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We explore academic literature on business ethics education and critically compare the themes emerging from different contexts. Outlining guidelines for analysis based on Southern Theory, we conduct a content analysis on a selection of English, peer-reviewed articles and then critically compare emergent themes from across the "Northern-Southern" divide. The results suggest commonality but also substantive nuances. One key difference concerns a concerted effort from the South to decipher daily business experiences in relation to prevalent business ethics frameworks focused on the North. Furthermore, using notion of phronetic science, we critically discuss our findings to highlight inherent dynamics of control and resistance. The paper concludes by suggesting future directions for business ethics curriculum development that is more sensitive to these dynamics and by suggesting an adoption of notions related to practical wisdom.

In this editorial for our Special Issue, we focus on ways to better understand the role of organizations, organizing, and the organized during social and institutional change in response to disruption, division, and displacement. The papers in this Special Issue provide important insights into the hardships and heartache arising from social disruption, division, and displacement; in addition, they provide glimpses into potential ways of moving forward. To set the stage, we develop a framework building on extant literature that highlights several analytic approaches to understanding the consequences of eroding, or inadequate, institutions, the challenges of building anew when the status quo is destroyed, and what such novel and complex realities entail for organizational analysis. We offer a temporal view of responses to disruption, division, and displacement that draws on the papers in this Special Issue to identify and explain potential risks and challenges that arise at different points in time. To conclude, we provide a short summary of each paper, and call for a reinvigorated research agenda that goes beyond the excellent work featured here by broadening and deepening our focus on approaches to organizing that expressly address disruption, division, and displacement. [ABSTRACT FROM AUTHOR]

Introduction: Gendered differences in career paths of medical graduates persist globally. We aim to explore the impact of domestic tethers on the career paths of physicians by studying gendered differences in domestic burdens of physicians as well as differences in perceptions around the impact of domestic work on professional advancement. Methods: A web-based survey including 38 questions was sent to all 3866 physician alumni of the top academic medical school in Lebanon. Data was collected between November 2018 and January 2019, with up to three invite reminders. Overall, 382 were included in the final analysis, 124 women (32%), 258 men (68%). Results: The study had a response rate of 10.4%. Findings show that a greater percentage of men were married and had children (77.5% vs 62.1%, p = 0.004, 77.9% vs 51.6%, <0.001, respectively). Majority of both women and men held full-time positions (82.1% and 87.1%), having children however reduced the odds significantly [OR = 0.2, 95% CI: (0.1–0.6), p = 0.01]for women, while only older age reduced it for men (OR = 0.1,95% CI: (0.04–0.2), p<0.001]. Among full-time physicians, men and women spent similar time on professional activities (60.2hrs/wk vs 58.3hrs/wk, p = 0.32). Women spent more time on parenting and household work (23.5hrs/wk vs 10.4hrs/wk, <0.001; 8.9hrs/wk vs 6.0hrs/wk, p = 0.001, respectively). Women physicians' spouses contributed to 14.5 hours/week of total time on domestic activities whereas men physicians' spouses spent two folds more time on domestic activities (35.0 hours/week, P<0.001). Of physicians with children, a higher percentage of women than men reported that children prevented their career advancement or their participation in development opportunities (43.8% vs 15.9%, p<0.001; 50.0% vs 19.4%, p<0.001, respectively). A greater percentage of women than men scaled back their career after first child (31.3% vs 3.5%, <0.001). Of married/partnered physicians, fewer women than men reported their career took priority over their partner's when conflicts arose, (52.0% vs 86.0%, p<0.001). Conclusion: These findings highlight the heavier impact of domestic tethers on the career paths of women physicians than men physicians. Men are more likely than women to hold full-time positions in the early advancement defining phases of their careers. Full-time women shoulder more domestic work than men and experience more professional advancement concessions. Closing persistent gender gaps in medicine requires addressing inequities in domestic burdens through strategies that include mentorship on domestic tethers, support of on-site child-care and advocacy for parental leave policies that encourage shared care-work. [ABSTRACT FROM AUTHOR]

