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This study aims to explore the effect of inclusive leadership and trust in principal on organizational hypocrisy in schools. We employed a quantitative methodology and used a cross-sectional survey design and Structural Equation Modelling to determine the relationships between inclusive leadership, trust in principal, and organizational hypocrisy. The research sample consisted of 408 teachers working in preschool, primary, secondary and high schools in different regions of Türkiye. We collected the data of the study through "Inclusive Leadership Scale," "Organizational Hypocrisy Scale," and "Trust in Principal Scale." The results showed that inclusive leadership, directly and indirectly, affected organizational hypocrisy. According to the total effect, inclusive leadership had a significant, negative, and large impact on organizational hypocrisy and explained 75% of the variance in organizational hypocrisy. Results also indicated a direct effect of inclusive leadership on trust in principal and of trust in principal on organizational hypocrisy. In addition, trust in principal had a mediator effect between inclusive leadership and organizational hypocrisy. Consequently, inclusive leadership and trust in principal were important variables in reducing organizational hypocrisy in schools. In this context, principals need to increase trust in principal by displaying inclusive leadership behaviors to reduce organizational hypocrisy that causes negative consequences in schools.

Changlin Han,1,* Xueling Wang,1,* Wenjia Zhang,2,* Mingyue Liu,1,* Yuhuan Xia3,* 1School of Business, Qingdao University, Qingdao, Shandong, People’s Republic of China; 2School of Economics and Management, Beijing Jiaotong University, Beijing, People’s Republic of China; 3School of Innovation and Entrepreneurship, Shandong University, Qingdao, Shandong, People’s Republic of China*These authors contributed equally to this workCorrespondence: Yuhuan Xia, School of Innovation and Entrepreneurship, Shandong University, No. 72 Binhai Road, Jimo District, Qingdao, Shandong, 266237, People’s Republic of China, Email xiayuhuan@sdu.edu.cnPurpose: In recent years, due to the increasingly prominent role of voice behavior in leader decision-making and organizational performance, such behavior has become a central topic for scholars. A majority of studies explore the “uphold” effects of multiple leader behavior toward the voice behavior; nonetheless, our study revealed the “undo” effect --- leader hypocrisy on voice behavior. Drawing on social cognitive theory, we investigated the relationship between leader hypocrisy and voice behavior, examined the mediating effects of cognition-based trust and affect-based trust, and the moderating effect of moral identity.Patients and Methods: We conducted a three-wave survey in a large Chinese corporation to test the hypothesized model. We collected 562 employees to participate in this survey.Results: The results show that leader hypocrisy negatively impacts employees’ cognition-based and affect-based trust, and both types of trust mediate the relationship between leader hypocrisy and voice behavior, respectively. In the meantime, moral identity manifested the negative effect of leader hypocrisy on cognition-based and affect-based trust.Conclusion: Our research not only enriches the related research on leader hypocrisy and voice behavior but also uncovers the underlying mechanism through which leader hypocrisy affects voice behavior and the boundary conditions of this effect. Meanwhile, our research provides a theoretical reference for increasing employees’ voice behavior and promoting the healthy development of enterprises.Keywords: leader hypocrisy, cognition-based trust, affect-based trust, voice behavior, moral identity, social cognitive theory

