Explaining the Feelings of Justice

Philosophical theories about justice feelings and axiological feelings generally suffer from the fact that they look for simple criteria of justice, legitimacy, fairness. For this reason, they appear as of little help to account for the findings from sociological empirical studies. Weber's notion of "axiological rationality" can be interpreted as suggesting a "cognitivist" theory of axiological feelings. According to this theory, the causes responsible for the fact that a social actor endorses an axiological statement would not be basically different from the causes responsible for his endorsement of a representational statement. He would endorse the statement "X is fair" as he endorses "X is true", because these statements appear to him as grounded on strong reasons, though he may not perceive these reasons explicitly. This cognitivist theory was used by analysts of collective moral sentiments, as Adam Smith, before Max Weber. A careful examination of two empirical studies shows that the cognitivist theory can make the observational findings more easily understandable. The "cognitivist theory" eliminates the weaknesses of the major general philosophical and sociological theories of axiological feelings. It shows notably that these feelings can be context-dependent without this contextuality making them irrational. This theory includes two major principles: that instrumental rationality does not overlap with rationality shortly; that there are no simple criteria of "fairness", "legitimacy", etc.     

Perception of Injustice as a Predictor of Support for Workplace Aggression

In order to determine the relationship between perceptions of injustice and support for workplace aggression, 139 subjects were presented with four scenarios representing different levels and types of injustice. Subjects then responded to an eight-item aggression scale. Support for aggressive behavior across the scenarios generally corresponded to the amount and type of perceived injustice; a procedural injustice scenario was perceived as the most unjust and led to the most support for aggression. Although the interpersonal and distributive injustice scenarios were seen as virtually identical in terms of injustice, there was significantly more support for aggression with interpersonal injustice. The strongest predictor of support for aggression in the justice scenarios, however, was simply the degree of support for aggression in a neutral, or control, scenario. It is suggested that employers need to be concerned both about fair and courteous relations with employees and also with identifying generally aggressive employees.     

流动儿童认同整合与歧视知觉的关系：社会支持和应对方式的作用

采取整群抽样方法对来自北京市、山东省的1307名流动儿童进行问卷调查,探讨流动儿童感受到的歧视对其认同整合的影响,以及应对方式和社会支持在其中所起的作用。结果表明：（1）流动儿童感受到了一定程度的歧视,认同整合水平良好;（2）流动儿童的歧视知觉会对其认同整合产生消极影响,歧视知觉越高,认同整合水平越低;歧视知觉也通过应对方式和社会支持对流动儿童的认同整合产生显著的影响;（3）社会支持不仅在歧视知觉对认同整合的关系中起到了显著的部分中介作用,社会支持还又在应对方式和认同整合之中起到了显著的部分中介作用。     

内部人身份感知对员工创新行为的影响——创新自我效能感和遵从权威的作用

通过对325名员工及其领导的配对问卷调查,探讨内部人身份感知对员工创新行为的作用机制。研究发现:内部人身份感知与创新行为显著正相关;内部人身份感知与创新自我效能感显著正相关;创新自我效能感部分中介了内部人身份感知对创新行为的影响;遵从权威对创新自我效能感与创新行为之间的关系具有负向调节作用;遵从权威调节了创新自我效能感在内部人身份感知与创新行为之间的中介作用。     

工作场所中越轨行为的定义、特性与分类体系解析

在文献回顾的基础上,系统整理、分析了越轨行为的定义、工作场所中越轨行为的特性和分类体系3个问题,并提出如下建议：（1）应当高度重视工作场所中越轨行为的研究;（2）工作场所中的越轨行为可以定义为“组织成员有意采取的针对其他组织成员或组织财物、且违反组织重要的主流规范的行为,其结果在客观上会出现共赢、损人利己、损己利人和损人损己4种情形”;（3）应当建立和完善符合中国国情的工作场所越轨行为分类体系。     

Vérification de la structure factorielle et de la fiabilité des preqis en France et test d’un modèle de prédiction de l’attachement au quartier : une étude sur un échantillon parisien

