Virtue theory and organizational behavior: an integrative framework

Abstract

Purpose – The purpose of this paper is to provide a functional framework encapsulating a wide range of contributions to the ongoing debate on virtue as a critical dimension of contemporary organizations. In so doing, the authors elaborate and develop an encompassing framework that is in a position to capture the diversity of research in this very field. Design/methodology/approach – Extant literature on virtue in organizational settings is properly categorized through a taxonomy articulated around the potential foci, as well as loci of virtuous behavior. Virtuousness denotes an ethical attribute of managers, leaders or employees and as such, it may be situated at the micro-individual, meso-organizational or macro-societal level, respectively. Findings – Based on the potential foci and loci of virtuous behavior, the paper differentiates between virtuous managerial, leaders’ and employees’ attitudes on one hand, and virtuous management and leadership development, as well as virtuous employee training on the other. Furthermore, ethically grounded managerial initiatives and leaders’ responsibilities to further the common good are entwined with endeavors to transform employees into virtuous corporate citizens affirming organizational ethicality. Practical implications – By identifying both targeted group and level of analysis, organizations can effectively design and implement interventions promoting virtuousness as a valued end in itself. Originality/value – The paper introduces a framework that can help integrate varying trends on organizational virtuousness that substantially differ in terms of both scope and perspective. In addition, the taxonomy will facilitate both researchers and practitioners to better navigate into the dispersed, and ultimately fragmented streams of literature on the role of virtue in business environments.

What is Virtue? Advancing the Conceptualization of Virtue to Inform Positive Organizational Inquiry

“…Bright et al, 2006;Cameron, 2011Cameron, , 2013. The application of virtue, virtues, and virtuousness varies widely in scope and perspective (Gotsis & Grimani, 2015). We do not intend to discredit previous work or theories of virtue; much excellent research has been produced.…”

The Respective Effects of Virtues and Inter-organizational Management Control Systems on Relationship Quality and Performance: Virtues Win

“…In the Aristotelian tradition, Cicero also highlights the status of wisdom and favors courage, temperance, justice, and prudence (XXXIII,118). 1 The following virtues are the most widely cited in organizational research literature (Gotsis and Grimani, 2015):…”

Fostering Inclusive Organizations Through Virtuous Leadership

“…Beyond the meso-organizational level, virtuousness can be situated at the intersection of an organizational entity with its surrounding societal environment. Virtuousness is then viewed in relational terms in that it informs the design and implementation of policies aiming at fostering the common good and enhancing social welfare through interventions originating in and justifying organizational and individual level virtue (Gotsis & Grimani, 2015).…”

“…This approach integrates virtues, such as integrity, humility and benevolence, with follower-oriented processes involving intrinsic motivation, follower mindfulness, moral emotions and encouragement underlying work-related well-being. Virtuous leaders are expected to display inclusive behaviors by treating others with dignity and respect, engaging in fair decision-making process, refraining from discriminating against disadvantaged groups, concerning for the welfare of society in its entirety and shaping trustful relationships (Gotsis & Grimani, 2015.…”