Utilize este identificador para referenciar este registo:
http://hdl.handle.net/10071/20768
Registo completo
Campo DC | Valor | Idioma |
---|---|---|
dc.contributor.author | Simões, E. | - |
dc.contributor.author | Duarte, A. P. | - |
dc.contributor.author | Nunes, P. | - |
dc.date.accessioned | 2020-10-02T09:20:54Z | - |
dc.date.available | 2020-10-02T09:20:54Z | - |
dc.date.issued | 2020 | - |
dc.identifier.issn | 0874-2049 | - |
dc.identifier.uri | http://hdl.handle.net/10071/20768 | - |
dc.description.abstract | Recent research has found that human resource (HR) practitioners judge the acceptability of ethically questionable practices based on the importance their organization attributes to specific features: ethical infrastructure (e.g., codes of conduct) and corporate social responsibility (CSR) practices. The present study sought to evaluate the effects of ethical leadership and the aforementioned features on other non-HR organizational actors. More specifically, this research examined how these individuals judge the acceptability of three ethically dubious HR management (HRM) practices: discrimination, disregard for the individual, and favor shown to those in power. Results obtained for data collected through an online survey indicate that ethical leadership is negatively associated with the acceptability of all three practices. Individuals in organizations with a strong ethical infrastructure also find discrimination and a disregard for the individual less acceptable. The same is true of participants in organizations perceived as more socially responsible regarding employees and economic aspects. | eng |
dc.language.iso | eng | - |
dc.publisher | Associação Portuguesa de Psicologia | - |
dc.relation | info:eu-repo/grantAgreement/FCT/5876/147442/PT | - |
dc.rights | openAccess | - |
dc.subject | Ethics | eng |
dc.subject | Human resource management practices | eng |
dc.subject | Ethical infrastructure | eng |
dc.subject | Corporate social responsibility | eng |
dc.subject | Ethical leadership | eng |
dc.title | The impact of leadership and organizational context on the acceptability of unethical HRM practices | eng |
dc.title.alternative | O impacto da liderança e do contexto organizacional na aceitabilidade ética de práticas de Gestão de Recursos Humanos | pt |
dc.type | article | - |
dc.pagination | 56 - 66 | - |
dc.peerreviewed | yes | - |
dc.journal | Psicologia | - |
dc.volume | 34 | - |
dc.number | 1 | - |
degois.publication.firstPage | 56 | - |
degois.publication.lastPage | 66 | - |
degois.publication.issue | 1 | - |
degois.publication.title | The impact of leadership and organizational context on the acceptability of unethical HRM practices | eng |
dc.date.updated | 2020-10-02T10:18:18Z | - |
dc.description.version | info:eu-repo/semantics/publishedVersion | - |
dc.identifier.doi | 10.17575/psicologia.v34i1.1471 | - |
dc.subject.fos | Domínio/Área Científica::Ciências Sociais::Psicologia | por |
dc.subject.fos | Domínio/Área Científica::Ciências Sociais::Economia e Gestão | por |
iscte.subject.ods | Trabalho digno e crescimento económico | por |
iscte.identifier.ciencia | https://ciencia.iscte-iul.pt/id/ci-pub-73445 | - |
Aparece nas coleções: | BRU-RN - Artigos em revistas científicas nacionais com arbitragem científica DINÂMIA'CET-RN - Artigos em revistas nacionais com arbitragem científica |
Ficheiros deste registo:
Ficheiro | Descrição | Tamanho | Formato | |
---|---|---|---|---|
Simoes et al. (2020) TheimpactofleadershipandorganizationalcontextontheacceptabilityofunethicalHRMpractices.pdf | Versão Editora | 383,84 kB | Adobe PDF | Ver/Abrir |
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