2 pp. / 6-4-6; A Sports Ethics Program is a companion piece to the Josepheson Institute's Character Counts program. Utilizing the same principals as their Pursuing Victory with Honor sports ethics program, 6-4-6 is targeted at youth ages 5-13. Sportsmanship, teamwork and fun are the focus of this easy "user friendly" set of lessons and manual. It is designed to meet the needs of volunteer coaches and increase positive parental involvement in youth sporting events. Portable challenge games that focus on the six pillars of character begin each practice and are the basis for the program. Parents, coaches, and youth sign codes of conduct at the beginning of the sports season to establish expectations for all.

[pt] Em um contexto marcado por crises políticas, sociais e econômicas, correntes teóricas acerca do tema Liderança assumem nova configuração ressaltando a relevância da ética e moralidade no processo de liderar. Diante do clima de medo e incerteza gerado por essas adversidades (NORTHOUSE, 2010), o grande desafio dos últimos tempos parece ser restabelecer a confiança, esperança e otimismo (AVOLIO e GARDNER, 2005). Este estudo analisou a influência da liderança ética sobre os funcionários no que diz respeito ao desempenho, comprometimento com a meta e cidadania organizacional através da qualidade da relação de troca entre o líder e seus subordinados (LMX). A pesquisa foi realizada em uma empresa multinacional de telecomunicações, com uma amostra de 161 vendedores e 15 gerentes de lojas. Os resultados indicam que há uma relação significativa da ética do líder com a qualidade do relacionamento com seus seguidores e consequente desempenho individual. / [en] In a context marked by political, social and economic crisis, theoretical currents concerning the subject leadership assume new configurations standing out the relevance of the ethics and morality in the leadership process. Given the climate of fear and uncertainty generated bythese adversities (NORTHOUSE, 2010), the great challenge of the present tiem seems to be to reestablish confidence, hope and optimism (AVOLIO and GARDNER, 2005). This study analyzed the influence of ethical leadership on the performance of the workers, goal commitment and organizational citizenship through the quality of the relationship (LMX) established between the leader and his subordinate. The research was carried through in a multinational telecommunications company, with a sample of 161 salesmen and 15 store managers. The results indicate a significant relationship between the ethics of the leader and the quality of the relationship they have with their followers and consequent individual performance.

From 2001 to 2010, a lack of documented standards within ethics programs inhibited decision making, management practices, and corporate strategies for corporate leaders in the United States. Seminal theories in transformational, charismatic, servant, spiritual, and ethical leadership formed the conceptual framework for this phenomenological study, whose intent was to explore how senior leaders of Fortune 500 companies in Washington, DC integrated ethics into daily business decisions and the role in organizational performance. A convenience sample of 20 Fortune 500 leaders participated in face-to-face semistructured interviews to explore the assessment, definition, and documentation of various ethical standards in the company; the different mechanisms for ensuring ethical standards influenced decision making; and whether a senior leader's moral code influences the development of a code of ethics, ethical standards, or organizational culture. Using Saldana's coding process as an exemplar, 6 themes emerged from this investigation: ethical standards, organizational culture, ethics training, role modeling, values, and moral dilemmas. Findings revealed the need for scenario-based ethical training to guide senior leaders through dilemma-oriented problems. Implications for positive social change include benchmarks for ethical integration successes in business strategy that improve corporate social responsibility and change hiring practices to help build ethical corporate cultures.

This research paper seeks to draw on social learning theory (Bandura, 1977) as an overarching framework to examine how unit managers’ ethical leadership style affects the team and individual prosocial voice behaviors in the context of social enterprises in Hong Kong. Ethical leadership has been found to be conducive to both desirable team and individual employee behaviors. However, scholarly understanding of the multi-level effects of ethical leadership and the underlying mechanisms involved is rather limited. Moreover, previous research has directed attention almost exclusively to the influence of ethical leadership in the context of commercial organizations. This narrow stance has curiously left open the question of whether ethical leadership can profoundly and uniquely induce prosocial and desirable outcomes among employees in typical hybrid organizations, such as social enterprises. first conducted 20 semi-structured interviews among employees, unit mangers, and senior executives from 29 social enterprises in Hong Kong to obtain the field illustrations of ethical leadership. Then, I proceeded to collect multi-level, multi-wave, and multi-sources data from employees, unit mangers, and senior executives (i.e., three sources) of 59 teams from the participating social enterprises across three points of times. Findings of both the qualitative and quantitative study confirmed the positive role of ethical leadership in social enterprises. More specifically, this study demonstrated that ethical leadership is vital for encouraging the team and individual to voice out their concerns and opinions through different motivational mechanisms. Team initiative climate mediated the relationships between team ethical leadership and both team and individual prosocial voice; individual prosocial motivation mediated the relationships between team ethical leadership and individual prosocial voice; team initiative climate mediated the relationships between team ethical leadership and individual prosocial motivation; and finally, individual prosocial motivation mediated the relationships between team initiative climate and individual prosocial voice. Theoretical and practical implications are discussed.

