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Faculty members at Canadian business schools were surveyed regarding their ethical perceptions of behaviours related to undergraduate instruction. Fifty-five behavioural statements were listed and respondents were asked to rate the extent to which they felt each behaviour was ethical or unethical. The only item that respondents endorsed as unequivocally unethical (90% indicated it was definitely unethical) was Becoming sexually involved with an undergraduate in one of your classes. We also compared the results of our sample to those of an American sample. Overall, an interesting pattern of differences emerged between the responses obtained in Canada and the U.S. In general, the direction of the significant differences was such that Canadian professors viewed the behaviours in question as less ethical than did their American counterparts. 相似文献
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J. Keeping 《European Journal of Philosophy》2012,20(Z1):E73-E85
Nietzsche's critical stance toward morality appears to support some version of moral relativism. Yet he praises some actions and attributes while condemning others. Are these evaluations expressions of his moral prejudices, or is there a basis for them in his thought? Through a close reading of key passages from Thus Spoke Zarathustra, I attempt to demonstrate that morality for Nietzsche is the historically situated working‐out of will to power and therefore subject to critique on that basis. 相似文献
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Douglas J. Brown D. Lance Ferris Daniel Heller Lisa M. Keeping 《Organizational behavior and human decision processes》2007
The current paper examines the dispositional and situational antecedents, as well as the attitudinal and behavioral consequences, of the frequency of upward and downward social comparisons. We predicted social comparison frequency would be influenced by uncertainty-related antecedents, and that social comparisons in organizations would be characterized by contrast, not assimilation, effects. A large and occupationally diverse sample of 991 employed adults was surveyed at three separate points in time over a 12–16 week period. Our results, based on structural equation modeling, indicated that (a) role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison, (b) upward social comparison was significantly negatively related to job satisfaction and affective commitment, (c) downward social comparison was significantly positively related to job satisfaction and affective commitment, and (d) upward and downward social comparisons had significant positive and negative indirect effects on the frequency of job search behaviors, respectively. The findings are discussed in terms of their general implications for understanding the importance of directional social comparison processes in organizational settings. 相似文献
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In this study, the authors attempted to comprehensively examine the measurement of performance appraisal reactions. They first investigated how well the reaction scales, representative of those used in the field, measured their substantive constructs. A confirmatory factor analysis indicated that these scales did a favorable job of measuring appraisal reactions, with a few concerns. The authors also found that the data fit a higher order appraisal reactions model. In contrast, a nested model where the reaction constructs were operationalized as one general factor did not adequately fit the data. Finally, the authors tested the notion that self-report data are affectively driven for the specific case of appraisal reactions, using the techniques delineated by L. J. Williams, M. B. Gavin, and M. L. Williams (1996). Results indicated that neither positive nor negative affect presented method biases in the reaction measures, at either the measurement or construct levels. 相似文献
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Douglas J. Brown Richard T. Cober Lisa M. Keeping Paul E. Levy 《Journal of applied social psychology》2006,36(8):2048-2071
The present paper reports the results from two investigations that examined the degree to which racial tolerance influences Caucasians' attraction to organizations. In Study 1, 280 Caucasian job seekers rated the extent to which various organizational features would influence their interest in an organization. Findings suggested that (a) racial tolerance was related to the importance placed on organizational diversity, but not other factors (e.g., pay), and (b) that racial tolerance predicted the importance placed on organizational diversity above and beyond other relevant individual differences. Study 2 extended Study 1 by examining whether the diversity values expressed in job advertisements affect Caucasians' perceptions of organizational image and subsequent job pursuit intentions. The results of Study 2 indicated that racial tolerance was significantly related to organizational perceptions and pursuit intentions when strong diversity values were communicated in a job advertisement. 相似文献
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Jeffrey R. Spence Douglas J. Brown Lisa M. Keeping Huiwen Lian 《Personnel Psychology》2014,67(3):705-738
This research extends the existing theoretical understanding of what predicts organizational citizenship behavior (OCB). Using experience sampling techniques, we examine the within‐person relation between OCB and a novel, theoretically relevant predictor: state gratitude. Using 4 independent samples with a total of 210 working adults and 173 undergraduate students, we developed a reliable and valid measure of state gratitude. Drawing upon the moral affect model of gratitude and affective events theory, we conducted 2 experience sampling studies with data collected from 67 (Study 2) and 104 (Study 3) working adults to test the effects of state gratitude on OCB, beyond the effects of several relevant constructs (i.e., state positive affect, dispositional gratitude, and social exchange). Our results advance OCB research and explanations of OCB by modeling OCB as a dynamic, time‐variant construct and by demonstrating that feelings of gratitude, a discrete positive emotion, can be an effective predictor of OCB. 相似文献
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J. Keeping 《Phenomenology and the Cognitive Sciences》2006,5(2):171-195
The concept of instinct has fallen into disrepute, due to a number of problems with the way it had been conceived, mostly
related to the concept of innateness. Yet the legacy of instincts survives in sociobiology and evolutionary psychology, in
the form of an emphasis on the genetic determinants of behavior. Through a consideration of the two main theories of instinct
and the objections that have been raised against them, it becomes clear that existing theories of instinct founder because
of their inability to reconcile the psychic and physiological “faces” of instinct. Merleau-Ponty's notion of “being-in-the-world”
as a third term linking the psychic and the physiological makes possible a new conception of instinct which escapes these
criticisms. At the same time, it opens up a new way of understanding how instincts may operate in human beings. 相似文献
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