This paper explores how context shapes the career constructions of 40 Lebanese female professionals. Starting with career construction theory (CCT), we leverage feminist standpoint theory (FST) to propose a hybrid analytic framework. With this framework, we invite CCT researchers to theorize career constructions as situated. The situatedness of career constructions calls for the exploration of an individual's career choices, coupled with the simultaneous potential constraints on choice emanating from collective experiences of historical and sociopolitical oppression. Theorizing contextual complexities in this way leads to a more nuanced tracing of how the personal experiences of challenge, and for some, the oppressive aspects of collective histories are selectively used to construct a cohesive sense of career storied self, each with distinctive implications for the domains of CCT—Vocational Personality (the what), Career Adaptability (the how), and Life Theme (the why). Our analysis reveals three key patterns: (1) advancing the professional field (vocational expert), (2) seeking self‐vindication (adaptive rebel), and (3) engaging in activism (sympathetic activist vs. epistemically privileged activist). We conclude by discussing the value of our framework, thereby highlighting how acknowledging situatedness helps to inform our understandings of career patterns and of the "politicization" of career trajectories. [ABSTRACT FROM AUTHOR]

Our aim is to contribute to a better understanding of the contextual embeddedness of women's careers. To do this, we leverage feminist relational theory (a) to understand the relational context of women's careers in Lebanon, with a particular focus on working‐self and career investments, and (b) to trace the gendered power dynamics of career investments in the relational context of work. Through examining the narratives of 24 Lebanese female "nonsurvivors" (i.e., used to work but are not currently engaged in paid work), our findings paint a complex and nuanced picture of different relational contexts. Represented on a continuum ranging from minimally conducive for women's careers to contexts that are incrementally more conducive, the differences between these contexts are unpacked through drawing attention to the gendered power dynamics shaping women's (dis)connection with their working self, the perceived (mis)alignment of others, and the career investments that they make. Our contribution lies in augmenting our understanding of the contextual embeddedness of women's careers by demonstrating the theoretical and practical utility of bringing a deeper feminist analysis to understand the relational context of work. [ABSTRACT FROM AUTHOR]

An introduction is presented in which the editor discusses articles in the issue on topics including business ethics; masculinity; and business–society relations.

This study examines changes in values of Chinese professionals across high, moderate, and low development regions between 1993/94 and 2004/05 and as such explores values in China’s recent past. The 1993/94 to 2004/05 period was crucial during China’s evolution from a socialist state to one more open to capitalism. The foundation of our investigation is crossvergence theory, which we extend by developing a multilevel-crossvergence perspective of national and regional influences on work values/behaviors. We test hypotheses specific to national-level and to regional-level changes in the importance of individualism, collectivism, and Confucianism values. Our study demonstrates that differences in hypothesized predictions result from the level on which a study is focused. This, in turn, results in differing support for study findings, which is a significant limitation of single-level studies. In sum, this study reveals the importance of delving beneath the national-level to gain a more fine-grained, regional-level understanding of values evolution in China. This is a finding that we believe may generalize to other countries, in particular, developing countries. [ABSTRACT FROM AUTHOR]

Purpose – This paper takes an institutional approach to identify cognitive, normative, and regulatory factors affecting women’s business leadership in an under-studied traditional society. The purpose of this paper is to assess how such forces work to create a case of female leadership deficit (FLD) in Lebanon. Design/methodology/approach – The authors analyze interview data to identify themes linking women’s leadership with societal institutional forces. The qualitative analysis provides an understanding at the societal level of analysis which is only partially tempered through organizational structures. Findings – Misalignments among cognitive, normative, and regulative pillars inhibit real change. Organizational structures are not highly salient as the most important factors affecting women’s leadership. Rather, patriarchal structures, explicit favoring of males over females, and assignment of women to nurturing roles within the private sphere of the family are the major limiting factors impeding women’s ascension to leadership. Research limitations/implications – A promise of the institutional approach is enhancing the capacity to make meaningful comparisons between societies. This opens the door to uncovering whether documentable changes in regulations, cognitions, values, and norms regarding women in business leadership, will lead to observable changes in the size of FLD. Originality/value – This study presents a case of institutional pluralism where a positive force in one direction (regulatory) is sometimes opposed by other forces (cognitive and normative) limiting meaningful change. This study helps to explain why societies differ in the size of the FLD and to identify factors that predict within societal changes in the size of this deficit over time. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to explore notions of career success from a process-oriented perspective. The authors argue that success can be usefully conceptualized as a subjectively malleable and localized construct that is continually (re)interpreted and (re)shaped through the interaction between individual agency and macro-level structures. Design/methodology/approach – The paper employs a qualitative methodology drawing on 32 in-depth semi-structured interviews with female academics from eight countries in the Arab Middle East. Findings – Findings of this study provide an empirical validation of the suggested Career Success Framework and moves toward an integrative model of objective and subjective career success criteria. More specifically, the findings showed that women's definitions of success are: first, localized in that they capture considerations relating to predominant institutions in the region (i.e. family and gender ideology); second, subjectively malleable in that they capture women's agency embedded in specific macro-level structures; and finally, process oriented in that they reflect a dynamic interaction between the structure agency as well as the subsequent actions, strategies, and behaviors women adopt to alleviate tension and reach their personal notions of career success. Practical implications – The authors suggest that there may be value in customizing human resource management policies in the region around the salience of family and community service. Moreover, organizations can play a pivotal role in supporting women to work through the experienced tensions. Examples of such support are mentoring programs, championing female role models, and designing corporate social responsibility initiatives geared toward shifting mandated gender structures in the region. Finally, the authors argue that organizations could benefit by supporting women's atypical patterns of career engagement to allow for interactions with wider circles of stakeholders such as the community. This requires organizations to rethink their career success criteria to allow for the integration of non-traditional elements of career. Social implications – Adopting a more process-oriented view of career success avoids reification by drawing attention to local macro-level structures as well as individual agency. It also suggests that existing norms for how “success” is understood are only one element in a wider process of what it means to be “successful”, thereby opening space for more diverse and localized conceptualizations. Originality/value – This paper provides a more process-oriented consideration of career success, highlighting the importance of understanding how perceived tensions shape an individual's behaviors, actions, and career strategies. The value of this contribution is that it allows us to better understand the complex interaction of structure and agency in shaping an individual's notions of career success. [ABSTRACT FROM AUTHOR]

