“WHY BE MORAL?” The Cheng Brothers' Neo‐Confucian Answer

In this article, I present a neo‐Confucian answer, by Cheng Hao and Cheng Yi, to the question, “Why should I be moral?” I argue that this answer is better than some representative answers in the Western philosophical tradition. According to the Chengs, one should be moral because it is a joy to perform moral actions. Sometimes one finds it a pain, instead of a joy, to perform moral actions only because one lacks the necessary genuine moral knowledge—knowledge that is accessible to every common person as long as one makes the effort to learn. One should make the effort to learn such knowledge—to seek joy in performing moral actions—because to be moral is a distinguishing mark of being human. This neo‐Confucian answer seems to be egoistic, as its conception of motivation for morality is based on self‐interest: to seek one's own joy. However, since it emphasizes that one's true self‐interest is to seek joy in things uniquely human, which is to be moral, self‐interest and morality become identical; the more a person seeks one's self‐interest, the more moral the person is, and vice versa.     

It's not you,it's them: Social influences on trust propensity and trust dynamics

Scholars agree that trust primarily has two bases: trustworthiness—the extent to which a trustee is competent, honest, and has goodwill toward the trustor—and trust propensity—a stable trait reflecting the trustor's generalized belief that others can be trusted. Due to this trait characterization, the literature has largely reached a consensus that trust propensity is only an important base of trust in the earliest stage of a relationship—before information on trustworthiness has been gathered. Additionally, the trait conceptualization of trust propensity inhibits it from being modeled as an explanatory mechanism. Drawing on accessibility theory, a theory of trait activation, we argue that trust propensity has state‐like characteristics that are “activated” by the daily treatment an employee receives from coworkers. Our model highlights that the social context—predominantly ignored in prior trust research because of its lack of relevance to dyadic perceptions of trustworthiness—can have a substantial impact on dyadic trust. Across two multisource experience sampling methodology studies, we provide evidence that state trust propensity transmits the effects of citizenship and deviance received to trust in a focal coworker, whether that focal coworker is a source of that treatment or not. We also address how general levels of workplace unfairness—a between‐person construct—influence these dynamics. We discuss the theoretical and practical implications of these within‐person dynamics for fostering trust within organizations.     

Self‐Esteem and Ethics: A Phenomenological View

This paper aims to provide an account of the relationship between self‐esteem and moral experience. In particular, drawing on feminist and phenomenological accounts of affectivity and ethics, I argue that self‐esteem has a primary role in moral epistemology and moral action. I start by providing a characterization of self‐esteem, suggesting in particular that it can be best understood through the phenomenological notion of “existential feeling.” Examining the dynamics characteristic of the so‐called “impostor phenomenon” and the experience of women who are involved in abusive relationships, I then claim that self‐esteem fundamentally shapes the way in which self and others are conceived, and the ethical demands and obligations to which they are considered to be subjected. More specifically, I argue that low self‐esteem—which in the experience of women may be rooted in particular assumptions regarding gender roles and stereotyping—can hinder autonomy, make it difficult to question other people's evaluative perspectives and behaviors, and attribute to others responsibility for their actions.     

领导正直的概念、测量及其展望

领导正直（leader integrity）作为一种道德品质,长期以来被认为是有效领导者的关键特征。近年来, 道德丑闻和管理者违法乱纪事件频频发生,引发了学术界对领导正直问题的关注。然而,学界对领导正直 的内涵、测量及其作用机制的研究尚处于起步阶段,关于领导正直的文献综述更是寥寥无几。本文从领导 正直的概念、测量、影响因素、作用机制和实施效果等方面,对国内外相关研究进行系统梳理和探讨。未 来研究应从领导正直的概念与维度的完善、影响因素的拓展和作用机制的深入识别等方面展开努力。     

Learning for oneself: A Confucian‐inspired case for moral formation in ethics pedagogy

This article explores the disconnection between ethical theory and ethical practice in ethics courses at secular U.S. colleges and universities. In such contexts academic ethics focuses almost exclusively on “ethical reasoning” and leaves the business of practical moral formation of students in the realm of “student life.” I argue this disconnection is inevitable given the dominant understanding that moral formation must be guided by a consistent ethical theory, and must eventuate in certain prosocial behaviors, while norms of pluralism and free inquiry mandate that academic courses not attempt to dictate certain views or behaviors as normative. Drawing on the Confucian model of moral cultivation expressed by the early Chinese figure Mengzi, I argue for a different understanding of moral formation that focuses on open‐endedness, self‐direction, and the acquisition of skills in directing attention and will. This approach avoids the most serious challenges to practical moral formation in secular contexts, and I suggest some broadly applicable principles for implementing these ideas in ethics courses.     

