This chapter takes you through the process and result of investigating the status of business ethics in Norway, as laid out by the Global survey on Business Ethics. The primary data from Norway is quite limited in numbers, which is representative of the status of this subject particularly in academia in Norway, but also in the private sector business. In both sectors, business ethics considerations were more often done under other headlines or professional titles such as sustainability, compliance, transparency etc. Nevertheless, our chapter go into depth on the different focus areas in teaching, research and training business ethics in Norway, building on these primary data as well as a literature review.

The article presents the development of business ethics in Denmark in recent years. As a small open economy well-integrated in the Europea Union, the case of Denmark represents a view on business ethics that has been very open to integration and development of international promotion of business ethics. Even though the concept of business ethics less used, Danish law makers and businesses do a lot to ensure responsible and ethical business at all levels of society. Businesses have prioritized partnership on social impact of business. Key concerns of business ethics in this context include sustainable development, sustainable development goals (SDGs), corporate social responsibility, ESG, the UN Global Compact, OECD-Guidelines, business and human rights, EU due diligence directives, including CSRD and CSDD. Thus, business ethics in Denmark is characterized by a strong focus on the responsible, political corporation by integrating international standards and sustainable development goals in business operations and strategies.

This report on Business Ethics in the Netherlands is based on desk research, a survey, and interviews with educators, researchers, and trainers. Using the GBSE framework, we observed considerable variation in terminology and creativity in teaching and research approaches to business ethics. Key themes include artificial intelligence, sustainability and climate justice, inequality, polarization, and the global business systems. While the limited number of responses constrains generalization, the findings offer insight into current debates on business ethics in the Netherlands. Respondents highlight tensions between philosophical and practice-based approaches, the juridification of ethics, questions of normativity, and cultural differences (e.g., Anglo-Saxon vs. Rhineland models). Despite these complexities, business ethics is recognized and valued in Dutch academia and practice. The field remains dynamic and alert to societal and technological developments.

Academically, the content of business ethics classes is rather mainstream, with a few exceptions where teachers focus more on continental philosophy and postmodernism. This is related to the fact that business ethics is mainly taught in business schools, rather than in universities, and French business schools have developed internationally, with classes in English. In terms of research, there are not so many publications in French, but the French research are quite present in the international journals. On the corporate level, the major French multinational corporation have quite well-developed policies in business ethics. This has been triggered by different elements, among which a critical public opinion and the development of increasingly stringent legislation.

Being part of the most recent Global Survey of Business Ethics, this article provides some key insights on business ethics teaching, research and training in the three countries of Germany, Austria and Switzerland. Multiple data collection approaches are combined to take comprehensively stock of the state-of-the art of business ethics in the sectors of higher education, research and business, covering archival data, bibliometric data, interview data as well as survey data. Our results indicate the generally accepted relevance of the field as well as some level of common understandings and shared views of challenges lying ahead. While practical issues and instruments of corporate social responsibility and sustainability are emphasized, the need of ethical reflection and corresponding skills is also widely acknowledged. The subjects of artificial intelligence and cyber ethics are viewed to be among the most pressing future challenges.

The present study analyses the current state of business ethics in Italy, with particular attention to the fields of accounting and management education and research. Business ethics in Italy originates more from accounting and managerial studies. The study conducts a survey of 81 academics as part of the Global Survey of Business Ethics 2022每2024, focusing on teaching, research, and training activities related to topics typically associated with business ethics. The results show a strong focus on sustainability, corporate social responsibility, and sustainability reporting. Business ethics topics are not usually offered as standalone courses but are instead integrated into broader courses in accounting and management. Research is often aligned with regulatory developments in ESG reporting. The article also identifies areas that are currently less developed and have the potential to become more relevant in the future, such as digital ethics and social inclusion.

We conducted a study on business ethics in Spain, combining a survey of fifty-six PhD experts〞each with over a decade of experience〞and six in-depth interviews. The research identified five key themes, with ethics and values, along with sustainability, receiving the most academic attention. Although ethics is widely referenced and positioned at the core of management discourse, our findings reveal a lack of deep, reflective engagement with ethical theories among researchers. This suggests that while ethics is operationally present, it is not sufficiently transformational. We highlight the need to move beyond the use of ethics as a managerial tool and foster more profound theoretical reflection to ensure it drives meaningful change.

The non-compete clause, or covenant not to compete, is often used by employers in the United States, requires an employee to legally agree not to engage in a profession or trade in competition against an employer, or from launching a competing business, for a specified period (usually twelve to twenty-four months), thus weakening the labor wage bargaining power of employees. Traditionally, these non-compete clauses were used to prevent highly-skilled employees from transferring company trade secrets from one firm to a competing firm, yet these non-compete clauses are often used in employer contracts for low-wage workers. This paper asks the following research question: What is a business ethics case for a qualified use of non-compete clauses for employers? Subsequently, an ethical, economic, and legal argument for the limited business use of the non-compete clause is offered, concluding with a qualified non-compete clause usage (situated in a Rawlsian-supported business ethic framework) recommended.

There is a growing realization that management education is not producing the leaders we need in business today. What is new here is that this criticism is coming from influential business leaders and that the focus is on the quality of the character of many of the leaders and not simply on the decisions they are making. This study argues that a key insight of Aristotle＊s thought, the need to develop people of character would inform the way responsible management education is taught today and, more importantly, may enhance the future direction of business education. The argument, based on a study of business leaders, is that moral education in business schools should focus on the training of character rather than the inculcation of rules, becoming a certain sort of person with a ※sustainability mindset.§ We introduce a transformational model with five dimensions, ranging from the purpose of business school to the composition of its curriculum, aimed at achieving system-level transformation within business schools.

Insider trading refers to the practice of buying or selling assets on the basis of information that is not public. This paper asks if stakeholder theory can adequately address the ethics of insider trading. It argues that this practice involves two types of unfairness between insiders and society. First, an unfair allocation of benefits and burdens. Second, insiders obtain an additional benefit, that cannot be justified to others, from their privileged position. The paper argues that stakeholder theory is superior to shareholder primacy, since it considers these obligations of fairness of insiders with society. However, stakeholder theory also has weaknesses; it ignores both the legal dimension of insider trading and cases that involve politicians, central bankers, the partner of insiders, among others. The paper concludes that responsibility models in business ethics cannot address the whole moral wrong of insider trading, and hence, they should be complemented with models of responsibility in political theory.

