31GKHP - predstavljamo pozvane predavače - dr. Roberta Fida
Roberta Fida is full Professor of Organisational Behaviour and Organisational Psychology at Aston Business School. She is also the Research director of the Work and Organisation Department. She is a Chartered Occupational Psychologist of the British Psychological Society and Senior Fellow of the Higher Education Academy. Roberta is the lead of the Threat and Security stream of the European Association of Work and Organizational Psychology’s Impact Incubator and the convenor of the Work & Organization working group of the European Federation of Psychologists’ Associations (EFPA).
Her research interests are related to work stress and unethical behaviour at work. She is known for her continuous research on the role of moral disengagement and self-efficacy. She has published more than 80 papers in scientific journals including Journal of Business Ethics, British Journal of Management, Personality and Social Psychology Bulletin, Group & Organization Management, European Journal of Work and Organizational Psychology, Personality and Individual Differences.
Her research interests are related to work stress and unethical behaviour at work. She is known for her continuous research on the role of moral disengagement and self-efficacy. She has published more than 80 papers in scientific journals including Journal of Business Ethics, British Journal of Management, Personality and Social Psychology Bulletin, Group & Organization Management, European Journal of Work and Organizational Psychology, Personality and Individual Differences.
Sažetak pozvanog predavanja:
Understanding unethical behaviours at work from a social-cognitive perspective: the role of moral disengagement and self-efficacy
Unethical behaviours at work, such as theft, bullying, harassment, and corruption, are widespread phenomena that create serious concerns for organisations globally. Although not all unethical behaviours are as severe in nature, even milder transgressions can have significant consequences for organisations, their stakeholders, and society at large. Social cognitive theory (Bandura, 1986) offers an important lens to understand the proximal explanatory factors as well as the boundary conditions influencing these behaviours.
In this keynote, Roberta will discuss the role of moral disengagement and self-efficacy in understanding unethical behaviours. Unethical behaviour at work is not limited to ruthless and unprincipled individuals (Bandura, 2016; Moore & Gino, 2013; Newman et al., 2019). Evidence suggests that, under certain conditions, ordinary people may also misbehave (e.g., Bandura, 2016; Moore & Gino, 2013; Newman et al., 2019). Moral disengagement is a psychosocial process that "weakens or eliminates moral self-restraints over detrimental practices without self-censure" (Bandura, 2018, p. 2). Through the activation of moral disengagement, misbehaviours are cognitively reframed to be more acceptable, enabling individuals to engage in deplorable behaviour without the usual feelings of guilt and need for reparation.
Research has shown the importance of self-efficacy in mitigating the disinhibitory power of moral disengagement and its role in the routinisation of misbehaviour. Self-efficacy beliefs attest to the power of personal agency more than any other psychological construct (Bandura, 1986, 2001). It is unlikely that people engage in any pursuits, including moral challenges, unless they believe they possess the necessary capabilities (Bandura, 1997). Similarly, it is unlikely that individuals can mitigate progressive moral disengagement and change their moral conduct unless they hold the beliefs necessary to alter their course of action and face the associated costs (Bandura, 1986, 1997). Within this perspective, Roberta will specifically discuss the role of both work and moral self-efficacy in preventing engagement in unethical behaviour at work. This discussion will highlight how fostering self-efficacy can serve as a crucial intervention to maintain ethical standards and reduce the incidence of unethical behaviours in organisational settings.
Understanding unethical behaviours at work from a social-cognitive perspective: the role of moral disengagement and self-efficacy
Unethical behaviours at work, such as theft, bullying, harassment, and corruption, are widespread phenomena that create serious concerns for organisations globally. Although not all unethical behaviours are as severe in nature, even milder transgressions can have significant consequences for organisations, their stakeholders, and society at large. Social cognitive theory (Bandura, 1986) offers an important lens to understand the proximal explanatory factors as well as the boundary conditions influencing these behaviours.
In this keynote, Roberta will discuss the role of moral disengagement and self-efficacy in understanding unethical behaviours. Unethical behaviour at work is not limited to ruthless and unprincipled individuals (Bandura, 2016; Moore & Gino, 2013; Newman et al., 2019). Evidence suggests that, under certain conditions, ordinary people may also misbehave (e.g., Bandura, 2016; Moore & Gino, 2013; Newman et al., 2019). Moral disengagement is a psychosocial process that "weakens or eliminates moral self-restraints over detrimental practices without self-censure" (Bandura, 2018, p. 2). Through the activation of moral disengagement, misbehaviours are cognitively reframed to be more acceptable, enabling individuals to engage in deplorable behaviour without the usual feelings of guilt and need for reparation.
Research has shown the importance of self-efficacy in mitigating the disinhibitory power of moral disengagement and its role in the routinisation of misbehaviour. Self-efficacy beliefs attest to the power of personal agency more than any other psychological construct (Bandura, 1986, 2001). It is unlikely that people engage in any pursuits, including moral challenges, unless they believe they possess the necessary capabilities (Bandura, 1997). Similarly, it is unlikely that individuals can mitigate progressive moral disengagement and change their moral conduct unless they hold the beliefs necessary to alter their course of action and face the associated costs (Bandura, 1986, 1997). Within this perspective, Roberta will specifically discuss the role of both work and moral self-efficacy in preventing engagement in unethical behaviour at work. This discussion will highlight how fostering self-efficacy can serve as a crucial intervention to maintain ethical standards and reduce the incidence of unethical behaviours in organisational settings.