Search Results (88)

This article develops a conceptual framework to explain how theological convictions of sanctity within the Catholic Church can become institutional risk factors for unethical behavior. Existing analyses of clerical sexual abuse emphasize governance failures, clerical culture, or individual misconduct, but pay limited attention to how sacred identity shapes institutional reasoning. Integrating organizational ethics, social identity theory, and moral psychology, the article adapts the NGO halo effect to propose a three-stage model distinguishing between intrinsic sanctity, institutional sacralization (the Church halo), and the activation of moral mechanisms (the halo effect). The analysis shows how mission, moral teaching, and ordained ministry—while theologically coherent—can become amplified within institutional life in ways that alter how ethical dilemmas are weighted. It further identifies moral justification, moral superiority, and moral naivety as mechanisms through which such amplification may contribute to safeguarding failures. By analytically separating theological meaning from institutional amplification, the article advances scholarship on religious organizations and reframes clerical abuse as partly linked to the dynamics of sacralized identity. The model offers a transferable framework for examining how moral purpose and moral failure can coexist in faith-based institutions. Full article

Research on dishonest behavior within organizational contexts has expanded rapidly in recent years. However, the structural organization of dominant explanatory mechanisms within this literature remains insufficiently clarified. This study provides a theory-informed bibliometric analysis focusing on a deliberately selective segment of the workplace dishonesty literature. Rather than attempting an exhaustive census, the study maps a corpus centered on dominant socio-cognitive and organizational explanatory frameworks in order to examine how these mechanisms are positioned, interconnected, and evolving within this theory-filtered segment. To ensure a transparent and reproducible review process, the study was conducted in accordance with the PRISMA 2020 guidelines, which guided the identification, screening, and eligibility assessment of the literature. Drawing on a systematically constructed corpus retrieved from Web of Science and Scopus and covering the period 1989–2025, the bibliometric analysis was conducted using Biblioshiny 4.5.2 on a final dataset of 679 documents. The analysis integrates performance indicators with science-mapping techniques, including keyword co-occurrence networks, thematic mapping, multiple correspondence analysis, thematic evolution, and global citation analysis. The findings indicate that this theory-based subset of the literature has developed steadily over time alongside a clearer structuring of publication outlets. Conceptually, it remains largely organized around a small number of recurring mechanisms, most notably ethical climate and moral disengagement. Thematic analyses suggest a degree of theoretical stabilization alongside diversification within this selected corpus, while factorial mapping suggests recurring contrasts between cognitive, normative, and organizational explanatory logics. From a longitudinal dynamic perspective, the mapped patterns suggest a possible movement toward more context-sensitive and governance-oriented perspectives; however, this should be interpreted as an inferential reading of this selected corpus. Overall, the findings suggest that, within this corpus, unethical workplace behavior is increasingly conceptualized as a context-dependent socio-cognitive phenomenon shaped by justificatory mechanisms, organizational environments, and performance-related pressures. This review contributes to the fields of behavioral ethics and organizational behavior by providing a structured reading of this specific body of work, clarifying its conceptual organization, identifying its main developmental trajectories, and outlining a theoretically grounded future research agenda for this selected body of literature. Full article

The rapid integration of generative artificial intelligence (GAI) tools into academic and professional contexts has raised concerns regarding unethical use and the potential development of problematic usage patterns. Drawing on personality and moral psychology frameworks, the present study examined the associations between antagonistic personality traits (narcissism, Machiavellianism, and psychopathy) and problematic (i.e., addictive) GAI use (PGAIU), as well as the chain mediating effect of moral disengagement and unethical GAI use (UGAIU). Data were collected from an adult sample (N = 491; 52% men; M_age = 43.92) using validated self-report measures. Path analysis indicated that narcissism exhibited significant direct and indirect associations with PGAIU. In contrast, Machiavellianism and psychopathy were indirectly related to PGAIU via moral disengagement and UGAIU but demonstrated non-significant total and direct effects. Multi-group analyses revealed broadly similar structural patterns across men and women, although some paths involving moral disengagement were significant only among men. A comparable pattern was also observed across age groups, with only minor variations in the mediation pathways. Overall, the findings highlight the central role of moral disengagement and unethical GAI-related behaviors in linking antagonistic personality traits to PGAIU. Full article

