The researchers of various disciplines often use qualitative and quantitative research methods and approaches for their studies. Some of these researchers like to be known as qualitative researchers; others like to be regarded as quantitative researchers. The researchers, thus, are sharply polarised; and they involve in a competition of pointing out the benefits of their own preferred methods and approaches. But, both the methods and approaches (qualitative and quantitative) have pros and cons. This study, therefore, aims to discuss the advantages and disadvantages of using qualitative and quantitative research approaches and methods in language testing and assessment research. There is a focus on ethical considerations too. The study found some strengths of using qualitative methods for language “assessment and testing” research—such as, eliciting deeper insights into designing, administering, and interpreting assessment and testing; and exploring test-takers’ behaviour, perceptions, feelings, and understanding. Some weaknesses are, for instance, smaller sample size and time consuming. Quantitative research methods, on the other hand, involve a larger sample, and do not require relatively a longer time for data collection. Some limitations are that quantitative research methods take snapshots of a phenomenon: not in-depth, and overlook test-takers’ and testers’ experiences as well as what they mean by something. Among these two research paradigms, the quantitative one is dominant in the context of language testing and assessment research.

https://files.eric.ed.gov/fulltext/EJ1120221.pdf

The Advantages and Disadvantages of Using Qualitative and Quantitative Approaches and Methods in Language “Testing and Assessment” Research: A Literature Review

In this article we develop a conceptualization of business ethics as practice. Starting from the view that the ethics that organizations display in practice will have been forged through an ongoing process of debate and contestation over moral choices, we examine ethics in relation to the ambiguous, unpredictable, and subjective contexts of managerial action. Furthermore, we examine how discursively constituted practice relates to managerial subjectivity and the possibilities of managers being moral agents. The article concludes by discussing how the ‘ethics as practice’ approach that we expound provides theoretical resources for studying the different ways that ethics manifest themselves in organizations as well as providing a practical application of ethics in organizations that goes beyond moralistic and legalistic approaches.

/pdf/business-ethics-as-practice-1n8j5i2zvx.pdf

Business Ethics as Practice

The dramatic increase in the number of corporate ethical codes over the past 20 years has been attributed to the Watergate scandal and the Foreign Corrupt Practices Act. Ethical codes differ somewhat from profesional codes and mission statements; yet the terms are frequently interchanged and often confused in the literature. Ethical code studies are reviewed in terms of how codes are communicated to employees and whether implications for violating codes are discussed. Most studies use content analysis to determine subjects in codes. Little information is available about how codes are communicated, whether they are accepted and used by employees, and whether they affect employee/corporate behavior. More research on ethical codes is needed to answer some of these questions.

An analysis of corporate ethical code studies: “Where do we go from here?”

This study examines the relationships among ethics code awareness, perceived corporate ethical values, and organizational commitment. Three key findings emerged. First, those aware of the existence of an ethics code in their organizations perceived their organizations as having more ethical values than those not aware of an ethics code in their organizations. Second, respondents exhibited higher levels of organizational commitment when they were aware of an ethics code in their companies. Finally, the relationship between ethics code awareness and organizational commitment was fully mediated by perceptions of an organization’s ethical values. The results suggest that ethics codes may lead to higher levels of organizational commitment by increasing the belief that their organizations have strong ethical values, as long as the existence of ethics codes are adequately communicated.

Ethics Code Awareness, Perceived Ethical Values, and Organizational Commitment

This study focuses on comparison of perceptions of ethical business cultures in large business organizations from four largest emerging economies, commonly referred to as the BRICs (Brazil, Russia, India, and China), and from the US. The data were collected from more than 13,000 managers and employees of business organizations in five countries. The study found significant differences among BRIC countries, with respondents from India and Brazil providing more favorable assessments of ethical cultures of their organizations than respondents from China and Russia. Overall, highest mean scores were provided by respondents from India, the US, and Brazil. There were significant similarities in ratings between the US and Brazil.

http://disciplinas.stoa.usp.br/pluginfile.php/3505/mod_resource/content/1/2011%20Ethical%20Cultures%20in%20Large%20Business%20Organizations%20in%20Brazil%2C%20Russia%2C%20India%2C%20and%20China.pdf

Ethical Cultures in Large Business Organizations in Brazil, Russia, India, and China

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