Ethical Considerations in Management Research: A ‘Truth’ Seeker''s Guide

Within a growing Knowledge-Management context, it would appear that Management Research calls for researchers to explicitly understand their own values, have increasing capacity for reflexivity and anticipate various ethical dilemmas that emerge from the research endeavour. This paper provides an overview of the philosophy of ethics and focuses on a researcher's ethical reasoning. It provides a framework for understanding causes of ethical dilemmas in the context of management research and provides strategies for a way forward through such dilemmas. The paper, finally, outlines exercises pertinent to research ethics and ‘hands on’ research praxis. This revised version was published online in July 2006 with corrections to the Cover Date.     

Ethical frameworks of “Tomorrow’s Business Leaders”

This research explores the influence of five ethical frameworks on business students’ decision regarding the resolution of an ethical dilemma in a simulation. The frameworks of ethical tests are: Utilitarianism (the greatest good for the greatest number); Self-interest (maximizing the benefits to the individual); Categorical Imperative (universal principles of morality); Legality (rules, laws, etc.); and Light of Day (possibility of one’s actions being discovered). Results showed that the strongest influences were the Categorical Imperative, Self-Interest, and Legality. Among demographic variables, only age was related to the students’ decision or the ethical tests.     

A business version of the prisoner’s dilemma: A teaching technique

The “prisoner’s dilemma” is an archetypal choice dilemma widely used for teaching and research in the social sciences. A version of the prisoner’s dilemma which set the problem in an ordinary business context was used as a pedagogic instrument with graduate business students, fully employed and aspiring to upward mobility, and nurses—both male and female—employed at various supervisory levels. The site was a college in metropolitan Detroit. The method engages students in verbal expression, explanation, and justification of their choices and thus departs from mainstream research which treats the prisoner’s dilemma mainly in mathematical terms, usually based upon experiments requiring many iterative choices. Also, whereas the prisoner’s dilemma places the subjects in the frame of mind of being prisoners, this version is of choice-making by free people, with the additional unspecified choice available of not to play the game. Replication outcomes were similar enough to support tentative generalization, although statistical analysis was not significant because of the small number of cases. Results suggest that the method may be useful to managers in their analysis of ethical choice situations and development of alternate scenarios. Vivid lessons regarding the ethical dimensions of business behavior can be learned from the use of the prisoner’s dilemma.     

Discounting Across Generations: Necessary, not Suspect

Periodically, ethical objections are raised against the practice of discounting for future effects. Concerns about the potential effects on future generations from long-term nuclear waste disposal and global climate change have caused these ethical objections to recur. This article rebuts the various ethical objections to future discounting on practical, ethical, and analytic grounds. Discounting for future effects is a ubiquitous practice that cannot be practically prevented. In the event that public policy would dictate against future discounting in public decisions, such a constraint could never be successfully imposed on markets. Market values will always reflect the full, discounted streams of future effects even if governments prohibited the practice among individuals. Ethically, there is no basis for choosing an upper-bound time horizon beyond which discounting should be rejected. Any proposed horizon is arbitrary and has no obvious foundation. All decisions are fundamentally irreversible, so opponents of future discounting also must define a degree of irreversibility beyond which normal discounting should not apply, and defend on ethical grounds the basis for this demarcation. This task is further complicated by the likelihood that choices are rarely, if ever, as irreversible as opponents suggest. Typical examples given to prove future discounting is inappropriate overstate the degree of irreversibility actually present and understate subsequent opportunities for modifications. Finally, opposition to distant-future discounting on the ground that burdens are shifted to future generations must face the fact that such shifts are characteristic of intergenerational transfers now practiced widely and with great public support.     

A Cross-Cultural Comparison of Managers' Whistleblowing Tendencies*

In a global marketplace, managers often face major difficulties when it comes to handling ethical problems within a different cultural context. Whistleblowing is one possible response to ethical problems. This study considers the differences in culture between a United States sample of managers and a Jamaica, West Indies sample of managers using Hofstede's (1991) theory of International Cultures. The study explores how those cultural differences may help in our understanding of the differences in reported whistleblowing tendencies. This revised version was published online in July 2006 with corrections to the Cover Date.     

Chinese and Americans Agree on What Is Fair,but Disagree on What Is Best in Societal Decisions Affecting Health and Safety Risks

Through surveys of students and junior professionals and interviews with business and government executives, we studied Chinese choices and fairness perceptions in risky health and safety decisions. The survey responses were compared with American responses from an earlier study by Keller and Sarin.The survey results show that the American and Chinese respondents had similar fairness perceptions, but the Chinese did not make decisions that were consistent with their fairness perceptions, whereas the Americans did. We found that the middle-age Chinese professionals tended to make choices that were more different from the Americans than were the choices of the young Chinese management students. It is likely that these discrepancies were caused by cultural differences, with the younger Chinese tending to face a stronger Western influence.The insights from the survey results were enriched by interviews that revealed fairness perceptions of Chinese business and government executives. A framework to interpret cultural influences on decision making was also proposed.     

