本文是一篇公共選修課企業倫理論文，本研究提供了強有力的實證證據，表明倫理型領導能夠顯著減少護士的非倫理親組織行為，這既直接體現在直接影響上，也體現在其對公共服務動機的積極影響上。
CHAPTER 1 INTRODUCTION
1.1 Background of the study
Ethical behavior of organizations and their leaders has received a lot of interestfrom academics and practicing professionals particularly in the prevailing complexheath care setting[1-3].Ethical leadership which is described as the behavior that depictsa person as embodying ethical principles in one’s professional and interpersonal life hasbeen found to be important in determining ethical cultural healthcare organizations[4,5].The ethical leader lead by example this means that a leader leads his subordinates tofollow the right thing always.This type of leadership promotes ethical behaviour andorganizational success of the employees,increases the performance and organizationalsuccess[6-9].
However,this is not always the case in healthcare organizations whereby healthcare workers are sometimes involved in what is referred to as unethicalpro-organizational behaviour(UPB).By now,UPB includes actions meant for theorganization’s gain;however,they are still unethical.UPB for instance may involvefaking the identity of a patient,manipulating patient records or neglecting the patient’swelfare in an attempt to address an organizational need[10,11].Nevertheless,theseactions can be conducted for the promotion of the organization’s agenda;they aremanifested as severe ethical problems and questions.UPB can attract legal issues,havea negative impact on the organization’s image,and lead to formation of a culture that iscounterproductive in future[12].
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1.2 Literature review
1.2.1 Ethical leadership
According to Al-Haraisa[35],ethical leadership entails imitating the rightbehavior and encouraging others to do the same through words,actions,and choices.This term introduces four concepts that are deemed to form part of ethical leadership.First and foremost,ethical leaders engage in behaviours that are considered to be ethicalor appropriate for the given environment.Such actions enhance their reliability andauthenticity as examples to be emulated.In addition,ethical leaders can helpsubordinates to think ethically by initiating ethical communication and providing themwith an opportunity to speak about ethics within the organization[36-40].Moreover,ethical leaders monitor and control their subordinates’behavior by setting ethical normsof the kind of behavior that is allowed/recommended and the kind of behavior that isprohibited and make sure that people follow those norms by rewarding or punishingnon-compliance.Last but not the least ethical leaders are always mindful of the ethicalrepercussions of the chosen options and generate ethical options that can serve as abench mark to the subordinates[41,42].
Ethical leaders also display ethical behaviour,they also develop and promoteorganisational ethical visions and policies besides ensuring that there are punitivemeasures that have to be followed in order to compel subordinates to complied with theset ethical standards[43].In other words,ethical leaders work not only in the moral planebut are also ethical organisational actors.
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CHAPTER 2 THEORY AND HYPOTHESIS
2.1 Theory
Several scholars incorporate many ethical concepts into a unified leadershipstyle.Alshawabkeh define ethical leadership as really ethical,since it encompasses theprinciples of one ethical system or another.Ethical leadership is shown via the use ofvarious leadership strategies[53,66].Evaluating the extent to which a certain ethicaltheory may be associated with ethical leadership is a difficult task.Ncube and Wasburnsuggested that ethical leadership should include deontology,virtue ethics,andutilitarianism.The selection of theories in ethics shows the significance of the‘ethics’when it comes to leadership.Ethical egoism is a branch of ethical theory that prescribesthat people should always act in their own self-interest[48].Egoism can be defined as asituation where leaders make decisions in their own self-interest without considering theethical implications.This concept focuses on the fulfillment of the leader’s needs[80].
In modern times,ethical leadership theories often prioritize either one of theaforementioned strategies or a mix of them.However,ethical leadership requires aleader to conduct themselves and provide guidance in an ethical way.The leader'spublic endeavours should exhibit and instill assurance in subordinates on ethicalbehaviour,while also actively participating in ethical deliberation.The leadershipphilosophy mandates that the leader incorporates ethics as an essential element of theirdaily framework.It is important to also take into account the influence of ethicalleadership on other leadership ideologies[81].Ethics plays a crucial role in manyleadership styles,especially transformational and charismatic leadership,requiring astrong ethical foundation.Ethical leadership places a high importance on incorporatingethical principles into every element of leadership.
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2.2 Model and hypothesis
Figure 2-1 illustrates the conceptual model guiding this research,whichexamines the impact of ethical leadership on unethical pro-organization behvaiour(UPB)among nurses in civil hospitals.The model proposes that public service motivation(PSM)serves as a mediating variable in this relationship,while intra-team trust(ITT)functions as a moderator.Specifically,the framework suggests that ethical leadershipenhances PSM,which in return reduces the likelihood of the UPB.Furthermore,themodel posits that a high level of ITT strengthens the positive effect of ethical leadershipon PSM.

公共選修課企業倫理論文怎么寫

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Chapter 3 Research Methodology............................21
3.1 Research design.............................21
3.1.1 Questionnaire..........................21
3.1.2 Sample size.................................21
Chapter 4 Results..................................26
4.1 General information statistics...........................26
4.2 Reliability analysis....................................27
4.3 Factor analysis................................28
Chapter 5 Discussion....................................35
5.1 Discussion........................................35
5.2 Theoretical implications...............................37
5.3 Practical implications and future recommendations.......................40
CHAPTER 5 DISCUSSION
5.1 Discussion
The study focuses on the complex dynamics of ethical leadership,public servicemotivation,UPB,and intrateam trust in organizational settings,particularly amongnurses.To that end,the current study aims to determine how EL influences UPB,asmediated by PSM and moderated by intrateam trust.This overview describes themechanisms and boundary conditions under which ethical leadership works to reduceunethical behavior within an organization.
Ethical leadership,defined as leaders adhering to ethical standards and acting innormatively appropriate ways through personal actions and interpersonal relationships,is rapidly emerging as a critical determinant of organizational behavior.As a result,previous research has consistently shown that EL has a positive impact on a variety oforganizational variables,including employee satisfaction and organizationalcommitment,as well as overall ethical climate.However,the impact on UPB—a type ofbehavior in which an employee engages in unethical activities for the benefit of theorganization—has not been accounted for.UPB refers to misrepresenting information tobenefit the organization or engaging in unfair practices to meet organizational goals thathave long-term negative consequences despite short-term benefits accrued.

公共選修課企業倫理論文參考

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Conclusions
In this study,I attempted to make sense of the complex relationships betweenethical leadership,PSM,ITT,and UPB in the context of healthcare organizationsoperating in China.The findings show that EL is important not only in terms of directlylowering UPB,but also in indirectly influencing it by improving PSM.The creation ofan environment in which nurses'motivation by a sense of public service would reducetheir likelihood of engaging in UPB was an important aspect of ethical leadership.Byfocusing on the healthcare sector in China,the study gained a unique perspective thathighlighted pressing issues,particularly ethical ones,for nurses in this context.
It was further moderated by ITT,demonstrating that in a supportive and trustingteam environment,the beneficial effects of EL increase.That is,if ITT is high,therelationship between EL and PSM strengthens,resulting in a lower UPB.The findingemphasizes the importance of ethical leader development,as well as team cohesion andtrust-building,for the best ethical outcomes.The linear regression analysis andmediation models used in this study clearly defined a pathway from EL to UPB,moderated by intrateam trust.
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