Good Moral Judgment and Decision‐Making Without Deliberation

It is widely accepted in psychology and cognitive science that there are two “systems” in the mind: one system (System 1) is characterized as quick, intuitive, perceptive, and perhaps more primitive, while the other (System 2) is described as slower, more deliberative, and responsible for our higher‐order cognition. I use the term “reflectivism” to capture the view that conscious reflection—in the “System 2” sense—is a necessary feature of good moral judgment and decision‐making. This is not to suggest that System 2 must operate alone in forming our moral decisions, but that it plays a normatively ineliminable role. In this paper, I discuss arguments that have been offered in defense of reflectivism. These arguments fit into two broad categories; let us think of them as two sides of a coin. On the first side are arguments about the efficaciousness of conscious reasoning—for example, without conscious deliberation we will make bad moral judgments and decisions. On the other side of the coin are arguments about the centrality of conscious deliberation to normative actions—for example, without conscious deliberation we are no more agential than animals or automatons. Despite their attractiveness, I argue that these arguments do not successfully establish that reflection is a necessary component of good moral judgment and decision‐making. If I am right, the idea that good moral judgment and decision‐making can result from entirely automatic and subconscious processes gains traction. My goal in this paper is to show that reflectivism fails to include the full range of cases of moral decision‐making and that a theory of automaticity may do a better job. I briefly discuss at the end of the paper how an account of successful automatic moral judgment and decision‐making might begin to take shape.     

How do employees react to leaders’ unethical behavior? The role of moral disengagement

Concerns over unethical leader behavior persist in today's workplace. Although some employees continue to support their leaders after learning of their unethical actions, others do not. In this paper, we integrate social cognitive theory with social information processing theory to propose that the support employees give to leaders who act unethically hinges on their propensity to morally disengage. Specifically, we develop a conditional indirect effects model, wherein moral disengagement propensity mitigates the negative impact of unethical leader behavior on leader-directed support via employees’ perceptions of value congruence with and trust in the leader. The sum result is an improved understanding of when and why employees offer support to versus withhold support from leaders who act in ethically questionable ways.     

德行领导与员工不道德行为、利他行为:道德推脱的中介作用

以道德推脱理论为基础,运用问卷调查法,通过对776名员工的调查,探讨了德行领导对员工不道德行为和利他行为的影响及道德推脱在这一影响中的中介作用。研究发现:(1)德行领导会抑制员工不道德行为的产生、促进员工利他行为的出现;(2)道德推脱会促进员工不道德行为的产生、抑制员工利他行为的出现;(3)德行领导通过道德推脱的完全中介作用负向影响员工的不道德行为,通过道德推脱的部分中介作用正向影响员工的利他行为。     

“赋能”还是“负担”?领导者授权行为对员工工作行为影响的双刃剑效应探究

在数字化经济迅速发展的时代, 领导者授权行为是一种激励员工的重要措施。然而, 以往关于领导者授权行为有效性的研究存在不一致发现。为了更深入地探讨领导者授权行为对员工的影响, 基于资源保存理论, 系统地构建了领导者授权行为对员工的“双刃剑”影响机制。具体而言, 第一, 基于资源视角, 将授权视为领导者为员工提供的资源, 深入分析领导者授权行为产生的“赋能”过程机制和“负担”过程机制, 并提出员工的调节定向是影响“双刃剑”机制的边界条件; 第二, 从动态角度看待领导者授权行为, 探讨领导者每日授权行为和领导者授权行为的日波动对员工的“双刃剑”影响机制; 第三, 从动态角度看待领导者授权行为所发生的组织情景。探讨相对动态的情景, 即工作事件, 对领导者授权行为“双刃剑”机制的影响。通过结合静态和动态的双重视角, 系统地探讨了领导者授权行为对员工的“双刃剑”影响机制, 具有一定的理论和实践意义。     

Promoting Ethical and Prosocial Behavior: The Combined Effect of Ethical Leadership and Coworker Ethicality

Ethical leadership encompasses the personal conduct of the leader and the leader’s expectations that followers behave ethically. Building on social learning and social exchange theory, we propose that ethical leadership interacts with coworker ethicality to predict personnel’s ethical intentions and organizational citizenship behavior (OCB). Using data collected from a large organizational sample, we use moderated regression analysis to test the main and interactive effects of ethical leadership and coworker ethicality on ethical intentions and OCB as it relates to conscientiousness, civic virtue, and altruism. Study 1 examines how ethical leadership and coworker ethicality interact to predict ethical intentions using a sample of 1,551 military personnel. Study 2 extends the results of Study 1 by examining how ethical leadership and coworker ethicality interact to predict OCB using a combined sample of 3,363 military and civilian personnel. Consistent with social learning theory, we found positive relationships between ethical leadership and coworker ethicality with ethical outcomes (i.e., intentions and OCB). Consistent with social exchange theory, we found that perceptions of ethical leadership strengthened the relationship between coworker ethicality and ethical intentions and OCB, highlighting the importance of leaders in shaping the behavior of organizational members.     