Managers' attitudes about firm responsibilities

A mail survey was conducted in order to investigate whether the importance a manager attaches to corporate ethical and legal responsibilities varies according to personality characteristics, demographic variables, or the perceived moral climates in the manager's firm. Respondents were middle- and lower-level managers in 112 for-profit businesses located throughout the United States. As expected, attitudes about corporate ethical responsibility were significantly related to (1) the individual's capacity for empathy and (2) a perceived caring climate in the firm; attitudes about corporate legal responsibility were significantly related to (1) the individual's hierarchical position and (2) an organizational climate perceived to be supportive of law.Data collection for this research was subsidized by the Old Dominion University Research Foundation and the ODU College of Business and Public Administration Bureau of Research.     

A structured framework to understand CSR decision-making: A case study of multiple rationales

The organisational justifications made for CSR-related decisions and actions are examined over time using a structured framework premised on instrumental, political, integrative and ethical as well as first and second-order rationales. Using material from semi-structured interviews and drawing on documentary sources, we find that the decision-making processes underlying CSR-related initiatives were complex and multi-layered with varied patterns of motivation and justification that was modified over time. While an instrumental rationale was always apparent, political, integrative and ethical rationales were also important in the context of first and second-order rationales. The paper provides a framework to help understand the justification of CSR initiatives in a structured way and has implications for both theory and practice.     

A Framework to Guide Thinking and Analysis Regarding Climate Change Policies

The potential impacts from climate change, and climate change policies, are massive. Careful thinking about what we want climate change policies to achieve is a crucial first step for analysts to help governments make wise policy choices to address these concerns. This article presents an adaptive framework to help guide comparative analysis of climate change policies. The framework recognizes the inability to forecast long-term impacts (due in part to path dependance) as a constraint on the use of standard policy analysis, and stresses learning over time as a fundamental concern. The framework focuses on the objectives relevant for climate change policy in North America over the near term (e.g., the next 20 years). For planning and evaluating current climate policy alternatives, a combination of fundamental objectives for the near term and proxy objectives for characterizing the state of the climate problem and the ability to address it at the end of that term is suggested. Broad uses of the framework are discussed, along with some concrete examples. The framework is intended to provide a basis for policy analysis that explicitly considers the benefits of learning over time to improve climate change policies.     

Ethical leadership supports safety voice by increasing risk perception and reducing ethical ambiguity: Evidence from the COVID-19 pandemic

Misconduct by business and political leaders during the pandemic is feared to have impacted people's adherence to protective measures that would help to safeguard against the spread of COVID-19. Addressing this concern, this article theorizes and tests a model linking ethical leadership with workplace risk communication—a practice referred to as ‘safety voice’ in the research literature. Our study, conducted with 511 employees from UK companies, revealed that ethical leadership is positively associated with greater intention to engage in safety voice regarding COVID-19. We also find that this association is mediated by relations with the perceived health risk of COVID-19 and ambiguity about ethical decision making in the workplace. These findings therefore underscore the importance of good ethical conduct by leaders for ensuring that health and safety risks are well understood and communicated effectively by organizational members particularly during crises. We discuss the theoretical and practical implications of our study and highlight further opportunities for future research to address the ethical dimensions of leadership, risk management, and organizational risk communication.     

中国企业的游说行为及其伦理规范研究

游说是指企业通过各种途径与政府官员进行沟通,力求在政府政策和立法的制定和实施过程中反映本企业的利益和要求。企业的游说行为在本质上不是邪恶的,而是一种对社会负责的行为。文章首先通过理论分析建立了一个企业游说行为的框架,然后通过与十多位企业高层进行深度访谈,探讨了我国企业游说的途径及其潜规则。针对访谈中发现的伦理问题,分析了我国企业游说行为的伦理,提出了解决我国企业游说行为伦理问题的可行步骤。     

The Effects of the Recession on Attitudes toward Business Ethics: An Inter‐temporal Study of Business Students in 2001, 2009, and 2010

This inter‐temporal study compares the ethical attitudes of business students at three points: in 2001, when the economy was relatively healthy; in 2009, near the beginning of the current recession; and in 2010, when the economy was worse. Ethical attitudes were measured by replicating a popular survey consisting of 25 ethically charged vignettes. The survey measures willingness to engage in white‐collar crime behaviors, some clearly illegal; others marginally unethical. Findings show an increase in tolerance for clearly illegal behaviors from 2001 to 2009 and an increase in tolerance for an even broader array of unethical acts from 2009 to 2010. As compared with 2001 respondents, 2009 respondents were more tolerant of seriously illegal behaviors but less tolerant of marginally unethical ones. In 2010, respondents were more accepting of both kinds of unethical behaviors. The results also suggest that the change in ethical attitudes from 2009 to 2010 was larger than the average annual change in ethics from 2001 to 2009. These findings are discussed within the framework of classical strain theory, Agnew's General Strain Theory, and the legitimacy of social institutions.     

