Reply to critics

This discussion responds to important questions raised about my theory of fairness in the global economy by Christian Barry, Charles Beitz, A.J. Julius and Kristi Olson. I further elaborate how moral argument can be ‘internal’ to a social practice, how my proposed principles of fairness depend on international practice, how I can admit several relevant conceptions of ‘harm’ and why my account does not depend on a problematic conception of societal ‘endowments’.     

授权赋能领导行为对员工内部人身份感知的影响:基于组织的自尊的调节作用

从组织投资的视角,研究授权赋能领导行为、内部人身份感知与组织公民行为之间的关系.通过问卷调查,搜集了一家企业146名主管和下属的配对数据.研究结果表明,领导授权赋能行为对员工内部人身份感知有积极的影响作用,同时,内部人身份感知在授权赋能领导行为和员工组织公民行为之间起到完全中介作用,同时,员工基于组织的自尊对内部人身份感知的中介效应起到调节作用.最后还讨论了未来的研究方向和实际应用的意义等内容.     

Why individuals in larger teams perform worse

Research shows that individuals in larger teams perform worse than individuals in smaller teams; however, very little field research examines why. The current study of 212 knowledge workers within 26 teams, ranging from 3 to 19 members in size, employs multi-level modeling to examine the underlying mechanisms. The current investigation expands upon Steiner’s (1972) model of individual performance in group contexts identifying one missing element of process loss, namely relational loss. Drawing from the literature on stress and coping, relational loss, a unique form of individual level process, loss occurs when an employee perceives that support is less available in the team as team size increases. In the current study, relational loss mediated the negative relationship between team size and individual performance even when controlling for extrinsic motivation and perceived coordination losses. This suggests that larger teams diminish perceptions of available support which would otherwise buffer stressful experiences and promote performance.     

Counselling in the workplace: How time‐limited counselling can effect change in well‐being

Background: Many employers provide counselling support on work and personal issues for their employees, but in times of economic pressure such services can be at risk if their effectiveness is not demonstrated. Aim: To evaluate whether time‐limited counselling in a workplace can effect sustained change in well‐being. Method: The study was carried out by a staff counselling team in a university setting. The Warwick‐Edinburgh Mental Well‐being Scale (WEMWBS) was completed by clients at the beginning and end of counselling, and at three and six months following. A non‐treatment comparison group completed the survey at the same intervals. