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  • Senior executives’ two circles of justice: Why do firms reject whistleblowers?
  • CALL FOR PAPERS FOR IWOJBE 5 – EMLYON PARIS!!!
  • Announcing IWOJBE IV!!! In Edinburgh, Scotland
  • Gender stereotypes in negotiation are out of date
  • Dr. Sowell and the Boulder Book Store Prevent the Managerial Revolution

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CALL FOR PAPERS FOR IWOJBE 5 – EMLYON PARIS!!!

Jan09
Featured Post
by cbell on January 9, 2017 at 4:21 am
Posted In: IWOJBE Conference, OJBERG Home
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5TH International Workshop on Insights in Organizational Justice and Behavioural Ethics

Workshop theme: Justice, ethics, well-being and health

CALL FOR PAPERS

Keynote Speakers:
Russell Cropanzano, Marshall Schminke and Karl Aquino

emlyon business school , Paris campus, June 7-9, 2017

Organizing Committee:
Guillaume Soenen, Tessa Melkonian, Thierry Nadisic, emlyon business school, France
&

Chris Bell, Schulich School of Business, York University, Canada: Jonathan Crawshaw, Aston Business School, Aston University, United Kingdom; Russell Cropanzano, University of Arizona, United States; Marion Fortin, CRM, University of Toulouse 1; Charmi Patel, Henley Business School, University of Reading.

We invite you to attend the 5TH International Workshop on Insights in Organizational Justice and Behavioural Ethics to be held on June 7 – 9, 2017. The site of the conference is the emlyon business school, Paris campus, France.

The aim of the workshop is to bring together a small and select group of researchers interested in the study of ethical behaviour and justice judgments in the workplace. The workshop will emphasize high-impact scholarly inquiry into the domains of behavioural ethics, corporate social responsibility, ethical decision-making, moral leadership, organizational justice, and related areas of study.
Given the current dynamism of research on happiness, well-being, and health, the 2017 workshop will especially emphasize works that make the links between ethics, justice, well-being and health in the workplace.

The meeting will be limited to a small group of no more than 16 active scholars. The workshop will seek to provide a dynamic setting for mutual discussion, conceptual feedback, development of new research ideas, and building collaborative relationships. Submissions based on new theoretical ideas or preliminary findings are desirable, as well as more mature programs of study. The most important requirement is a willingness to share ideas and learn from one another.

Submissions and Key Dates

  • 1st March 2017: Submission of paper title and abstract of around 500 words.
  • 25th March 2017: Notification of acceptance / rejection of abstracts
  • 15th May 2017: Submission of final papers – full papers (15-20 pages) are invited, although given the nature and aims of the workshop, more developmental papers (8-10 pages) are also welcomed.

All submissions, and any other enquiries, should be done electronically and directed to Guillaume Soenen at soenen[at]em-lyon.com. For any further information please visit the workshop page on the IWOJBE website at www.ojberg.org.

(No!) Registration Fees
There is no fee for attending and presenting at the workshop.

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Senior executives’ two circles of justice: Why do firms reject whistleblowers?

Jan16
by cbell on January 16, 2017 at 12:01 am
Posted In: Practice, Research, TNT BLOG - Thierry Nadisic's (Explosive) Thoughts
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“2016 Best Research paper” awarded by the A.G.R.H (French Speaking Academy of Research in Management and Human Resources) to Dr. Thierry Nadisic and Dr. Tessa Melkonian of emlyon business school.

Reference for quotation: Nadisic, T., & Melkonian, T. (2016). Senior executives’ two circles of justice: Why do firms reject whistleblowers? Presented at the 27th congress of the A.G.R.H. in Strasbourg.

Full article available on request from Thierry Nadisic nadisic@em-lyon.com

ABSTRACT:

Senior executives are also citizens. Our study shows that when placed in a situation where they must recruit a whistleblower, they reason in terms of fairness. They feel torn between a corporate circle of justice (what they consider fair as an employee) and a societal circle of justice (what they think is fair as a citizen). Regarding anti-competitive collusion practices, they acknowledge whistleblowing is fair from society’s point of view, but unfair for the firm (they indeed think these practices are common and acceptable). In this case, they are unlikely to recruit a whistleblower. Where there is an ethical breach deemed to be more serious on the company’s part, they may consider  the whistleblower acted fairly if he/she followed a procedure whereby he/she approached the problem internally first and allowed the firm time to rectify the breach. However, before agreeing to recruit a whistleblower, senior executives add one last condition: that the whistleblower be capable, like them, of navigating between organisational and societal justice circles in a flexible way.