This essay seeks to analyse the connections between disciplinary law, professional codes, and legal ethics, aiming to explore the implications of these relationships for ethical reflection and compliance. Drawing on insights from the work of Foucault and critical legal studies, a conceptual distinction is made between the concepts of reflection and compliance within the domain of legal ethics. This provides a theoretical framework for exploring non-legalised legal ethics and its potential implications.

This article presents a case study in how sellers of weaponizable technology can develop safeguards to mitigate risks of misuse by end users. In 2020, the authors were approached by a defense technology start-up whose core product offering was weaponizable drones. The start-up sought guidance in designing terms of sale and service that would ensure responsible usage of this technology. Combining elements from just war theory, international humanitarian law, and the theory of responsibility, we developed a novel, systematic framework for reducing risks of misuse on the basis of precise principles and objective metrics. Although designed for a specific use case, we believe aspects of this framework are portable to a wide range of scenarios. We share it to demonstrate proof of concept and stimulate further work on integrating ethical considerations into the business of weapons and dual-use technology.

This study explores the evolution of business ethics education in Estonia, examining its integration into higher education curricula and its alignment with contemporary societal needs. Drawing from qualitative research, including interviews and focus group discussions with business educators, trainers, and corporate representatives, the paper highlights the importance of key ethical issues such as corporate governance, corruption, human rights, and sustainability. The findings reveal that Estonian business ethics education has evolved significantly, adapting to global trends and local challenges. Participants emphasized the importance of fostering ethical awareness among future business leaders to address pressing ethical dilemmas in today＊s rapidly changing business environment. Despite progress, concerns about greenwashing and the ongoing challenges in promoting genuine ethical practices were acknowledged. The paper concludes by outlining the need for further integration of ethics across all business education and training programs, aiming to shape responsible business practices in Estonia and beyond.

The Ireland Report is based on in-depth interviews, in person or online, with representatives from 10 university business schools and 6 business and professional training organisations. Terminology and key recurring concepts, focus areas of business ethics, themes in teaching, training and research in business ethics, and what are considered to be major business ethical concerns in the next five years〞all point to the growing importance of the topics of sustainability, climate change, diversity, responsible management and leadership, business and society and the digital revolution in university business schools and professional training organisations, reflected in their teaching, training and research activities. In university business schools, the Principles of Responsible Management Education (PRME) and UN Sustainable Development Goals (SDGs) feature strongly, as does an awareness of conforming to standards for the sake of accreditations. While it is not without its challenges and cynical resistance, in general, it is accepted that ethical issues cannot be ignored and have to become an inherent part of universities business schools myriad activities and professional business training organisations to remain relevant.

This article explores the evolution of business ethics in Ukraine over 32 years of independence, highlighting the intersection of socio-economic transformation, legal frameworks, and business culture. The study identifies key influences, including anti-corruption laws and competitive fairness initiatives, while showcasing the impact of public organizations like the Ukrainian Network of Integrity and Compliance (UNIC). The role of education, particularly the inclusion of business ethics in Ukrainian higher education since the late 1990s, is analyzed through academic curricula and literature. Insights from the Global Survey of Business Ethics (GSBE) reveal gaps between academic theory and business practice, as well as emerging ethical priorities shaped by Ukraine＊s post-war recovery. The article emphasizes the significance of compliance, integrity, and corporate social responsibility as essential components of modern business ethics. Recommendations include strengthening academic-business collaborations and integrating practical case studies to bridge theoretical and applied/business ethics.

In this article, the author presents the results of the research conducted in the framework of GSBE 2022每2024 on business ethics education in Romanian universities. The courses tought in universities cover key topics such as: ethics and morality; social responsibility; ethics in new technologies; corruption; human rights. Respondents to the survey identified as important topics for the coming years issues such as: risk related to digitalization; influencing the media; business ethics and artificial intelligence; responsibility of technology companies for the effects of the technologies they bring to market. The research has shown that in the Romanian universities, which appear for the first time in the GSBE analysis, business ethics education is present at both bachelor and master level. There are also local researches that have been published in the world＊s leading academic journals.

This article examines the key conditions for the development of business ethics in the Slovak Republic, drawing on insights from the Global Survey of Business Ethics 2022每2024. By analyzing the survey's findings, we highlight the critical factors shaping the ethical landscape of Slovak businesses, including corporate governance, regulatory frameworks, and cultural influences. The study reveals a growing awareness of the importance of ethical practices among Slovak companies, with an emphasis on compliance, transparency, and corporate social responsibility. However, challenges persist, such as inconsistent enforcement of regulations and the need for further education on ethical standards. We discuss the role of key stakeholders, including government, business leaders, and educational institutions, in fostering a culture of ethics within the country. Our findings offer valuable insights into the evolving nature of business ethics in Slovakia and suggest strategies for strengthening ethical practices in the business environment.

This article describes the development of business ethics teaching and researching in the Czech Republic since the last global survey of business ethics organized by ISBEE in 2012. The role of business ethics training remains rather limited. The authors present results of interviews and of a survey conducted among instructors of business ethics and CSR, and students of their courses offered at various levels (undergraduate, graduate and MBA). The main differences between the lecturers and the students regarding the importance of various themes, as well as future challenges are featured. The literature review highlights the major topics addressed by the Czech authors, such as CSR and sustainability, tools of ethics management, corruption, corporate governance, ethics in public administration, equal opportunities, and digitalization and AI. The most frequently used concepts and the terminology complement the picture.

The paper presents the state of the art of business ethics teaching, research, and training in Hungary. It reviews the most important publications by Hungarian authors on business ethics issues since 2011. It identifies the most striking business ethics related problems in Hungary. It maps the important activities, topics and issues in business ethics teaching and research in Hungary and reports on the themes in training on business ethics. Also, the paper reflects on the main business ethics related issues that Hungary faces in the future including restoring democratic institutions and the rule of law, reforming the tax system, managing the energy transition, and financing sustainability transformations. The paper concludes that business ethics can be considered as a well-developed discipline in Hungary. However, the impact of business ethics on the current economic, social and political affairs in Hungary should be increased which requires using creative strategies in knowledge dissemination and knowledge creation.