This study analyzes the relationship between personal values and (un)ethical behavior in organizations, and the moderating role of perceived ethical climate. We integrate Schwartz’s theory of personal values with the Victor and Cullen model of ethical climate, following the recent reformulation proposed by Weber and Opoku-Dakwa, thereby offering a novel perspective not previously explored in empirical research. Relying on the Person–Organization Fit model, we test whether perceived ethical climate (specifically Egoism and Principled dimensions) moderates the relationship between personal values (Self-Transcendence and Self-Enhancement) and (un)ethical behavior, operationalized by Counterproductive Work Behavior (CWB) and Organizational Citizenship Behavior (OCB). To this end, we conducted a semi-longitudinal study involving a heterogeneous sample of workers from different organizations (Wave 1: N = 212; Wave 2: N = 84). The analyses supported that personal values and ethical climate are associated with (un)ethical behavior. Furthermore, significant interaction effects between ethical climate and personal values predicting CWB and OCB were found. This study contributes to a better understanding and management of ethical behavior, providing a theoretical contribution and plausible practical guidelines from a person-in-context approach. Limitations and challenges of this work are discussed. Full article

Background/Objectives: Machiavellianism has long been associated with unethical tendencies and behaviors. High-Mach people have been stereotyped to choose business-related professions, contrary to low-Mach individuals choosing the helping professions. There has been a clear shift in scholarly focus, such as Machiavellian leadership and Machiavellian personality traits in healthcare. The objective of this narrative literature review was to provide a structured synthesis of empirical evidence on Machiavellianism within healthcare settings, focusing on its prevalence, manifestations, and organizational implications, while identifying conceptual and research gaps in the field. Methods: Literature research was conducted for articles published in PubMed, Scopus, and Google Scholar from 2014 until 2025. Articles written in English, examining Machiavellian traits in healthcare workers and students, were included in this review. Results: The search strategy produced 347 items, of which 11 original studies were included. Machiavellianism was described as a personality trait featuring emotional coldness and manipulativeness for the achievement of one’s own ends; individuals exhibiting those traits may prioritize personal gain over collective welfare. Machiavellian tendencies manifesting in organizational culture often lead to a toxic work environment where manipulation might become normalized. Machiavellians show high commitment to their careers, but low commitment to their current organizations, supervisors, and teams. Conclusions: Machiavellianism emerges as a relevant but underexplored personality trait in healthcare, associated with unethical behaviors, reduced organizational commitment, and toxic work environments. Addressing its impact requires ethical leadership development, supportive organizational environments, and early identification during professional training to safeguard workforce well-being and patient safety. Full article

Background: Topical Corticosteroids (TCS) are potent therapeutic agents associated with severe local and systemic adverse effects if misused. In Jordan, the unauthorized supply of TCS for cosmetic purposes and the mismanagement of dermatological conditions remain significant public health concerns. This study utilized a repeated-measures simulated patient (SP) methodology to evaluate community pharmacists’ stewardship of TCS across a spectrum of clinical risks. Methods: A national cross-sectional study was conducted across 380 randomly selected community pharmacies in Jordan. Each pharmacy received four covert visits (N = 1520) corresponding to four distinct clinical scenarios representing different risk levels: cosmetic whitening, acne management, fungal infection, and pediatric diaper rash. The primary outcome was appropriate Practice, defined as the refusal to dispense unsafe medication or the provision of evidence-based alternatives. Results: Stewardship behavior varied significantly by clinical context (p < 0.001). Pharmacists demonstrated a hierarchy of safety, adhering to guidelines most strictly in the Pediatric scenario (82.1% appropriate refusal) but frequently abandoning safety standards in the Cosmetic scenario (30.0% appropriate refusal). Notably, 70.0% of pharmacists dispensed potent steroids for facial whitening, and 26.1% voluntarily offered to compound unauthorized steroid mixtures (Khaltat). In the acne scenario, 52.1% dispensed the contraindicated TCS, while only 37.9% appropriately switched the patient to an evidence-based alternative. In the fungal scenario, 60.0% failed to visually inspect the lesion, leading to a 40.0% rate of inappropriate TCS dispensing. Multivariable regression indicated that pharmacists working in chain pharmacies (aOR: 2.15, 95% CI: 1.68–2.75) and those holding advanced degrees (PharmD/MSc) (aOR > 1.38) were significantly more likely to practice appropriate TCS stewardship. High workload (>200 prescriptions/day) was a significant barrier to safety (aOR: 0.55). Conclusions: Community pharmacists in Jordan exhibited selective TCS stewardship, demonstrating high vigilance for pediatric safety, but widespread illegal practice regarding cosmetic misuse and differential diagnosis that may be unethical. The study results warrant the need for further urgent research to understand why these practices are occurring and how best to address them. Full article