Danni Yang, Xianyou He Center for Studies of Psychological Application, South China Normal University, Guangzhou, People’s Republic of ChinaCorrespondence: Xianyou He, School of Psychology, South China Normal University, No. 55, West of Zhongshan Avenue, Tianhe District, Guangzhou, 510631, People’s Republic of China, Email xianyouhe@163.comPurpose: This study examines the impact of prioritizing the out-group in intergroup moral dilemmas. The research aims to achieve three primary objectives: 1) investigating the relationship between out-group prioritization and perceptions of hypocrisy, 2) exploring the influence of perceived hypocrisy and negative emotions on moral judgments, and 3) uncovering the underlying reasons for perceiving outgroup prioritization as hypocritical.Methods: Experiments 1, 2 and 3 involved presenting Chinese participants with out-group rescuers and in-group rescuers and asking them to rate the two on three dimensions: level of hypocrisy, level of morality, and negative emotions toward the rescuers. In Experiment 3, the degree of similarity between participants and rescuers was manipulated to control for the level at which participants projected their own intrinsic motivations (ie, self-interest) onto the rescuers.Results: Experiments 1 and 2 jointly showed that participants perceived the out-group rescuer as more hypocritical and immoral compared to the in-group rescuer, and that participants had stronger negative emotions toward the out-group rescuer. Mediation analysis also demonstrated that the perception of hypocrisy and negative emotions largely mediated the relationship between the different rescuers and participants’ evaluation of the rescuers’ morality. In Experiment 3, participants gave higher hypocrisy ratings to high projection out-group rescuers compared to low projection out-group rescuers.Conclusion: In intergroup dilemmas, choosing to sacrifice the in-group to rescue the outgroup is perceived as more hypocritical, immoral, and objectionable. Perceived hypocrisy arises from an incongruity between individuals’ subjective judgments of the rescuers’ self-interest motives and the altruistic choice made by the rescuers to rescue the out-group.Keywords: intergroup moral dilemmas, hypocrisy perception, negative emotions

This research aimed to investigate the relationship between workplace spirituality and organizational hypocrisy from teachers' perspectives. The study employed a cross-sectional quantitative survey design. The data for the research was collected from 276 teachers working at lower secondary schools in Turkey. Stepwise multiple regression was performed in the analysis to identify the predictive power of workplace spirituality dimensions for organizational hypocrisy dimensions. The findings suggest that workplace spirituality significantly predicts organizational hypocrisy. In the model, the highest explanatory power of the total variation belonged to workplace spirituality's self-perception, meaningful work, and organizational values dimensions. Consequently, this research emphasizes the importance of workplace spirituality in reducing the effects for schools that have to act hypocritically. This research is the first research on the potential impact of workplace spirituality on organizational hypocrisy behavior in schools. In this context, it was concluded that workplace spirituality was important in reducing perceptions related to hypocritical behavior displayed by school administrations among teachers in the schools.

It is important to align what we teach with how we teach information literacy (IL), otherwise we may inadvertently engage with what Hipple et al. (2021) identify as the pedagogy of hypocrisy through neoliberal pressure in higher education. This occurs when there is a misalignment between the values and principles behind what we teach and the pedagogical approaches we take when teaching. For example, when teaching IL concepts that intend to engage with social justice themes around access privilege and information, the pedagogy of hypocrisy can occur when we simply demonstrate how to access library resources on the library's website, without engaging in critical conversations about systems that contribute to inequities in access within society. To counter this, Hipple et al. (2021) suggest that those who teach must critically reflect on who they teach for, examine how they use and activate (or co-opt) social justice language, and name dominant and oppressive structures. This paper builds on Hipple's argument to suggest ways of recognising the pedagogy of hypocrisy within IL practices, and argues that this recognition is key to countering hegemonic ideologies within LIS teaching. [ABSTRACT FROM AUTHOR]

