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Showing papers in "Human Relations in 1990"


Journal ArticleDOI
TL;DR: This paper reviewed the theoretical frameworks currently used to explain the processes through which work and family are linked, i.e., segmentation, compensation, and spillover, and argued that a fuller understanding of these processes is necessary to adequately evaluate the effectiveness of family supportive policies currently being implemented by many U.S. firms, as well as to identify additional strategies for helping workers find satisfaction in both their work and personal roles.
Abstract: This paper critically reviews the theoreticalframeworks currently used to explain the processes through which work and family are linked, i.e., segmentation, compensation, and spillover. In the literature, these processes are treated as competing explanations, even though evidence and logic suggests that all three operate to link work and family. Moreover, it is likely that other processes also link the two. Most notably, workers may limit their involvement in work, or in family life, so that they can better accommodate the demands of the other. Clarified causal models and suggestions for advancing knowledge in this area are presented and discussed. It is argued that a fuller understanding of the processes linking work and family life is necessary to adequately evaluate the effectiveness of the family supportive policies currently being implemented by many U.S. firms, as well as to identify additional strategies for helping workers find satisfaction in both their work and personal roles.

578 citations


Journal ArticleDOI
TL;DR: In this paper, the authors clarified transformational leadership by focusing on leader-follower interactions in terms of multiple levels of analysis: individuals, dyads within groups, and groups.
Abstract: Transformational leadership was clarified conceptually in this study by focusing on leader-follower interactions in terms of multiple levels of analysis: individuals, dyads within groups, and groups. The focal leaders were 186 United States Navy Officers who were graduates of the United States Naval Academy and on active duty assigned to the surface warfare fleet. Data about the officers were collected from 793 senior subordinates of the officers via a mail survey. Results from within and between analysis (WABA) suggest that the network of relationships was based primarily on individual differences in subordinates' perceptions of leadership and outcomes. Transformational leadership as compared to transactional or laissez-faire leadership was related more strongly to subordinates' extra effort and satisfaction with the focal officers and the officers' effectiveness.

442 citations


Journal ArticleDOI
TL;DR: This article argued that moral commitments and identity affirmation should not be reduced to cost-benefit calculations because doing so denies the social origins of collectivistic motivation, and masks the potential importance of these factors in explanations of collective action.
Abstract: This paper argues for the further development of work motivation theories to include better links between the individual and the collectivity, in order to more adequately explain individual contributions to collective work efforts. Three co-determinants of collectivistic work motivation are discussed: calculative considerations, moral commitments, and the affirmation of identities. It is argued that perceived collective efficacy and social rewards and sanctions should be given a central place in calculative models of collectivistic work motivation. It is further argued that moral commitments and identity affirmation should not be reduced to cost-benefit calculations because doing so denies the social origins of collectivistic motivation, and masks the potential importance of these factors in explanations of collective action.

376 citations


Journal ArticleDOI
James Weber1
TL;DR: In this article, an assessment of managers' responses to three moral dilemmas was explored based on Kolhberg's theory of moral development, and the findings indicated that managers typically reason at moral reasoning stages 3 or 4, similar to most adults in Western, urban societies or other business managers.
Abstract: Based on Kolhberg's theory of moral development, an assessment of managers' responses to three moral dilemmas was explored. The findings indicate that managers typically reason at moral reasoning stages 3 or 4, similar to most adults in Western, urban societies or other business managers. However, differences were discovered when the organizational size of the managers' employer and type of moral issue were considered. Managers employed by large to medium-sized organizations tended to reason at lower moral reasoning stages than managers who work in small firms or were self-employed. Moral reasoning exhibited when the dilemmas were placed in a business context was significantly lower than for a dilemma in a non-business context. Implications from these findings are discussed.

354 citations


Journal ArticleDOI
TL;DR: In this paper, the authors examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses working in a large Canadian hospital.
Abstract: The present study examined the relationship of job stress, job stressors, and Type-A behavior pattern with employees' job satisfaction, organizational commitment, psychosomatic health problems, and turnover motivation among full-time nurses (N = 215) working in a large Canadian hospital. Both job stress and stressors (role ambiguity, overload, conflict, and resource inadequacy) were significantly related to four outcome variables. Type-A behavior was associated with high job stress, high role ambiguity, conflict, resource inadequacy, and psychosomatic health problems. In addition, Type-A behavior was found to be an important moderator of the stress-outcome relationships. Implications of the findings for management and for future research are highlighted.