↓ Read the rest of this entry…

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Announcing IWOJBE IV!!! In Edinburgh, Scotland

Jan10
by cbell on January 10, 2015 at 2:23 am
Posted In: IWOJBE Conference, OJBERG Home
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CALL FOR PAPERS

4th International Workshop on
Organizational Justice and Behavioural Ethics

Workshop theme:
Culture, society and disposition at the intersection of justice and ethics

Keynote Speakers:
Kes van den Bos (Utrecht University)
Benign disinhibition: Freeing behaviour from constraints
&
Maureen L. Ambrose (University of Central Florida)

University of Edinburgh Business School, Edinburgh, Scotland
June 4-6, 2015

Organizing Committee:

Charmi Patel, University of Edinburgh Business School, Scotland

Chris Bell, Schulich School of Business, York University, Canada
Jonathan Crawshaw, Aston Business School, Aston University, United Kingdom
Russell Cropanzano, Colorado State University, United States
Marion Fortin, BSP Hamburg, Germany and CRM Toulouse, France
Thierry Nadisic, IESEG School of Management, LEM-CNRS, France

We invite researchers in behavioural ethics or organizational justice to participate in the 4th International Workshop on Organizational Justice and Behavioural Ethics (IWOJBE) to be held on June 4 – 6, 2015. The site of the conference is the University of Edinburgh in Edinburgh, Scotland.

The ongoing mission of the IWOJBE is to bring together a small and select group of researchers interested in the study of organizational justice and ethical behaviour in the workplace. The format is highly interactive and limited to a small group of scholars (max. 20) with no more than 12 papers being presented over the two days. The workshop themes can be explored through high-impact scholarly inquiry into the domains of corporate social responsibility, ethical decision-making, moral leadership, organizational justice, positive organizational behaviour, and related areas of study. The workshop will seek to provide a dynamic setting for mutual discussion, conceptual feedback, development of new research ideas, and building collaborative relationships. Submissions based on new theoretical ideas with at least preliminary findings are desirable, as are literature reviews and theoretical papers. Ideally, the work would still be in development in order to make the most of the workshop format, although more developed programs of study will also be of interest. The most important requirement is a willingness to share ideas and learn from one another.

The core theme of the workshop will be cultural, societal and dispositional influences on ethics and justice. Identifying the most important and relevant influences is of critical interest to the understanding of the particular and universal features of organizational justice and behavioral ethics research. Examples of research topics relevant to justice and ethics include but are not limited to:

• Situational, culture and dispositional effects on resource distribution norms
• The antecedents and consequences of workplace justice
• Ethical decision-making in organizations
• Social and societal influences on justice perceptions
• Cultures of honor, face or rights
• System justification beliefs, including belief in a just world

Submissions and Key Dates

28th February 2015: Submission of paper title and abstract of around 500 words.

15th March 2015: Notification of acceptance / rejection of abstracts

15th May 2015: Submission of final papers – full papers (15-20 pages) are invited, although given the nature and aims of the workshop, more developmental papers (8-10 pages) are also welcomed.

All submissions, and any other enquiries, should be done electronically and directed to Charmi Patel at Charmi.Patel@ed.ac.uk. For any further information please visit the workshop page on the IWOJBE website at www.ojberg.org.

(No) Registration Fees

There is no fee for attending and presenting at the workshop. However, we ask all who have a paper accepted, and who intend to be present at the workshop, to formally register electronically via the website.

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└ Tags: IWOJBE workshop conference
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Gender stereotypes in negotiation are out of date

Jul30
by Thierry on July 30, 2014 at 10:49 am
Posted In: OJBERG Home, Practice, Research, TNT BLOG - Thierry Nadisic's (Explosive) Thoughts
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Dr. Patricia Elgoibar and Dr. Thierry Nadisic

IESEG School of Management, LEM-CNRS, Paris- La Defense, France

One of the main tasks of leaders is taking decisions and negotiating. Negotiation has been traditionally seen as a masculine domain. This is motivated by stereotypes about male and female behaviors, where women are depicted as relatively soft, accommodating and therefore weaker negotiating partners. However, empirical studies among female and male representatives suggest that negotiation behavior doesn’t differ among male and female managers, suggesting that the stereotype that places women in a weaker position in organizational negotiation is false (Elgoibar, Munduate, Medina & Euwema, 2014).

↓ Read the rest of this entry…

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└ Tags: Gender, Negotiation
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Russell---JAN-2014-Blog

Dr. Sowell and the Boulder Book Store Prevent the Managerial Revolution

Jan14
by Russell on January 14, 2014 at 1:07 am
Posted In: Russell Cropanzano - What I've Been Reading
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When social historians look over the past couple of centuries, I’ll bet that they see this period as the “Era of the Manager,” as these decades witnessed the rise of a new occupational class. Certainly, there are contemporary thinkers who would share these sentiments. In his influential 1977 opus, The Visible Hand: The Managerial Revolution in American Business, Alfred Chandler discussed a transformation of American business that took place in the nineteenth and early twentieth centuries. Beginning with the railroads, larger organizations tended to displace many smaller businesses, and this trend accelerated after the Civil War. The size of these new corporations improved their ability to exploit the large national market and newly available technologies. These increasingly integrated and complex business organizations required professional managers to operate and maintain them. Peter Drucker took up this story in the 1993 volume, Management: Tasks, Responsibilities, Practices, noting that even domains formerly distinct from management, such as educational leadership, have imbibed the managerial ethos. Likewise, Henry Mintzberg, in his 2011 book, Managing, also discusses the importance of managers in modern life. ↓ Read the rest of this entry…

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