Ethics and the Problem of White Collar Crime John Hasnas
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A Review of Self-Legitimacy in Policing
1 A Review of Self-Legitimacy in Policing While police brutality is not a new subject in America, the rise of the Black Lives Matter movement in response to consecutive deaths of Black men and women has catalyzed conversations surrounding the structure and function of policing in America. The field of cognitive and behavioral science offers various voices and perspectives into these conversations, including discussions of police legitimacy. This paper will address the current psychological literature on police self-legitimacy, or police officers’ perceptions of their own authority. Specifically, it will examine what influences self-legitimacy and how self-legitimacy affects commitment to procedurally just policing. It will also connect the empirical literature to current day conversations and interventions in policing, while also paying mind to the influence of justice system reform on poverty. Theoretical Frameworks of Self-legitimacy Broadly defined as the right to govern and the recognition by the governed of this right (Beetham, 1991; Coicaud, 2002; Jackson & Bradford, 2010), the concept of legitimacy developed at the conjunction of political theory (Beetham, 1991; Coicaud, 2002) and social scientific thought (Tyler, 1990). Legitimacy is a necessary component of any social or political institution that hopes to operate and progress effectively. Research on legitimacy began with the psychologically framed question, “why do people obey the law?” (Tyler, 1990). Tyler’s (1990) exploration of this question employed a procedural justice framework, which attends to the presence or absence of fairness in processes surrounding the administration of justice and the law within a society. Within this framework, he divided forms of obedience into “personal morality” and “legitimacy”, the former referring to citizens’ general beliefs about how they should act and the latter referring to citizens’ perceptions as to whether law enforcement officials rightly have 2 authority over them. -
COMM 5301 Communication & Social Justice
COMM 5301 Communication & Social Justice Division of Communication Studies Class meeting time: 12 – 4 pm Umphrey Lee Room TBD Instructor Owen Hanley Lynch, PhD E‐mail [email protected] Phone Office: 214‐768‐1755 Office TBD Hours Office 215 Umphrey Lee Course Description and Objectives Communication impacts people whether it is on an interpersonal, group, organizational or societal level. Applied communication is the study of HOW people apply and research strategic communication in order to create equitable change in multiple contexts. The purpose of this course is to develop a greater understanding of how communication concepts, principles, theories, methods, facilitations, and other practices can be applied to address important real‐world issues and problems to create just outcomes. We will, thus, focus on how communication scholars can engage with local communities and help them define and address important issues in their communities. We will consider how to help communities bring local resources to bear and connect with communities of privilege to improve people’s lives. We will do so by (a) discussing important conceptual issues that frame justice communication scholarship, (b) examining some purposes and methods that inform justice communication scholarship, and (c) using this literature to examine and further Get Healthy Dallas’ ‐Asset Based Community Development work in South Dallas. Justice Issue: Food & Job Deserts in South Dallas Food Deserts in Dallas At Get Healthy Dallas, we define any locale where residents face limited access to fresh, healthy food as a food desert. •In 2011 the United States Department of Agriculture (U.S.D.A.) labeled half of South Dallas a food desert. -
The Synergistic and Complementary Effects of Supply
SAJEMS NS 18 (2015) No 4:519-533 519 THE SYNERGISTIC AND COMPLEMENTARY EFFECTS OF SUPPLY CHAIN JUSTICE AND INTEGRATION PRACTICES ON SUPPLY CHAIN PERFORMANCE: A CONCEPTUAL FRAMEWORK AND RESEARCH PROPOSITIONS Muhammad Ziaullah School of Management and Economics, University of Electronic Science and Technology of China and Ghazi University, Dera Ghazi Khan, Pakistan Yi Feng & Shumaila Naz Akhter School of Management and Economics, University of Electronic Science and Technology of China Accepted: May 15, 2015 Abstract In recent years, firms have been using their supply chain integration (SCI) as a competitive weapon in the intensive, globalised competitive arena. The contingent perspective in supply chain management maintains that it is necessary to observe the interaction between SCI practices and supply chain justice. A critical issue to be resolved is whether this fit leads to synergistic and complementary effects on supply chain performance. In order to contribute to this research problem, we analysed supply chain justice instances in order to determine the importance of supply chain justice, as well as highlights complementary role in SCI and its influences on supply chain performance. A conceptual framework has been developed and five propositions established to verify the contents of a theoretical study. Accordingly, balancing the adoption of SCI practices and supply chain justice will lead to the generation of greater benefits relative to the effect of both independent driving forces on supply chain performance. Furthermore, the proposed framework has been analysed in order to examine its applicability in the South African context. The study thereby suggests the empirical research guidelines and the paper concludes with a discussion of future research. -
