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Comparative suitability for promotion: ethical transgressions, culture and a third dimension of appraisal
Management Research Review Pub Date : 2021-03-29 , DOI: 10.1108/mrr-09-2020-0602
Shelley Morrisette , William Oberman , Irma Hunt

Purpose

This paper looks at the relationship between judgments of ethical behavior and organizational promotion prospects. The purpose of this study is to examine if an independent dimension of ethical performance should be recognized. When managers and others in organizations compare candidates for promotion or other organization rewards, what role is played by information about the candidates’ previous ethical behavior? Are all prior ethical transgressions perceived in the same light or do some types carry more weight for organizational rewards? And, how do organizational values effect these evaluations?

Design/methodology/approach

A questionnaire was developed which asked respondents to rank a set of six candidates for a promotion. All candidates were said to be qualified for the promotion, but each was described differently in terms of past ethical transgressions. While information about a candidate’s prior ethical behavior is expected to be impactful for promotion consideration in the general population as well as among members of religious-oriented businesses, types of ethical transgressions may be weighted differently by the two groups. The survey was administered to a sample of 204 employees of business organizations at all levels obtained through a survey research firm, as well as a sample of 52 employees of organizations in the Christian publishing industry. Nonparametric statistics were used to analyze the results. A comparison was made between the respondents sourced through the research firm, seen as representing the general population, and those from the Christian-oriented group.

Findings

Ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, our work suggests that ethical transgressions can matter with regard to promotability. Differences between the groups of respondents from the general population and the group representing Christian-based firms are discussed.

Practical implications

This paper focused on the selection for promotion of six candidates, ranked by two groups. As expected, the ethical transgressions were weighted differently by each group. And some transgressions were deemed more unethical than others. Overall, this work suggests that ethical transgressions can matter with regard to promotability. This research contributes to practical implications within organizations.

Originality/value

Only a few studies have looked directly at the relationship between judgments of ethical behavior and organizational promotion prospects. These have focused on ethical leaders rather than rank and file employees. In a study of ethical leadership and promotability, Rubin et al. (2010) found that managers rated high on ethical leadership by their subordinates are more likely to be viewed by senior managers as eventually promotable to senior leadership than those who were not – although they were no more likely to receive a promotion in the near term.



中文翻译:

晋升的比较适宜性:道德违规、文化和评估的第三个维度

目的

本文着眼于道德行为判断与组织晋升前景之间的关系。本研究的目的是检查是否应该承认道德绩效的独立维度。当组织中的管理者和其他人比较晋升或其他组织奖励的候选人时,有关候选人以前的道德行为的信息起什么作用?是否所有先前的道德违规行为都以相同的眼光看待,或者某些类型是否对组织奖励具有更大的权重?而且,组织价值观如何影响这些评估?

设计/方法/方法

制定了一份调查问卷,要求受访者对一组六名候选人进行排名。据说所有候选人都有资格晋升,但每个人在过去的道德违规方面都有不同的描述。虽然关于候选人先前的道德行为的信息预计会对一般人群以及宗教导向企业的成员的晋升考虑产生影响,但这两个群体可能会以不同的方式衡量道德违规的类型。调查对象是通过调查研究公司获得的各级商业组织的 204 名员工,以及基督教出版行业组织的 52 名员工。非参数统计用于分析结果。

发现

每个组对道德违规行为的权重不同。有些违法行为被认为比其他违法行为更不道德。总体而言,我们的工作表明,道德违规可能会影响可推广性。讨论了来自一般人群的受访者群体与代表基督教公司的群体之间的差异。

实际影响

本文重点选拔六名候选人,按两组排名。正如预期的那样,每个组对道德违规行为的权重不同。有些违法行为被认为比其他违法行为更不道德。总体而言,这项工作表明,道德违规可能对可推广性很重要。这项研究有助于组织内部的实际意义。

原创性/价值

只有少数研究直接考察了道德行为判断与组织晋升前景之间的关系。这些都侧重于道德领导者,而不是普通员工。在一项关于道德领导力和可推广性的研究中,Rubin等人。(2010) 发现,被下属评价为道德领导力高的经理更有可能被高级经理视为最终晋升为高级领导的人,而不是那些没有晋升的人——尽管他们在短期内不太可能获得晋升。

更新日期:2021-03-29
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