组织伦理气氛的理论与研究

组织伦理气氛（organizationalethicclimate）是组织成员对组织伦理环境特性的一致性认知。在文献研究的基础上,该文首先从伦理与组织伦理、组织伦理气氛的概念来源与形成、结构与测量、影响因素及其与组织绩效的关系等方面,对国外组织伦理气氛研究进行了归纳和反思,并从理论研究与管理实践方面提出了一些具体的建议     

和谐伦理的现代需求与组织伦理

现代社会的伦理危机是由现代性伦理需求的供给不足所导致的.传统道德哲学不能满足有机团结的、远距离的现代社会及其行动结构所提出的伦理需求.伦理视阈中的组织,是实体性的道德责任主体和创生性的伦理实体.组织所具备的这两大伦理特征,能较好地承担现代社会的伦理需求.组织伦理的研究可以帮助解决现代社会的伦理危机,实现伦理和谐.     

组织伦理略论

组织伦理是组织之中蕴含的伦理道德价值观念。合理的伦理道德价值观念对于组织具有重要的意义,它有利于组织的运作和控制,有利于加强组织的团结与凝聚作用、对组织成员的激励与振奋作用;能够塑造组织形象,提升组织的社会地位;能够提高组织绩效。在抽象的思维中,组织伦理可以分为组织设计伦理和组织结构伦理,其具体内容包括:分工合理,用人公平;不损其他,遵守底线;义利并重,奉献社会;服务大众,集体优先。     

伦理型领导、工具主义伦理气氛与员工不道德行为：内部人身份感知的调节作用

通过对379名企业员工的问卷调查,探讨伦理型领导对员工不道德行为的影响机制。结果发现：伦理型领导与工具主义伦理气氛显著负相关;组织伦理气氛在伦理型领导与不道德行为之间起部分中介作用;内部人身份感知调节了组织伦理气氛在伦理型领导与不道德行为关系的中介作用。内部人身份感知水平越高,组织伦理气氛的中介作用越强。     

学校组织管理气氛结构的验证性因素分析

本在国内外有关学校组织气氛理论研究和教育实践调查的基础上,对学校组织管理气氛的结构因素进行了理论建构,通过探索性因素分析和验证性因素分析,发现学校组织管理气氛由民主作风、制度健全、管理系统性、关心体贴、领导威信及人际领导6个因素构成。     

组织中的工作伦理研究概况

工作伦理是指员工在组织中对职权行为和人际互动的价值判断,包括个体的态度和价值观以及反映这些态度和价值的外在行为。文章从工作伦理的概念形成、结构与测量、相关实证研究、跨文化比较研究等5个方面,对目前组织中工作伦理的研究现状进行了介绍和评价。文章最后指出了工作伦理的未来研究趋势     

伦理氛围与亲组织非伦理行为:道德辩护的中介效应

与纯粹的私利性非伦理行为不同,亲组织非伦理行为是个体为了组织利益而实施的非伦理行为。探讨了伦理氛围对亲组织非伦理行为的影响以及道德辩护的中介作用。实证研究结果发现,自利型、关怀型伦理氛围分别对亲组织非伦理行为具有正向影响,规则型伦理氛围对亲组织非伦理行为具有负向影响,道德辩护分别在三种伦理氛围与亲组织非伦理行为关系间具有部分中介作用。     

汉传佛教的和谐伦理思想研究

佛教本质上是一种和的宗教,佛教伦理本质上是一种和的伦理,佛教和谐伦理依缘起论、心性论和同理心构成其道德哲学的三大基础原理,以心灵的和谐为根本,使佛教伦理凸显出德性伦理的特色,由心的外在呈现和人的社会关系及与自然界关系的存在方式的不同,佛教的和谐伦理表现为僧团伦理、家庭伦理、公民道德、生态伦理等不同的内容,具体的思想内容非常丰富,构成当代和谐伦理的一种重要思想资源.     

医疗差错的归因与治理：一个组织伦理的视角

我国当前往往将医疗差错归因于医务人员的经验不足、责任心不够等主观方面并按照"谁出错、谁负责"的原则对医务人员进行惩戒。这种归因和治理模式对医疗差错发生根源的系统性和复杂性认知不足,已不能完全适应当前高度组织化、社会化的医疗服务模式。归因上的偏倚取决于用以观察、评估医疗差错的知识框架。这种以个人负责为特征的归因和治理模式源于当前以个体理性为基础的临床伦理学,它将焦点集中在医务人员个人的道德修养上,忽视了组织结构等因素的伦理性。应当适时更新医学伦理观念,通过引入组织伦理的视角,将关注的对象转向医疗服务的组织、系统、制度和结构,进而提出更具针对性的医疗差错治理路径。     