As a response to the decoupling of the ＆talk＊ and the ＆walk＊ in organizations regarding claimed goodness and actions, this contribution explores the role of the rhetorical modes of ethos, pathos, and logos as a new form of wise communication to handle timely ethical and societal issues. We develop a criticism of one-sided, often logos-oriented and instrumentalizing, irresponsible and unresponsive approaches taken by organizations in their communication efforts, and then go on to propose a more balanced, proto-wise integration of the three modes as part of embodied practice. We differentiate and reintegrate these rhetorical forms, and discuss them in relation to embodied, ethical and aesthetic practices that are qualified as responsible, responsive, and reasonable in and beyond organizations. Finally, some implications and perspectives on organizing an embodied, living ethos of sustainability are suggested.

Sweatshop defenders argue that interference in sweatshop conditions through consumer activism or government regulations is morally wrong because, first, such acts harm sweatshop workers, and second, they disrespect these workers. Distinguishing the prohibitive aspects of sweatshop interference as harm on the one hand, and disrespect on the other, these sweatshop defenders build both a consequentialist and a deontological foundation for their argument, respectively. This article crafts a rejoinder to the second foundation of the defenders＊ argument. In particular, the article responds to the defenders against their argument that interference in sweatshop conditions might be morally impermissible because interferers disrespect workers with their activism. The ground of the defended argument is an ex ante interpretation of contractualist ethics.

Few doubt that automation and artificial intelligence will change business and society in the future. Questions arise, however, regarding the motivations associated with such expensive corporation expenditures and the related ethics of the disruption and unemployment that may result from corporation development and installation of sophisticated technology. This study analyzes financial statement data of 100 large public corporations to understand those motivations and their consequences for corporation profitability and employees. The study results indicate that a more automated future may be profitable for corporations and their shareholders, but one of the costs of that future is significant disruption to employees. While some new positions may be created as a result of this technology, many employees will suffer disruption and will need extensive training to maintain employment in an evolving workplace. Many other employees will lose their jobs because the tasks that they once performed will be automated. The related ethics to business and society are profound.

The paper examines how theoretical misunderstandings of Karl Marx＊s theory of value have affected scholarly debates on sweatshops and labour-exploitation more broadly. Participants to these debates tend to overlook the distinction between the form of value and the substance of value. The paper further analyses problems with an exchange-based conceptualization of the labour-process, adopted by many sweatshop-defenders. Rather than posit Marx＊s own perspective as the exclusively correct position, this paper seeks to foster a more informed dialogue on the issue of labour-exploitation in global sweatshops.

The popularity of direct-to-consumer genetic ancestry services has exploded over the past five years, with as many as 250 direct-to-consumer genetic ancestry testing companies currently operating and estimates that 1 in 5 Americans are customers of one or more of those companies. Marketing of genetic ancestry testing has consistently linked the results of DNA testing to a consumer＊s racial and ethnic identity, and, because of that, can help consumers find out ※who they really are.§ We argue that the ※biologization§ of race and ethnicity promoted in such marketing violates norms of marketing ethics. In particular, we show that this marketing technique violates a number of the core commitments and values of the American Marketing Association Statement of Ethics.

Prison work creates ethical challenges for which a training program was initiated for Dutch prison staff to foster their Moral Craftsmanship (MCS). The concept of MCS is not yet defined and operationalized in literature. This explorative study aims to 1) define MCS, 2) identify conceptual elements of MCS, and 3) develop a measurement tool for MCS. A document and literature study provided input for the definition and selection of conceptual elements related within DCIA policy documents, identifying three conceptual levels of MCS: individual (cognition, attitude, and actions), team, and leadership. This first MCSQ consists of seventy-one items distributed across the domains: values and norms, judgment and reasoning, consultation, implementation, looking back, interactions, and leadership. We tested its usability via ＆think-aloud interviews.＊ Validation of the current version of the MCS-Questionnaire and consensus among experts about what to include or exclude in the concept of MCS are needed for further development.

This article presents an alternative understanding of corporations from the two problematic visions that see corporations as either the shareholders＊ property or as nexuses of contracts. The alternative proposed here is based on the theories of pre-eighteenth-century philosophers, particularly Aristotle＊s political philosophy, which Thomas Aquinas later refined. The article aims to advance a theory of corporate legal and moral responsibility for human rights based on the conception of corporations as imperfect communities whose purpose is to produce a good or service through participatory work that allows individuals to self-develop while contributing to the community by satisfying consumers＊ needs through collaborative work. The critical account of corporations presented here provides a sound foundation upon which to build a justification of corporate responsibility for human rights violations, providing a more accurate description of the reality of a corporation than most mainstream contemporary accounts do.

Although researchers have paid much attention to the widespread cheating by students during their college careers and the possible sources behind such unethical behaviors, there has been less attention given to the unethical behaviors of faculty. Research on the types of unethical behaviors of faculty has pointed out the unique nature of higher education and the particular pressures placed on faculty as potential drivers of such behavior. In this paper, we examine the factors and underlying cognitive processes that may drive faculty to engage in such behaviors. Specifically, we identify potential drivers of faculty unethical behavior, the cognitive processes activated by these drivers, and the types of behaviors that are considered most ethically questionable among faculty as they carry out their professional roles. We conclude with research considerations and implications of faculty misconduct on the profession.

The overall objectives of this article are to help the reader see and understand through Aristotelian lenses: (1) positive and negative aspects of the Leveraged Buyout (LBO) business model; and, (2) how LBO practices can be reformed so as to retain positives and reduce negatives. Aristotelian lenses considered are: wealth acquisition through wealth expansion, wealth creation, and wealth transfers; distributive and corrective justice; and, a dialectic analytic process of retaining positives, reducing negatives, and reforming. Key net positive wealth expansion aspects of the model are discussed with respect to: profitability for the owners, managers, and investors of LBO firms; potential productivity improvements on the cost and revenue sides; and, potentially greater credit availability. Negative wealth transfer and destruction aspects with respect to: a relatively high rate of bankruptcies in some countries and in economic downturns; LBO firm gains without responsibility for losses; wealth transfers from employees, creditors, ordinary vs ※carried interest§ taxpayers; and, damaged wealth expansion and creation capabilities of acquired organizations are discussed. Potential reforms that could reduce negatives, retain positives, and reform the model are discussed.

The present research aimed to determine the Machiavellian orientations of tax administration auditors in Tunisia when faced with aggressive tax evasion strategies. To this end, we sent questionnaires to 119 executives of Tunisian tax authorities in charge of the tax auditing missions classified into three categories: central inspector, chief inspector and general inspector. The data were analysed using the structural equation method. Statistical results show that auditors from the tax administration, with weak Machiavellian orientations, ethically judge aggressive tax evasion strategies and strongly believe in the importance of CSR. Thus, the results show that engagement in CSR practices plays a central role between the Machiavellianism of the tax authorities＊ auditors and the dubious practices of tax evasion. The current study is the first attempt to analyse the effect of Machiavellian orientations of professionals and CSR practices on tax evasion in the Tunisian context.