Purpose – This paper aims to examine consumers’ evaluation of and reaction to the coexistence of brand misconduct and sustainability claims through a series of studies. Design/methodology/approach – The research questions are examined across three studies. Consumer’s scepticism of corporate social responsibility (CSR) is considered the driver of brand distance. Brand hypocrisy is postulated to mediate the relationship between scepticism to CSR and brand distance. Furthermore, brand trust and desire for exclusivity are tested as moderators of brand hypocrisy and brand distance. Findings – The findings showed that environmental misconduct leads to perceived brand hypocrisy and brand distancing. When luxury brands take action to remedy their actions, the perceived brand hypocrisy and brand distancing decrease. In addition, brand trust and desire for exclusivity dilute the relationship between brand hypocrisy and brand distance. Originality/value – The findings show that, standing in a contradictory position, brands can still reduce the consumers’ perceived brand distance by building a strong consumers’ trust toward the brand. At the same time, relating the luxury consumers’ yearning for the exclusive products and services, the findings show that the consumers with a strong desire for exclusivity feel a lower level of brand distance even if the brand gets involved in misconduct. Propósito – Este artículo examina la evaluación y la reacción de los consumidores ante la coexistencia de la mala conducta de la marca y las alegaciones de sostenibilidad a través de una serie de estudios. Diseño/metodología/enfoque – Las preguntas de investigación se examinan a través de tres estudios. El escepticismo de los consumidores respecto a la RSC se considera el motor del distanciamiento de las marcas. Se postula que la hipocresía de la marca media la relación entre el escepticismo hacia la RSE y la distancia de la marca. Además, se comprueba que la confianza en la marca y el deseo de exclusividad son moderadores de la hipocresía y la distancia a la marca. Conclusiones – Los resultados mostraron que la mala conducta medioambiental conduce a la percepción de hipocresía de la marca y al distanciamiento de la misma. Cuando las marcas de lujo toman medidas para remediar sus acciones, la hipocresía y el distanciamiento de marca percibidos disminuyen. Además, la confianza en la marca y el deseo de exclusividad diluyen la relación entre la hipocresía y el distanciamiento de la marca. Originalidad – Los resultados demuestran que, situándose en una posición contradictoria, las marcas pueden seguir reduciendo el distanciamiento de marca percibido por los consumidores mediante la creación de una fuerte confianza de los consumidores hacia la marca. Al mismo tiempo, relacionando el anhelo de los consumidores de lujo por los productos y servicios exclusivos, nuestros hallazgos muestran que los consumidores con un fuerte deseo de exclusividad sienten un menor nivel de distancia a marca incluso si la marca se ve involucrada en una mala conducta. 目的 – 本文通过一系列的研究, 考察了消费者对品牌不当行为和可持续发展主张并存的评价和反应。 设计/方法/途径 – 研究问题在三项研究中得到了检验。消费者对企业社会责任的怀疑被认为是品牌距离的驱动因素。品牌伪善被假设为介导对企业社会责任的怀疑和品牌距离之间的关系。此外, 品牌信任和对排他性的渴望被测试为品牌伪善和品牌距离的调节因素。 研究结果 – 研究结果显示, 环境方面的不当行为导致了人们对品牌伪善和品牌距离的感知。当奢侈品牌采取行动补救他们的行为时, 被感知的品牌伪善和品牌距离就会减少。此外, 品牌信任和对排他性的渴望稀释了品牌伪善和品牌距离之间的关系。 原创性/意义 – 研究结果表明, 站在矛盾的立场上, 品牌仍然可以通过建立消费者对品牌的强烈信任来减少消费者感知的品牌距离。同时, 联系到奢侈品消费者对独家产品和服务的渴望, 我们的研究结果表明, 即使品牌涉及到不正当行为, 对独家性有强烈渴望的消费者也会感到较低的品牌距离。

The authors examine hypocrisy induction, a strategy for encouraging ethical behavior by making perpetrators realize that they are violating moral values when they use anonymous online venues to abuse unknown strangers. Two studies show that hypocrisy induction prompts study participants with interdependent self-construals, but not those with independent self-construals, to report favorable responses toward an online campaign for preventing cyberbullying. In addition, feelings of guilt mediate the moderating role of self-construal. Theoretical implications and ideas for future research are discussed. [ABSTRACT FROM AUTHOR]

Research on organizations operating in different fields has shown that organizational hypocrisy has negative impact on employees' organizational behaviors. In terms of educational organizations, the studies show that organizational hypocrisy has a negative relationship with organizational silence, organizational rumor, organizational happiness, organizational commitment etc. Thus, these situations suggest that organizational hypocrisy may have a mediating role between organizational silence and organizational rumor. Based on this thought this study aims to examine the mediating role of organizational hypocrisy in the relationship between organizational silence and organizational rumor in educational organizations. The study was conducted with a total of 323 teachers, 236 females (73%), and 87 males (27%). The data were collected by using the "Organizational Silence Scale", "Organizational Rumor Scale" and "Organizational Hypocrisy Scale." In analyzing the data, descriptive statistics, Pearson product-moment correlation coefficient, path analysis, and bootstrapping method were used to test the significance of the mediating effect. The results of the study showed that there was a positive significant relationship between organizational silence, organizational hypocrisy, and organizational rumor. The bootstrapping results showed that organizational hypocrisy had a partial mediating role in the relationship between organizational silence and organizational rumor. It is considered that the results obtained can be used to reduce organizational rumor at schools. In addition, it can be said that the results obtained from the study will be a guide for future studies.

