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Organizational ethics is the ethics of an organization, and it is how an organization responds to an internal or external stimulus. Organizational ethics is interdependent with the organizational culture .
Rodney L. Lowman (born 1949) is an American psychologist, academic administrator and entrepreneur whose major contributions have been in the areas of career assessment and counseling, ethical issues in Industrial and Organizational Psychology (I-O Psychology), the integration of clinical psychology and I-O psychology and helping to develop the field of consulting psychology.
Organizational behavior management (OBM) is a subdiscipline of applied behavior analysis (ABA), which is the application of behavior analytic principles and contingency management techniques to change behavior in organizational settings. Through these principles and assessment of behavior, OBM seeks to analyze and employ antecedent, influencing ...
Behavioral ethics researchers have delved into the correlation between employees' perceptions of justice and their engagement in ethical or unethical conduct. Since the 1990s, organizational justice has emerged as a prominent area of study within organizational psychology.
The American Psychological Association (APA) Ethical Principles of Psychologists and Code of Conduct (for short, the Ethics Code, as referred to by the APA) includes an introduction, preamble, a list of five aspirational principles and a list of ten enforceable standards that psychologists use to guide ethical decisions in practice, research, and education.
Macroethics (from the Greek prefix "makros-" meaning "large" and "ethos" meaning character) is a term coined in the late 20th century [1] to distinguish large-scale ethics from individual ethics, or microethics. It is a type of applied ethics. Macroethics deals with large-scale issues, often in relation to ethical principles or normative rules ...
Industrial and organizational psychology (I-O psychology) "focuses the lens of psychological science on a key aspect of human life, namely, their work lives. In general, the goals of I-O psychology are to better understand and optimize the effectiveness, health, and well-being of both individuals and organizations."
The industrial psychology division of AAAP became Division 14 of APA, and was initially called the Industrial and Business Psychology Division. The division's name was changed in 1962 to the Industrial Psychology Division. In 1973, it was renamed again, this time to the Division of Industrial and Organizational Psychology. [3]