试比较基督教伦理道德与社会伦理道德区别、联系

引言 所有伦理道德都是调节人与人之间关系的行为准则,有相同的功能,所以具有普遍性。"如果没有普遍性的道德或规则,就不能称作伦理"。基督教伦理道德和社会主义伦理道德尽管差异颇多,但却有一些无法割断的必然联系,正如汉斯·昆提到的:"全球伦理离不开宗教,而与基督教有特殊联系。"如果说社会伦理对社会能够起到非常大的积极作用的话,那么,基督教伦理在不同历史处境中对社会所起的积极作用也不能被忽视,不能被抹煞,应该给予充分地     

组织认同一定会促进亲组织非伦理行为吗？社会责任型人力资源管理的作用

基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明：当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。     

组织认同一定会促进亲组织非伦理行为吗？社会责任型人力资源管理的作用

基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明：当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。     

现代社会伦理秩序的发生路径

“自发生成论”和“理性创设论”是传统道德哲学关于社会伦理秩序生成的两种理论模式。“自发生成论”认为,伦理道德不是纯粹人类理性设计的产物,而是人类行为实践的自然结果;“理性创设论”认为,伦理道德是人类自觉建构的结果,是人类理性创设的产物。这两种理论模式都以抽象的人性为其理论基础,无法合理解释个体与类之间的伦理关系。基于现实伦理实体的“创生拓展”应成为现代社会伦理秩序的发生路径。     

伦理道德,如何才是发展

以何种理念对待伦理道德?"建设",还是"发展"?"建设"是被动态,是对"建设者"能动性的凸显;"发展"是主动态,是对伦理道德自身规律的尊重,必须以"发展"看待伦理道德。伦理道德发展能否测评?如何测评?基于伦理道德发展的哲学规律、中国传统、中国问题、时代精神要求四个维度,中国伦理道德发展测评可以展开为七大结构或七个"力":公民的道德自主力、家庭的伦理承载力、集团的伦理建构力、社会的伦理凝聚力、政府的伦理公信力、生态的伦理亲和力、文化的伦理兼容力。它们分别对应七大指标:公民的道德自觉自持指数,表征个体的道德自主度;家庭的伦理承载力指数,表征家庭的伦理强度;集团的伦理可靠性指数,表征集团的伦理浓度;社会的伦理凝聚力指数,表征社会的伦理温度;政府的伦理公信力指数,表征政府的伦理信度;生态的伦理亲和力指数,表征人与自然关系的伦理安全度;文化的伦理魅力指数,表征文化的伦理兼容度。七个"力"、七大指数和七个"度"构成"个体—家庭—集团—社会—国家—生态—世界"一体贯通的伦理道德的发展体系和测评体系,标志着伦理道德发展水平的总体性话语就是:"道德美好度"和"伦理魅力度"。     

员工伦理型领导原型对伦理型领导有效性的影响：员工崇敬感的中介作用

基于工作场所中具体积极情绪的理论模型和内隐领导理论, 探究了伦理型领导对员工工作绩效的影响机制, 具体是检验了崇敬感的中介作用和员工伦理型领导原型的调节作用。通过对一项问卷调查研究(193份上下级配对数据)和两个情境实验获得的实证数据进行统计分析, 结果表明: 伦理型领导能够正向影响员工的崇敬感; 崇敬感能够中介伦理型领导对组织公民行为的积极作用, 但对任务绩效的中介效应并不显著; 此外, 员工的伦理型领导原型会强化伦理型领导与员工崇敬感之间的正向关系, 即相比于拥有低伦理型领导原型的员工, 拥有高伦理型领导原型的员工更容易对伦理型领导产生崇敬感; 崇敬感能够中介伦理型领导与员工伦理型领导原型的交互作用对组织公民行为的影响。     

梁漱溟新乡村组织的伦理探析

20世纪二三十年代,在探寻中国社会新出路的过程中,梁漱溟等新知识分子倡导乡村建设运动。他从对中国传统社会"伦理本位"的认识出发,将"伦理情谊"融入团体组织,依新礼俗为规范,从义务本位确立"团体-个人"中的新关系,以相对论的伦理主义原则培育"团体-个人"中的新观念,以"人生向上"为目标建设中国乡村的团体生活。这种坚持以民族传统资源构建新社会的伦理精神,为和谐社会的构建提供了思路和方法,但因过度倚重传统伦理道德的力量而忽视其在经济社会变迁中应有的现代转换,梁漱溟的新乡村组织陷入伦理本位主义的理论困境,在"私德"向"公德"的伦理转换和培育中出现了种种矛盾。     

