对康德的道德形而上学基础的追问及存在论意义上的超越

康德的道德哲学与其政治哲学是逻辑一致的,康德认为正义的优先性在于人先天的自由,而自由的主体坚持正义和遵从道德,则在于人的实践理性自身具有的善良意志,康德就这样通过自由、实践理性、善良意志等概念为道德奠定了基础。然而它仍然是先验的、空洞的,唯有从道德是人存在的方式这一存在论的根基处入手,才能理解道德并使其获得自身存在的坚实根基。     

应当重视管理公正研究

管理公正是公正在管理领域的体现,是在管理过程中使组织权利与义务达到平衡的原则,也是管理过程中追求的使组织权利与义务达到平衡的伦理价值目标。管理公正是管理学与伦理学整合的支点,研究和实践管理公正对深化管理伦理学研究,实现伦理化的管理,均具有重要的意义和价值。     

The incremental validity of organizational commitment,organizational trust,and organizational identification

Organizational commitment (OC), organizational trust (OT), and organizational identification (OI) are three types of psychological attachment to an organization. Each of these three variables captures an organization-targeted attitude toward an employment relationship, but it is unclear whether they have incremental validity over each other. To address this question, this study examined the incremental validity of each variable in predicting job involvement, job satisfaction, turnover intentions, and non-self-report measures of task performance and citizenship behavior. It also examined whether perceived organizational support and psychological contract breach, two other organization-targeted attitudinal variables, were related to OC, OT, and OI when the latter were considered jointly. Meta-analytical evidence suggests that OC, OT, and OI have incremental validity over and above one another in their relationships with some, but not all, of the above correlates. This highlights the need for future research to distinguish these three types of psychological attachment to an organization.     

Organizational and client commitment among contracted employees

This study examines affective commitment to employing and client organizations among long-term contracted employees, a new and growing employment classification. Drawing on organizational commitment and social exchange literatures, we propose two categories of antecedents of employee commitment to client organizations. We tested our hypotheses using a survey collected from employees in four UK contracting organizations delivering a service on behalf of a government entity. The results suggest that perceived client organizational support and attractiveness of the client organization relate positively to employees’ affective commitment to the client organization. Furthermore, affective contractor commitment explained unique variation in client affective commitment beyond that accounted for by the client-based predictors, suggesting that employees’ commitment to their own contracting organization is important to explaining employees’ commitment to the client organization. We suggest that a greater reliance on social exchange theory may provide a basis for understanding commitment in its different forms and foci.     

The biological bases of unfairness: Neuroimaging evidence for the distinctiveness of procedural and distributive justice

A classic debate in the organizational justice literature concerns the question of whether procedural justice and distributive justice are independent constructs. We investigate this question by using fMRI methods to examine brain activation patterns associated with procedural and distributive unfairness. We observed a clear dissociation of activation between these two forms of justice, and only a minimal amount of shared activation in the hypothesized regions. Specifically, unfair procedures evoked greater activation in parts of the brain related to social cognition, such as the ventrolateral prefrontal cortex (VLPFC) and the superior temporal sulcus (STS), whereas unfair outcomes evoked greater activation in more emotional areas of the brain, such as the anterior cingulate cortex (ACC), anterior insula (AI) and the dorsolateral prefrontal cortex (DLPFC). We interpret the findings as supporting the notion that the two forms of justice reflect distinct constructs, while recognizing that, as forms of justice, they are closely related nomologically.     

The Differential Effects of Negative Affectivity on Measures of Well-being versus Job Satisfaction and Organizational Commitment

This paper reports an empirical study of the self-reported psychological strain, ill-health, job satisfaction and organizational commitment of 2450 public sector employees located in Western Australia. The framework used to predict these variables is a demands, supports-constraints framework. The key theoretical issue explored is the differential roles of negative affectivity in predicting the outcomes from this framework. Four different pathways are explored which are taken from Moyle ( Journal of Organizational Behaviour , 16 (1995), 647-668). Multiple regression methods are used to control for negative affectivity and other effects such as curvilinear relationships. The results show that negative affectivity has a variety of effects on both health and job attitude variables but the effects are much larger for the health variables. The conclusion recommends that, in studies that rely on all self-report data, the various possible effects of personality variables such as negative affectivity should be explored in preference to ignoring them.     

消极情绪在程序和互动不公正感与员工偏离行为间的中介作用:传统性的调节机制

采用问卷调查法对341名员工及其同事进行调查,从情绪和文化传统性视角,探讨了程序和互动不公正对员工偏离行为的影响及其内在作用机制.结果表明:(1)消极情绪是组织不公正感对员工偏离行为作用的中介变量;(2)传统性对组织不公正感对员工偏离行为的影响作用具有调节效果;(3)使用总效应调节模型对消极情绪在组织不公正感对员工偏离行为的中介效应及传统性的调节作用进行综合性分析,发现传统性主要在第二阶段,即消极情绪对员工偏离行为的影响作用上调节效果显著.     

Roadway justice – Making angry drivers,happy drivers

The enforcement of traffic laws by police punishes law violators and reduces the likelihood that other drivers will violate laws via vicariously perceived punishment. The purpose of the current study was to determine the effect of punishment of violators on the feelings of anger and happiness in witnesses and victims. A sample of 279 individuals was exposed to four animated simulations of unjust driving behavior. Participants indicated how angry and happy the behaviors made them feel. Participants then indicated feelings of happiness and anger a second time, after being informed that the violator had been punished. While inconsistent, analyses generally indicated that perceived punishment reduced feelings of anger and increased feelings of happiness. In addition to increasing roadway safety, the current study shows the importance of active police enforcement, which could positively impact the emotional states of victims and witnesses of unjust driving behavior.     

Does the form of employment make a difference?—Commitment of traditional, temporary, and self-employed workers

Increasing change in the labor market has produced new forms of employment. A growing number of people have temporary jobs or are self-employed freelancers. The aim of our study is to address these changes by introducing commitment to the form of employment as a new focus in commitment. In addition, we compare organizational commitment under conditions of these forms of employment to traditional form of employment. The study is based on several samples representing conventional and new forms of employment (overall N = 494). The results indicate that commitment to the form of employment explains variance of organizational outcomes over and above organizational commitment. Generally, commitment to the form of employment reflects an important attitude to the work situation besides commitment to the organization or occupation. The results are discussed in the light of labor market trends.     

Can you get a better deal elsewhere? The effects of psychological contract replicability on organizational commitment over time

Previous research on psychological contracts has focused on whether or not employees feel their employers have fulfilled the promises made to them. Instead, here we examine how perceptions of the external labor market, particularly about whether present psychological contracts could be replicated elsewhere, influence employees’ attachment to their current employers. In a longitudinal study of a diverse employee sample, we found perceptions that psychological contracts could not be replicated elsewhere accounted for a substantial amount of the variance in affective commitment (.38) and normative commitment (.29) and a smaller, but significant, amount of the variance in continuance commitment (.04). We also found significant moderating effects of age, work experience, and career stage on these relationships. The article concludes with implications for psychological contract theory, organizational commitment theory, and management practice.