292 citations


Journal ArticleDOI
TL;DR: The literature on organizational politics has focused on proactive promotion of self-interests but has neglected the reactive defense of selfinterests as mentioned in this paper, and defensive behaviors are argued to: (1) avoid action, via overconforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid change via resisting change and protecting turf.
Abstract: The literature on organizational politics has focused on the proactive promotion of self-interests but has neglected the reactive defense of self-interests. Defensive behaviors are argued to: (1) avoid action, via over-conforming, passing the buck, playing dumb, depersonalizing, smoothing and stretching, and stalling, (2) avoid blame via buffing, playing safe, justifying, scapegoating, misrepresenting, and escalating commitment, and (3) avoid change via resisting change and protecting turf. Organizational antecedents of defensiveness include bureaucratic rationality and various stressors, and individual antecedents include insecurity and anxiety, emotional exhaustion, work alienation, self-monitoring, and low self-efficacy. The effects of defensiveness on the individual, recipients, and organization are discussed, and directions for future research are presented.

268 citations


Journal ArticleDOI
TL;DR: A survey of the literature on organizational politics (OP) reveals a lack of consensus among authors on a definition of this term as discussed by the authors, and a review and discussion of the various OP definitions in an attempt to further clarify the nature of this intriguing and important field of study.
Abstract: A survey of the literature on organizational politics (OP) reveals a lack of consensus among authors on a definition of this term. This paper presents a review and discussion of the various OP definitions in an attempt to further clarify the nature of this intriguing and important field of study. The definition elements are discussed in terms of their implications for future research toward the understanding of OP in work organizations.

216 citations


Journal ArticleDOI
TL;DR: The authors found that resources from both work setting and family were related to subsequent levels of burnout at a 6-month interval, and that emotional exhaustion was related only to family resources, while depersonalization was related to both work-setting and family resources.
Abstract: Mental health workers (N= 122) provided information regarding burnout, coping styles, and resources in their work setting and their family. Resources from both work setting and family were found to be related to subsequent levels of burnout at a 6-month interval. A LISREL model testing procedure provided support for the hypothesis that each resource area, family, work setting, and coping style, was independently related to changes in burnout over time. Each of the three aspects of psychological burnout showed a distinct relationship with the resource measures. Emotional exhaustion was related only to family resources, while depersonalization was related to both work-setting and family resources. Diminished personal accomplishment was not related to family resources, but was related to both work-setting resources and coping styles. The implications of the results for including family coping in a model of burnout and occupational stress are discussed.

196 citations


Journal ArticleDOI
TL;DR: A review of the literature revealed seven, quite different self-report measures of the Protestant Work Ethic (PWE). as discussed by the authors set out to compare and contrast these different measures by content, correlational, and factor analysis.
Abstract: A review of the literature revealed seven, quite different self-report measures of the Protestant Work Ethic (PWE). This study set out to compare and contrast these different measures by content, correlational, and factor analysis. Over 1000 English-speaking respondents completed all seven scales. Content analyses revealed seven dimensions to the PWE measures, and correlational analyses confirmed this. Factor analyses yielded five readily interpretable factors. The results are discussed in terms of the multi-dimensional nature of the PWE beliefs, the psychometric evaluation of the different scales, and the difficulty of defining the PWE in current contexts.

179 citations


Journal ArticleDOI
TL;DR: In this paper, it is argued that the constrained variety and cohesion of configurations are caused by the interdependent, robust, cyclical, and reciprocal relationships among their parts, which makes them prone to long periods of momentum punctuated by brief periods of revolution.
Abstract: Recent studies have argued that the variety of organizational forms is limited and that certain common organizational configurations-alignments among strategy, structure and environment-occur with remarkable frequency and account-for a very significant fraction of organizations. This has been demonstrated empirically. The purpose of this paper is to probe into the cohesion, dynamics, and predictive implications of configurations. Ten propositions are derived by analyzing some representative configurations. It is proposed that the constrained variety and cohesion of configurations are caused by the interdependent, robust, cyclical, and reciprocal relationships among their parts. It is also argued that configurations vary in their first-order changes, but that all resist second-order changes, that is, changes in the direction of evolution. This makes them prone to long periods of momentum punctuated by brief periods of revolution. Finally, configurations are shown to vary in their internal relationships so ...

