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31.
Ismail Hussein Hashim 《心理科学》2002,25(1):47-52
1 Introduction Achievingpositivecitizenshipidealsinasocietyisanessentialingredientforthesustenanceofaviableandforward lookingsocio culturalandpoliticalenti ty .Positivecitizenshipidealsaretiedaroundcommit mentandserviceintermsofthepledgingoftheindi vidu… 相似文献
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33.
Will Kymlicka 《Ethical Theory and Moral Practice》1998,1(2):143-157
This paper is an introduction to a special issue on Nationalism, Multiculturalism and Liberal Democracy. It attempts to describe the state of the debate on issues of multiculturalism and nationalism within liberal-democratic theory. I suggest that there may be an emerging consensus on liberal culturalism – the view that certain group-specific rights or policies aimed at recognizing or accommodating ethnic and national groups are legitimate so long as they operate within certain constraints of liberal justice. I explore the possible reasons for this emerging consensus (including the lack of clear alternatives), and conclude with some suggestions about the likely avenues for future research in this area. 相似文献
34.
Malgorzata Kmicinska Sara Zaniboni Donald M. Truxillo Franco Fraccaroli Mo Wang 《European Journal of Work and Organizational Psychology》2016,25(5):707-721
The possibility for age discrimination and stereotypes to affect performance evaluations is rising. Although careful evaluations might be expected from conscientious raters, little is known about whether they might show more or less bias towards certain age groups. Therefore, in our study using a time-lagged design, we investigated the effects of rater conscientiousness on the performance evaluations of younger and older actual co-worker (N = 242). We found that raters who were more conscientious provided higher ratings for older workers than for younger workers on task performance and organizational citizenship behaviours. Specifically, we tested the model of mediated moderation, in which the relation between rater conscientiousness and ratee age predicts ratee-perceived conscientiousness, which in turn predicts performance ratings. The model was significant for older ratees, but not for younger ratees. We discuss our results in terms of the “similar to me” effects and implications for organizational practices. 相似文献
35.
Magda B.L. Donia Usman Raja Alexandra Panaccio Zheni Wang 《European Journal of Work and Organizational Psychology》2016,25(5):722-734
Drawing from implicit leadership theories we advance servant leadership theory by examining moderating mechanisms that explain under what conditions servant leader behaviours impact followers in organizations. Specifically, we focused on the moderating role of subordinates’ motivational orientations—prosocial values or impression management motives—in relationships between servant leadership behaviours and job satisfaction, as well as subordinate organizational citizenship behaviours (OCBs). Using time-lagged data collected from 192 supervisor-subordinate dyads, we found that servant leadership was positively associated with employees’ job satisfaction, but not significantly related to their performance of OCBs. We also found evidence that subordinates’ motives moderate the relationships between servant leadership and outcomes. Specifically, employees high on impression management experienced lower levels of job satisfaction than their lower scoring counterparts. Our findings suggest that servant leadership may not be equally beneficial for all followers. We discuss implications for theory and practice. 相似文献
36.
Yumeng Yue Karyn L. Wang Markus Groth 《European Journal of Work and Organizational Psychology》2016,25(3):447-458
The effects of emotional labour, that is, managing one’s emotions for work, not only predict a range of intrapersonal and organizational outcomes but can also spillover to affect non-work relationships. Despite this, relatively little is known about whether the performance of surface acting affects behaviours towards more proximal organizational members, how this occurs, and the role of supportive relationships in influencing this relationship. In this article, we examine the relationships between surface acting, state positive and negative affect, and co-worker support on co-worker-directed interpersonal behaviours in the workplace. Survey data collected at multiple time points suggest a moderated mediation model, in which surface acting interacts with co-worker support to influence employees’ voluntary behaviours through state affect. Specifically, our findings suggest that surface acting increases subsequent engagement in deviance behaviours by increasing the experience of negative affective states, especially when co-worker support is low. Surface acting also decreases the subsequent engagement of organizational citizenship behaviour through decreasing the experience of positive affective states. We conclude with a discussion of how surface acting can consequently lead to negative spirals in the organization and the implications of this for practice. 相似文献
37.
This study investigated the extent to which employees’ perception of ethical leadership moderated their organisational commitment and organisational citizenship behaviour. A non-probability purposive sample (N = 839; females = 32%) of employees in a railway organisation in the Democratic Republic of Congo (DRC) participated in the study. They completed the following measures: the Organisational Commitment Scale (OCS), the Organisational Citizenship Behaviour Questionnaire (OCBQ) and the Ethical Leadership Scale (ELS). Stepwise hierarchical regression analysis was utilised to determine the influence of employees’ perceptions of the relationships between their self-reported organisational commitment and organisational citizenship behaviour. The results indicated employee perceptions of the integrity, fairness and honesty aspects of ethical leadership to explain their affective, continuance and normative aspects of organisational commitment and organisational citizenship behaviour. The results also showed that employee perceptions of high ethical leadership influenced their willingness to engage in positive organisational commitment such as psychological attachment, work continuance, normative commitment and also their organisational citizen behaviours such as altruism, conscientiousness, courtesy and civic virtue. By implication, leaders with high ethical conduct have the potential to positively stimulate the commitment of employees towards supporting the organisational values and mission. 相似文献
38.
Eun-sung Kim 《Science as culture》2016,25(4):538-559
Apartment floor noise is becoming a serious social problem in South Korea. Apartment floor noise conflicts arise from the disruption of neighbourhood community in Korean apartment complexes. To resolve the conflicts, the Korean government and apartment residents employ two modes of governance: technocratic and collaborative. These models of governance create legal and community standards of floor noise that constitute sonic citizenship—the status of residents as normal listeners with both the duty to reduce noise and the right to make noise. Using Sheila Jasanoff’s idea of ‘constitutive coproduction’, floor noise in the form of sonic knowledge is constitutively coproduced with sonic citizenship in the form of public knowledge. When apartment residents cannot bear normal sound, defined by the two modes of governance, they become abnormal listeners. If normal listeners cannot put up with the level of sound from upstairs, this sound becomes floor noise. Sonic knowledge is, therefore, vital to the construction of sonic citizenship. In technocratic governance, sonic citizenship emerges from the limits of endurance in governmental floor noise standards, based on results of an auditory perception test based on noise and vibration engineering. In collaborative governance, sonic citizenship results from voluntary agreements between apartment residents. Through such governances, governmental officials and apartment residents perceive a distinction between normal and abnormal residents or between normal and abnormal apartment life. 相似文献
39.
Psychological capital is a positive psychological state that influences employees’ behaviors and attitudes. Research has only recently begun to examine the phenomenon as a shared psychological team state. The purpose of this research is to examine the mediating role of team psychological capital in the relationship between learning climate and outcomes at the individual and team levels. The findings, which were carried out among 82 school management teams, indicated a positive relationship between learning climate and the team’s psychological capital, and between the team’s psychological capital and the individual’s job satisfaction and the team’s organizational citizenship behavior (OCB). It was also found that team’s psychological capital mediates the relationship between the team’s learning climate and job satisfaction, and between learning mechanisms and the team’s OCB. The findings might encourage research into psychological capital as a team phenomenon and encourage decision-makers to develop ways of reinforcing psychological capital among teams. 相似文献
40.
Res Publica - What sorts of reasons are i) required and ii) morally acceptable when citizens in a pluralist liberal democracy undertake to resolve pressing political issues? This paper presents and... 相似文献