政治伦理的现代建构

政治伦理作为一门研究人类政治正当性及其操作规范和方法论的价值哲学。时政治明的发展和政治体制改革,具有导向、规范和终极价值关怀的意义。政治的正当性在于谋取人类“优良的生活”。在人类政治生活中具有优先性。围绕政治的正当性问题而展开的人类政治的价值选择和伦理结构是政治伦理的主体内容。人类生活在由政治支撑着的社会框架中,政治价值理念、政治制度伦理、政治组织伦理以及政治行为主体伦理,是现代政治伦理构成的基本框架。     

CONFUCIAN ENVIRONMENTAL ETHICS,CLIMATE ENGINEERING,AND THE “PLAYING GOD” ARGUMENT

The burgeoning literature on the ethical issues raised by climate engineering has explored various normative questions associated with the research and deployment of climate engineering, and has examined a number of responses to them. While researchers have noted the ethical issues from climate engineering are global in nature, much of the discussion proceeds predominately with ethical framework in the Anglo‐American and European traditions, which presume particular normative standpoints and understandings of human–nature relationship. The current discussion on the ethical issues, therefore, is far from being a genuine global dialogue. The aim of this article is to address the lack of intercultural exchange by exploring the ethics of climate engineering from a perspective of Confucian environmental ethics. Drawing from the existing discussion on Confucian environmental ethics and Confucian ethics of technology, I discuss what Confucian ethics can contribute to the ethical debate on climate engineering.     

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.     

The personal is the organizational in the ethics of hospital social workers

Understanding the social context of clinical ethics is vital for making ethical discourse central in professional practice and for preventing harm. In this paper, we present findings about clinical ethics from in-depth interviews and consultation with 7 members of a hospital social work department. Workers gave different accounts of ethical dilemmas and resources for ethical decision making than did their managers, whereas workers and managers agreed on core-guiding ethical principles and on ideal situations for ethical discourse. We discuss the research team's initial interpretations, the relevance of the extant ethics literature to organizational structures and dynamics, and alternative perspectives on clinical ethics.     

Perceived Organizational Ethics and the Ethical Decisions of Sales and Marketing Personnel

Using a scenario-based approach, this study analyzed data collected from marketers with sales backgrounds and investigated the impact of perceived organizational ethics on their ethical issue recognition, ethical judgments, and ethical behavioral intentions. The results indicated that perceived organizational ethics, which was operationalized with two separate measures, was positively related to both the ethical judgments and expressed behavioral intentions of respondents. Further, ethical issue recognition was positively associated with ethical judgments and expressed behavioral intentions, and ethical judgments were positively related to ethical behavioral intentions. The findings suggest that, in order to enhance sales professionals’ ethical reasoning, organizations should focus on developing an ethical context that is relevant to the issues confronted by sales professionals in their work and that is as specific as possible with regard to these ethical dilemmas.     

The Personal Is the Organizational in the Ethics of Hospital Social Workers

Understanding the social context of clinical ethics is vital for making ethical discourse central in professional practice and for preventing harm. In this paper we present findings about clinical ethics from in depth interviews and consultation with 7 members of a hospital social work department. Workers gave different accounts of ethical dilemmas and resources for ethical decision making than did their managers, whereas workers and managers agreed on core-guiding ethical principles and on ideal situations for ethical discourse. We discuss the research team's initial interpretations, the relevance of the extant ethics literature to organizational structures and dynamics, and alternative perspectives on clinical ethics.     

Personal Selling and Sales Management Abstracts

This study builds on previous research to investigate the effects of ethical climate on salesperson’s role stress, job attitudes, turnover intention, and job performance. Responses from 138 salespeople who work for a large retailer selling high-end consumer durables at 68 stores in 16 states were used to examine the process through which ethical climate affects organizational variables. This is the first study offering empirical evidence that both job stress and job attitudes are the mechanisms through which a high ethical climate leads to lower turnover intention and higher job performance. Results indicate that ethical climate results in lower role conflict and role ambiguity and higher satisfaction, which, in turn, leads to lower turnover intention and organizational commitment. Also, findings indicate that organizational commitment is a significant predictor of job performance.     

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.     

Organizational ethics in Catholic health care: honoring stewardship and the work environment.

Organizational ethics refers to the integration of values into decision making, policies, and behavior throughout the multi-disciplinary environment of a health care organization. Based upon Catholic social ethics, stewardship is at the heart of organizational ethics in health care in this sense: stewardship provides the hermeneutic filter that enables basic ethical principles to be realized practically, within the context of the Catholic theology of work, to concerns in health care. This general argument can shed light on the specific topic of non-executive compensation programs as an illustration of organizational ethics in health care.