169 citations


Journal ArticleDOI
TL;DR: In this paper, a program of research on how groups reason about moral dilemmas, and presents data from two studies, is presented, where discussions of 21 four-member groups were tape recorded, coded, and analyzed to identify the factors that affected group performance.
Abstract: This article reviews a program of research on how groups reason about moral dilemmas, and presents data from two studies. In the first study, discussions of 21 four-member groups were tape recorded, coded, and analyzed to identify the factors that affected group performance. The data indicated that a group's moral reasoning level (as measured by Rest's Defining Issues Test) seemed to depend on whether more principled reasoning members took a task leadership role. The second study attempted to manipulate the leadership variable by assigning the task leadership role to individuals who reasoned at more vs. less principled levels. Results indicated that the reasoning level of the assigned leader impacted group performance while individual performance overall on a subsequent moral reasoning task benefitted from the group experience. The extent of the individual change was influenced by subjects' initial reasoning level. Implications for management are discussed.

Journal ArticleDOI
TL;DR: In this article, the authors examined previous findings of relevant correlational data from 50 published studies, using the Hunter, Schmidt, and Jackson (1982) metaanalysis procedure, and concluded that there is very little empirical support for the side-bet theory.
Abstract: Contradictory research findings make it almost impossible to arrive at generalized conclusions about the side-bet theory despite the amount of attention this theory has received. In an attempt to resolve the argument about the ability of the theory to explain the formation of organizational commitment, this study examines previous findings of relevant correlational data from 50 published studies, using the Hunter, Schmidt, and Jackson (1982) metaanalysis procedure. Results show that 11 side-bet variables have estimates of low population correlations with organizational commitment. For most of the side-bet variables, no meaningful or generalizable relationships with organizational commitment were found. The results indicate that there is very little empirical support for the side-bet theory. Three possible conclusions are proposed. Discussion of the implications of each conclusion and how they relate to future investigation of the side-bet theory concludes the paper.

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the relationship between measures of supervisor influence and power, as perceived by subordinates, and found that there was relatively strong support for most of the Kipnis et al. influence dimensions when viewed from the influence target's perspective, perceptions of leader influence tactic behaviors and attributions of leader power bases are empirically distinct.
Abstract: This paper presents the results of a study investigating relationships between measures of supervisor influence and power, as perceived by subordinates (N = 251). The influence measures were based on the framework of Kipnis, Schmidt, and Wilkinson (1980), while the measures of power used were based on French and Raven's (1959) social bases of power. The results indicated that: (1) there was relatively strong support for most of the Kipnis et al. influence dimensions when viewed from the influence target's perspective, (2) perceptions of leader influence tactic behaviors and attributions of leader power bases are empirically distinct, and (3) several relationships exist between subordinate perceptions of leader influence behaviors and subordinate attributions of leaderpower. However, only one influence tactic, rationality, had both substantial and significant positive relationships with the more positively-viewed bases of power (expert and referent power), emphasizing its importance as a means of influence...

Journal ArticleDOI
TL;DR: This paper examined the responses and coping strategies that laid-off employees use to deal with job loss and found that some coping strategies were positively related to reemployment although there were no strong predictors of individual use of such strategies.
Abstract: This research examined the responses and coping strategies that laid-off employees use to deal with job loss. Data were gathered from two samples: (1) 198 former industrial workers who lost their jobs through a plant closing, and (2) 163 managerial, clerical, and technical employees who lost their jobs after the space-shuttle Challenger disaster. Financial distress and attachment to the previous job were the strongest predictors of negative reactions to job loss. In general, the findings regarding coping strategies, e.g., job search and retraining, were mixed: some coping strategies were positively related to reemployment although there were no strong predictors of individual use of such strategies. For both samples, there were no consistent findings concerning the effects of company assistance programs or the length of time spent out of work. The implications of these results for future research, theory, and practice are discussed.

Journal ArticleDOI
R. L. Flood1
TL;DR: In this paper, a number of interpretations of Liberating systems theory are explored, focusing on the history and progress of systems thinking, considering critically the relationship of the past with progressively emerging future ends, i.e., emerging critical systems thinking.
Abstract: This article contains an exploration of a number of the many interpretations of its title Liberating Systems Theory. It is in fact a point of reflection on the way to realizing Critical Systems Thinking. Particular points of focus are critical theory integrated to practice in systems "problem solving," and the history and progress of systems thinking, considering critically the relationship of the past with progressively emerging future ends, i.e., emerging Critical Systems Thinking.