Few studies have focused on the conditions in which individuals perceive hypocrisy in others. The current study introduces and tests the Motivated Appeal to Hypocrisy (MAtH) hypothesis. This hypothesis examines core social psychological motivational threats and asks (a) whether these are related to the accounts of individuals in charging others with hypocrisy, and (b) whether these perceptions of hypocrisy are associated with reductions in the persuasiveness of persons targeted as hypocrites. Study 1 (N=201) was based on qualitative coding of stories and revealed, as expected, that violations of core social motives involving belongingness, understanding, control, self-enhancement, and trust are involved in participants’ stories of hypocrisy. Study 2 (N=237) used a multilevel correlational approach and demonstrated that violations of core social motives significantly predict perceptions of hypocrisy and the rejection of a person’s message or advice. The relation between social motive violations and message rejection was mediated by perceptions of hypocrisy.

Abstract Dissimulation is a common rational practice among people for which one can find many instances in Islam history. Dissimulation is a shield to save Muslims’ life which is always recommended by Ahl Al-Bayt. In present research, the opinions of Friqin’s (sects’) scientists on dissimulation are studied in a descriptive – analytical and comparative approach and its semantic differences with hypocrisy are clarified. To share Friqin’s views, the legitimacy of dreading dissimulation is used as a lingual agreement in the time of Muslims’ weakness. Dissimulation uniqueness in such cases has yielded to decline dissimulation status in the level of personal positioning in the time of feeling danger. Hence, in addition to the reason of “emergence”, Shiite scientists have mentioned “the necessity and reaching the most important expedience” as the reason of dissimulation. It has caused that Shiite is accused of hypocrisy. In present paper, by studying the concept of dissimulation and hypocrisy and clarifying its Holy Quran implications, one can conclude that their impacts, outcomes, goals and motives are separated and one can consider dissimulation equal with hypocrisy and accuse Shiite of hypocrisy.

Jiping Wang,1 Shuhui Tian,1 Yu Wang,2 Yujie Guo,1 Xiaoyang Wei,3 Xingchi Zhou,1 Yishi Zhang4,5 1School of Management, Wuhan Textile University, Wuhan, People’s Republic of China; 2School of International Business and Management, Sichuan International Studies University, Chongqing, People’s Republic of China; 3School of Foreign Studies, Shanghai University of Finance and Economics, Shanghai, People’s Republic of China; 4School of Management, Wuhan University of Technology, Wuhan, People’s Republic of China; 5School of Management, Jinan University, Guangzhou, People’s Republic of ChinaCorrespondence: Yu Wang, School of International Business and Management, Sichuan International Studies University, 33 Zhuangzhi Road, Shapingba District, Chongqing, People’s Republic of China, 400031, Tel +86 13500320024, Fax +86 02365380035, Email wangyu@sisu.edu.cnPurpose: Knowledge-sharing is critical for the survival and development of today’s organization, but employees are not always willing to share their knowledge and sometimes even hide it intentionally or unintentionally. Taken from the leadership perspective, this paper aims to investigate the influence of leader hypocrisy on employees’ knowledge-hiding behaviors. Drawing on the self-determination theory (SDT), this paper explores the mediating role of basic psychological needs satisfaction, as well as the moderating effect of employees’ interdependent self-construal on the relationship between basic psychological needs satisfaction and knowledge-hiding behaviors. The moderated mediation effect is also tested.Methods: The data were collected from companies located in mainland China. The data sample for analysis consists of 336 employees. Hierarchical regression analysis was adopted to test the hypotheses of our proposed model.Results: Leader hypocrisy are positively related to knowledge-hiding behaviors (b = 0.490, p < 0.01). Basic psychological needs satisfaction plays a partial mediating role in such relationship (b =0.118, [0.056, 0.210]). The interdependent self-construal moderates the relationship between basic psychological needs satisfaction and knowledge-hiding behaviors (b = 0.134, p < 0.01), as well as the moderated mediation effect (BootSE = 0.018, [− 0.083, − 0.009]).Conclusion: The results show that leader hypocrisy is positively related to knowledge-hiding behaviors, and basic psychological needs satisfaction partially mediates such relationship. The interdependent self-construal weakens the negative relationship between basic psychological needs satisfaction and knowledge hiding.Keywords: leader hypocrisy, basic psychological needs satisfaction, knowledge hiding, interdependent self-construal