领导授权行为的形成机制

领导授权行为通常被视为一种积极的领导行为类型。组织中管理者在授权实施过程中扮演着重要角色, 然而管理者出于维护威权等目的, 不想赋予员工自主权或相应资源的现象大量存在。鉴于此, 越来越多的学者开始探索领导授权行为的影响因素, 但目前研究较为零散, 亟待整合。研究发现：(1)更多的学者强调领导授权行为并非一种稳定的领导风格, 而是领导对不同下属所采取的差异化授权行为; (2)领导授权行为的影响因素可以分为环境因素、领导者因素以及员工因素; (3)领导成员交换理论、信任理论、社会认知理论与授权风险视角是解释领导授权行为形成的重要理论/视角。此外, 基于情境领导理论、CIP领导模型(魅力型-意识形态型-务实型)以及追随理论, 提出了领导授权行为影响因素的未来研究方向。     

How Learning Goal Orientation Fosters Leadership Recognition in Self‐Managed Teams: A Two‐Stage Mediation Model

Defined as a mental framework for how individuals interpret and respond to achievement situations, learning goal orientation (LGO) has received increasing attention in organisational research. However, its effect on leadership, especially in contexts absent of formal leadership, remains understudied. Drawing on social exchange theory, we propose and test an individual‐level two‐stage process model of generalised exchange linking LGO and leadership recognition in self‐managed teams. Specifically, we posit that learning‐oriented individuals will tend to feel safer in self‐managed teams, which will enable and sustain their engagement in contextual role behavior. Such behavior, in turn, will be reciprocated with recognition of these individuals as leaders. We use a multiphase, multi‐informant approach (n = 287), and we find that felt safety mediates the effect of LGO on contextual role behavior, but that contextual role behavior alone does not mediate the effect of LGO on leadership recognition. LGO has an indirect effect on leadership recognition through the joint mediation of felt safety and contextual role behavior. Our results offer insight on the link between LGO and leadership, with practical implications for people working in self‐managed teams.     

“Caring‐about” and the Problem of Overwhelming Obligations

Care theorists often think of care as involving (at least) “caring‐about”—concern or attentiveness—and “caring‐for”—acting to nurture, look after, or meet needs. One problem for any theory of care is the scope of our obligations to care in both of those senses; in particular, our capacities for “caring‐about” often outrun our capacities for “caring‐for.” Accounts of care as potentially global in scope may ascribe overwhelming obligations to moral agents; however, we are often tempted to avoid or ignore situations that may call for a caring response. I suggest that some Kantian ideas may help to strike a reasonable balance.     

Second‐Generation Leader Categorization Research: How Subordinates' Self‐ and Typical Leader Perceptions Moderate Leader Categorization Effects

Leader categorization theory proposes that the more leaders match their subordinates' cognitive image (prototype) of an ideal leader the easier it is for subordinates to “categorize” them as leaders and consequently follow their leadership. Based on self‐concept research, we extend this perspective and argue that the relationship assumed in leader categorization theory should be stronger when subordinates perceive themselves to represent the ideal leader prototype. Further, this moderating effect should be stronger when subordinates perceive the ideal leader prototype to not only be an abstract ideal category, but one that is generally also met in reality; i.e., when it is met by typical leaders. Findings of a cross‐sectional study with employees in Germany (N = 297) support both predictions.     

When Moral Personality and Moral Ideology Meet Ethical Leadership: A Three-Way Interaction Model

We propose a three-way interaction model based on substitutes for leadership theory to explore the relationship among ethical leadership, moral personality, and moral ideology (i.e., idealism and relativism) on two types of employee voluntary behaviors (i.e., organizational citizenship behavior and workplace deviant behavior). Results from a sample of 218 supervisor–subordinate dyads indicate that moral personality attenuates the relationship between ethical leadership and employee voluntary behaviors. Idealism serves as the boundary condition for the moderating effect of moral personality. However, relativism only serves as the boundary condition for the moderating effect of moral personality when predicting workplace deviant behavior.     