Journal ArticleDOI
TL;DR: The authors examined the causal sequencing of attitudes, personal situations, and behavioral intentions as determinants of turnover among hospital volunteers and found that attitudes and personal situations influenced turnover indirectly with intentions acting as a mediating factor.
Abstract: This study examined the causal sequencing of attitudes, personal situations, and behavioral intentions as determinants of turnover among hospital volunteers. Structural equation modeling indicated that, consistent with prevailing models of turnover, attitudes and personal situations influenced turnover indirectly with intentions acting as a mediating factor. However, the analysis suggested that one aspect of the volunteer's personal situation (the convenience of the work schedule) also had a direct effect on turnover.

Journal ArticleDOI
TL;DR: In this paper, a logistic regression model of combined cross-sectional and longitudinal survey data on workers'potential and actual turnover was initiated to test the predictive value of intention to leave, and the results demonstrate that actual turnover and intent are influenced by a separate set of factors with intent a poor predictor of turnover behavior.
Abstract: The predictive ability of most turnover models emanates from a key construct measuring a worker's intention to withdraw from a work organization. Empirical evidence to collaborate this cardinal assumption has, however, only moderate support. To test the predictive value of intention to leave, a logistic regression model of combined cross-sectional and longitudinal survey data on workers'potential and actual turnover was initiated. The results demonstrate that actual turnover and intent are influenced by a separate set of factors with intent a poor predictor of turnover behavior. Age, tenure, wage level, and perceived chances for improvement at the job were found to have a significant impact on actual separation, but not on the intent to leave. Work repetitiveness, importance of improvement, and perception of co-workers' intent influence the intent to move, but not turnover. Perception of co-workers' intentions to leave and importance of improvement played a dual role for both intent and turnover, but much...

Journal ArticleDOI
TL;DR: In this paper, the congruence model between career and the individual is tested by using both objective and subjective measures, and a sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variables relate to individual perceptions of career achievement as well as to objective indicators of career achievements within a corporate hierarchy.
Abstract: This study investigates the interrelationships between objective and perceived career achievement and career choices, success criteria, family variables, and demographics, as well as examining vocational congruence between career and the individual. The congruence model is tested by using both objective and subjective measures. A sample composed of more than 200 managers from a variety of organizations revealed that demographic and family variables relate to individual perceptions of career achievement as well as to objective indicators of career achievement within a corporate hierarchy. While the applicability of the general congruence model in career research seems limited based on this study's result, the functional congruence model is supported with the data obtained. Implications of these results for research on careers and career counselors are discussed.

Journal ArticleDOI
TL;DR: In this article, the role of the sage-fool is explored as a means of creating a counter-vailing power against the regressive forces inherent in leadership, in other words, to reinforce the leader's capacity for reality testing.
Abstract: This paper explores the role of the sage-fool as means of creating a counter-vailing power against the regressive forces inherent in leadership, in other words, to reinforce the leader's capacity for reality testing. After a brief review of leadership theories, some of the salient characteristics of the role of the sage-fool are reviewed, taking a historical perspective. It is subsequently demonstrated how the fool, in playing the role of mediator between leader and followers, brings to the surface certain conflictual themes and thereby allows both parties to deal with the issues at hand. In this context, the role of humor and joking relationships are examined. Finally, two case examples of the fool in an organizational setting are presented.

Journal ArticleDOI
TL;DR: In this paper, the influence of employee work values, demographic characteristics, and organizational rewards on levels of organizational commitment, involvement, identification, and loyalty in a U.K. employee-owned firm was examined.
Abstract: This study examines the influence of employee work values, demographic characteristics, and organizational rewards on levels of organizational commitment, involvement, identification, and loyalty in a U.K. employee-owned firm. The idea that commitment can be understood as afunction of the 'fit" between employee values and organizational rewards was explored. Under multiple regression analysis, demographic variables made little impact on levels of commitment, but both organizational rewards and work values showed significant relationships to commitment. Employees who showed strong participatory values exhibited relatively high commitment; those with strongly instrumental values showed relatively lower commitment, providing some support for the 'fit" model. The implications of these findings for theory and practice in the area of employee ownership are discussed.