This article explores the localized experiences of women at work in higher education in the under-researched context of the Arab Middle East and North Africa. Our main research questions are: What is the current status of academic women between and across the countries of this region? How can human resources play a developmental role for women at work in academic institutions, as well as for the region in general? We adopt a two-part research method in this study. First, through a critical review of the literature, we develop a regionally relevant macrolevel hypothetical model to localize a gender perspective on women at work. Second, we engage in a focused empirical examination of publicly available university data to document the: (1) representation of women across ranks; and (2) specific content of pertinent human resource policies. On the basis of these data, we propose a more complete multilevel hypothetical model upon which we put forward a critical discussion and directions for future research on gender, human resource management and regional development more broadly. [ABSTRACT FROM AUTHOR]

The aim of this paper is to investigate the existence or absence of an Arab Middle Eastern (AME) human resource (HR) model. The paper adopts the HR value proposition model (VPM) introduced by Ulrich and Brockbank (2005,The HR Value Proposition, Boston, MA: Harvard Business School Press) as a conceptual framework and examines the role of HR along the model's five dimensions: (1) knowledge of external business realities, (2) serving the needs of internal and external stakeholders, (3) crafting HR practices, (4) building HRs and (5) ensuring HR professionalism. A total of 59 articles tackling human resource management practices in the AME are identified and critically analyzed along the model's dimensions. A descriptive survey method is used, whereby a multi-question protocol is administered to senior human resource managers of banks across 13 countries in the region. The descriptive results from the 85 surveyed HR managers suggest that current HR practices in the AME fall along the dimensions of the VPM. Results also show a shared perception concerning the most and least common HR practices in the region and imply that we can start identifying the contours of an ‘AME HR model’. [ABSTRACT FROM PUBLISHER]

Purpose – The purpose of this study is to examine employee behavior in times of conflict. The author seeks to examine the relationship between employee conflict-related stress and engagement in organizational citizenship behavior and to explore cohesiveness as a potential cross-level moderator of this relationship. Design/methodology/approach – Survey data were collected as part of a larger study examining organizational citizenship in the Middle East. During data collection armed conflict broke out in Lebanon. A total of 553 employees working in 62 workgroups participated. Hierarchical liner modeling was used to test the hypotheses. Findings – Contrary to previous research, employees engaged in more OCB when they experienced greater amounts of stress. This relationship is more pronounced in cohesive groups than in non-cohesive groups Research limitations/implications – The results extend the understanding of the stress-OCB relationship within the context of conflict. Furthermore, these findings bring to light the tremendous importance of paying attention to context and the nested-nature of human behavior. Practical implications – This study highlights that even under armed conflict; employees continue to work and are willing to put in extra effort at work to help coworkers and the organization in general. Social implications – The results suggest that extraordinary times call for extraordinary efforts and that employees often meet this challenge through their engagement in behaviors that will contribute positively to the social-psychological environment of the workplace. Originality/value – The paper provides a unique examination of employee behavior in times of conflict. It is a rare instance of fieldwork in conflict zones and it adds to the paucity of research within the Middle East. [ABSTRACT FROM AUTHOR]