Background: Integrity, encompassing honesty, accountability, and ethical conduct, is a cornerstone of the dental profession, essential for patient trust and safety. Despite its importance, academic dishonesty remains a pervasive issue in dental education globally. This review examines the prevalence, causes, and long-term career implications of academic dishonesty in dental education and explores institutional strategies to cultivate a culture of integrity. Method: The study was conducted using PubMed, Scopus, Web of Science, and Google Scholar to identify studies published between 1970 and 2025 on academic dishonesty in dental education. Search terms included dental students, cheating, plagiarism, and clinical falsification. Eligible studies reported prevalence, drivers, or consequences of dishonest behaviors. Data were extracted and thematically synthesized to highlight common patterns and professional implications. Results: Self-reported data indicate alarmingly high rates of cheating among dental students, ranging from 43% to over 90%. Common forms include exam fraud, plagiarism, and the falsification of clinical records. Key drivers include intense academic pressure, competitive environments, and a perception of weak enforcement. Such behaviors are not merely academic violations—they have profound professional consequences. A history of academic dishonesty can damage a student’s reputation, hinder licensure and credentialing processes, and limit postgraduate opportunities. Crucially, studies indicate that unethical behavior in school can normalize dishonesty, predicting a higher likelihood of future professional misconduct, such as insurance fraud or malpractice, thereby jeopardizing patient care and public trust. Conclusions: Academic integrity is a critical predictor of professional ethical conduct. Dental schools must move beyond punitive policies to implement proactive, multi-faceted approaches. This includes integrating comprehensive ethics curricula, fostering reflective practice, promoting faculty role modeling, and empowering student-led initiatives to uphold honor codes. Cultivating an unwavering culture of integrity is essential not only for academic success but for developing trustworthy practitioners committed to lifelong ethical patient care. Full article

Environmental sustainability in tourism and hospitality has emerged as a critical focus of Saudi Arabia’s Vision 2030, aligning with global Sustainable Development Goals (SDGs) and national priorities such as environmental stewardship, human health, and future economic diversification. This study examines how perceived leader favoritism influences non-green behavior among hospitality employees, exploring malicious envy as a mediator and perceived organizational injustice as a moderator. A cross-sectional survey was administered to 412 employees across five major hotels in Riyadh. Measures included validated scales for perceived leader favoritism, malicious envy, non-green behavior, and organizational justice. Structural equation modeling tested hypothesized relationships and moderation effects. Perceived leader favoritism was positively associated with non-green behavior (β = 0.39, p < 0.001) and malicious envy (β = 0.58, p < 0.001). Malicious envy mediated the favoritism–behavior link (indirect effect β = 0.17, p < 0.01). High perceptions of organizational injustice strengthened these effects, exacerbating environmentally harmful behaviors. Interpretation: The findings reveal that unfair leadership practices undermine corporate sustainability efforts by provoking negative emotions and unethical environmental actions. Managerial interventions to enhance fairness and mitigate envy are imperative for achieving SDG 12 (Responsible Consumption and Production) and SDG 13 (Climate Action), supporting Saudi Arabia’s goals in environmental sustainability, basic needs fulfillment, and future economies. Implementing justice-centered leadership programs can foster healthier organizational climates, promoting both employee well-being and ecological resilience. Full article

