Journal of Business Ethics

Geiger, Susi; Galasso, Ilaria; Hangel, Nora; Lucivero, Federica; Watts, Gemma

doi: 10.1007/s10551-023-05541-7pmid: N/A

This paper draws on the ethics of care to investigate how citizens grappled with ethical tensions in the mundane practice of grocery shopping at the height of the Covid-19 pandemic. We use this case to address the broader question of what it means ‘to care’ in the context of a crisis. Based on a qualitative longitudinal cross-country interview study, we find that the pandemic transformed ordinary shopping spaces into places fraught with a sense of fear and vulnerability. Being forced to face one’s own vulnerability created an opportunity for individuals to relate to one another as significant others through a sense of “response-ability”, or the capacity of people to respond to ethical demands through situated ethical reasoning. We argue for a practical ethos of care in which seemingly small decisions such as how often to go shopping and how much to buy of a particular product serve as a means to relate to both specified and generalized others—and through this, ‘care with’ society. Our study contributes to displacing the continuing prevalence of an abstract and prescriptive morality in consumption ethics with a situated and affective politics of care. This vocabulary seems better suited to reflect on the myriad of small and unheroic care acts in times of crisis and beyond.

Karakulak, Özgü; Lawrence, Thomas B.

doi: 10.1007/s10551-023-05484-zpmid: N/A

How social problems are constructed within social partnerships has significant effects on the management, impact, and survival of those partnerships. To explore how social problems are constructed, we adopt a social-symbolic work perspective, which highlights the variety of forms of work involved in this process, how they interact, and the impact of context on that process. Empirically, we focus on two social partnerships in Turkey that both addressed gender inequality but constructed that problem in very different terms. Our study suggests that the differences in how they came to construct the problem of gender inequality in Turkey was tied to the qualities of two forms of social-symbolic work—relational work and practice work—in which they engaged: the partnership that constructed gender inequality as an embedded problem engaged in extensive relational work and deep practice work; in contrast, the partnership that constructed the problem as disembedded engaged in efficient relational work and shallow practice work. Further, we observed that the construction of the problem of gender inequality was tied to different outcomes: an embedded social construction of the problem was associated with holistic outcomes on a more limited scale; a disembedded construction of the problem was associated with simpler outcomes on a greater scale. The paper contributes to the literature on social partnerships by showing how social problems are constructed through partners' work and how this affects their impact and sustainability. It also extends the literature on social-symbolic work by highlighting the interplay of different forms of work in constructing social problems. Finally, it contributes to research on gender inequality and organizations by showing how the work of social partnerships can shape conceptions of gender inequality at the meso level.

van Bommel, H. M.; Hubers, F.; Maas, K. E. H.

doi: 10.1007/s10551-023-05522-wpmid: N/A

This study aims to examine the development of diversity and inclusion (D&I) literature and identify its prominent themes and blind spots. The research was conducted using bibliometric analysis on the Web of Science database and included 2510 publications. Results showed that the development of D&I literature had increased exponentially since the 1960s, mainly due to different political and societal events. The geographic development showed that research was primarily conducted in developed countries where quotas and other legislation are implemented. The thematic development revealed a stable but narrow focus on diversity management, board diversity, and team diversity, with little attention to inclusion. The keyword analysis strongly emphasized surface-level diversity, such as gender, race, and cultural diversity, while deep-level diversity received less attention. This study concludes that previous D&I literature has mainly focused on the financial effects of D&I and neglected other elements, such as the effects on social performance, its ethical implications, and the relationship between diversity and inclusion. The study recommends future research to expand the interpretation of diversity, examine the relationship between diversity and inclusion, and explore the effects of diversity on non-financial outcomes such as social performance and ethics. This study provides a valuable contribution to the field of business ethics by highlighting the blind spots in D&I literature and encouraging future research to consider the ethical implications of diversity in the workplace.

Saxena, Mahima

doi: 10.1007/s10551-023-05459-0pmid: N/A

Workplace incivility has been touted as a form of modern discrimination with serious negative consequences for the target. The increasingly unequal gender distribution in STEM workforce has also been attributed to workplace incivility. This study examines the lived experience of this covert mistreatment for women employees in STEM workplaces. Data from STEM women employees revealed a typology of STEM incivility, mapping onto ostracism, hostility, undermining, and sexual incivility. Further, the gendered nature and STEM-specific phenomenology of incivility against women employees, based on instigator characteristics, incivility frequency, and the general climate of STEM which aided or fostered interpersonal mistreatment was found. Drawing on affective events theory from organizational sciences and grounded in the STEM industry, this research examined the person-centric, emotional consequences of being a target of STEM incivility. Three broad themes that describe the first-person, felt-experience impact of mistreatment were as follows: discrete emotions, emotion regulation, duration of emotion experience. Upon encountering uncivil interpersonal experiences, participant reactions fell among one of four discrete emotional states: anger, fear, sadness, and surprise. Emotion regulation emerged as a key feature of the affective response. Specifically, STEM demands were tied to participant utilization of the regulation strategy of suppression to hide the felt emotion initially and reappraisal and response modulation over time. Importantly, although understood as a mild event, the emotional consequences of incivility were long-lasting such that they continued beyond the episode, lasting anywhere from two hours to a week. The STEM context was central to the emotion trajectories. Results are discussed with respect to work performance, attitudinal, and health-related consequences for women employees in STEM jobs. Practical implications are discussed with a special grounding in STEM context with an eye toward best practices for managing incivility for women in STEM.