The Bruen majority invalidated New York’s firearms licensing law on the basis of its supposed conflict with historical tradition, stating: “[t]he test that we set forth in Heller and apply today requires courts to assess whether modern firearms regulations are consistent with the Second Amendment’s text and historical understanding.” The Court’s disparate standards for voting rights and the right to keep and bear arms enables legislatures to expand access to guns while constraining access to ballots. Second Amendment expansion and voting rights contraction will particularly harm minoritized Americans. Research shows that looser gun laws lead to more gun-related deaths, and gun homicide disproportionately kills Black, Hispanic/Latino, and Native Americans. Black, Hispanic/Latino, and Native people likewise bear the brunt of voter suppression laws. This means that the Supreme Court’s insistence on expanding the right to keep and bear arms, while shrinking the right to vote, conspires to silence Americans of color whether denying them ballots or subjecting them to bullets.Part II of this paper discusses the ways in which structural barriers, such as discriminatory public/social policies, and physical barriers, such as armed violence, have kept minoritized Americans from participating in electoral politics. Part III of this paper argues that the Supreme Court’s diverging approaches to cases involving the Fifteenth Amendment, the Voting Rights Act, and the Second Amendment effectively uphold and reinforce structural barriers to democracy and enable armed political violence. Part IV discusses the implications of the Court’s treatment of firearms and voting in the context of heightened political tension, voter suppression, and Second Amendment extremism. Part V concludes with suggestions for how to course correct.

This paper complements the limited scholarly interest in the case of the Association of Southeast Asian Nations (ASEAN)'s consistent practice of word–deed gaps, or “hypocrisy” according to some scholars, by employing the insights of organisational sociology. Specifically, it introduces a claim that the gap between ASEAN's words and deeds can be understood as an organisational response to its material and political vulnerability in relation to its major external stakeholders, aiming to ensure its survival and adaptability. Accommodating multiple, or sometimes even conflicting, demands from various external actors, ASEAN may be able to secure its material and diplomatic engagement in developmental and political regionalism within Southeast Asia. However, ASEAN also wants to protect its local identity and practices; or it may want to avoid forced internal reforms at an undesirable scale and pace. In this context, organised hypocrisy would likely become a vital consideration for the complex institution. For ASEAN, this paper notes, these word–deed gaps reflect the way it wants to manage conflicting external demands as an international social agency.

Theorists on Christian leadership on a broad scale embrace servant leadership theory (Åkerlund, 2015; Bredfeldt, 2006, pp. 88–89). There is, however, also an awareness of the deficiencies of the theory in light of Christian realism. This article looks at what may be called the dark side of leadership posed by the challenge of the problem of evil in theological anthropology. There are of course several dark sides of leadership and the one which is addressed here is the problem of hypocrisy in Christian leadership. Against this backdrop, Jesus’ criticism of the hypocrisy of some Jewish religious leaders may be helpful with Matthew 23 as the central text. In this chapter which Benedict Viviano has called the least loved chapter in the gospel of Matthew (Viviano, 1990, p. 3), Jesus provides a scathing attack on the contemporary Jewish religious leaders. The criticism of the leadership gives several negative principles for Christian leadership and the overall problem may be identified as hypocrisy. This article analyzes the problem of hypocrisy in leadership in Matthew’s gospel situated within the gospel itself and the overarching theological concern. Whereas hypocrisy is identified as Matthew’s moral nightmare, the moral dream may be called wholeness, providing the consistency between the inward nature of a person which the hypocrite lacks. A distinct Matthean response to the problem of hypocrisy in Christian leadership is formulated both by way of identifying hypocrisy and by describing the path towards wholeness through repentance and God-centered living which is laid out in Matthew’s gospel.

