Broken Covenant: A Case Study in Employee Relations Ethics

Employee relations ethics (ERE), or the lack thereof, is a problem and an issue in both private and public organizations. This article is a case study in military ERE. A retired career Naval officer, I discuss problems of downsizing and retrenchment from a "military" perspective in terms of what I refer to as a "broken covenant."     

Resolving Ethical Dilemmas in Suicide Prevention: The Case of Telephone Helpline Rescue Policies

The ethical basis of suicide prevention is illustrated by contrasting helpline emergency rescue policies of the Samaritans and the AAS and the U.S. National Suicide Prevention Lifeline network. We contrast moralist, relativist, and libertarian ethical premises and question whether suicide can be rational. Samaritans respect a caller's right to decide to die by suicide; U.S. helplines oblige emergency intervention during an attempt even against the caller's will. We analyze the effect of emergency rescue when there is high suicide risk but an attempt has not been initiated. We examine links between values and actions, needs for empirical evidence to guide practice, and propose vigorous dialogue about values in the gray zone of moral practice.     

Employee Cynicism and Resistance to Organizational Change

We offer a reconceptualization of employee cynicism and present the results of two studies to test the hypotheses that (a) cynicism about an organizational change is distinguishable from skepticism about the change, more general forms of cynicism (disposition and management), and trust in management, (b) change-specific cynicism and skepticism relate differently to personal and situational antecedent variables, and (c) change-specific cynicism accounts for variance in employees intention to resist change not explained by skepticism, trust, and more general forms of cynicism. Study 1 was conducted with employees (N=65) from several organizations undergoing various changes, and Study 2 with employees (N=701) from a single organization undergoing restructuring and culture change. Results were generally consistent with prediction. Implications for future research and for the management of change are discussed.     

The Effect of Group Psychotherapy in Reducing Resistance to Individual Psychotherapy: A Case Study

Abstract

Cohesion in group treatment of spouse abusers plays an important and often overlooked role. Involuntary abuser groups can benefit from cohesion, but due to their unique structure, cohesion may develop differently than in voluntary psychotherapy groups. Initially, abuser groups may develop premature levels of cohesion that can make group members unwilling to express conflict, develop intimacy, and take responsibility for their actions. Understanding the abuser personality and the unique characteristics of involuntary abuser groups can shed light on why cohesion develops the way it does and the importance it plays in abuser groups. Developing effective interventions that target premature cohesion can help the group members express conflict, develop intimacy, and take responsibility for their actions, thus bringing about therapeutic levels of cohesion.     

Resolving Disputes Over Frozen Embryos: A New Proposal

This paper proposes a principle for adjudicating conflicts between estranged couples over whether the frozen embryos they earlier created together ought to be gestated or destroyed. I argue that the fate of the embryos ought to be determined by the party who would be most harmed by having his or her preferences overruled. But I also claim that, when embryos are destroyed against the opposition of one of their co‐creators, the individual at whose behest this was done owes compensation to his disappointed opposite number, in an amount that reflects the harm accruing to the latter as a result of the termination of the procreative project.     

A New Perspective on Employee Lateness

In contrast to absence and turnover, the relevant antecedents that would lead an individual to arrive late at work have not yet been clearly presented in one model. This article suggests a two-stage formulation with attitudes triggering one track, and other antecedents including personality, commuting-related variables, culture, and work-family conflict serving to influence a second source of lateness. Furthermore, the model integrates some of the ideas usually included in a progression model by delineating a process that links the various types of withdrawal measures. Finally, the article describes another set of variables, minor withdrawal behaviours, which are hard for management to detect but may serve as a behavioural antecedent of employee lateness.     

Shamanism from Ecuador to Chicago: A Case Study in New Age Ritual Appropriation

This article has three objectives: (1) to give ethnographic accounts of shamanism as practised by the Shuar of Ecuador and of one group of contemporary urban Americans who take the Shuar, as well as other indigenous groups, as their models: (2) to present a critical comparison of those practices; and (3) most importantly, to suggest methodological criteria by which such dislocated ‘neo-shamanisms’ might be usefully distinguished from indigenous shamanisms which are organically related to the surrounding culture and environment.     

Need for Autonomy and Resistance to Standardized Employee Selection Practices

Two experiments used a hypothetical hiring scenario to examine (a) how standardizing employee selection practices affects decision makers’ perceptions of autonomy potential, and (b) if increasing the level of autonomy inherent in standardized practices reduces decision makers’ reluctance to use them. The results of Experiment 1 suggest that decision makers perceived the structured interview and the mechanical approach to data combination as having less autonomy potential than their unstructured and intuition-based counterparts. The results of Experiment 2 suggest that the amount of autonomy inherent in a structured interview and a mechanical data combination procedure significantly affected decision makers’ intentions to use them. Together, these findings provide empirical support for the notion that autonomy is an important factor contributing to people’s reluctance to use standardized selection practices and that standardized practices may be modified to enhance people’s perceptions of autonomy and subsequent use intentions. Individual differences relating to perceptions of autonomy potential are also identified.     