中西方“诚信”文化的差异及其现代整合

中国传统伦理文化中的诚信是建立在封建社会自给自足的小农经济基础之上 ,属于一种由人格信任、亲缘 (熟人 )信任所构成的道德范畴 ,强调的是伦理性 ;而西方法律文化中的诚信是建立在市场经济的契约关系之上 ,它强调的是规范和监督 ,体现了平等、自由与正当权利的法治精神。当代中国社会相对传统社会而言在社会结构、伦理关系、价值观念等方面都发生了重大变化 ,市场经济发展中的诚信危机现象 ,既有传统伦理道德文化的失灵问题 ,又有法律诚信的缺失问题。这就要求我们在党的十六届三中全会精神的指导下 ,实现传统伦理诚信文化的现代转型。     

现代商业伦理研究中的"合法性"问题及相关思考——评《现代商业之魂——商业伦理问题研究》

现代商业伦理的伦理观念应该在遵循传统商业伦理道德基本观念的同时,不断汲取与融汇现代商业文化的价值观念,并发展成为与市场经济相契合的商业伦理精神.我们在遵循传统经济伦理中的一些基本伦理价值的同时,最为重要的是,如何分析和解决在现代商业境遇中的道德冲突并提炼出现代商业伦理之精神与核心价值观,这是当下研究现代商业伦理最为重要的任务.     

“社会伦理”辨

社会伦理是以社会伦理关系为研究对象、以权利—义务关系为核心、以人的自由为目的的关于社会自由及其实现条件的社会公正的理论。社会伦理是与个体道德相对应的范畴 ,凸显的是伦理道德的客观性方面。社会伦理还是一种研究的方法 ,强调以客观的态度研究社会伦理道德现象     

Salesperson Ethical Decision Making: The Impact of Sales Leadership and Sales Management Control Strategy

Enhancing the moral behavior of salespeople is increasingly important, but difficult, in today’s fast-paced and complex selling environment. Sales organizations need to emphasize ethical codes of conduct, but must also address the potential impact of all sales management decisions on the ethical behavior of salespeople. We expand the focus on ethical codes to include an interpersonal dimension of sales organization ethical climate and the cognitive moral development of salespeople. Relationships among sales leadership and sales management control strategy, the structural and interpersonal dimensions of sales organization ethical climate, salesperson cognitive moral development, and salesperson moral judgment are discussed and specific propositions presented. These propositions suggest specific directions for future sales ethics research and have key implications for sales organizations.     

人才伦理学刍议

人才伦理是使人才之所以成为人才的各种伦理要素的总和;人才伦理既是人力资源管理理论的重要内容,也是伦理学特别是人才伦理学的研究对象。人才伦理学的内容主要包括以下五个方面：德与才的关系、人才的道德素质、人才的道德标准、人才的道德环境、人才的道德作用。德与才的关系是人才伦理学所要处理的基本关系,“德才兼备”是人才伦理学的核心范畴。提高人才的道德素质,是人才伦理学所确立的最高目标。人才伦理研究要揭示各类人才在道德要求和道德素质上的共同性和特殊性,为新世纪新阶段我国人才培养工作确立新的人才伦理原则和道德标准。     

关于官德及其建设的思考

官德(即党政干部道德)既可从职业伦理的维度界定,也可从角色伦理的维度来把握;它既具政治伦理的特点,又具行政伦理的内涵。在现代法治社会,官德作为一种道德控制方式,它并不因为制约权力的法律制度体系建立健全而失去作用,它仍然是保障官员正确行使权力、实现政治和行政责任的重要机制。     

A Critique of Giving Voice to Values Approach to Business Ethics Education

Mary Gentile’s Giving Voice to Values presents an approach to ethics training based on the idea that most people would like to provide input in times of ethical conflict using their own values. She maintains that people recognize the lapses in organizational ethical judgment and behavior, but they do not have the courage to step up and voice their values to prevent the misconduct. Gentile has developed a successful initiative and following based on encouraging students and employees to learn how to engage in communication or action to express their values within an organization’s formal and informal value system. The purpose of this analysis is to examine the Giving Voice to Values approach to empowering the individual to take action to deal with lapses in organizational ethics. We examine the role of Giving Voice to Values in business ethics education, considerations for implementing GVV, and recommendations for business educators and corporate ethics officers. We conclude that while GVV is an effective tool, it is not a comprehensive or holistic approach to ethics education and organizational ethics programs.     

组织中的揭发行为：决策过程及多层次的理论框架

组织中的揭发行为是员工对工作场所中的违法、破坏规则和不道德行为的检举揭露,是及时纠正组织中错误行为的有效机制。文章回顾了组织中揭发行为的研究起源、概念及测量方法;从不同理论视角探讨了揭发行为的决策过程;从多个层面系统梳理了揭发意愿或行为的影响因素和产生机制;归纳了揭发行为实践的影响结果。提出未来研究应关注跨学科视角的个体前因、区分特定情境变量的影响、探索行为产生机制和开展本土化揭发行为研究等问题。     

Ethics Code Awareness,Perceived Ethical Values,and Organizational Commitment

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.     