Copyright of Turkish Culture & Haci Bektas Veli Research Quarterly is the property of Turkish Cultur & Haci Bektas Veli Research Quarterly and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Darulfunun Ilahiyat is the property of Istanbul University, Faculty of Theology and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This Article argues that we must remain vigilant about policing environmental, social and governance ("ESG") hypocrisy in voluntary ESG disclosures. ESG hypocrisy refers to circumstances whereby organizations convey ESG information or commitments inconsistent from their own observed behaviors regarding employees, climate, diversity, and other ESG initiatives. On the one hand, the rise of ESG has sparked considerable backlash, suggesting that any focus on ESG is no longer warranted. However, available evidence indicates that most companies continue to publish ESG disclosure and seek to live up to their ESG commitments, including companies that have shied away from more visible ESG statements. On the other hand, anecdotal and empirical research reveals serious concerns surrounding the accuracy and reliability of voluntary ESG disclosure--suggesting that the existing voluntary disclosure landscape is rife with ESG hypocrisy. These hypocrisy concerns not only have prompted a push for mandatory ESG disclosure, but also have shifted attention away from addressing the accuracy and hypocrisy issues associated with voluntary ESG disclosure. This Article insists that this shift is inappropriate and, given the likelihood that ESG will continue to be a business priority, this Article emphasizes the need to remain attentive to ESG hypocrisy in voluntary disclosures for at least three reasons. First, voluntary ESG disclosures provides important benefits that cannot be replicated by mandatory disclosure but also cannot be harnessed if accuracy problems persist. Second, because corporations have increasingly used voluntary ESG disclosure to enhance their reputation, hypocrisy in voluntary ESG disclosure can generate significant damage to corporate reputation and expose corporations to the financial harms associated with that reputational damage. Third, the connected nature of all public disclosure means that hypocrisy in voluntary ESG disclosure can impact the accuracy and reliability of mandatory ESG disclosures. As a result, even if mandatory disclosure emerges, we must stay the course with respect to reducing ESG hypocrisy in voluntary disclosure. The Article then advances three reforms aimed at ameliorating ESG hypocrisy in voluntary ESG disclosure. [ABSTRACT FROM AUTHOR]

Sexual double standards are social norms that impose greater social opprobrium on women versus men or that permit one sex greater sexual freedom than the other. This study examined sexual double standards when choosing a mate based on their sexual history. Using a novel approach, participants (N = 923, 64% women) were randomly assigned to make evaluations in long-term or short-term mating contexts and asked how a prospective partner's sexual history would influence their own likelihood of having sex (short-term) or entering a relationship (long-term) with them. They were then asked how the same factors would influence the appraisal they would make of male and female friends in a similar position. We found no evidence of traditional sexual double standards for promiscuous or sexually undesirable behavior. There was some evidence for small sexual double standard for self-stimulation, but this was in the opposite direction to that predicted. There was greater evidence for sexual hypocrisy as sexual history tended to have a greater negative impact on suitor assessments for the self rather than for same-sex friends. Sexual hypocrisy effects were more prominent in women, though the direction of the effects was the same for both sexes. Overall, men were more positive about women's self-stimulation than women were, particularly in short-term contexts. Socially undesirable sexual behavior (unfaithfulness, mate poaching, and jealous/controlling) had a large negative impact on appraisals of a potential suitor across all contexts and for both sexes. Effects of religiosity, disgust, sociosexuality, and question order effects are considered. [ABSTRACT FROM AUTHOR]

Many individuals accuse brands of hypocrisy for lacking transparency and sincerity, which could harm the brands’ image and lead to negative evaluations. Accusations of hypocrisy can also result in negative behavioral outcomes, such as brand distance and negative word of mouth (nWOM). This is particularly true for food brands, as it depends on individuals’ nutrition consciousness. Therefore, this study aims to explore the serial mediating effect of brand image and brand evaluations of the effect of the brand (mission) hypocrisy on both brand distance and nWOM, and the moderating role of nutrition consciousness on these indirect effects. Data was collected from 463 Turkish participants, and moderated serial mediation analyses were performed to test the research hypotheses. As a result, brand hypocrisy has a direct effect on brand evaluations, brand distance, and nWOM; nutrition consciousness has a moderating role on the effect of brand hypocrisy on brand image, and finally, brand image and brand evaluations serially mediate the effect of brand hypocrisy on brand distance and nWOM, where nutrition consciousness moderates both indirect effects. Thus, the current study theoretically and empirically advances the limited literature on brand hypocrisy and nutrition consciousness, and focuses on the assessment process of individuals and its behavioral outcomes.

