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Behavioral ethics is a field of social scientific research that seeks to understand how individuals behave when confronted with ethical dilemmas. [ 1 ] [ 2 ] It refers to behavior that is judged within the context of social situations and compared to generally accepted behavioral norms.
Research also suggests the importance of affect and emotion in the appraisal of the fairness of a situation as well as one's behavioral and attitudinal reactions to the situation. [3] Much literature in the industrial/organizational psychology field has examined organizational justice as well as the associated outcomes.
Adam Barsky investigated the effects of moral disengagement and participation in unethical work behavior across two studies. [53] The research focused on moral disengagement through moral justification and displacement of responsibility and unethical behavior as deceptive behaviors such as "outright lying", and "attempts to obscure the truth". [54]
Diffusion of responsibility can be seen in the workplace through the response to mass email when compared to many, individualized emails. When mass emails are sent out, people feel a lack of accountability due to the fact that the emails have not been addressed to them personally.
Many candidates prepare to speak about their past experience and how it fits into the role, but many forget about the questions that ask them to describe how they are in the workplace, better ...
Research indicates that procedural justice (combined with interactional justice) is beneficial in reducing workplace-deviant behavior. Employees who are consulted (and given an opportunity to be involved in the decision-making processes at their organization) are less likely to act out, since their voices are valued.
Research has also investigated the impact of the larger organizational context of bullying, as well as the group-level dynamics that contribute to the occurrence and persistence of bullying behavior. [5] Bullying can be covert or overt, sometimes unnoticed by superiors while also being widely known throughout an organization.
As the job market became more aggressive, it became necessary for employees to go above and beyond that which is formally required by the job description in order to remain competitive. Contextual performance is defined as non-task related work behaviors and activities that contribute to the social and psychological aspects of the organization. [4]