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The research literature reveals a number of studies conducted on unethical behavior, including nepotism, within the broader nonprofit sector. However, the effect of faith community leadership nepotism on parishioners has not been studied. The purpose of this phenomenological study was to fill a gap in the literature by exploring parishioner perceptions of leadership nepotism through the lens of servant leadership. Specific to this study, it was unknown whether parishioners of a Protestant church view nepotism as having a positive, negative, or neutral impact related to leadership performance. Specifically, the study explored parishioner impacts related to 5 elements of servant leadership: (a) listening, (b) empathy, (c) healing, (d) stewardship, and (e) building community. Individual interviews were conducted with 9 parishioners from 1 church where nepotism was known to exist. The interviews were digitally recorded, transcribed, and thematically analyzed to identify and extract patterns and themes. Among the findings, the data revealed the presence of servant leadership characteristics found in leadership, which appeared to mitigate the negative influence of nepotism. The study may provide faith community leadership with information that can be used to create and implement important policies related to nepotism.

En el Perú en los últimos años, han salido a la luz una serie de casos, ligados a comportamientos faltos de ética en diversas entidades estatales, y que son los líderes de las organizaciones quienes influyen en el compromiso organizacional y la satisfacción de sus empleados. Considerando lo anterior, resultó interesante probar la influencia del liderazgo ético en el compromiso organizacional y la satisfacción laboral en una entidad pública del sector energético en Lima Metropolitana, con el cual se buscó sumar evidencia relacionada a la psicología del sector público, donde actualmente no se cuenta con mucha información al respecto. Para ello, se revisó, entre otros, conceptos relacionados a la Teoría cognitiva social y la satisfacción laboral, Liderazgo Ético, el Compromiso Organizacional Tridimensional de Meyer y Allen, así como la consulta de diversos estudios relacionados con las variables de estudio. Además, se efectuó un análisis estadístico descriptivo para caracterizar la muestra, encuestándose a 262 individuos de la entidad pública. Luego, se determinaron los indicadores de consistencia de cada uno de los constructos para establecer el nivel de fiabilidad de la encuesta, y, por último; se desarrollaron regresiones lineales y múltiples para identificar la relación de explicación entre las variables estudiadas. El resultado de la investigación muestra que el Liderazgo Ético tiene una influencia directa con el Compromiso Organizacional; no obstante, la explicación que tuvo con la Satisfacción Laboral fue no significante. Asimismo, el Compromiso Organizacional si es explicada por la Satisfacción Laboral. / During the last years in Perú, a number of cases have come to light, related to unethical behavior in various public entities, and that it is the leaders of the organizations who influence the organizational commitment and satisfaction of their employees. Taking this into account, it turned out interesting to test the influence of ethical leadership on organizational commitment and job satisfaction in a public entity of energy sector in Metropolitan Lima, through which it was sought to add evidence related to the psychology of public sector, where currently there is not relevant information about it. To that end, concepts related to social cognitive theory and job satisfaction, ethical leadership, Mayer and Allen’s tridimensional organizational commitment were reviewed, as well as several studies related to those variables. Besides that, a descriptive statistical analysis was carried out to characterize the sample, surveying 262 individuals from the mentioned public entity. Afterwards, consistency indicators of each of the constructs were determined to establish the level of survey’s reliability; and lastly, linear and multiple regressions were developed to identify the explanatory relationship among the studied variables. The research result shows that ethical leadership has a direct influence on organizational commitment; however, the explanation it had on job satisfaction was not significant. Likewise, organizational commitment is explained by job satisfaction. / Trabajo de investigación