领导人际情绪管理和员工建言的关系：有调节的中介效应分析

近年来，领导人际情绪管理（LIEM）作为一种管理和调节下属消极情绪的领导行为正逐渐受到学界关注。本研究通过问卷调查，搜集了314份员工和领导的配对数据。研究结果显示：领导人际情绪管理积极影响员工建言行为；下属信任在领导人际情绪管理和员工建言行为间起到部分中介作用；权力距离对下属信任的中介效应起到调节作用。     

Do as I Do: The Effect of Teachers’ Ethical Leadership on Business Students’ Academic Citizenship Behaviors

We studied the impact of teachers’ ethical leadership on students’ moral identity and academic citizenship behaviors. Data from 256 student–teacher matching dyads were collected from one of the top 5 Pakistani business schools. Confirmatory factor analysis was used to ensure factorial validity of the measures that were employed, and the hypothesized relationships were tested using structural regression models that utilized structural equation modeling in AMOS with 5,000 bootstrap samples. Based on social learning theory, the results supported the hypothesis that teachers’ ethical leadership had significant direct and indirect positive effects (i.e., through the students’ moral identity) on the students’ academic citizenship behaviors that were directed toward other students and the school. This study contributes to existing literature on ethical leadership and organizational citizenship behavior by highlighting useful implications of these organization-based constructs in an academic context.     

Emotion,Decision, and Risk: Betting on Gambles versus Betting on People

We examined the effects of two emotions, fear and anger, on risk‐taking behavior in two types of tasks: Those in which uncertainty is generated by a randomizing device (“lottery risk”) and those in which it is generated by the uncertain behavior of another person (“person‐based risk”). Participants first completed a writing task to induce fear or anger. They then made choices either between lotteries (Experiment 1) or between actions in risky two‐person decisions (Experiments 2 and 3). The experiments involved substantial real‐money payoffs. Replicating earlier studies (which used hypothetical rewards), Experiment 1 showed that fearful participants were more risk‐averse than angry participants in lottery‐risk tasks. However—the key result of this study—fearful participants were substantially less risk‐averse than angry participants in a two‐person task involving person‐based risk (Experiment 2). Experiment 3 offered options and payoffs identical to those of Experiment 2 but with lottery‐type risk. Risk‐taking returned to the pattern of Experiment 1. The impact of incidental emotions on risk‐taking appears to be contingent on the class of uncertainty involved. For lottery risk, fear increased the frequency of risk‐averse choices and anger reduced it. The reverse pattern was found when uncertainty in the decision was person‐based. Further, the effect was specifically on differences in willingness to take risks rather than on differences in judgments of how much risk was present. The impact of different emotions on risk‐taking or risk‐avoiding behavior is thus contingent on the type, as well as the degree, of uncertainty the decision maker faces. Copyright © 2010 John Wiley & Sons, Ltd.     

A Description–Experience Gap in Social Interactions: Information about Interdependence and Its Effects on Cooperation

In social interactions, decision makers are often unaware of their interdependence with others, precluding the realization of shared long‐term benefits. In an experiment, pairs of participants played an Iterated Prisoner's Dilemma under various conditions involving differing levels of interdependence information. Each pair was assigned to one of four conditions: “No‐Info” players saw their own actions and outcomes, but were not told that they interacted with another person; “Min‐Info” players knew they interacted with another person but still without seeing the other's actions or outcomes; “Mid‐Info” players discovered the other's actions and outcomes as they were revealed over time; and “Max‐Info” players were also shown a complete payoff matrix mapping actions to outcomes from the outset and throughout the game. With higher levels of interdependence information, we found increased individual cooperation and mutual cooperation, driven by increased reciprocating cooperation (in response to a counterpart's cooperation). Furthermore, joint performance and satisfaction were higher for pairs with more information. We discuss how awareness of interdependence may encourage cooperative behavior in real‐world interactions. Copyright © 2013 John Wiley & Sons, Ltd.     

Ethical leadership: A social learning perspective for construct development and testing

Leaders should be a key source of ethical guidance for employees. Yet, little empirical research focuses on an ethical dimension of leadership. We propose social learning theory as a theoretical basis for understanding ethical leadership and offer a constitutive definition of the ethical leadership construct. In seven interlocking studies, we investigate the viability and importance of this construct. We develop and test a new instrument to measure ethical leadership, examine the proposed connections of ethical leadership with other constructs in a nomological network, and demonstrate its predictive validity for important employee outcomes. Specifically, ethical leadership is related to consideration behavior, honesty, trust in the leader, interactional fairness, socialized charismatic leadership (as measured by the idealized influence dimension of transformational leadership), and abusive supervision, but is not subsumed by any of these. Finally, ethical leadership predicts outcomes such as perceived effectiveness of leaders, followers’ job satisfaction and dedication, and their willingness to report problems to management.