The recent availability of affordable Artificial Intelligence (AI) for auditing has enabled small audit firms to experiment with this disruptive innovation. This paper goes beyond the literature＊s traditional focus on the Big Four accounting firms, to present two studies that explored ethical professional judgments in the use of AI in this new organizational context, crucial for the global economy. Study 1 was a qualitative investigation of a small audit firm near Washington DC, one of the earliest adopters of MindBridge Ai Auditor, the world＊s first off-the-self, affordable AI-powered auditing platform. Drawing from Study 1 insights, we developed a two-part scenario that was used for a survey in Study 2, a quantitative investigation involving sicty-eight accounting professionals and 176 students. The findings from both studies have relevant theoretical and practical implications for how AI may impact professionalism / commercialism tensions in small audit firms.

This article argues that businesses are morally responsible for compensating the people harmed by their activities even if they were not negligent, i.e., the businesses took reasonable precautions. Critics of this position maintain that responsibility requires choice, and by taking precautions, businesses choose not to harm others. This article accepts their argument＊s first premise but rejects the second premise. It contends that businesses often seek risky or innovative activities to increase profits, and the essence of innovative activities is that precautions cannot sufficiently reduce their foreseeable harmful consequences. The correct understanding of businesses＊ decision-making enables us to appreciate that businesses choose to undertake risky activities while knowing that they can harm others despite preventive measures. It follows that preventive measures should not serve as an excuse against liability for harm.

This article explores the major factors that negatively affect the corporate moral responsibility of the pharmaceutical industry to promote human dignity and the common good during COVID-19 applying the ethical lens of Catholic social teaching and structural analysis of sociology. Utilizing textual data from published peer-reviewed articles, books, and media and church documents, it argues that the financialization of Big Pharma and the weakening of state regulation due to conflict of interests and unethical campaign contributions by the pharmaceutical industry to American legislators have resulted in corporate moral irresponsibility and the weakening of state regulation against profiteering in the sale of anti-COVID medicines and vaccines that can harm human dignity and the common good. It provides some recommendations on how to strengthen the state and non-state regulatory systems to protect human dignity and the common good during COVID-19.

An adaptation of Hofstede＊s classic model of culture was applied to the fifty US states, to examine the connection between states＊ cultural values and the prevalence of public sector corruption. While the culture-corruption link has been widely studied at the country level, little research exists that examines this phenomenon at the level of the states. The ambivalence of the findings may be attributable to the challenge of disaggregating minor cultural differences among the states, in contrast to the enormous heterogeneity of the world＊s countries.

Similar to personal wisdom, which is believed to be beneficial for individuals, others, and the larger community, wise organizations are likely to have a positive impact on employee well-being if their ultimate goal is to promote the common good. To test this hypothesis and create a wise organization index, the cognitive, reflective, and compassionate dimensions of the Three-Dimensional Wisdom Model were integrated with the psychological needs for competence, autonomy, and relatedness of Self-Determination Theory. The wise organization index consisted of the average ratings of ten scales by forty-seven to 1,930 employees in twenty-four organizations. Analyses of two-level hierarchical linear models showed that the positive association between the wisdom scores of twenty-four organizations and the well-being scores of 9130 employees was mediated by supervisor support and job fulfillment. The study suggests that employees who are treated well, feel well and fulfilled at work, which likely benefits the organization＊s long-term success.

This paper aims to offer a definition of excessive profit for cases of exploitation. Most of the literature that aims to identify cases of exploitation focus on determining a fixed price, and suggests that profit is excessive when individuals deviate from this price. More recently, Joe Horton has proposed an indifferent benchmark between transacting with a vulnerable party and not transacting with her. After arguing against the existing focus on prices, the paper proposes an alternative approach to exploitation which focuses on the profit made by the purported exploiter party. It suggests that profit is excessive when an agent makes more profit than the profit that a non-vulnerable purported exploiter would have made when transacting with a non-vulnerable second party. The focus on profit leads to the conclusion that different prices may be non-exploitative depending on the situation of the agents involved.

Multinational companies (MNCs) in the creative and IT sectors play a decisive role in the production of cultural goods and in global cultural trends. Therefore, MNCs impinge on the right to take part in cultural life and must be held accountable for their impact on arts and culture on a global scale. As a dynamic and evolving process, open to alien influences, cultural life can be seen as a global social process, and as such is susceptible to structural injustices. I. M. Young＊s social connection model is suggested to attribute a shared forward-looking responsibility to multinational companies and thus to assess corporate impacts on the quality of cultural life. The article highlights specific responsibilities for companies and proposes guidelines for judging their performance regarding arts and culture as a public good. Keywords: arts and culture; corporate citizenship; creative industries; I. M. Young; global public goods; social connection model.

Because of its appeal to the imagination, the intellect, the affections, and the will, literature has an invaluable role in the applied ethics education of business professionals and college students. This essay reaps ethics and ethical leadership insights from King Lear, while relishing its aesthetic value. By its side, core concepts underlying a proper understanding of applied ethics and hence ethical leadership are emphasized; particularly, the elements of human nature, moral agency and responsibility, the difference between morality and ethics, and an overview of virtue ethics and key intellectual and moral virtues. Stressing the connection between literature and moral philosophy, this essay shows how poetry can engagingly and compellingly transmit ethical concepts and values in leadership education.

Unethical behavior in organizations has garnered more and more attention in the last decades but most of the scholarly work has used a static approach relying on methodological individualism and a mechanistic worldview when studying this topic. The process of moral disengagement and organizational culture have been linked to the prevalence of unethical behavior earlier, but this paper uses a complexity-informed systems perspective to explore the dynamic relationship of these concepts and aims to improve our understanding of the often unnoticeable, step-by-step process through which organizational cultures can become conducive to unethical behavior. Organizations are conceptualized as complex adaptive systems in which transformative and stabilizing processes based on feedback loops take place continuously. It is discussed how these processes can lead to a phase transition driving organizations towards a state where unethical behavior is the general norm. The process is illustrated through real-life examples.

