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Abstract Artificial Intelligence (AI) has transformed the way we work, and as technology continues to outpace workplace management, this is a call-for-action to global organizations to re-evaluate their discourses, strategies and operations on diversity, equity, inclusion and belonging (DEIB) frameworks that can potentially help solve organizational challenges and increase their productivity. Global workforces are not yet meaningfully trained in understanding the extent to which AI can impact their careers as well as ethical issues such as fairness, equity, accountability, and governance (Hauer 2022; Polyportis and Pahos 2024). What makes this scenario even more murky is the lack of opportunities available for non-specialist training in AI for workplace management. This lack of transparency and knowledge around the discourses and workings of AI, if left unexamined, could lead to the deterioration of workplace DEIB initiatives. The inherent clarity and commitment of DEIB to improve the lives of all people and organizations can be used as guidance towards building inclusive AI technologies and positive discourses around an inclusive AI. As a technologically dependent society, we have to do better to create more humane and ethical technologies that serve those who have access to less education, privileges, opportunities than us. We need to create continuous and consistent governance systems to oversee the development of inclusive AI and monitor its use. Guiding the development of inclusive AI technologies and discourses using DEIB frames holds the potential of creating powerful, transformative processes where humans and technology can interface and collaborate to bring forth positive outcomes for people, organizations and societies.

Introduction: This article explores the relationship between ethics, digital identity, and employability in the context of employers reviewing candidates' social media profiles. It discusses how online profiles influence hiring decisions and the challenges in managing digital identity. Methodology: A literature review was conducted by selecting relevant studies and articles from the past decade to identify trends, benefits, risks, and strategies related to social media review in hiring. Results: The review shows that while employers gain a more comprehensive view of candidates, they also face risks of bias and legal issues. For candidates, well-managed digital presence offers advantages but also poses risks of privacy and discrimination. Key strategies for effective digital identity management were identified. Discussion: The findings highlight that digital identity is crucial in the modern labor market, presenting both opportunities and challenges. Therefore, efforts should be made to ensure a balanced approach that respects privacy and promotes fairness in the hiring process. Conclusions: It is imperative to adopt an ethical approach to social media review. Given this circumstance, future research should explore the long-term impact of these practices and develop tools for more ethical social media review. [ABSTRACT FROM AUTHOR]

Introduction: The COVID-19 pandemic has resulted in heightened moral distress among health care workers (HCWs) worldwide. Past research has shown that effective leadership may mitigate potential for the development of moral distress. However, no research to date has considered the mechanisms by which leadership might have an influence on moral distress. We sought to evaluate longitudinally whether Canadian HCWs' perceptions of workplace support and ethical work environment would mediate associations between leadership and moral distress. Methods: A total of 239 French- and English-speaking Canadian HCWs employed during the COVID-19 pandemic were recruited to participate in a longitudinal online survey. Participants completed measures of organizational and supervisory leadership at baseline and follow-up assessments of workplace support, perceptions of an ethical work environment, and moral distress. Results: Associations between both organizational and supervisory leadership and moral distress were fully mediated by workplace supports and perceptions of an ethical work environment. Discussion: To ensure HCW well-being and quality of care, it is important to ensure that HCWs are provided with adequate workplace supports, including manageable work hours, social support, and recognition for efforts, as well as an ethical workplace environment. [ABSTRACT FROM AUTHOR]

IntroductionThe COVID-19 pandemic has resulted in heightened moral distress among health care workers (HCWs) worldwide. Past research has shown that effective leadership may mitigate potential for the development of moral distress. However, no research to date has considered the mechanisms by which leadership might have an influence on moral distress. We sought to evaluate longitudinally whether Canadian HCWs’ perceptions of workplace support and ethical work environment would mediate associations between leadership and moral distress.MethodsA total of 239 French- and English-speaking Canadian HCWs employed during the COVID-19 pandemic were recruited to participate in a longitudinal online survey. Participants completed measures of organizational and supervisory leadership at baseline and follow-up assessments of workplace support, perceptions of an ethical work environment, and moral distress.ResultsAssociations between both organizational and supervisory leadership and moral distress were fully mediated by workplace supports and perceptions of an ethical work environment.DiscussionTo ensure HCW well-being and quality of care, it is important to ensure that HCWs are provided with adequate workplace supports, including manageable work hours, social support, and recognition for efforts, as well as an ethical workplace environment.