Time-Dose-Response Models for Microbial Risk Assessment

While microbial risk assessment (MRA) has been used for over 25 years, traditional dose-response analysis has only predicted the overall risk of adverse consequences from exposure to a given dose. An important issue for consequence assessment from bioterrorist and other microbiological exposure is the distribution of cases over time due to the initial exposure. In this study, the classical exponential and beta-Poisson dose-response models were modified to include exponential-power dependency of time post inoculation (TPI) or its simplified form, exponential-reciprocal dependency of TPI, to quantify the time of onset of an effect presumably associated with the kinetics of in vivo bacterial growth. Using the maximum likelihood estimation approach, the resulting time-dose-response models were found capable of providing statistically acceptable fits to all tested pooled animal survival dose-response data. These new models can consequently describe the development of animal infectious response over time and represent observed responses fairly accurately. This is the first study showing that a time-dose-response model can be developed for describing infections initiated by various pathogens. It provides an advanced approach for future MRA frameworks.     

企业人力资源管理伦理困境结构维度的本土化探索

在探索性因素分析的基础上得出伦理困境结构,由此形成结构模型;然后,运用验证性因素分析对结构模型进行比较验证。研究结果表明,我国企业人力资源管理伦理困境包含4个维度:权利使用、操纵和强制、制度监督、忽视与侵犯员工权益;中国企业存在较为突出的人力资源管理伦理困境,企业管理者应规避管理过程中的非伦理性行为,提高管理效率。     

Is HRD in need of an ethics of care?

Human Resource Development (HRD) operates within competitive global environments and the changing expectations of societal moral values, which can be in conflict with organizational values, performance, and profit. These are underpinned by the unquestioning acceptance and ‘orthodoxy’ of free‐market economics, legalism, and codes of conduct that result in a lack of ethical analysis within HRD practice. In response to the forgoing, it will be argued that the ethics of care that espouses the values of human relationships, empathy, dignity, and respect is a legitimate approach to free-market lead ethical rule-based rationality that is often presented as the de facto position for HRD professional practice. It presents the ethical debates in which HRD operates within, before arguing for the ethics of care. Three case examples from practice are offered illustrating how HRD practice might respond through the lens of an ethics of care. Reflections and implications for HRD in the form of objections and responses are considered. It concludes that HRD professionals are faced with many difficulties when making decisions, and that the ethics of care offer is an alternative perspective for HRD practitioners.     

管理伦理原则、多元性及折衷:管理学“实践导向”中的伦理问题

尽管泰勒所创立的科学管理理论中"效率至上"的思想受到过一些批评,然而它所秉持的后果论的功利主义伦理原则在管理学百年发展历程中影响深远。20世纪末开始,由于功利主义原则的统治地位,包括管理伦理在内的当代人类道德实践处于深刻的危机之中。事实表明,现实生活中很多道德难题都无法依靠单一原则解决。管理学界对于现实管理伦理问题一概源自泰勒以来的功利主义伦理传统,将注意力完全集中在管理的效率维度,从而丧失了对于现实管理实践中价值和伦理问题的发言权。管理学研究的"实践导向"绝不应是单纯的"功利和效率导向",它应该鼓励和提倡多元化的伦理原则。     

Ethical decision making: A cross-cultural comparison

The purpose of this study is to compare the ethical decision making of respondents from two different cultures. Perceived organizational support for ethical decision making was also compared. The samples include residents of South Florida, United States of America and Jamaica, West Indies. Respondents were employed full time. Results indicate that for the majority of business dilemmas presented, no significant differences were found. Implications for these findings are discussed.     

Self-reported mood and running under natural conditions

This paper reports the results of two field studies which examined possible changes in self-reported psychological mood with running. The participants in both studies were regularly exercising male and female university students. In the first study, mood was monitored pre- and post-running sessions during a 7-week course designed to improve individual levels of physical fitness. In a follow-up study, mood was measured pre- and post-running and subjects also made a number of colour choices as an indication of arousal preference, as they ran. In addition, subjects' times over a fixed distance were recorded and in both studies subjects were further subdivided into two groups: 'fast' and 'slow' runners. The results from the first study indicated that, in spite of the increasing demands ofthe running programme, subjects' mood experience was generally pleasant, characterized by high arousal and low stress. In both studies, significant increases in male and female self-reported arousal scores pre- to post-running were obtained, along with non-significant increases in preferred arousal levels. When the mood response of fast runners was compared with that of slow runners, some significant findings with respect to self-reported arousal were observed. Indicators of stress and arousal discrepancy pre- to post-running were low and mostly did not change significantly. Where significant changes did occur, scores decreased significantly with running. The implications of the findings for modulating arousal levels at work are discussed.