This paper has two aims: testing the Perceived Residential Environment Quality Indicators (PREQIs’, Bonaiuto et al., 2003) factorial structure and reliability in the French context and testing a three-level model where more specific PREQIs cover the first level, more molar PREQIs about pace of life (i.e., the attribution of qualities such as stimulating vs. boring and relaxing vs. distressing) cover the second level, and neighbourhood attachment represents the final outcome variable. Participants (n = 383) were residents of Paris who filled in a questionnaire including the French version of the extended PREQIs and Neighbourhood Attachment (NA) scales (Bonaiuto et al., 2006). PREQIs are validated in France with 139 items and 19 indicators (plus one indicator composed of 8 items for place attachment). The path analysis model presents an indirect connection between some PREQIs and NA via pace of life indicators, which are influenced by PREQIs and are directly associated to NA. More specifically, different PREQIs affect different pace of life dimensions: the perception of a more relaxed neighbourhood is associated to a high quality of design features, environmental health, and safety, whereas the perception of a more stimulating neighbourhood is connected to the presence of human activities and services.     

Effect of a spiritual retreat on perceived stress of Nigerian Catholic immigrant sisters in the United States

Stress among immigrants may be due to loss of familiar environment and experience of discrimination. Spiritual retreats may be one way to manage stressful life situations. The present study examined whether participation in a six-day spiritual retreat results in changes in perceived stress and whether changes in perceived stress depend on participant’s demographic characteristics. A total of 88 Nigerian Catholic immigrant sisters completed the Perceived Stress questionnaire pre-retreat, day three, and immediately after a spiritual retreat. Friedman Two-way ANOVA by rank was used to determine if there are mean changes in perceived stress over the three-time period, while Kruskal–Wallis ANOVA was used to determine if there were demographic differences in perceived stress. There were no differences in perceived stress at baseline, but there was a significant reduction in perceived stress at Time 2 and 3. There were no differences in perceived stress for the demographic variables except age.     

Psychological contract breach and workplace deviance: Does emotional intelligence matter?

This study investigated the influence of emotional intelligence on the relationship between psychological contract breach and workplace deviance with feelings of violation. The participants were 232 employees of a Nigerian public sector organisation (125 males and 107 females). The employees completed measures of workplace deviance, psychological contract breach, feelings of violation, and emotional intelligence. Results of the moderated hierarchical multiple regression analysis indicated that psychological contract breach was positively related to feelings of violation and workplace deviance. Emotional intelligence significantly buffered the negative effect of psychological contract breach on feelings of violation and workplace deviance. This implies that emotionally intelligent employees who perceived contract breach are less likely to experience feelings of violation and engage in workplace deviance. Emotional regulation appears to reliably moderate between breach-outcome relationships.     

Performance-Enhancing Drugs,Sport, and the Ideal of Natural Athletic Performance

The use of certain performance-enhancing drugs (PED) is banned in sport. I discuss critically standard justifications of the ban based on arguments from two widely used criteria: fairness and harms to health. I argue that these arguments on their own are inadequate, and only make sense within a normative understanding of athletic performance and the value of sport. In the discourse over PED, the distinction between “natural” and “artificial” performance has exerted significant impact. I examine whether the distinction makes sense from a moral point of view. I propose an understanding of “natural” athletic performance by combining biological knowledge of training with an interpretation of the normative structure of sport. I conclude that this understanding can serve as moral justification of the PED ban and enable critical and analytically based line drawing between acceptable and nonacceptable performance-enhancing means in sport.     

The propagation of everyday prosociality in the workplace

Prosocial behaviors typically benefit those who perform them but can create mixed emotions in recipients. Yet, how does prosociality affect the well-being of those who merely observe it? The current study aimed to answer this question by experimentally prompting employees to perform prosocial acts at work (Givers), be the recipient of such acts (Receivers), or to do neither (Observers). Our focus was on everyday prosociality, which involves kind acts directed at those in one’s social circle, rather than at individuals in need. Social proximity to Givers, but not Receivers, positively predicted boosts in well-being. Indeed, social proximity to Receivers was associated with a nonsignificant trend toward decreased well-being. However, both social proximity to Givers and social proximity to Receivers predicted increases in prosocial behavior among Observers. These results suggest that prosocial behavior and its emotional benefits propagate through social networks, particularly for those in close social proximity to prosocial actors.