The Nature of the Relationship between Corporate Codes of Ethics and Behaviour

By M. Schwartz. 2001

450 citations recorded by the source corpus.

Subfields: Information Systems and Management, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/478c4addad882dbaff8e19e32f6d4c442fd896bb

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Citations in the corpus

Ethics Code Awareness, Perceived Ethical Values, and Organizational Commitment (2003, unknown): “An organization’s code of ethics is a written expression of its ethical norms and values (Farrell and Farrell 1998; Schwartz 2001; Valentine and Barnett 2002).”
A Content Analysis of Whistleblowing Policies of Leading European Companies (2007, background): “This suggests a role for ethical codes, which are written, distinct and formal documents that describe moral standards for individual and corporate behaviour (Schwartz, 2001).”
Compliant Sinners, Obstinate Saints: How Power and Self-Focus Determine the Effectiveness of Social Influences in Ethical Decision Making (2013, background): “…implement various systems to promote ethical employee behavior, ranging from formal policies such as incentive and sanctioning systems (James, 2000; McCabe et al., 1996; Schwartz, 2001) to more informal systems such as value statements and peer socialization (Treviño et al., 1998).”
The Aftermath of Organizational Corruption: Employee Attributions and Emotional Reactions (2008, background): “Research on retributive justice has traditionally focused on behavior changes of the ethical wrongdoer as a result of ethics interventions such as ethics code development and ethics hotlines (Schwarz, 2001).”
Ethics Training and Businesspersons’ Perceptions of Organizational Ethics (2004, background): “Many companies therefore utilize codes that convey an ethical position (Farrell and Farrell, 1998; Schwartz, 2001; Tucker et al., 1999; Valentine and Barnett, 2002), which ‘‘institutionalize the morals Sean Valentine (D.B.A., Louisiana Tech University) is As- sistant Professor of Management in the…”
The Effects of Explicit and Implicit Ethics Institutionalization on Employee Life Satisfaction and Happiness: The Mediating Effects of Employee Experiences in Work Life and Moderating Effects of Work–Family Life Conflict (2018, background): “This type of ethics institutionalization should provide employees with specific guidelines for ethical conduct; thus, should foster an ethical climate within the organization (Schwartz 2001).”
The Effects of Ethical Codes on Ethical Perceptions of Actions Toward Stakeholders (2010, background): “The utility of codes also is increased by specifying guidelines for behaviors beyond what is obviously appropriate in light of social norms or common sense (Schwartz, 2001).”
Negative reciprocity and the association between perceived organizational ethical values and organizational deviance (2010, background): “Despite accumulating evidence suggesting that perceived organizational ethical values generally foster ethical behavior (Schwartz, 2001), there appears to be great variation in the degree to which different people comply with normative expectations (Hackman, 1992; Peterson, 2002).”
The Effectiveness of Business Codes: A Critical Examination of Existing Studies and the Development of an Integrated Research Model (2007, methodology): “Codes of business are a device for self regulation (Schwartz, 2001).”
Rebounding from Corruption: Perceptions of Ethics Program Effectiveness in a Public Sector Organization (2006, background): “In addition, a more recent study found that employees asked ethics officers numerous questions about a recently developed code and directly modified their behavior after having evaluated the ethical code (Schwarz, 2001).”