The Development of a Virtue Ethics Scale

By Kevin J. Shanahan, Michael R. Hyman. 2003

143 citations recorded by the source corpus.

Subfields: Cognitive Neuroscience, Information Systems and Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/88accf7071daedd6a6343b1a654ec4f73625f3f4

How researchers see this paper

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

In Cognitive Neuroscience

1. Jeremy C. Short
2. Gordon Wang
3. Rick D. Hackett
4. M. Kaptein

In Information Systems and Management

1. Gordon Wang
2. Rick D. Hackett
3. G. Tyge Payne
4. Kim Cameron
5. Jeremy C. Short
6. Keith H. Brigham
7. Todd W. Moss
8. M. Kaptein

In Social Psychology

1. Gordon Wang
2. Rick D. Hackett
3. G. Tyge Payne
4. Kim Cameron
5. J. Christian Broberg
6. Jeremy C. Short
7. Keith H. Brigham
8. Todd W. Moss

Citations in the corpus

• Conceptualization and Measurement of Virtuous Leadership: Doing Well by Doing Good (2016, background): “principles, norms, formal structures, in addition to rules and regulations; while teleology emphasizes consequences, such as the rewards and/or punishments expected, and the probability of goal attainment (Atkinson and Butler, 2012; Shanahan and Hyman, 2003).”
• Developing and testing a measure for the ethical culture of organizations: the corporate ethical virtues model (2007, background): “For example, Murphy (1999), Nash (1990), Shanahan and Hyman (2003), Solomon (1999), and Spears (1998) propose different sets of virtues, although these sets are substantive (i.e. more climate related) and organization specific instead of procedural and generic.”
• Effects of Positive Practices on Organizational Effectiveness (2011, background): “Numerous lists of virtuous behaviors have been published, but all of them were derived from lists of personality factors and individual traits (e.g., Chun, 2005; Moberg, 1999; Murphy, 1999; Shanahan & Hyman, 2003; Solomon, 1992), and they do not apply to organizational practices.”
• Organizational Virtue Orientation and Family Firms (2011, background): “…included a large number of virtues ranging from moral (e.g., honesty) to non-moral virtues (e.g., humor) and those falling somewhere between (e.g., loyalty, pride); this list was later tested by Shanahan and Hyman (2003) in a sample of students, but was not extended to the organizational level.”