Efter flertalet skandaler och kriser samt en ökad kunskap om hur jorden påverkas av individers agerande behöver också företag börja ta sitt ansvar. Det utvidgade ansvaret kallas CSR (Corporate Social Responsibility) eller ansvarsfullt företagande och det arbetet kräver självregleringar exempelvis med hjälp av uppförandekoder. Livsmedelsföretag är en bransch där allt fler företag satsar på ansvarsfullt företagande och använder uppförandekoder. Kodernas innehåll och effekt utgör två inriktningar inom forskningen som har studerats tidigare med ett blandat och motsägande resultat angående dess effekt på det etiska beteendet. Dock återfinns relativt få studier om den tredje inriktningen som berör hur koderna transformeras i organisationer och hur kontextuella faktorer kan inverka i processen. Syftet med studien är således att få en ökad förståelse för vad som kan påverka uppförandekodernas effekt på beteende genom att studera en intern transformativ process, det vill säga hur en kod implementeras, används och kommuniceras. Vidare syftar studien också till att skapa förståelse för varför koden fungerar som uppvisat och belysa dess roll i att skapa en etisk företagskultur. Studien har genomförts med en kvalitativ forskningsstrategi för att på djupet skapa förståelse för fenomenet uppförandekoder. En fallstudiedesign utgjordes av en livsmedelskoncern med fokus på två olika butikskedjor, bolag A och B. Huvudsakligen har intervjuer genomförts och kompletterats med information från årsredovisningen, hållbarhetsredovisningen och hemsidan. Resultatet av studien visar att arbetet med uppförandekoden som riktar sig till leverantörerna, påverkas av interna och externa kontextuella faktorer. Främst används koden av personer i inköpsprocessen. På butiksnivå är det dock ingen som känner till uppförandekoden men det framkommer ett eventuellt behov av att även de får mer kunskap om hur arbetet med leverantörerna sker. Dels för att möta kundernas frågor i butik men också för att känna stolthet och trygghet vilket kan stärka deras identitet. Därmed är uppförandekodens roll i att skapa en etisk företagskultur större på central nivå jämfört med butiksnivå, men för att skapa ett genuint engagemang anses ledarna vara viktigast. På butiksnivå innehar det andra dokumentet etiska riktlinjer, med krav inåt i organisationen, en möjlig indirekt påverkan via ledarna eftersom ca 1000 tjänstemän årligen signerar det. Det innebär dock att långt ifrån samtliga medarbetare kommer i direkt kontakt med någon form av uppförandekod. Studien visar därmed att etiska kärnvärden och etiskt ledarskap i kombination utgör ett värderingsstyrt ledarskap som innehar en större roll i att skapa en etisk företagskultur på butiksnivå. / After multiple scandals, crises as well as increased knowledge in how the earth is affected by actions of individuals, there is a need for companies to start owning their responsibility. The extended responsibility named CSR (Corporate Social Responsibility) or responsible business, demands work in form of self-regulations with help from codes of conduct. Grocery retailers are in an industry where more companies aim to be responsible businesses and uses codes of conduct. Regarding the research field of codes, the contents of the codes and their effects make two directions that have been researched earlier with various and inconsistent results regarding the codes’ effect on behaviour. However, little research has been found regarding the third direction, which involves research in how the codes transform in organizations and contextual factors can affect this process. The aim with the study is therefore to receive a greater understanding of what might affect codes’ effect on behaviour, by studying an internal transformation process, that is, how a code gets implemented, used and communicated in the organization. Furthermore, the study aims to explain why the codes work as shown and tries to enlighten its role in creating an ethical corporate culture. The study has been conducted by a qualitative research strategy in order to create a greater understanding for the phenomena that is codes of conduct. A case study design was made with focus on a food group and two of its store chains called firm A and B. Primarily interviews have been completed and complemented by information from the annual report, sustainability report and the website. Results of the study show that the work with the code of conduct directed towards suppliers are being affected by internal and external contextual factors. People involved in the purchase process mainly use the code. At store level however, no one is greatly aware of the code of conduct. Nevertheless, it is apparent that there is a need for more knowledge regarding how the work with suppliers takes place. Partly because there is need to be able to answer customer’s questions, but also because the employees should feel pride and security, which can strengthen their identity. Consequently, the role of the code of conduct in creating an ethical corporate culture is larger on a central level rather than on store level, but in order to create genuine engagement leaders are the most important. On store level, another document called ethical guidelines; aimed inwards the organization, has a possible indirect effect through store managers since 1000 officials annually sign it. This implies that far from all employees come in direct contact with any kind of code of conduct. The study rather shows that the combination of ethical core values and ethical leadership creates a values-based leadership that holds a greater role in creating an ethical corporate culture, on store level.