Employee recognition: A procedure to reinforce work attendance

An employee recognition program to improve work attendance was conducted for one year in 1986 as part of a 3-year study using the awarding and posting of attendance certificates as the primary method of employee recognition. Compared to sick leave usage during 1985, those employees in the recognition group decreased their use of sick leave by 28%. In 1987, the year following the end of the recognition program, the average sick leave returned to a level higher than the 1986 level. In addition, the sick leave of a nonintervention control group of employees showed a sequential increase each year from 1985 to 1987, with their use in 1986 being 16% greater than those employees in the employee recognition group.     

员工建言行为的情绪机制：一个新的探索视角

已有研究考察了建言行为的诸多影响因素, 然而探讨情绪影响建言的研究则是新崛起的一个方向。文章一方面从情绪影响认知信息加工最终影响建言决策的微观角度来分析情绪与建言的关系, 另一方面从组织行为研究的宏观层面探讨情绪与建言关系, 并以情绪事件理论、情绪循环理论和情绪反馈理论为基础, 结合情绪研究的相关文献, 对员工情绪产生的几大来源, 员工情绪对建言决策的影响, 建言者的情绪对被建言者(建言对象)的情绪影响, 员工建言被采纳与否等几个涉及情绪的过程进行分析和阐述, 并构造了建言行为情绪机制模型; 系统地揭示了整个建言行为链上伴随的情绪机制, 并对恐惧、希望、心理安全、后悔等情绪对建言的影响作了示例分析。文章最后进行了总结与展望。     

How Physicians Lost Out to Managed Care: A Case Study of Accommodation and Resistance in a Medical Community

This paper involves a case study of physicians working in an urban Midwestern region. It raises questions surrounding how physicians adapted to, encouraged and resisted the increasing presence of managed care in their work lives. The patterning of physician accommodation to managed care and the failure of physicians to mount any effective organized resistance in Metro has some important implications for theories about professional dominance and decline.     

From Metaphysical to Substantive Naturalism: A Case Study

This paper addresses two related questions. First, what is involved in giving a distinctively realist and naturalist construal of an area of discourse, that is, in so much as stating a distinctively realist and naturalist position about, for example, content or value? I defend a condition that guarantees the realism and naturalism of any position satisfying it, at least in the case of positions on content, but perhaps in other cases as well. Second, what sorts of considerations render a distinctively realist and naturalist position more plausible than its irrealist and non-naturalist rivals? The answer here focuses again on theories of content and is wholly negative. I argue that the standard array of arguments offered in support of realist and naturalist theories in fact provide equal support for a host of irrealist and non-naturalist ones. Taken together, these considerations reveal an important gap in the recent philosophical literature on content. The challenge to proponents of putatively realist and naturalist theories is to insure that those theories so much as state distinctively realist and naturalist positions and then to identify arguments that support what is distinctively realist and naturalist about them.

... the deepest motivation for intentional irrealism derives ... from a certain ontological intuition: that there is no place for intentional categories in a physicalistic view of the world; that the intentional can't be naturalized.'' Fodor (1987, p. 97).

``Realists about representational states ... must ... have some view about what it is for a state to be representational ....

Well, what would it be like to have a serious theory of representation? Here there is some consensus to work from. The worry about representation is above all that the semantic (and/or intentional) will prove permanently recalcitrant to integration in the natural order ... ''Fodor (1990, p. 32).

     

Transitional Experiences of New Teachers in Christian Schools: A Case Study

Little is known concerning the transitional experiences of teachers in Christian schools. The present paper reports the results of a case study focused on the transitional experiences of new teachers, both beginning and experienced, in selected Christian Schools in Australia. Twenty-one new teachers from ten Christian Schools were interviewed concerning their transitional experiences. Results of the study indicated that these teachers' transitional experiences were inhibited by a lack of formal and effective transitional structures and processes. However, the supportive environment of the schools did appear to counter-balance somewhat the deleterious effects of less-than-adequate transition management practices. The paper suggests that a more systematic approach to transition management in Australian Christian schools is warranted.     

Application of Projective Tests to Psychotherapy: A Case Study

Case study of a severely disturbed patient seen in psychotherapy in a university counseling center and tested at the beginning and after the termination of therapy. It is concluded that the projective tests proved useful in estimating the extent of pathology prior to therapy and in assessing the degree and direction of change following therapy. Discussion of this patient's projective responses with him during therapy was found to be beneficial, in accord with Richman's views on the reporting of test results to patients. It is suggested that clinical psychologists doing psychotherapy may similarly find projective tests of use to them.