Journal ArticleDOI
TL;DR: In this article, the role of stories in the process of organizational change is discussed, and it is shown that stories are a form of cultural creativity that can be used to mediate conflicts and contradictions that arise from changing circumstances.
Abstract: The organization theory literature on stories concentrates on the role stories play in political processes, especially the representative and integrative aspects. In this essay, I will build on this literature by introducing Victor Turner's work on cultural change. Stories will be seen as not only representing and integrating political process, but also creating them. By focusing on the creative aspect of stories, their role in organizational change is highlighted. This framework is applied to stories about a change of leadership in an electronics company. Two conclusions emerge. First, stories are a form of cultural creativity that can be used to mediate conflicts and contradictions that arise from changing circumstances. Second, stories, despite the fact that they are a form of cultural change, can have a negative influence on the process of organizational change.

Journal ArticleDOI
TL;DR: In this article, the authors examined the relationship between the intended interview strategies of 110 students applying for university places and their scores on personality measures, and found that interview experience is a factor in shaping candidates' behavior, and that although interviewers are influenced by self-presentation strategies, the latter do not necessarily reflect personality in a consistent way.
Abstract: Evidence suggests that selection interviewers make judgments about candidates' personalities on the basis of how they behave in interviews. The study reported here examined the relationship between the intended interview strategies of 110 students applying for university places and their scores on personality measures. Data were also collected on the impact of these self-presentation strategies on interviewers' ratings. The results indicate that interview experience is a factor in shaping candidates' behavior, and that although interviewers are influenced by self-presentation strategies, the latter do not necessarily reflect personality in a consistent way. The implications of these findings for how the selection interview should be conceptualized are discussed.

Journal ArticleDOI
TL;DR: This article examined the relationship between changes in job demands and changes in psychological strain across time, and the moderating effect of the Type A behavior pattern (TABP) and locus of control, or internality-externality (I-E) on this relationship.
Abstract: This paper examines (1) the relationship between changes in job demands and changes in psychological strain across time, and (2) the moderating effect of the Type A behavior pattern (TABP) and locus of control, or internality-externality (I-E) on this relationship. TABP and I-E were hypothesized to moderate job demands because they appear as factors likely to affect the longer-term coping patterns of individuals, or coping styles. Among the job demand variables, increases in qualititative "low-load" were most strongly predictive of increases in psychological strain. Significant moderating effects were observedfor both TABP and I-E. With the TABP, a uniform pattern offindings emerged in that all the significant partial correlations were negative in direction, indicating that where job demands increased, Type As experienced less psychological strain than Type Bs. With I-E, however, the direction of the partial correlations varied dependent on the type of job demand.

Journal ArticleDOI
TL;DR: In this paper, the Steers and Rhodes' (1978, 1984) process model of employee attendance, and on which considerable research has accumulated in the absenteeism literature, are age and tenure.
Abstract: Two demographic/personal characteristics in the Steers and Rhodes' (1978, 1984) process model of employee attendance, and on which considerable research has accumulated in the absenteeism literature, are age and tenure. Recent narrative reviews of this research show that the results are quite mixed and likely to depend upon sex of the sample and absence type. A meta-analysis (Hunter, Schmidt, & Jackson, 1982) of this literature revealed that age (but not tenure) had a modest (p = -.23) relationship with avoidable absences, neither age nor tenure was associated with unavoidable absences, and sex of sample was identified as a moderator. Implications of these findings for the Steers and Rhodes' model are discussed in light of possible directions for future research.

Journal ArticleDOI
TL;DR: The authors found that perceptions of pay equity with respect to three classes of referents are strongly associated with pay satisfaction, and pay valence was associated with perceptions of equity vis-a-vis referent classes.
Abstract: The paper provides a reexamination of Goodman's (1974) study of the referents used in evaluating pay. The present field research, largely in corroboration of Goodman (1974), found that perceptions of pay equity with respect to three classes of referents are strongly associated with pay satisfaction. In addition, pay valence was found to be associated with perceptions of equity vis-a-vis referent classes. This research was generally not supportive of Goodman's identification of factors affecting the selection of referents. Implications for future research are discussed.