This study investigated the impact of work ethics on organizational citizenship behavior (OCB) with the moderating role of perceived fairness. In this study, data was collected from 196 employees from five Islamic banks in Peshawar through a survey questionnaire and conducted descriptive, correlation, and regression analyses. The findings suggested a moderate level of work ethics, high level of perceived fairness, and a relatively high level of OCB among the employees. The results indicate a positive and significant relationship between work ethics and OCB, organizational citizenship behavior and perceived fairness, and a positive but weak correlation between work ethics and perceived fairness. The results of the moderation analysis show that Perceived Fairness moderates the relationship between Work Ethics and Organizational Citizen Behavior. The study highlights the importance of work ethics and perceived fairness in promoting OCB in the Islamic banking sector and adds to the literature on organizational behavior. Based on these findings, the study recommended that organizations should promote work ethics and fairness in order to foster a culture of OCB among employees. [ABSTRACT FROM AUTHOR]

The current meta-analysis provides a comprehensive and updated review on integrity-testing findings across industries and countries in the past 50 years (k = 150, N = 67,016). Integrity tests were coded into the types of overt tests, covert tests, biodata, organizational measures, value/moral reasoning/situational judgment tests, integrity-related cognitive ability tests, and novel measures. The criterion measures of workplace deviance included CWBs, unethical pro-organizational behaviors, and other workplace deviant behaviors. For the information source, both computer and manual searches were performed to locate relevant published and unpublished papers. A variety of sources were examined to avoid publication bias, and publication bias analyses were conducted to uphold the methodological rigor. Results indicated that all the integrity tests analyzed were significant in predicting workplace deviance, with an overall mean validity estimate corrected for indirect range restriction and measurement error as .43 (95% CI [.32; .52]; p < .001). Among the tests, the value-oriented tests and cognitive ability tests indicated relatively large validity estimates of .60 (95% CI [.41; .75]; p < .001) and .65 (95% CI [.53; .74]; p < .001), respectively. The relationship between integrity tests and workplace deviance was found to be significantly moderated by the type of integrity test, industry, country, and criterion source. The effect size of integrity tests was largest in predicting deviance in the military and law enforcement sector, and relatively large in the work samples of Canada, Germany, Israel, Romania, and the United States. However, the moderating effects of the nature of deviance, validation sample, validation strategy, publication status, medium of test, and gender, were nonsignificant. Compared with previous reviews, our study was unique in its cross-cultural direction, which included primary studies of integrity testing in countries with different languages (e.g., publications in Chinese) and associated cultural variations. New insights and comparisons with previous meta-analytic findings were discussed. [ABSTRACT FROM AUTHOR]

Introduction. The reading proficiency of students across countries varies. Better teaching motivation, workplace ethics, Emotional Intelligence promote one to share their knowledge with others. Therefore this study seeks to investigate the role of communication style, the effect of teaching motivation, workplace ethics, emotional intelligence on reading proficiency and knowledge sharing. Materials and Methods. This study engaged 448 teachers/serviced teachers from various levels of secondary schools. Structural Equation Modeling is utilized in this study to analyze the model. The model reached a satisfactory compliance. Results. The results showed that teaching motivation, workplace ethics, emotional intelligence bear on reading proficiency and knowledge sharing positively. The communication style of teachers mediates the model significantly. Discussion and Conclusion.Teachers with better motivation prepare their class better by increasing their knowledge and insight into their field by the intensity of their effort to increase their reading experience and proficiency. Those sticking to work ethic try to increase their integrity, honesty, discipline, fairness and respect, responsibility, and accountability at work to reach better proficiency of reading and behaviors of sharing activities. Teachers’ Emotional Intelligence boosts their quality in reading by reaching a better quality of their ability on their understanding of reading passages and vocabulary knowledge as well as the level of proficiency in reading. Teachers with better communication styles increase their motivation onto the level of reading proficiency. Communication style strengthens the influence of motivation on reading skills.