Business Ethics Concepts and Cases Manuel G. Velasquez Seventh Edition
Business Ethics Velasquez Seventh Edition Business Ethics Concepts and Cases Manuel G. Velasquez Seventh Edition ISBN 978-1-29202-281-9 9 781292 022819 Business Ethics Concepts and Cases Manuel G. Velasquez Seventh Edition ISBN 10: 1-292-02281-7 ISBN 13: 978-1-292-02281-9 Pearson Education Limited Edinburgh Gate Harlow Essex CM20 2JE England and Associated Companies throughout the world Visit us on the World Wide Web at: www.pearsoned.co.uk © Pearson Education Limited 2014 All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording or otherwise, without either the prior written permission of the publisher or a licence permitting restricted copying in the United Kingdom issued by the Copyright Licensing Agency Ltd, Saffron House, 6–10 Kirby Street, London EC1N 8TS. All trademarks used herein are the property of their respective owners. The use of any trademark in this text does not vest in the author or publisher any trademark ownership rights in such trademarks, nor does the use of such trademarks imply any affi liation with or endorsement of this book by such owners. ISBN 10: 1-292-02281-7 ISBN 13: 978-1-292-02281-9 British Library Cataloguing-in-Publication Data A catalogue record for this book is available from the British Library Printed in the United States of America 161211259325371427771 PEARSON C U S T OM LIBRAR Y Table of Contents 1. Ethics and Business Manuel G. Velasquez 1 2. Ethical Principles in Business Manuel G. -
Validating Constructs of Procedural Justice Based on Confirmatory
INTERNATIONAL JOURNAL OF SCIENTIFIC & TECHNOLOGY RESEARCH VOLUME 8, ISSUE 08, AUGUST 2019 ISSN 2277-8616 Validating Constructs of Procedural Justice Based on Confirmatory Factor Analysis for Behavioral Accounting Scientific Research Petrus Ridaryanto Abstract—This study seeks to present some constructs of procedural justice, and validate them, so that they can be used as valid constructs in subsequent behavioral accounting research. This research was conducted at 262 auditors in Jakarta, Indonesia. The data of this study are cross section data from all auditors working at the Public Accountant Office in Jakarta. This research was conducted by survey method. The research instrument used was a questionnaire. The findings as supported by descriptive empirical data presented in table 2 show that the average index value of 49.5 is interpreted medium. This means that the respondents have perceptions of procedural fairness fairly. Even though it is in the middle group, if it is turned on, the index value is relatively low so that it can be interpreted that the procedures for evaluating auditor performance have not been carried out very satisfying the auditors. Based on the validation test, the constructs that can be proposed in scientific research in the field of behavioral accounting in the context of procedural justice are the feeling of respondents to work performance appraisal truly reflects the work done, fairness of work period assessment, evaluation of job performance according to respondents, fairness perceived by respondents from supervisors in conducting your performance appraisal, respondent's feelings regarding performance appraisal during the past period are free from errors, similarity of respondents' assessment to performance appraisal made by the employer if the they evaluate their own performance. -
Organizational Death and Employee Motivation Investigating a Plant Closure in a Multi-Plant Organization
Organizational death and employee motivation Investigating a plant closure in a multi-plant organization Lars Häsänen © Lars Häsänen, Stockholm 2010 ISBN 978-91-7447-156-4 Printed in Sweden by US-AB, Stockholm 2010 Distributor: Department of Psychology, Stockholm University Cover illustration: Factory Death by Michael Hacker ii To the men and women who had to cope with job loss due to organizational death iii Abstract Major organizational changes are often connected with a variety of negative outcomes for both employees and the organization alike. As a contrast to this, organizational deaths have instead been associated with increased prod- uctivity and motivation to perform, despite certainty of job loss. These re- sults have been regarded as counter-intuitive, since employment and job security are regarded as a foundation for work motivation. Consequently, this thesis aims at investigating the motivational aspects of organizational deaths in terms of change in motivation as individuals adjust to changing realities. The thesis rests on three empirical studies. The first study‟s results showed (contrary to theoretical postulations) that goal setting was able to influence employees‟ in-role and extra-role perfor- mance, job-induced tension, commitment to the closure, and job satisfaction. The second study showed that organizational productivity, efficiency, per- formance, motivation and psychological climate increased for both blue- collar and white-collar employees‟. The results of the third study lend sup- port to the anecdotal reports of high performers decreasing in their efforts during closures, but only when they perceive low justice, and while low per- formers perceiving low justice, received had second highest scores on effort. -
An Analysis of Organizational Justice and Organizational Identification Relation Based on Teachers' Perceptions
