How personality and moral identity relate to individuals' ethical ideology

By Brent McFerran, Karl Aquino, M. Duffy. 2010

171 citations recorded by the source corpus.

Subfields: Clinical Psychology, Information Systems and Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/1c1af0fdd1f2e551151e8baaa2d09192a42b3299

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

1. Bennett J. Tepper
2. Marie S. Mitchell
3. Karl Aquino
4. Hongwei He
5. Jason D. Shaw
6. S. Hannah
7. Kristin L. Scott
8. L. Harris

In Information Systems and Management

1. David M. Mayer
2. Hongwei He
3. S. Hannah
4. Linda Klebe Treviño
5. Weichun Zhu
6. Jennifer J. Kish-Gephart
7. Celia Moore
8. Marie S. Mitchell

In Sociology and Political Science

1. Marie S. Mitchell
2. David M. Mayer
3. Bennett J. Tepper
4. Linda Klebe Treviño
5. James R. Detert
6. Hongwei He
7. M. Duffy
8. Karl Aquino

Citations in the corpus

• WHY EMPLOYEES DO BAD THINGS: MORAL DISENGAGEMENT AND UNETHICAL ORGANIZATIONAL BEHAVIOR (2012, methodology): “The measure closest to achieving all of these aims is the one developed by Duffy and colleagues (Duffy et al., 2005; Duffy et al., 2002; McFerran et al., 2010).”
• A Time-Lagged Study of the Relationship Between Big Five Personality and Ethical Ideology (2016, background): “Research on the linkages between ethical ideology and stable traits (i.e., personality) is scarce in personality and ethics literature (McFerran et al., 2009).”
• Procedural Justice and Employee Engagement: Roles of Organizational Identification and Moral Identity Centrality (2013, background): “Together with a few recent studies (e.g., McFerran et al. 2010; Skarlicki et al. 2008), this research suggests an important avenue of research for explaining employee in-role work attitudes and behaviors by taking a moral identity perspective into account.”
• Blind forces (2014, background): “, 2008), moral identity (McFerran et al., 2010), social dominance orientation (Rosenblatt, 2012) and task self-efficacy (Shepherd, Patzelt, & Baron, 2013).”
• A social-cognitive approach to understanding gender differences in negotiator ethics: The role of moral identity (2017, background): “Given that holding a stronger moral identity prevents moral disengagement (Aquino et al., 2007; Detert et al., 2008; McFerran et al., 2010), we turned to whether women negotiator’s stronger moral identities can explain why women morally disengage less and behave less unethically than men when they n”
• A Social Context Model of Envy and Social Undermining (2012, methodology): “Following prior researchers (e.g., Bandura et al., 1996; Detert et al., 2008; McFerran et al., 2010), we conceptualized moral disengagement as a single higher-order construct.”
• The moral self: A review and integration of the literature (2015, background): “(2014) DOI: 10.1002/job McFerran et al., 2010; Schminke, 1997) and moral sensitivity (Morton et al., 2006) positively relate to moral reasoning and ethical judgments.”
• Moral disengagement of hotel guest negative WOM: moral identity centrality, moral awareness, and anger. (2014, background): “For example, people with higher moral identity centrality are more likely to engage in social volunteering (Aquino & Reed, 2002), charitable donation (Aquino et al., 2009), organizational citizenship behaviors (McFerran et al., 2010), and general ethical behavior (Reynolds & Ceranic, 2007).”