Gatrell, Caroline; Ladge, Jamie J.; Powell, Gary N.

doi: 10.1007/s10551-023-05518-6pmid: N/A

This paper explores how pregnancy discrimination at work is perceived by both employers and pregnant employees. Using a public, qualitative dataset collected by the UK Equality and Human Rights Commission that offers perspectives from both employers and pregnant employees, we explore the unfair and unethical treatment of pregnant employees at work. Our findings show how pregnant workers are expected to conform with workplace systems that are treated as sacred. We suggest that employer valorization of the mythical figure of ‘ideal worker’ disadvantages pregnant workers. We observe how, even if this contravenes maternity protection laws, some employers self-justify discrimination against pregnant employees who they perceive to have transgressed ‘appropriate’ workplace behaviors as ethical and reasonable. To illuminate and conceptualize the notion of transgression, our analysis has led us to the ideas of philosopher Georges Bataille, specifically his reflections on how individuals who ‘transgress’ social norms are treated as taboo, as well as his metaphorical descriptions of people and practices as either sacred or profane. We theorize that pregnant workers who are treated as profane should be reclassified as sacred, opening up this idea for debate so as to disrupt long-standing patterns of discrimination.

Bastini, Karola; Kerschreiter, Rudolf; Lachmann, Maik; Ziegler, Matthias; Sawert, Tim

doi: 10.1007/s10551-023-05516-8pmid: N/A

To contribute to a better understanding of the determinants of climate-friendly organizational behavior, we study the potential of behavioral policy interventions and social norms to foster individual contributions to organizational decarbonization initiatives. We investigate the effects of different types of behavioral policy interventions (default nudges vs. short-term boosts) in isolation and when they are combined with normative appeals to adopt climate-friendly behaviors in an organizational context. In a 2 × 2 between-subjects experiment, we find that default nudges generally induced higher individual contributions to organizational carbon compensation programs than short-term boosts. Moreover, injunctive social norm information decreased the effectiveness of both types of behavioral interventions but affected the effectiveness of short-term boosts to a stronger extent than the effectiveness of default nudges. Contributing to the nascent literature on motivating climate change mitigating behaviors in organizational contexts, we additionally explore whether factors such as personality traits, pro-social and pro-environmental beliefs, attitudes, and behaviors, and the degree of organizational identification exert an influence on the effectiveness of the interventions and provide qualitative insights into participants’ reasoning for their decisions.

Schoonjans, Eline; Hottenrott, Hanna; Buchwald, Achim

doi: 10.1007/s10551-023-05451-8pmid: N/A

Increasing the participation of women in top-level corporate boards is high on the agenda of policy-makers. Yet, we know little about director appointment dynamics and the drivers and impediments of women appointments. This study builds on organizational and group-level behavior theories and empirically investigates how ex-ante board structures and gender-specific board dynamics impact the representation of women on corporate boards. We study boards of listed firms in Europe between 2002 and 2019 and find a declining appointment probability for every additional woman, i.e., the share of women already on the board negatively predicts the likelihood of additional women appointments. Further, we find evidence of a replacement effect, i.e., the likelihood of a woman being appointed as director is significantly larger when a woman, compared to when a man, leaves the board. We do not find spillover effects from non-executive to executive boards. These results are robust to econometric model specifications that address potential endogeneity concerns using matching and instrumental variables. Our results confirm that board director appointments are gender specific and suggest that demand-side factors such as explicit and implicit norms drive women appointments up to a certain threshold.

Shahzad, Khuram; Hong, Ying; Muller, Alan; DeSisto, Marco; Rizvi, Farheen

doi: 10.1007/s10551-023-05513-xpmid: N/A

Deviant workplace behaviors (DWB) cause enormous costs to organizations, sparking considerable interest among researchers and practitioners to identify factors that may prevent such behavior. Drawing on the theory of moral development, we examine the role of ethics-oriented human resource management (HRM) systems in mitigating DWB, as well as mechanisms that may mediate and moderate this relationship. Based on 232 employee-supervisor matched responses generated through a multi-source and multi-wave survey of 84 small and medium enterprises (SMEs) in Pakistan, our multilevel analysis found that ethics-oriented HRM systems relate negatively to employee DWB via the mediation of perceptual and reflective moral attentiveness. This indirect relationship is further moderated by two societal-inequality induced factors – employee gender and income level – such that the indirect effects of ethics-oriented HRM systems on DWB through perceptual and reflective moral attentiveness are stronger among women and lower-income employees.

Shahzad, Khuram; Hong, Ying; Muller, Alan; DeSisto, Marco; Rizvi, Farheen

doi: 10.1007/s10551-023-05525-7pmid: N/A

Marques, Joan; Kumar, Payal; Culham, Tom

doi: 10.1007/s10551-023-05524-8pmid: N/A

Supporting the concept of DEI, yet, perturbed by the volatility that marks today’s societal and professional climate, the authors of this article examined three Eastern spiritual traditions in search of common guidelines addressing contemporary issues related to social unrest, imbued by inequity and injustice. The areas of review included Buddhist psychology, with some of its foundational concepts such as the Four Noble Truths and the Noble Eightfold Path, the concept of ahimsa (non-harming), and the understanding of the impermanence of everything as inclusive managerial practices; Daoist philosophy, with its observations of oneness and equality, and holistic self-alignment with virtue through practicing tranquility; and Hinduism, which focuses on the absence of distinction between ourselves and others around us, thus forming the foundation for morality and ethical behavior with its emphasis on unity in diversity. This collective investigative journey has led us to gather some powerful common behavioral and ethical guidelines, to steer away managers from hyperindividualism and self-centeredness to a greater and consistent respect for the unity among all beings.