Ethics is crucial to engineering, although disagreement exists concerning the form engineering ethics education should take. In part, this results from disagreements about the goal of this education, which inhibit the development of and progress in cohesive research agendas and practices. In this regard, engineering ethics faces challenges like other professional ethics. To address these issues, this paper argues that the ultimate goal of engineering ethics education should be more long-term ethical behaviors, but that engineering ethics must more fully engage with the fields of empirical moral and cultural psychology to do so. It begins by considering reasons for adopting ethical behaviors as the ultimate goal of ethics education, and moves on to discuss why ethical behaviors have not been adopted as the goal of ethics education. The paper ends by considering responses to these problems, why ethical behaviors should still be adopted as the ultimate goal of ethics education.

Business ethics is often understood as a variety of professional ethics, and thus distinct from ordinary morality in an important way. This article seeks to challenge two ways of defending this claim: first, from the nature of business practice, and second, from the contribution of business. The former argument fails because it undermines our ability to rule out a professional-ethics approach to a number of disreputable practices. The latter argument fails because the contribution of business is extrinsic to business in a way that distinguishes from the established professions. The article ultimately suggests we adopt a more aspirational approach to business ethics, which retains an appeal even in the face of charges of anti-capitalist irrelevance.

Ethical scandals, as well as unethical behaviour, are becoming major concerns in recent times. Thus, this study focused on the role of ethical climate and employees＊ moral identity. Specifically, this study examined the mediation effect of ethical climate on the relationship between ethical leadership and employees＊ ethical behaviour. Also, the study investigated the moderating role of employee moral identity on the relationship between ethical climate and employees＊ ethical behaviour. Data were collected from 620 full-time employees working at thirty-three Iraqi organisations from five Iraqi provinces. These organisations were from various industry sectors such as manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication sectors. The study found that ethical leadership impacted on the ethical behaviour of employees and the ethical climate also significantly mediated the relationship between ethical leadership and employees＊ ethical behaviour. The moderating role of moral identity on the relationship between ethical climate and ethical behaviour was found to be insignificant in this context.

A business association is a collaborative organization founded and funded by businesses or business owners and usually represents companies operating in an industry or across industries. Business associations often institute a code of ethics, code of practice, and/or code of conduct that guide member company policy and behavior. Specifically, the paper will thoroughly define codes of ethics, conduct, and practice; their relationship to each other is delineated and explained; examples of three business associations＊ codes of ethics and/or conduct are explored; and the U.S. legal environment〞focusing on antitrust considerations that governs their organizational use〞evaluated for business association compliance enforcement. Given this exploratory and explanatory research foundation, managerial recommendations are offered in the discussion section to assist business associations, and by extension, their member companies, in effectively utilizing such association governance codes in both association and company planning, policy development, and operational management activities in domestic and global commerce.

The desire for work, income, and better living conditions is the main cause for international migration. Such labor migration is also called economic migration, although it has many non-economic aspects and side effects as well. This article seeks to examine the reasons for and the consequences of international labor migration in its different dimensions. This will take into consideration the interests of all three groups involved: the migrants and their families, the countries of origin and their peoples, the host countries, and the local populations. The core of the article is a social ethical evaluation of the conflicts of interest revealed in the analysis, considering the values of human dignity and justice. The aim is to explore how to balance different interests through a humane and fair immigration policy and international migration partnership.

This paper examines how Japan has embraced advanced technologies to address the challenges of an aging society and shrinking labor markets. Using Japan as a case study, this paper explores the relationship between human dignity, the intrinsic value of work, and the fourth industrial revolution. The paper is divided into four sections. The first section describes the scale of aging and shrinking labor markets in Japan, and the measures that the Japanese government has used to tackle these problems. The second section offers a selection of five mini cases that show how advanced technologies are used in different sectors of the Japanese economy. The third section outlines some ethical concerns that go beyond utilitarian benefits of using advanced technologies to address the problem of aging. The perspective of Catholic Social Teaching (CST) is adopted as a main advocate of a person-centered social ethics. The fourth section offers an assessment of Japan＊s experiment and outlines further research opportunities.

Current models in finance make strong, self-limiting assumptions about the nature of human utility, human relationships, human flourishing, and human growth. These assumptions facilitate tractable solutions to financial problems but ignore subjective determinants of human well-being and value creation within the firm. The philosophical and theological traditions of Catholic teaching, as well as evidence on human flourishing from model social science, call us beyond these models. This paper focuses on three specific areas where a ※disconnect§ exists between Catholic teaching and current finance models, highlights the relevance of Catholic teaching, and sketches a framework for more fully integrating human flourishing into finance models.

The purpose of this qualitative research is to conceptualize the factors that influence human flourishing. Data has been gathered through in-depth, semi-structured interviews with thirty global heads of Human Resources of manufacturing companies in India and South Asia. Data from these interviews are analyzed using grounded theory methodology to categorize concepts and create a conceptual model of the main themes which contribute to human flourishing. This study highlights three such themes: (1) opportunities for advancement; (2) personal capability; and (3) leading people inclusively. This article provides implications for a more complete model for entrepreneurs, policy makers, and HR heads to understand the conditions necessary for human flourishing, filling a literature gap in the study of human flourishing from the perspective of an employer.

This paper aims to expound and develop the idea of work as enterprise in response to the challenges of the fourth industrial revolution and to demonstrate that Christian theology provides a conceptual framework which helps locate work within an understanding of purpose and human dignity. This paper defines enterprise, considers the purpose of work, and reflects on themes from the common Christian theological tradition which give meaning to the idea of work as enterprise. Further, this article considers the challenge of technology, the place of the market and ethics, the role of innovation and creativity, questions of freedom and regulation, the central place for the development of skills and education, and the transformational nature of work. In addition, this paper has three policy propositions and some practical advice. Work matters because it is at root an expression of our humanity. Technological advance poses both perils and opportunities. The development of the idea of work as enterprise within a framework of Christian theology places entrepreneurship, creativity, and innovation at the heart of our collective response to the fourth industrial revolution.

As our work is ever evolving from agrarian to more service-oriented tasks, the rise of machine learning is the advent of an intelligence that contrasts with the natural intelligence exhibited by humans. Many see the emergence of artificial intelligence (AI) as simply another opportunity for business to exploit. Additionally, as coding becomes the new language of the business world, the challenge of using data and analytics to help foster a new generation of human flourishing lessens with organizations solidifying their protocols for the use of AI. As our work changes, it is vital for business to recognize that being a force for good requires policies, procedures, and programs that will respect and promote human dignity at all levels, even amidst the changes brought by AI initiatives. This person-first philosophy needs to be a critical component of any future strategies business utilizes to uphold the well-being of all stakeholders.