Guanxi is important for career and organizational success in Chinese societies. Although guanxi has received a lot of research attention, most studies explore business outcomes rather than guanxi itself, meaning that many guanxi measures are ad hoc or assess static guanxi ties instead of guanxi quality, which is inherently dynamic. We analyzed existing measures and conceptual models of workplace guanxi to provide a foundation for developing the 15-item guanxi quality scale (GQS) as an effective and accurate way to operationalize evaluation of guanxi quality in the workplace. We demonstrated that guanxi quality is best represented with three dimensions: reciprocal favor (renqing), affection (ganqing), and trust (xinren), and that reciprocal favor encompasses face (mianzi). We also demonstrated the incremental validity of the GQS over two measures of guanxi quality with respect to 3 outcome variables: commitment, trust in the partner's organization, and satisfaction. We discuss application of the GQS in the context of boundary spanner relations, which have been highlighted in the literature due to their potential for corruption. By grounding our measure squarely in past research and resolving conflicting conceptualizations in the literature, we expect that the GQS can provide a unified starting point for future investigation of workplace guanxi. [ABSTRACT FROM AUTHOR]

This study was designed to investigate the combined influence of organisational justice on employees' behavioural outcomes. The descriptive survey research design was used for this study. A sample size of 423 respondents was proportionately selected from employees of the six Seaports in Nigeria, administered by Nigeria Ports Authority. Multiple regression was used to analyse the data collected and to test for the effects among the variables. Based on the results, the study concluded that organisational justice (distributive, procedural, interpersonal and informational as well as spatial) has a combined positive influence on employees' behavioural outcomes. Additionally, this study found that the proactive implementation of the aforementioned dimensions of organisational justice (distributive, procedural, informational, interpersonal and spatial) will help organisations ward off some contemporary worrisome employees' behavioural tendencies such as presentism, absenteeism and cynicism with their negative consequences, which include huge financial and material loss as well as extinction. Consequently, the study recommends that organisations should have functional organisational justice policy framework that encompasses all the six dimensions of organisational justice as they have significant influence on employees' behavioural outcomes. [ABSTRACT FROM AUTHOR]

In Virtue at Work: Ethics for Individuals, Managers, and Organizations, Geoff Moore applies the work of moral philosopher Alasdair MacIntyre to the puzzle of the modern organization and argues in favor of bringing virtue ethics into the workplace. Virtue ethics is a branch of ethics that centers on people, the stories they tell about their lives, and how these stories develop or hinder their selfrealization. This article reviews Virtue at Work, outlining the content of the book and highlighting its potential uses for ombudsmen. [ABSTRACT FROM AUTHOR]

This article presents a 2-phase multimethod study exploring (a) how unethical and unvirtuous workplace behaviors are portrayed on television programs that are popular among adolescents and (b) how adolescents make sense of the portrayals and use their interpretations for their vocational anticipatory socialization (VAS)--the process of learning and developing expectations about future careers. In Phase 1, we conducted a content analysis of the top 15 most watched television series among adolescents between 2013 and 2014 (data obtained from the Nielsen Company). In Phase 2, we conducted a series of focus group interviews with 74 adolescents who were regular viewers of the 15 television programs. The findings contribute to our understanding of television as an important source of VAS and how television portrayals of workplace ethics-related content affect individuals' career pursuits. [ABSTRACT FROM AUTHOR]

Purpose: Our objective was to generate, define, and evaluate behavioral dimensions of ethical performance at work that are common across United States occupations. Design/Methodology/Approach: This project involved three studies. Study 1 involved (a) qualitative review of published literature, professional codes of ethics, and critical incidents of (un)ethical performance and resulted in (b) behavioral dimensions and ethical performance rating scales. The second and third studies used a retranslation methodology to evaluate the ethical performance dimensions from Study 1. The behavioral dimensions were linked to the performance determinants (personal attributes) in Study 3. Findings: Study 1 resulted in draft dimension definitions and rating scales for 10 ethical performance dimensions. In Studies 2 and 3, retranslation data provided strong support for 10 behavioral dimensions of ethical performance at work. Results from Study 3 shed light on possible relationships among the performance dimensions based on their underlying performance determinants. Implications: Communicating an organization's ethical standards to employees is important because some ethical breakdowns can be attributed to simply failing to recognize an ethical matter (in: DeCremer, Managerial ethics: Managing the psychology of morality, Routledge, New York, 2011). Definitions of ethical behavior in the workplace provide a tool for researchers, employers, and employees to communicate about ethical situations and a foundation for folding ethics into employee training and performance management. Originality/Value: These studies provide a taxonomy of ethical performance at work that generalizes to a diverse array of occupations and industries, and dimensions and rating scales have value for performance management, training/curriculum development, job analysis, predictor development and/or validation, and additional research. [ABSTRACT FROM AUTHOR]

