BUSINESS AND SOCIETY REVIEW最新文献

During times of great volatility and uncertainty, understanding the relationship between faith-based collectivist subcultures within individualist societies provides opportunities for communities to embrace the unique qualities presented by collectivism. Collectivist values of interdependence and collaboration may support greater affective commitment and sense of place. Hypotheses suggest a positive relationship between faith-based collective participation and both affective commitment and sense of place. Additional hypotheses proposed that emotional intelligence shares an indirect relationship between the initial variables. The results demonstrated the strong relationship between a person's collectivist, faith-based participation and their resulting commitment and that EI did not have an effect on the relationship. This research supports the ongoing discussion around individualist–collectivist cultures and subcultures, suggesting that collectivist subcultures within larger individualistic societies warrant further exploration. In order to understand the impacts of faith-based participation on societies, this study's methods should be extended to broader areas within the United States and abroad.

This study examines the sociocultural and psychological factors influencing social entrepreneurship intention (SEI) within the Indian context. Drawing from the Theory of Planned Behavior (TPB), Mair and Noboa's (2006) model, and Social Cognitive Theory a conceptual model is developed and tested. A research instrument was developed and implemented on a sample of 149 social entrepreneurs who have been in this business for no more than a year in India. The study employed a cross-sectional design recall bias survey technique to gather data. The collected data were subjected to descriptive statistics and structural equation modeling using SMART-PLS (version 4). The results show that Social empathy, religiosity, and role models positively influence SEI, while moral obligation does not. Gender moderates the relationship between moral obligation and SEI, with a stronger effect in males, and between role models and SEI, with a stronger influence in females. Further, it is found that gender does not significantly moderate the relationships between social empathy or religiosity and SEI. These findings emphasize the importance of contextual sociocultural factors in shaping SEI in India. These results highlight the need for gender-sensitive approaches in promoting SEI and provide opportunities for future research to understand empathic responses in diverse populations.

This article explores the foundations of moral growth and strength in organizational life through the lens of Leonardo Polo's philosophical anthropology. By conceptualizing humans as both “having” and “giving” beings, Polo provides a framework that integrates ethical growth with personal development. His approach challenges the dominant instrumental logic of management by emphasizing the intrinsic value of persons and the transformative role of freedom, virtue, and self-giving in ethical behavior. Building on the tradition of virtue ethics and expanding it through a philosophical anthropology, the paper contributes to the field of positive organizational ethics (POE), business ethics, and more specifically, moral growth. Leonardo Polo reorients ethical analysis toward the inner development of agents and their capacity to contribute meaningfully to others. Practical implications are illustrated through contemporary leadership models, such as Bob Chapman's “Truly Human Leadership,” Ennio Doris at Banca Mediolanum, and initiatives like the “Decalogue of Good Business Practices.” The study advocates for a human-centered redefinition of organizations, one in which profit generation is consistently pursued through the moral growth of the people within the organization.

While previous studies show that board gender diversity enhances financial performance in traditional financial institutions, little is known about its association with portfolio risk in microfinance institutions (MFIs). This study addresses this gap by examining the impact of board gender diversity on MFI portfolio risk from a critical mass perspective. Using data from the World Bank's MIX Market database covering 1184 MFIs across 98 countries between 2010 and 2018, we employ conventional econometric tools and techniques, including endogeneity-corrected methods. The results indicate that female board members reduce MFI credit risk. Furthermore, the study confirms that a critical mass of women is essential to realizing this effect. These findings remain robust across subsample analyses (e.g., income levels) and various endogeneity-corrected techniques (e.g., Hausman–Taylor, generalized two-stage least squares [G2SLS], and lagged models). The study highlights the importance of integrating gender quotas on MFI boards to minimize portfolio credit risk in the long term, offering valuable implications for policymakers and academics.

Female leadership has been recognized as an essential tool for promoting corporate sustainability. This study analyzed the relationship between the presence of women in leadership positions and sustainability in 72 companies listed on the ICO2 index of the Brazilian Stock Exchange (B3) using Gretl software to identify the correlation between these variables, measured by the greenhouse gas (GHG) indicator. The results indicate that the participation of women in strategic positions plays a significant role in reducing GHG emissions, with a minimum representation of 7% women in leadership positions being observed to result in a significant reduction in GHG emissions. These findings suggest that gender diversity in leadership positions can strengthen more sustainable and environmentally responsible business practices. However, the study was limited to companies listed on the B3, and it is recommended that future research include organizations from other sectors and regions to broaden the understanding of the impact of female leadership on corporate sustainability.

Business leaders are challenged to balance the profit-maximizing demands of capitalism with the ethical expectations of society. Commonly, profit is the more powerful force. As a result, society is awash with ethical lapses; corporate misconduct is on full display. This paper presents a pedagogical approach designed to sensitize students to that challenge, and to demand serious self-reflection. The ethical dilemma presented in this paper highlights the aggregate shift of the cost of Credit Card Reward Programs from higher educated, richer, nondiverse populations to lower educated, poorer, minority populations—a business practice which is legal but ethically questionable. To reinforce student learning, a teaching note is included that explores the dilemma. The paper also examines the intransigence of unethical behavior and methods for teaching business ethics.

This study investigates how ethically salient service dimensions, service quality, digital trust and security, and accessibility, shape user satisfaction and adoption of e-payment systems in fragile contexts. Drawing on a structured survey of 370 e-payment users in Kismayo, Jubbaland State of Somalia, and employing correlation and regression analyses, the study provides one of the first large-sample, quantitative examinations of digital finance adoption in Somalia. Framed within an ethically extended technology acceptance model (TAM), supported by institutional and contingency perspectives, the analysis reinterprets service quality as a proxy for perceived usefulness, accessibility as an expression of perceived ease of use, and trust/security as a critical extension variable. Fairness in access is further introduced as a measurable ethical construct reflecting digital justice and inclusion. Results show that these constructs significantly enhance customer satisfaction, which in turn predicts adoption. Unlike prior research that treats e-payment adoption as purely technical or behavioral, this study positions the ethical extension of TAM as its central contribution, offering theoretical and practical insights for inclusive and resilient digital finance in fragile economies.

Employee dissatisfaction, frustration, and rising resignation rates in emerging nations are increasingly linked to workplace transformations that disrupt employee well-being. To address this gap, this study proposes a comprehensive multidimensional framework for employee sustainability (ES) that integrates subjective and psychological well-being with Buddhist principles of happiness, moving beyond traditional unidimensional models. Through a triangulated research design, eight ES factors and 32 subfactors are identified to address social barriers. NVivo 12 is used for factor extraction based on literature and expert inputs from the fuzzy Delphi method (FDM), followed by weighting from the analytic hierarchy process (AHP using Python 3.12.2) and the fuzzy analytic hierarchy process (FAHP), and validation via sensitivity analysis. A comparative assessment of AHP and FAHP is done to examine uncertainty in the prioritization of factors. The Fuzzy Decision-Making Trial and Evaluation Laboratory (FDEMATEL) is employed to establish causal relationships among factors, identifying key drivers and effects. Results highlight health and safety, psychological well-being, and egalitarianism as central to both material and emotional employee development. Grounded in the PERMA model, this framework aligns organizational practices with employees' hedonic and eudaimonic happiness. It promotes a sustainable happy workplace, contributing to SDG 3 (Good Health), SDG 8 (Decent Work), and SDG 10 (Reduced Inequalities).