The technological developments of the Fourth Industrial Age have set the stage for myriad breakthroughs in the field of data and analytics. However, these innovations have also brought with them new threats to the autonomy and dignity of the human worker. This paper aims to identify some of these new challenges to the integral human development of the worker and to propose principles from the Catholic Social Tradition on the worker that can be practically implemented to address them. By doing so, an ethical framework may be established to preserve the realm of work from dehumanization brought on by an increased focus on algorithmic computation.

This study provides an overview of the different forms of labor contracting in the Philippines, as found in the ※formal§ economy, i.e., the traditional sectors of Agriculture, Industry, and Services, as well as the ※informal§ or gig economy. It also discusses similarities and differences between the ※formal§ and ※informal§ economy, as well as the increasing precarity of labor contracting, regardless of industry sector and the nature of work. The paper concludes with recommendations to address the precariousness and inequality of labor contracting within the immediate future.

In this paper we have two main goals. The first is to challenge two key elements of reductionist thinking concerning human work inherited from the Information and Communication Technology revolution that have significantly shaped current concepts of work at both the individual and institutional level: the ＆flexible man＊ model and the obsession with the objective function of economic productivity. We show how, combined with the logic of productivity as a means for continuous economic growth, these elements justify the overlapping of value and price. This overlap characterizes current meritocratic paradigms. Our second goal is to show how and why an emerging integrated paradigm is a more suitable model for taking into consideration the specifically human dimensions of work. These dimensions encompass the sphere of caring and are mostly buried in the functionalist-mechanistic system. In this context, we argue that the COVID-19 pandemic can work as an exogenous shock useful to boost the rise of this new paradigm of human work.

The acceleration of technological change due to Industry 4.0 causes a need for new features of old virtues. Recent discoveries in neuroscience and in cognitive behavioral therapy complement classical virtue theory, especially that of Aristotle and Aquinas, to offer new scientific appreciation for classical virtues and more effective strategies for their acquisition. Self-mastery requires the ability to maintain focus on the task at hand in accord with one＊s commitments by avoiding rumination, intrusive thoughts, and distractions. Mindfulness, positive psychology, and neuroscience complement the recent philosophical study of the virtues of acknowledged dependence (MacIntyre) and offer strategies for embracing stress for personal and community growth through work within teams shaped by shared goals. The freedom to focus in accord with personal commitments can both contribute to and benefit from the shared goals of a team that is shaped by a common hope.

Industry 4.0, which is at the core of the Fourth Industrial Revolution, posits the challenge of humanizing it. Drawing upon Catholic Social Teaching (CST), this article offers a set of ethical and spiritual criteria for such humanization. The starting point is a positive attitude of CST toward technology, admiring it not only for its usefulness, but also as an expression of human creativity, ingenuity, and beauty. This entails a transcendent sense leading to praise the Creator. At the same time, CST warns that technology involves the risk of fostering a techno-centered worldview and calls for a humanistic-centered worldview. Other ethical criteria regard conducting technological developments with ethical guidelines, minimizing inside effects of technological implementations, managing technology for the common good, and introducing technology into the production process in respect of human dignity and favoring human flourishing.

In an era where autonomous technologies are progressively taking over more complex tasks and decision-making previously done by humans, the mastering of paradox-based skills and effectively reconciling paradoxical situations in everyday life will become increasingly important. This paper asserts that understanding and living with paradox is not only necessary for the future of work but also for human flourishing. While work is the primary means by which humans flourish in the traditional sense, there are deeper and more holistic understandings of human flourishing which requires the acceptance and learning of paradoxical realities. Those who are steeped in the understanding and reality of paradox in everyday life can also be more open to these deeper and more holistic understandings of human flourishing.

Ethics management programs have become a popular first step for organizations to manage ethical risks and employee behaviors. However, such programs may fail to foster moral responsiveness or acknowledge broader societal issues. This article contributes to this discussion through an analysis of qualitative data from an ethics survey of fifteen South African companies. Results indicate employees experience persistent unethical behaviors in the form of the disrespect, bullying and discrimination. Reflecting on these results, the article explores the limits of ethical management programs, and whether a compliance approach undermines the transformative ethics that is most needed in organizations struggling with diversity and inclusion. Drawing on Levinas, the article shows that openness to the face of the Other does not lend itself to instrumental orientations, nor to formalized, standardized responses. Instead, moral responsiveness to particular Others is required, and it is this aspect that may be absent from South African ethics initiatives.

Muhammad Yunus, Franck Riboud, Grameen Danone, those are some names and projects that may come to mind when thinking about social entrepreneurship. But what about Paul of Tarsus, John Chrysostom or Basil of Caesarea? In this theoretical article, we propose to revisit the ancient notion of oikonomia. Greek philosophers and after them the Church Fathers have drawn for more than twelve centuries the contours of this notion. In the light of their works, we consider the promise of an economy that can be intrinsically altruistic and generous. Building on the work of Paul Ricoeur, we study the ethical dimension of oikonomia as economy of the self, others and the city. The Christian oikonomia is then interpreted as practical wisdom. And at the top of it, social entrepreneurship appears as a sign of a new ethical form of economy that we call relational economy.

The benefit corporation (BC) is a for-profit corporation required to create a positive impact on workers, communities, society, and environment. The purpose of this paper is to explore how BCs reconcile dominant and alternative frames of profit. This study presented here explores three BCs in the U.S. through a dual-method approach based on observations and interviews. The study reveals how BC members understand and express the idea of profit. Furthermore, it shows the formation of an alternative frame of profit and elucidates three processes whereby the dominant and alternative ideas are reconciled. It highlights both interpretive capabilities and limitations of social actors within the dominant discourse of the contemporary social-economic system.

The prevalent rule-based perspective on diversity management renders most diversity initiatives more or less uniform, and it therefore also renders the individual(s) in charge of these initiatives replaceable. Against this background, this article argues that an ethical realignment towards a virtue-based perspective, focusing on the diversity manager him- or herself, could help rethink diversity management, and to refashion it into a more impactful shape. The virtue in question is the Aristotelian notion of the virtue of practical wisdom (phr車n言sis). Making their practical wisdom a selection criterion for the recruitment process is a first step in the direction of upgrading the concept of diversity management. However, it is also important to adjust their working conditions, the design of their role, as well as their autonomy and performance evaluations in a way that allows them to develop, maintain, and practice this phr車n言sis.