Universal Journal of Educational Research 5(3): 488-495, 2017 http://www.hrpub.org DOI: 10.13189/ujer.2017.050320 An Analysis of Organizational Justice and Organizational Identification Relation Based on Teachers' Perceptions Ali Rıza Terzi1,*, Ayşe Pınar Dülker2, Fatih Altın2, Filiz Çelik2, Merve Dalkıran2, Nazmiye Tuba Yulcu2, Selim Tekin2, Ünal Deniz2 1Department of Educational Sciences, Necatibey Faculty of Education, Balikesir University, Turkey 2Institute of Social Sciences, Graduate Students of Educational Administration and Supervision, Balikesir University, Turkey Copyright©2017 by authors, all rights reserved. Authors agree that this article remains permanently open access under the terms of the Creative Commons Attribution License 4.0 International License Abstract This study intends to analyze the relation all been studied. Although numerous studies have focused on between organizational justice and organizational the relation between organizational justice and other identification based on teachers’ perceptions. The study organizational variables, and organizational identification group consists of 1223 teachers working at secondary and and other variables separately [6, 7] few studies have dealt high-schools during the 2015-2016 academic year in 14 with organizational justice and identification together [8-11]. county towns of Balikesir in Turkey. The data was collected The present study focuses on the relation between the two, by Organizational Justice Scale and Organizational organizational justice and identification, at schools, which Identification Scale. The findings of the study showed that are educational organizations. It mainly intends to secondary and high school teachers have positive opinions investigate the connection between the school administrators’ concerning organizational justice and identification. fair treatment to teachers and organizational identification at Teachers’ perceptions of organizational justice differ secondary and high schools. -
Prioritizing Justice: Combating Corporate Crime from Task Force to Top Priority Mary Kreiner Ramirez
Marquette Law Review Volume 93 | Issue 3 Article 2 Prioritizing Justice: Combating Corporate Crime from Task Force to Top Priority Mary Kreiner Ramirez Follow this and additional works at: http://scholarship.law.marquette.edu/mulr Part of the Law Commons Repository Citation Mary Kreiner Ramirez, Prioritizing Justice: Combating Corporate Crime from Task Force to Top Priority, 93 Marq. L. Rev. 971 (2010). Available at: http://scholarship.law.marquette.edu/mulr/vol93/iss3/2 This Article is brought to you for free and open access by the Journals at Marquette Law Scholarly Commons. It has been accepted for inclusion in Marquette Law Review by an authorized administrator of Marquette Law Scholarly Commons. For more information, please contact [email protected]. PRIORITIZING JUSTICE: COMBATING CORPORATE CRIME FROM TASK FORCE TO TOP PRIORITY MARY KREINER RAMIREZ* Inadequate law enforcement against corporate criminals appears to have created perverse incentives leading to an economic crisis—this time in the context of the subprime mortgage crisis. Prioritizing Justice proposes institutional reform at the Department of Justice (DOJ) in pursuing corporate crime. Presently, corporate crime is pursued nationally primarily through the DOJ Financial Fraud Enforcement Task Force and other task forces, the DOJ Criminal Division Fraud Section, and the individual U.S. Attorneys‘ Offices. Rather than a collection of ad hoc task forces that seek to coordinate policy among a vast array of offices and agencies, a Corporate Crimes Division should be -
A Taxonomy of Organizational Justice Theories
? Academy of Management Review, 1987, Vol. 12, No. 1, 9-22. A Taxonomy of Organizational Justice Theories JERALDGREENBERG Ohio State University A taxonomy is presented that categorizes theories of organizational justice with respect to two independent dimensions: a reactive- proactive dimension and a process-content dimension. Various theo- ries within each of the four resulting categories are identified. The implications of the taxonomy are discussed with respect to clarifying theoretical interrelationships, tracking research trends, and identify- ing needed areas of research. Stimulated by conceptualizations of justice in of such newer approaches and because these organizations by such theorists as Homans (1961), may be less familiar to organizational scientists, Adams (1965), and Walster, Berscheid, and Wal- the present paper will categorize various con- ster (1973), organizational researchers devoted ceptualizations of justice around a taxonomic considerable attention in the 1960s and 1970s to scheme. This taxonomy will not only offer a par- testing propositions about the distribution of pay- simonious way of organizing these various con- ment and other work-related rewards derived ceptualizations, but in so doing, will highlight from equity theory (for reviews, see Campbell & their interrelationships and their importance to Pritchard, 1976; Greenberg, 1982). Although the study of organizations. reviews and critiques of equity theory once domi- nated the pages of organizational journals (e.g., Dimensions of the Taxonomy Goodman & Friedman, 1971; Pritchard, 1969; Weick, 1966), more recently it has been the sub- The present taxonomy is derived by combin- ject of far less attention (Reis, 1986). It would be ing two conceptually independent dimensions: a mistake, however, to view this trend as an a reactive-proactive dimension and a process- indication that organizational scientists are less content dimension. -
Local Prosecutors and Corporate Crime US Department of Justice