Through the synergy between an independent audit committee (AC) and the high-quality external audit, the opportunities for unethical management behavior, including tax avoidance, can be significantly reduced. Independent audit committees and fair audit fees jointly strengthen governance by ensuring oversight integrity, audit quality, and a reduced risk of unethical tax avoidance. Therefore, the study aimed to identify the impact of AC independence on tax avoidance practices in non-financial firms listed on the Amman Stock Exchange (ASE), considering the moderating role of the external AFs. The research used a sample consisting of 53 non-financial companies listed on the ASE from 2017 to 2023, yielding 371 firm-year observations. Regression analysis was applied to test the direct effect of AC independence on tax avoidance, as well as the interaction effect of AFs. The results show that the effect exerted by the independence of AC on tax avoidances is negative but statistically insignificant. However, when the interaction between AC independence and AFs is considered, the effect becomes statistically significant, indicating that appropriate audit fees enhance the effectiveness of AC independence in curbing tax avoidance. The study shows that audit committee independence is effective only when supported by fair audit fees, underscoring the need for balanced governance practices in emerging markets like Jordan. Full article

Background: High-performance work systems (HPWSs), while designed to boost corporate performance, can inadvertently create a core organizational paradox, triggering a negative feedback loop. Specifically, their intense focus on performance outcomes can create a climate conducive to unethical pro-organizational behavior (UPB), as employees navigate the pressures and perceived obligations, ultimately undermining the organization’s long-term sustainability and viability. While prior research has identified important singular pathways, the mechanisms through which HPWSs simultaneously generate both perceived obligations and performance pressures remain ambiguous. Methods: Drawing on the Job Demands–Resources (JD-R) model, we propose and test a moderated dual-mediation framework. Using survey data from 473 employees, we examine psychological contract fulfillment and bottom-line mentality as parallel mediators, with moral identity as a moderator, in the HPWS-UPB relationship. Results: The analysis demonstrated that HPWSs influence UPB through two distinct and paradoxical pathways: a pressure-driven path via an increased bottom-line mentality, and a reciprocity-driven path via enhanced psychological contract fulfillment. Moral identity emerged as a crucial, albeit asymmetrical, buffer, with its buffering role being particularly consequential for the pressure-driven pathway, as moral identity also significantly weakened the indirect effect of HPWSs on UPB channeled through bottom-line mentality. Conclusions: These findings offer a holistic, systems-based understanding of the performance-ethics paradox. The validation of a dual-pathway model provides a new blueprint for how a single management system produces contradictory outcomes through competing mechanisms. The identification of key intervention points (e.g., fostering moral identity) offers practical strategies for managers to foster systems that support both high productivity and a sustainable ethical climate. Full article

This study examines how cognitive biases may shape ethical decision-making in AI-mediated environments, particularly within education and research. As AI tools increasingly influence human judgment, biases such as normalization, complacency, rationalization, and authority bias can lead to ethical lapses, including academic misconduct, uncritical reliance on AI-generated content, and acceptance of misinformation. To explore these dynamics, we developed an LLM-generated synthetic behavior estimation framework that modeled six decision-making scenarios with probabilistic representations of key cognitive biases. The scenarios addressed issues ranging from loss of human agency to biased evaluations and homogenization of thought. Statistical summaries of the synthetic dataset indicated that 71% of agents engaged in unethical behavior influenced by biases like normalization and complacency, 78% relied on AI outputs without scrutiny due to automation and authority biases, and misinformation was accepted in 65% of cases, largely driven by projection and authority biases. These statistics are descriptive of this synthetic dataset only and are not intended as inferential claims about real-world populations. The findings nevertheless suggest the potential value of targeted interventions—such as AI literacy programs, systematic bias audits, and equitable access to AI tools—to promote responsible AI use. As a proof-of-concept, the framework offers controlled exploratory insights, but all reported outcomes reflect text-based pattern generation by an LLM rather than observed human behavior. Future research should validate and extend these findings with longitudinal and field data. Full article