Impact investment ventures are growing in the modern economy. However, the recent failures of some impact investment ventures are a cause for concern. Unfortunately, our concern about the ethicality of these kinds of social exchanges seem to emerge when it is too late. Namely, we become concerned about lack of ethics when a venture has failed or is collapsing. A better approach would be for us to have a means to proactively assess and improve the degree to which the arrangements and practices of a social exchange meet ethical standards. Whereas much work has been done to equip social ventures to evaluate their impacts, little work has been done to create frameworks that could be used to assess the degree to which social exchanges integrate ethical practices in their designs. This paper proposes such a framework. For illustration purposes, the proposed framework would also be used to evaluate the One Acre Farm, an impact investment venture in Africa.

During the professional socialization process, nascent professionals internalize the moral values of their profession. Since professional socialization begins in professional schools, this article provides a new conceptual framework for professional ethics education which highlights the affective aspects of moral formation. To create the conceptual framework, this article synthesizes the ideas of Durkheim, Kohlberg, Hoffman, and Haidt on moral formation, with Durkheim as a common thread. In this conceptual framework, the internalization process is influenced and promoted by social discipline, which includes both cognitive and affective aspects. Desirable social discipline can be achieved when cognition and affect are well-balanced, with respect for individual differences. To illustrate how this conceptual framework can be applied to professional education, this article uses the specific example of engineering ethics education.

This study focuses on the role that a) Compassion for Oneself, Others and the Environment (COOE) and b) Desire for Sustainability Awareness (DSA) have on Fair Trade Fashion Consumption (FTFC). The newly derived COOE and DSA constructs help us understand how emotions of compassion and the desire for sustainability awareness may influence consumer behavior. Online surveys were distributed consumers who shop at Fair Trade clothing companies and consumers shop at conventional clothing companies. The sample size for this study is one hundred and twenty-nine, N=129. Results were analyzed through correlation and multiple regression. It was found that COOE and DSA are positively related to FTFC. In addition, Internet Engagement (IE) functions as a moderator for the relationship between DSA and FTFC.

The paper analyzes managers＊ stance toward the ethical responsibility of those who work for multinational garment retailers. Most are charged with the social compliance policies affecting relationships with subcontractors. This study is based on interviews conducted with major European and American retailers. Our research question is: what is the normative stance of our respondents? We find that they reject the ideological way in which the normative debate on sweatshops has been conducted by business ethicists during the last decades. These executives＊ implicit conception and scope of their moral responsibility is much more in line with Iris Young＊s (2006) conception of ＆political responsibility＊. This managerial ethical position has not been adequately captured by earlier writings on this topic. In general, the managerial ethical framing of issues like child labor, minimally decent labor conditions, a living wage, etc. is at odds with how these issues are usually treated in the philosophical debates around sweatshops. Examining both visions allows us to better grasp the pragmatic normative stance of business practitioners as well as the dynamics of social compliance policies. In the conclusion, we draw both management lessons and research implications for more ethical interactions with suppliers.

As currently designed, the business corporation is primarily designed for one simple purpose: the enrichment of stockholders. Considering the immense size and wealth of many modern corporations, however, this prioritized focus has deleterious ethical consequences, including a burgeoning wealth gap between those who own or manage the corporation and employees. Several individuals and organizations are calling for a redesign of the business corporation to benefit those affected by business organizations, such as employees and communities. One such design, developed in the village of Mondragon in the Basque region of Spain, is employee-owned with extensive profit sharing, employee training, limits on executive compensation, and financial support for the surrounding community. To examine the differences between the status quo corporation and a modified Mondragon model, an analysis was performed of the financial, employee compensation, and stock information of a sample of corporations of the Fortune 500 under both systems. While aggregate financial position and profitability did not differ significantly between the two models for the tested corporations and time period, the employee compensation, financial commitment to training and education, community financial support, and ethics of the two models have profound differences.

Most executives recognize that the long-term financial health, prosperity and survival of their firm depend upon leaders who have good moral character. The article argues that a retrieval of Aristotle＊s work on character and virtue can bring new clarity on how to identify and select leaders of our business institutions. The study presents a discussion of Aristotle＊s phronesis or practical wisdom and how this focus might aid and abet the selection of appropriate leaders. The original contribution offered here centers on how virtue only makes sense for Aristotle in the context of a teleological worldview whereby human beings are seeking what is intrinsically worthwhile〞purpose, meaning, health, and community life. For Aristotle, virtues are much more than what makes a person attractive to the job market. Catholic social teaching reflects this Aristotelian perspective on the role of business in society. The article concludes showing how Aristotle＊s insight on phronesis offers a way to enhance standard processes employed in the selection of business leaders.

The average annual profits before fees of the $10 billion plus Renaissance Technologies＊ hybrid Medallion ※Leveraged, High Frequency, Artificial Intelligence (LHFAI)§ trading hedge fund between 1988 and 2019 were about 66 percent. Total trading profits during this period were over $100 billion. The fund has never had a losing year. The fund is not open to the general public. First, distinctions among, in more or less historical order, the traditional market-maker trading model, the hedge fund trading model, the artificial intelligence trading model, and the hybrid LHFAI trading model are discussed. Second, the micro components of the LHFAI trading model are explained in the context of Renaissance Technologies＊ Medallion Fund. Third, key positive contributions of the model with respect to profitability, low annual volatility, market liquidity, and intellectual property development; negative ethical issues concerning exclusive access, tax fairness, financial transparency, shared responsibility for losses and systemic risk, and short vs. long-term capital allocation are discussed. Potential reforms that retain the positives, reduce the negatives, and that could positively transform the model are discussed. Fourth, potential impacts that the potential reforms might have on the macro LHFAI form of finance capitalism and the larger finance capitalism political-economic system are considered. Fifth, conclusions are offered and discussed.

Existing work in the field of business ethics has explored how concepts in philosophy and other disciplines can be applied to blame at work, and considers blame＊s potential impact on organisations and their employees. However, there is little empirical evidence of organisational blaming practices and their effects. This article presents an analysis of interviews with twenty-seven employees from a range of occupations, exploring their experience of blame, its rationale and impact. A diversity of blaming practices and perspectives is revealed, and in making sense of these the authors draw on recent theoretical developments〞Skarlicki, Kay, Aquino, and Fushtey＊s (2017) concept of ＆swift-blame,＊ and Fricker＊s (2016) notion of ＆communicative blame.＊ The study also reveals a tension between a desire to avoid ＆blaming＊ on the one hand, and a need for ＆accountability,＊ on the other, and the authors explore the implications of the findings for organisations in seeking to ＆manage＊ blame.