Golden Gate University School of Law GGU Law Digital Commons National Institute of Justice Research in Brief Government Documents 1-1993 Local Prosecutors and Corporate Crime US Department of Justice Follow this and additional works at: https://digitalcommons.law.ggu.edu/nij-rib Part of the Criminal Law Commons, and the Law Enforcement and Corrections Commons Recommended Citation US Department of Justice, "Local Prosecutors and Corporate Crime" (1993). National Institute of Justice Research in Brief. 30. https://digitalcommons.law.ggu.edu/nij-rib/30 This Government Document is brought to you for free and open access by the Government Documents at GGU Law Digital Commons. It has been accepted for inclusion in National Institute of Justice Research in Brief by an authorized administrator of GGU Law Digital Commons. For more information, please contact [email protected]. HV 12~. z+: pq~J~ 6635 . Department of Justice .8474 1ce of Justice Programs 1993 ionallnstitute of Justice Chorks B. DeWitt, Director January 1993 Local Prosecutors and Corporate Crime by Michael L. Benson, Francis T. Cullen, and William J. Maakestad Crimes committed by and for business Since the Economic Crime Project was The first component of the study was a pose a serious threat to the health, safety, begun nearly 20 years ago, local re mail survey of 632 district attorneys with and financial welfare of consumers and sponse to corporate white-collar crime jurisdictions located in or near urban ar workers as well as to the orderly function has changed significantly. In the past, eas. 2 Completed questionnaires were re ing of the economy and the government. -
Organising the Monies of Corporate Financial Crimes Via Organisational Structures: Ostensible Legitimacy, Effective Anonymity, and Third-Party Facilitation
administrative sciences Article Organising the Monies of Corporate Financial Crimes via Organisational Structures: Ostensible Legitimacy, Effective Anonymity, and Third-Party Facilitation Nicholas Lord 1,* ID , Karin van Wingerde 2 and Liz Campbell 3 1 Centre for Criminology and Criminal Justice, University of Manchester, Manchester M13 9PL, UK 2 Erasmus School of Law, Erasmus University Rotterdam, 3000 DR Rotterdam, The Netherlands; [email protected] 3 School of Law, Durham University, Durham DH1 3LE, UK; [email protected] * Correspondence: [email protected] Received: 9 April 2018; Accepted: 17 May 2018; Published: 19 May 2018 Abstract: This article analyses how the monies generated for, and from, corporate financial crimes are controlled, concealed, and converted through the use of organisational structures in the form of otherwise legitimate corporate entities and arrangements that serve as vehicles for the management of illicit finances. Unlike the illicit markets and associated ‘organised crime groups’ and ‘criminal enterprises’ that are the normal focus of money laundering studies, corporate financial crimes involve ostensibly legitimate businesses operating within licit, transnational markets. Within these scenarios, we see corporations as primary offenders, as agents, and as facilitators of the administration of illicit finances. In all cases, organisational structures provide opportunities for managing illicit finances that individuals alone cannot access, but which require some element of third-party collaboration. In this article, we draw on data generated from our Partnership for Conflict, Crime, and Security Research (PaCCS)-funded project on the misuse of corporate structures and entities to manage illicit finances to make a methodological and substantive addition to the literature in this area. -
The Impact of Organizational Justice on the Counterproductive Work Behavior (CWB): a Field Study Conducted in the Jordan Customs Department (JCD)
International Journal of Business and Social Science Volume 9 • Number 1 • January 2018 The Impact of Organizational Justice on the Counterproductive Work Behavior (CWB): A Field Study Conducted in the Jordan Customs Department (JCD) Dr. Saleh Ibrahim Sulaiman Al-A’wasa The Jordan Customs Department (JCD) Head of the Department Amman, Jordan Abstract The present study aimed at identifying the impact of the organizational justice dimensions (i.e. the distributive, procedural, and interactional justice) on the counterproductive work behavior towards the organization and individuals. The researcher selected a random sample that consists from (340) employees. He also designed a questionnaire for collecting the required data. The researcher used descriptive statistical methods and conducted the multiple and simple regression analysis. That was done to analyze the collected data and test the study’s hypotheses. It was concluded that there is a negative relationship of moderate strength between the organizational justice dimensions and the counterproductive work behavior. The researcher recommends avoiding overlooking the top level management due to the significance of achieving organizational justice at the workplace. He also recommends holding training programs for promoting awareness among employees about the negative consequences resulting from counterproductive work behavior Keywords: Organizational justice, the counterproductive work behavior (CWB) 1. Introduction Organizational justice is considered one of the issues that have been receiving increasing attention by many researchers during the third millennium. It has been receiving such attention due to its positive impact on the organization’s effectiveness and its significant impact on organizations and individuals. For instance, having a poor level of organizational justice can lead to a decline in the organizational performance level.