In the wake of the COVID-19 pandemic, hospitality institutions are striving for legitimacy, which leads them to organizational hypocrisy, generating perceptions of inducement breach, future anxiety, and ultimately reduced Job Embeddedness. This study has identified industry and environmental situation-specific constructs in a mutual relationship to fill a theoretical gap. An electronic survey of 2100 frontline employees was administered among which 842 completed surveys were retained for analysis. The validity of the measures and the absence of common method bias were established. SPSS PROCESS was used to compute the serial mediation effects. Contrary to existing knowledge, the results of this study indicate that organizational hypocrisy increases employee job embeddedness. Three reasons identified for this result are Asian culture sample, prevalence of COVID-19 pandemic, and the necessity of hypocrisy emphasized by scholars. The study also presents an underlying mechanism that makes this relationship negative through perceived inducement breach and future anxiety. This study focuses on HOW and IF organizational hypocrisy has detrimental effects, thus adding empirical evidence to otherwise exploratory literature. For hospitality industry, employees are an irreplaceable resource that provides competitive advantages; they need to align their values with that of their employees by word and actions or risk losing them.

The induced-hypocrisy paradigm is an effective two-step procedure—normative-salience step and then transgressions-salience step—for encouraging normative behaviors. In the context of promoting school bullying victim support among witnesses, this study tests whether the activation of a subjective norm rather than a social norm as traditionally practiced in the hypocrisy procedure can enhance the hypocrisy effect. Middle school students (N = 191) were assigned to either the control, social-norm-hypocrisy, or subjective-norm-hypocrisy conditions. Victim-defending intentions were measured immediately and one month later. The results showed a significant increase, ranging from control, then social-norm-hypocrisy, to subjective-norm-hypocrisy conditions, in students’ victim-defending intentions. These results extend the scope of induced hypocrisy and contribute to progress in investigating processes underlying the hypocrisy effect.

Embracing the reasons for the failure of donor-sponsored English-teacher training programs is very critical since it precedes the revisions, improvements and quality assurance for the futuristic training programs. Ideating such philosophy, the current study concerns the blatant penetration with regard to the donor-aided training programs in Bangladesh. Conceptualizing the Organized Hypocrisy (OH) theory, the current study, particularly, explored to seek the answer as to how OH is trivializing the donor-funded English teacher training programs in Bangladesh. A systematic review process has been adopted concerning the donor-aided English teacher training programs, mobile learning theories and teacher development theories. The review yielded critical insights to apprehend the phenomena affecting the donor-sponsored training programs in the respective context. The study revealed that outright violation of donor's mandates and policies, and mainstreaming gaps resulted in the failure of the donor-sponsored training programs. Disputing the commitments from donor's part is identified ubiquitous in the training programs.

This review article aimed to contribute to the understanding of the importance of coherence between saying and acting to prevent companies from being perceived from the perspective of business hypocrisy and affecting the brand, reputation, trust and credibility in the company. It was carried out based on the Methodi Ordinatio, addressing its theoretical origins and then approaching the concept, later venturing into the different studies that have approached it from corporate social responsibility (CSR), ethics; reputation, interest groups (stakeholders), and communication, subsequently in relation to the consequences that it generates in world-known organizations, their statements and the criticism made, subsequently an analysis of three aspects or facets is made in which it is presented namely: moral hypocrisy; behavioral hypocrisy and how to attribute business hypocrisy, the next point presents a typology that involves two dimensions: an orientation that refers to the attention span, in the short and long term of participants when making or responding to accusations of hypocrisy and a temporal direction, which refers to the point of comparison, past or future, finally reaches some conclusions, and some practical implications.