This paper is split into two parts. The first half analyzes conflicts of interests＊ effects on judgment, the harms these effects threaten, and our current policies and practices for handling conflicts of interest. This analysis relies on scholarship in several fields, most prominently psychology, all of which have reasons to worry about conflicts of interest. This analysis will show that our current classifications of conflicts of interest and our current strategies for handling conflicts of interest are confusing, of dubious benefit, or both. The second half provides some tools for helping us to limit or avoid the harms of conflicts of interest. These simple tools focus on how we think about and classify conflicts of interest. Specifically, I recommend beginning to classify conflicts of interest in a new way: as either severable or systemic. These new classifications are not intended to be heavy conceptual machinery, but simple and valuable tools. These new classifications, even though they are not meant to be exhaustive or comprehensive, help delineate tractable strategies and help determine the distribution of responsibilities for addressing specific conflicts of interest.

Governments and companies are increasingly promoting and organizing Responsible Innovation. It is, however, unclear how the seemingly incompatible demands for responsibility, which is associated with care and caution, can be harmonized with demands for innovation, which is associated with risk-taking and speed. We turn to the tradition of virtue ethics and argue that it can be a strong accomplice to Responsible Innovation by focussing on the agential side of innovation. Virtue ethics offers an adequate response to the epistemic and moral complexity in innovation and encourages moral behaviour. We enumerate a number of virtues that people involved in Responsible Innovation would need to cultivate both related to responsibility, such as justice, anticipation, civility and inclusion, and virtues related to innovation, such as courage, dedication, curiosity and creativity. We put forward practical wisdom (phronesis) as a key virtue to regulate relevant virtues and to deal with the tension between responsibility and innovation. Practical wisdom helps an agent to find an appropriate mean in exercising and expressing the other virtues〞where the mean is relative to the specific context of action and the role and abilities of the agent.

In this paper, I argue that businesses bear a pro tanto, negative, moral obligation to refuse to engage in economic relationships with representatives of intolerable ideologies. For example, restaurants should refuse to serve those displaying Nazi symbols. The crux of this argument is the claim that normal economic activity is not a morally neutral activity but rather an exercise of political power. When a business refuses to engage with someone because of their membership in some group, e.g., Black Americans, this is a use of political power to signal that Black Americans are other. Conversely, when businesses engage with someone who is clearly representing an intolerable ideology, this is a use of political power that signals the acceptability of that ideology. Businesses should not do this.

This article expands on existing models of analyzing business ethics of monetization in video games using the concept of categorical imperatives, as posited by the philosopher Immanuel Kant. A model is advanced to analyze and evaluate the business logics of video game monetization using a Kantian framework, which falls in the deontological category of normative ethics. Using two categorical imperatives, existing models of game monetization are divided into ethical or unethical, and presented using the case example of Star Wars: Battlefront II (2017). This analysis aims to provide video game developers and businesses with ethical guidelines for game monetization which may also be profitable for them in the long term. Within the framework of video game monetization, a deontological analysis is relevant due to the fact that the game developer is engaged in a continuous role of making the game more playable/payable. This article applies Kantian business ethics to the context of a new sector, that of video game businesses, and thereby presents a broader ethical perspective to video game developers, which will help them monetize games in an ethical manner which is also profitable in the long run.

What does it mean to aspire to philanthropy? How might this shape popular views about charitable purpose? By one-on-one interviews and a review of the ethics of giving in the American experience, I take a long look at how views on philanthropic giving have changed over time and how this has helped to shape, and re-shape, the ethics of giving.

This paper aims to integrate the concept of autonomous and subordinated work into Aristotelian organizational theory by enhancing the epistemological framework of neo-Aristotelianism and by adding a Thomistic interpretation of organizational practical knowledge. We sustain that, in order to advance our understanding of the firm in terms of excellence and the common good, the concept of practical knowledge applied to organizational theory requires reflection on the nature of work in modern organizations. For this, we will explain (i) how an organization that aims for excellence is most appropriately defined as a community of autonomous work, (ii) how practical knowledge in organizations must be defined considering work as deliberative production and, finally, (iii) how productivity in organizations is best described when work is envisioned in terms of autonomy and subordination.

The paper examines Villar芍n＊s definition of conflicts of interest to improve it. Some clarifications are necessary but also some amendments. The basic difference consists of first distinguishing between interest and moral grounds, and, second, by emphasizing the voluntary nature of the commitment of the person facing a conflict of interest. Such a commitment arises within a work-related or professional context. It must be explicit with regard to individuals, public institutions, private organizations, whether for profit or nonprofit, or professional associations. To support this concept, a method is used that is similar to the recent tradition of the English-speaking world expressed by Rawls, instead of the search for universal or essentialist concepts of the Platonic tradition. The result is not a true definition of conflicts of interest, but a necessary one given our historical-social context.

The present study evaluated the relationship between job satisfaction and unethical pro-organizational behavior (UPB), directly as well as indirectly, through organizational commitment. Multidimensional constructs were utilized for job satisfaction and organizational commitment to provide a granular understanding of how these constructs can motivate employees to engage in UPB, which can threaten organizations' success and diminish the public's confidence in organizations. In order to test these relationships, a diverse sample of 617 participants was recruited through the online survey distribution platform Amazon Mechanical Turk (MTurk?) to test the theoretical model using structural equation modeling (SEM). The results indicated that identification, affiliation, and exchange commitment served as intervening variables between growth satisfaction and UPB, while no significant indirect effect of internal work motivation on UPB was found. Implications for research and practice are discussed.

This study examines the relationship between corporate social responsibility (CSR), a central ethical concern, and firm total risk, a central business concern, using a large US dataset spanning 1991 to 2015. It includes considerations for the recent financial crisis to establish whether firm engagement in specific CSR dimensions decrease (i.e., the risk reduction hypothesis) or increase (i.e., the resource constraint hypothesis) firm risk. The findings demonstrate the impact of CSR engagement is different, depending on the specific CSR dimension in question, and the relationship between each of the seven CSR dimensions and total risk is time varying. Our empirical evidence suggests that firms should prioritize different CSR dimensions as an integral part of their CSR strategies and strategic management and change the priority in different market conditions.