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The traditional case-based method used to teach ethics in business classrooms gives students valuable practice identifying and applying key moral principles. This approach builds on a rational model of decision making and emphasizes moral awareness and moral judgment, encouraging students to describe moral dilemmas and assess the consequences of various responses. Unfortunately, moral awareness and moral judgment do not necessarily lead to moral action; organizational variables and social influences frequently trigger emotions such as fear, anxiety or desire, motivating employees to act in ways that they know are wrong. A review of ethics education articles and a sampling of business textbooks and learning objectives indicate that attention to the role of social influence in ethical decision making is limited in business classrooms. The contribution of this article is to heighten the awareness of this deficiency among business faculty and offer a set of instructional strategies that can be used to expand the current use of case studies across the business curriculum so that our students will recognize and respond ethically to social influence tactics. [ABSTRACT FROM PUBLISHER]

Past research (Lawson, 2004; Nonis & Swift, 2001) has revealed a correlation between academic and business ethics. Using a sample survey, this study extends this inquiry by examining the role of dispositional variables (neuroticism, extraversion, and conscientiousness) and academic honesty on business ethics perceptions. Results indicate that (1) neuroticism and conscientiousness were positively related to more ethical perceptions in a work context, and (2) academic honesty partially mediated the relationship between conscientiousness and business ethics. Implications to business practitioners and educators are discussed as well as directions for future research. [ABSTRACT FROM AUTHOR]

This article sets out the principles of Catholic social doctrine as they pertain to the rights of employees, the duties of the employers and the obligations of the state. It relates these to the historical development of industrial work and employment in Australia, noting the close proximity of the principles to the social and political arrangements that emerged over the period of the Australian Settlement. It goes on to identify the more recent demise of Catholic activism, which, in combination with the pursuit of neo-liberal policy solutions and market reforms, has purged previous arrangements of their former notions of 'fairness' and equity. It concludes that those opposing such solutions and reforms should think beyond simply framing arguments in terms of the economic or the instrumental, and might usefully draw on the labouring ideals set out in Catholic social doctrine to develop a more thorough set of moral and ethical principles to support their cause. [ABSTRACT FROM AUTHOR]

On both sides of the Atlantic, there is increased professional concern over roles in international public sector management—whether those of the policy makers, administrators or consultants. Growing numbers across many sectors feel an unprecedented crisis of identity and integrity. In international development, institutions often find themselves subordinated to the military in ever increasing conflict situations (the ‘development-security complex’). Locally, the global tendency is for public administration to be ‘re-engineered’ on the basis of so-called ‘market’ values (the ‘New Public Administration’). Private sector management models are, nevertheless, hardly exemplary. Corporate greed and scandals proliferate in a world featuring increasing poverty extremes, resurgence of old or advent in new diseases (e.g. HIV/Aids), environmental degradation and racism. This article takes, as its starting point, the fact that the workplace has become an insecure and alienating environment. In pursuing the relationship between spirituality and religion, the article next distinguishes between, the dogmatic, institutionalised and potentially dangerous characteristics of many religions and the more intuitively contemplative character of spirituality with its stress on awareness of self, impact on others and feeling of universal connectedness. Bearing in mind the often extremism as well as variety of religions (as distinct from spirituality), the second section examines the interrelationship between the two. A number of models are advanced concerning relationships between belief, belonging, salvation and ritual. It is argued that attention needs to be given to the inner side of religion, which requires individuals to embark on a spiritual journey through contemplation and reflection, rather than the more visible side of religion expressed in ritual. In sum, spiritual dialogue is offered as a way forward and as a mechanism for building spiritual community through engagement. The final part of the article focuses on a trans-Atlantic spiritual engagement initiative. Faith-based discussion groups have been formed amongst business executives and professionals in USA (the Woodstock Business Conference promoted out of Georgetown University) and more recently in the City of London at the St Paul's Cathedral Institute (the Paternoster Pilot Group). These aim to develop more meaningful work orientation: rediscovery of higher purpose and its relevance to restoration of ethical business and public service values, as well as better integration of personal and social domains. Copyright © 2006 John Wiley & Sons, Ltd. [ABSTRACT FROM AUTHOR]