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2 results for “Unethical behavior”
Honesty Pledges to reduce Unethical Behavior
<p>Authorities and managers often rely on individuals and businesses' self-reports and employ various forms of honesty declarations to ensure that those individuals and businesses do not over-claim payments, benefits, or other resources. While previous work has found that honesty pledges have the potential to decrease dishonesty, effects have been mixed. We argue that understanding and predicting when honesty pledges are effective has been obstructed due to variations in experimental designs and operationalizations of honesty pledges in previous research. Specifically, we focus on the role of whether and how an ex-ante honesty pledge asks individuals to identify (by ID, name, initials) and how much involvement the pledge requires from the individual (low: just reading vs. high: re-typing the text of the pledge). In four pre-registered online studies (<em>N</em> > 5000), we systematically examine these two dimensions of a pledge to find that involvement is often more effective than identification. In addition, low involvement pledges, without any identification, are mostly ineffective. Finally, we find that the effect of a high (vs. low) involvement pledge is relatively more persistent across tasks. Yet, repeating a low involvement pledge across tasks increases its effectiveness and compensates for the lower persistency across tasks. Taken together, these results contribute both to theory by comparing some of the mechanisms possibly underlying honesty pledges as well as to practice by providing guidance to managers and policymakers on how to effectively design pledges to prevent or reduce dishonesty in self-reports.</p>
Locus of control, Moral Competence, Job Satisfaction and Unethical Workplace Behaviors
<p><span>From the Causal Reasoning Model of Counterproductive Work behaviors, unethical workplace behaviors are a function of cognitive processes. Organizations cannot effectively prevent unethical employee behaviors without knowledge of cognitive antecedents of such behaviors. Towards this end, this dataset focuses on some of the cognitive variables that might play a role in unethical workplace behavior. The data specifically focuses on the facets of locus of control (LOC), moral potency, job satisfaction, and counterproductive work behavior. The data shows that job satisfaction mediates the negative effects of both internal and external LOC on counterproductive work behavior. Moral potency seems to strengthen the negative effects of internal LOC and buffers against the positive effects of facets of external LOC on counterproductive work behavior. </span></p> <p><span>The resulting paper is under consideration for publication in the journal of International Journal of Applied Positive Psychology. </span></p>
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Allen Brain Atlas
Allen Brain Atlas is an Allen Institute collection of brain map atlases, datasets, APIs, and analysis tools covering mouse, human, and non-human primate brain resources.
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DANDI Archive for NWB datasets
DANDI is a BRAIN Initiative archive for publishing and sharing neurophysiology data, including electrophysiology, optophysiology, and behavioral data packaged as NWB and related standards.
International Brain Laboratory public data
The International Brain Laboratory public data releases expose standardized mouse decision-making experiments, including Neuropixels recordings, widefield calcium imaging, behavior, and session metadata accessed through the ONE API.
OpenNeuro
OpenNeuro is a free, open platform for sharing neuroimaging datasets, with public search, dataset pages, and download paths for web, S3, DataLad, and the OpenNeuro CLI.