Journal ArticleDOI
TL;DR: In this article, the authors describe the ways in which management and leadership are split apart, with one aspect idealized and the other devalued, as a "social defense" against confronting the adaptive demands of contemporary operating environments.
Abstract: This article explores a maladaptive response organizations are making to the great uncertainty and turbulence they face. The authors describe the ways in which management and leadership are split apart, with one aspect idealized and the other devalued, as a "social defense" against confronting the adaptive demands of contemporary operating environments. Two variants of this social defense are examined: "managerialism" which looks to the magic of technique and "heroism" which focuses on the heroic leader. Responding effectively to current conditions requires linking what has come to be viewed as leadership, the visionary and mission setting aspects of executive action, with management, the apparatuses and tools for achieving organizational purposes.

Journal ArticleDOI
TL;DR: The authors explored the effects of employee personal characteristics on the variables included in the model and identified several additional sources of influence, and discussed the applicability of the Bedeian and Armenakis model to various employee populations, the need to further develop and to refine the causal model, and the targeting of organizational interventions aimed at managing role strain and turnover related processes in organizations.
Abstract: Using data from samples of four different employee populations, we tested Bedeian and Armenakis' (1981) model of the relationships between role strains, tension, job satisfaction, and propensity to leave. Results from the path-analyses yielded mixed support for the model, both within and between samples. Furthermore, we explored the effects of employee personal characteristics on the variables included in the model and identified several additional sources of influence. The findings are discussed in terms of the applicability of the Bedeian and Armenakis model to various employee populations, the need to further develop and to refine the causal model, and the targeting of organizational interventions aimed at managing role strain and turnover-related processes in organizations.

Journal ArticleDOI
Gerald Zeitz1
TL;DR: In this paper, a "situational" perspective on employee attitudes was used to interpret the relationship between age and work satisfaction among 434 employees of a Federal Government agency, and distinct age-satisfaction curves were discovered among three employee groups: a U-shaped curve among nonprofessionals, an upward-sloping double-bend curve among elite professionals, and a downward sloping curve among ordinary professionals.
Abstract: A "situational"perspective on employee attitudes is used to interpret the relationship between age and work satisfaction among 434 employees of a Federal Government agency. Distinct age-satisfaction curves are discovered among three employee groups: a U-shaped curve among nonprofessionals, an upward-sloping double-bend curve among elite professionals, and a downward sloping curve among ordinary professionals. Employee perceptions of management climate, mobility possibilities, and personal influence all vary by subcontext and determine level of work satisfaction. Results are seen as supporting a situational rather than ontogenetic explanation of work satisfaction.

Journal ArticleDOI
TL;DR: In this paper, the authors regress job satisfaction against the social trust of respondents, their sense of social equity, institutional confidence, and their satisfaction with government's handling of national problems to test Wilensky's three hypothesized relationships.
Abstract: The responses of 1473 subjects were utilized to examine the relationship between job satisfaction and extra-work satisfaction to test Wilensky's three hypothesized relationships. The current study regressed job satisfaction against the social trust of respondents, their sense of social equity, institutional confidence, and their satisfaction with government's handling of nationalproblems. These social attitudinal indices were added to factors utilized in previous research such as objective job factors, demographic variables, general life satisfaction, and their levels of social involvement. The results produced two previously unreported extra-work attitudinal contributors to job satisfaction: social trust and institutional confidence. The findings supported Wilensky's spillover theory but produced no evidence in support of Wilensky's segmentation or compensation alternatives.

Journal ArticleDOI
TL;DR: In this article, moral psychology and social psychology theories are examined to illustrate their usefulness for evolving research on topics of business and organizational ethics, and the authors believe that social psychological concepts such as attribution, cognitive distortion, and impression management can contribute to a more comprehensive understanding of processes of moral perception and judgment.
Abstract: Moral psychology and social psychology theories are examined to illustrate their usefulness for evolving research on topics of business and organizational ethics. The authors believe that social psychological concepts such as attribution, cognitive distortion, and impression management can contribute to a more comprehensive understanding of processes of moral perception and judgment. The organizational stakeholder concept and stakeholder mapping methods found in the strategic planning literature may also be particularly valuable for business ethics research. Using an organizational stakeholder model and considering the effects of cognitive and self-presentational biases of these stakeholders should allow researchers to better explain social controls and actions undertaken in cases of managerial misconduct in work organizations.