Tim Barnett

Religiosity, ethical ideology, and intentions to report a peer's wrongdoing

Peer reporting is a specific form of whistelblowing in which an individual discloses the wrongdoing of a peer. Previous studies have examined situational variables thought to influence a persons decision to report the wrongdoing of a peer. The present study looked at peer reporting from the individual level. Five hypotheses were developed concerning the relationships between (1) religiosity and ethical ideology, (2) ethical ideology and ethical judgments about peer reporting, and (3) ethical judgments and intentions to report peer wrongdoing.Subjects read a vignette concerning academic cheating, and were asked to respond to a question-naire concerning the vignette. Data were analyzed using structural equation methodology.Results indicated that religiosity was positively associated with an ethical ideology of non-relativism. Individuals whose ethical ideologies could be described as idealistic and non-relativistic were more likely to state that reporting a peers cheating was ethical. In turn, individuals who believed reporting a peers cheating was ethical were more likely to say that they would report a peers cheating.

A Social Identity Perspective on the Relationship Between Perceived Organizational Support and Organizational Commitment

RESEARCHERS HAVE CONSISTENTLY FOUND perceived organizational support (POS) to be positively related to organizational commitment ( e g , Settoon, Bennett, & Liden, 1996). POS is defined as people’s “global beliefs about the extent to which the organization cares about their well-being and values their contributions” (Eisenberger, Huntington, Hutchinson, & Sowa, 1986, p. 501). The relationship between POS and organizational commitment is based on social exchange theory and the norm of reciprocity (Gouldner, 1960). That is, because commitment can be an exchange commodity, people are likely to become committed to an organization when they feel that the organization is committed to them. Because no research had explored other theoretical explanations for the relationship between POS and organizational commitment, the present study was designed to examine that relationship from a perspective of social identity theory. Social identity theory suggests that people “remain loyal when they feel that their organizations . . . value and appreciate them” (Tyler, 1999, p. 235). However, social identity theory maintains that when people feel that their organization values and appreciates them, it is a sign of organizational respect for them or of

Individual Difference Variables, Ethical Judgments, and Ethical Behavioral Intentions

This study examined the relationship between the individual difference variables of personal moral philosophy, locus of control, Machiavellianism, and just world beliefs and ethical judgments and behavioral intentions. A sample of 602 marketing practitioners participated in the study. Structural equation modeling was used to test hypothesized relationships. The results either fully or partially supported hypothesized direct effects for idealism, relativism, and Machiavellianism. Findings also suggested that Machiavellianism mediated the relationship between individual difference variables and ethical judgments/behavioral intentions.

Research Productivity of Graduates in Management: Effects of Academic Origin and Academic Affiliation

We examined the relationships among status of academic origin, status of academic affiliation, and research productivity for a sample of doctoral graduates in management. Contrary to expectations, ...

Perceptions of the Ethical Work Climate and Covenantal Relationships

Employees’ perception of the existence of a covenantal relationship between themselves and their employer indicates that they believe there is a mutual commitment to shared values and the welfare of the other party in the relationship. Research suggests that these types of employment relationships have positive benefits for both employees and employers. There has been little research, however, on the factors that determine whether such relationships will develop and thrive.In this paper, we suggest that the organization’s ethical work climate may be an important factor affecting employees’ perceptions about the nature of the relational contract between themselves and their employer. Specifically, we argue that work climates emphasizing benevolence and principle will be associated with covenantal relationships. Conversely, we believe that work climates emphasizing egoism will make it less likely that covenantal relationships will develop between an employer and employee.In order to test our hypotheses, we collected data from 194 employees of a large retail department store. The employees perceived their work climates in terms of principle (laws and professional codes) and benevolence, but to a lesser extent also believed that egoism (self interest) concerns characterized their climate. After controlling for demographic and job-related variables, we found (as expected) that measures of principled and benevolence climate were positively associated with covenantal relationships and that a measure of egoistic climate was negatively associated with covenantal relationships. In the final section of the paper, we discuss the implications of these findings for research and practice.

AN ANALYSIS OF THE FACTOR STRUCTURE OF THE ETHICAL CLIMATE QUESTIONNAIRE

The purpose of this study was to provide additional empirical evidence concerning the factor structure of the Ethical Climate Questionnaire. A random sample of 1,000 members of the American Marketing Association were selected and mailed a copy of the survey. Usable responses were received from 207 marketers, representing 207 organizations from various industries across the United States. The results provide relatively strong support for the dimensions of ethical work climate conceptualized by Victor and Cullen (1988). Factor analysis yielded six dimensions of ethical work climate, namely, (1) Team Spirit, (2) Rules and Codes, (3) Social Responsibility, (4) Self-interest, (5) Efficiency, and (6) Personal Morality.

Comparison of Alternative Response Formats for an Abbreviated Version of Rotter's Locus of Control Scale

The present study analyzed the factor structure of an abbreviated version of Rotters (1966) locus of control scale. The 11-item scale was administered in both the original forced-choice format and a 4-point rating format. The data were derived from administration of the scale as part of the National Longitudinal Survey (N = 7,407). Maximum likelihood factor analysis with oblique rotation gave a three-factor solution for both the forced-choice and rating formats, but the resulting factors were not easily interpretable, and the subscales had high intercorrelations and unacceptably low reliability coefficients. Subsequent analyses suggested that a single-factor solution was more appropriate. The 4-point rating format appeared to be more interpretable and had the highest reliability coefficient.

Strategic inertia: The enduring impact of CEO specialization and strategy on following strategies

Abstract This study examined the influence of predecessor CEO specialization and beginning strategy on both predecessor and successor ending strategy in 173 Fortune 1000 firms over a 25-year history. The results revealed a condition of strategic inertia where predecessor CEO specialization and beginning strategy were simultaneously, but independently, significant in predicting not only the ending strategy of the predecessor CEO, but also the ending strategy of the succeeding CEO.

LOCUS OF CONTROL AND WOMEN'S PERCEPTIONS OF SEX DISCRIMINATION

The scores on locus of control and perceptions of sex discrimination among women in a national sample of approximately 3,500 indicated that women with scores implicating an internal locus of control were more likely to perceive that they had been victims of sex discrimination than other women. Women with internal locus of control scores were also more likely to complain to a supervisor, file a grievance, or take legal action with regard to perceived discrimination.