does a code of ethics for political parties have a role in the communication of political parties' values and does it help to show if a political party respects their promises? The purpose of this article is to observe if a tension between political marketing, as part of political communication, and political ethics theories exists when parties create and use a code of ethics. Also, we aim to understand the relationship between ethics and communication during electoral campaigns, and if these codes of ethics are a way of communication between political parties and their members, their voters, and other interested actors. One of our hypothesis is that the Codes of ethics in electoral campaign help political organizations to better communicate with different stakeholders and gain more votes. The second hypothesis is that the Codes of Ethics, used as a communication method, influence parties to have an ethical campaign. The third one is that the Codes of Ethics used in electoral campaigns by political parties, guide these actors to better communicate their message, their mission, vision and their goals.

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The Effectiveness of Business Codes: A Critical Examination of Existing Studies and the Development of an Integrated Research Model

Cited by 348 publications

References 115 publications

Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

Information Systems Faculty Perceptions of Ethical Work Climate and Job Satisfaction

The Relationship Between Ethical Organisational Culture and Organisational Innovativeness: Comparison of Findings from Finland and Lithuania

Codes of ethics for political parties and their role in communication (in the time of electoral campaigns)

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