Moral Rules,Moral Ideals,and Use-Inspired Research

Moral rules provide the baseline for ethics, proscribing unacceptable behavior; moral ideals inspire us to act in ways that improve the human condition. Whatever the moral ideals for pure research, science has a practical side so it is important to find a moral ideal to give guidance to more applied research. This article presents a moral ideal for use-inspired research based on Norman Care’s idea of shared-fate individualism This ideal reflects the observation that all human lives, both present and future are tightly coupled and, as a result, research projects should be chosen, where possible, with the goal of service to others. Together with the ideals of the habit of truth and the gift economy, shared-fate individualism provides the basis for a humane ethics of science.     

Happiness,morality, and politics

The idea that politics should promote the happiness of the population is rather common in the community of happiness researchers. This political view is sometimes based on the happiness principle, the fundamental ethical view that we have a strong moral reason to do what we can to maximize the happiness and minimize the suffering in the world. The first main purpose of this paper is to investigate (1) what role this principle play in ethics as a whole, how it should be weighed against other moral considerations, and (2) how exactly it should be understood, i.e. which possible version of the principle that is most plausible. This is the only way to arrive at well-founded theory of the fundamental moral (and political) significance of happiness and suffering (an “ethics of happiness and suffering”). The idea that politics should promote happiness is sometimes accompanied by the notion that we should introduce some kind of happiness index, and that it is a central goal of politics to maximize the value of this index. The second main purpose of this paper is to examine this suggestion. I will first ask (3) how such an index should be constructed, assuming that it might be a good idea to construct an index in the first place. I assume that an index of this kind cannot be plausible unless it incorporates a number of moral considerations, and that (3) is very closely related to (2). I will then ask (4) whether the suggestion is plausible, or whether there are better ways to put a politics of happiness into practice, e.g. to simply apply the knowledge we have about the determinants of happiness.     

Organizational Moral Identity Centrality: Relationships with Citizenship Behaviors and Unethical Prosocial Behaviors

This article examines the influence of both individual and organizational moral identity centrality on prosocial behaviors. Furthermore, we hypothesize that the centrality of these two offer a substitute effect on these behavioral outcomes. Validated measures of organizational moral identity centrality and unethical prosocial behavior are introduced. Data were collected via two separate samples, University Greek Life organization members (n = 499) and restaurant workers (n = 137). Regression results supporting that individuals who claim centrality of moral identity and see their organizations to also embrace the centrality are more likely to engage in citizenship behaviors and less likely to commit unethical prosocial acts. Furthermore, results support that both forms of centrality of moral identity were substitutes in terms of affecting these two outcomes. Research that contributes to understanding how individuals within an organization consciously choose to act on behalf of the organization even when these very actions conflict with generally accepted morals of right and wrong within their society is valuable to academics and practitioners alike. This study contributes to this body of knowledge. Despite extensive attention to topics of ethics and identity, previous studies have largely overlooked the impact of an organizational moral identity. Our results provide a framework for understanding the role of moral identity and the prediction of organizational citizenship and unethical prosocial behaviors.     

Does change in ethical education influence core moral values? Towards history- and culture-aware morality model with application in automatic moral reasoning

In this study, we focus on ethical education as a means to improve artificial companion’s conceptualization of moral decision-making process in human users. In particular, we focus on automatically determining whether changes in ethical education influenced core moral values in humans throughout the century. We analyze ethics as taught in Japan before WWII and today to verify how much the pre-WWII moral attitudes have in common with those of contemporary Japanese, to what degree what is taught as ethics in school overlaps with the general population’s understanding of ethics, as well as to verify whether a major reform of the guidelines for teaching the school subject of “ethics” at school after 1946 has changed the way common people approach core moral questions (such as those concerning the sacredness of human life). We selected textbooks used in teaching ethics at school from between 1935 and 1937, and those used in junior high schools today (2019) and analyzed what emotional and moral associations such contents generated. The analysis was performed with an automatic moral and emotional reasoning agent and based on the largest available text corpus in Japanese as well as on the resources of a Japanese digital library. As a result, we found out that, despite changes in stereotypical view on Japan’s moral sentiments, especially due to historical events, past and contemporary Japanese share a similar moral evaluation of certain basic moral concepts, although there is a large discrepancy between how they perceive some actions to be beneficial to the society as a whole while at the same time being inconclusive when it comes to assessing the same action’s outcome on the individual performing them and in terms of emotional consequences. Some ethical categories, assessed positively before the war, while being associated with a nationalistic trend in education have also disappeared from the scope of interest of post- war society. The findings of this study support suggestions proposed by others that the development of personal AI systems requires supplementation with moral reasoning. Moreover, the paper builds upon this idea and further suggests that AI systems need to be aware of ethics not as a constant, but as a function with a correction on historical and cultural changes in moral reasoning.