UPB elicits various and heterogeneous subsequent behaviors through positive and negative emotions, a phenomenon that warrants a comprehensive meta-analysis. This study synthesized 34 studies from both English and Chinese databases (49 independent samples, N = 83,810), published between 2016 and 2024. The results reveal that positive emotions (e.g., pride, psychological entitlement) trigger the moral licensing effect of rationalizing further unethical conduct and the conscientiousness effect of enhancing organizational identification and promoting positive behaviors. Conversely, negative emotions (e.g., guilt, shame) drive the moral cleansing effect of motivating reparative moral behaviors. Additionally, negative emotions can also lead to the moral slippery slope effect of inducing unethical conduct. Moreover, moral disengagement was identified as a self-regulatory mechanism that permeates this entire process, enabling employees to navigate the moral conflicts arising from UPB. This study uncovers the dual nature of UPB from an emotional perspective. Full article

The rise of generative AI in higher education has disrupted our traditional understandings of academic integrity, moving our focus from clear-cut infractions to evolving ethical judgment. In this study, a survey of 401 students from major U.S. universities provides insight into how beliefs, behaviors, and policy awareness intersect in shaping how students interact with AI-assisted writing. The findings indicate that students’ ethical beliefs—not institutional policies—are the strongest predictors of perceived misconduct and actual AI use in writing. Policy awareness was found to have no significant effect on ethical judgments or behavior. Instead, students who believe AI writing is cheating were found to be substantially less likely to view it as ethical or engage with it. These findings suggest that many students do not treat AI use in learning activities as an extension of conventional cheating (e.g., plagiarism), but rather as a distinct category of academic conduct/misconduct. Rather than using punitive models to attempt to punish students for using AI, this study suggests that education about AI ethics and the risk of AI overreliance may prove more successful for curbing unethical AI use in higher education. Full article

Confessions carry substantial weight in criminal investigations, yet little is known about the psychological mechanisms underlying suspects’ confession decisions. This research tested the hypothesis that situational pressures inherent to accusatorial interrogations deplete suspects’ self-regulatory resources, impairing their ability to make rational, self-protective decisions. We examined three potential mechanisms of self-regulatory depletion in accusatorial interrogations: (1) decision-making pressure, (2) fatigue, and (3) depleted self-regulatory reserves. Participants were interviewed about minor (Experiment 1; N = 154) or serious (Experiment 2; N = 486) prior criminal and unethical behaviors under conditions that manipulated whether they experienced both decision-making pressure and fatigue, fatigue alone, or neither. We operationalized decision-making pressure through a response-contingent consequence structure and fatigue through extended questioning. We measured self-regulatory capacity by assessing time spent on an unsolvable anagram task after the interview. Experiment 2 also manipulated whether participants’ pre-interview self-regulatory reserves were depleted by having some complete the unsolvable anagram task before, as opposed to after, the interview. The results suggested a role of decision-making pressure—alone and in combination with fatigue—in producing self-regulatory depletion but provided no evidence for the effect of experimentally depleted self-regulatory reserves. These findings offer empirical support for theories linking interrogation pressures to self-regulatory decline. Full article

Organizations have long been actively seeking ways to reduce unethical behavior among employees. However, employee time theft is widespread and costly across various industries, and related research remains relatively limited. Therefore, this study employed social exchange theory to empirically investigate how and when work connectivity behavior promotes employee time theft. Drawing on a sample of 330 employees, our findings indicate that work connectivity behavior positively impacts employee time theft by triggering revenge motives among employees. Furthermore, it was discovered that leader–member exchange weakens both the direct effect of work connectivity behavior on revenge motive and the indirect effect of work connectivity behavior on employee time theft via revenge motive. This research developed and elucidated a moderated mediation model, providing valuable insights for both theory and practice. Full article