Ethical issues have taken an ever greater place in the social debate over recent years, and it has become increasingly important for today's organizations to follow the public's view of ethical justice. This affects HR-manager to a greater extent than many other managers, as the HR-manager is exposed to ethical problems and situations that involve the entire organization's personal. The leadership theory that primarily handles the ethical aspect of leadership is the ethical leadership. Ethical leadership does this without discussing what is considered ethical or unethical. On the other hand the focus is on how leaders should use different parts of their leadership to create conditions for being able to act in a way that is seen as ethically correct by the outside world. The study is based on whether HR-managers are a higher degree of task- or relationship-oriented in their leadership. It studies in accordance with the purpose of the study and problem definition if HR-managers in Skaraborg are a higher degree of task- or relationship-oriented in their leadership and how it relates to their ethical leadership.   To be able to fulfill the purpose of the study and answer the problem definition of the study, the study is based on interviews conducted with eight different HR-managers, all of whom are active in government controlled businesses in Skaraborg. The study's theoretical frame is based on previous research on the role of HR Manager, Managerial Grid, task- and relationship-oriented leadership and ethical leadership. The study's authors have chosen to use a qualitative method and it is designed according to a case study. The eight different HR-managers each represent a separate case and the interviews together with the facts collected from, among other things, the websites of the organizations are the basis for the study's empirical data. The study's empirical data is presented in relation to the theoretical frame in the analysis. In the analysis, the study's authors have found that there are two groups among current HR-managers, one that is a higher degree of task-oriented and one that is a higher degree of relational-oriented. The study's authors also present that there is a relationship between to which group the HR-managers belong and their ethical leadership. The final conclusion is that HR-managers who are a higher degree of relational-oriented correspond more closely with the theoretical reference framework of the study regarding ethical leadership. / Etiska frågor har tagit en allt större plats i samhällsdiskussionen under de senaste åren och det har blivit allt viktigare för dagens organisationer att följa det allmänheten anser är etiskt rätt. Detta drabbar HR-chefer i en högre utsträckning än många andra chefer, då HR-chefen utsätts för etiska problem och situationer som involverar hela organisationens personal. Den ledarskapsteori som främst involverar den etiska aspekten av ledarskapet är det etiska ledarskapet. Det etiska ledarskapet gör detta utan att gå in på diskussionen angående vad som anses vara etiskt eller oetiskt. Å andra sidan fokuserar det på hur ledare ska använda sig av olika delar av ledarskapet för att skapa förutsättningar för att ledaren sedan ska kunna agera på ett sätt som ses som etiskt korrekt av omvärlden. Studien utgår ifrån om HR-chefer i högre grad är uppgift- eller relationsorienterade i sitt ledarskap. Den studerar i enlighet med studiens syfte och problemformulering om HR-chefer i Skaraborg i högre grad är uppgift- eller relationsorienterade i sitt ledarskap och hur det relateras till deras etiska ledarskap.   För att kunna uppfylla studiens syfte och svara på studiens problemformulering utgår studien i första hand från intervjuer som genomfördes med åtta olika HR-chefer, som alla är verksamma inom offentliga verksamheter i Skaraborg. Studiens teoretiska referensram är uppbyggd utifrån tidigare forskning angående rollen som HR-chef, Managerial grid, uppgift- och relationsorienterat ledarskap samt etiskt ledarskap. Studiens författare har valt att genomföra en kvalitativ studie och den är utformad i enlighet med en fallstudie. De åtta olika HR-cheferna representerar var sitt fall och intervjuerna med dessa tillsammans med fakta som är insamlad från bland annat organisationernas hemsidor är grunden för studiens empiri. Studiens empiri ställs i relation till den teoretiska referensramen i studiens analys. Under analysen har studiens författare funnit att det finns två grupper bland de aktuella HR-cheferna, en som i en högre grad är uppgiftsorienterade och en som i en högre grad är relationsorienterade. Studiens författare ser även att det finns en relation mellan vilken grupp HR-cheferna tillhör och deras etiska ledarskap. Den slutgiltiga slutsatsen som presenteras är att HR-chefer som i högre grad är relationsorienterade i högre grad överensstämmer med studiens teoretiska referensram angående det etiska ledarskapet.

The recent global financial crisis prompted organizations to search for effective ways to minimize loss of revenue due to settlement of organizational scandals. Transformational leadership and organizational citizenship behavior (OCB) are known to affect employees and subsequently organizational productivity. However, little is known about the relationship between transformational leadership and the OCB of employees of multinational corporations (MNCs) in Ghana. The purpose of this quantitative study was to bridge the gap in knowledge by examining the relationships between transformational leadership and the OCB of employees of MNCs in Ghana. The theoretical frameworks for this study were Bass' transformational leadership theory and Organ's OCB theory. A random sample of 180 employees, who had worked with MNCs in Ghana for at least 5 years, were surveyed on transformational leadership using a 40-item transformational leadership scale and OCB using a 24-item OCB scale. A correlation coefficient test and a regression analysis revealed statistically no significant correlational relationship between transformational leadership and OCB, and statistically no significant multiple regression relation between the4 dimensions of transformational leadership and OCB. The implication for social change includes importance to theory, business managers, and the society, that there is no relationship between transformational leadership and OCB of employees in MNCs in Ghana. Apprising individuals of this lack of relationship would inspire future researchers to search for other types of ethical leadership or non-financial incentives that could influence positive behavior of employees to enhance the organization's productivity, and produce ethical citizens for society.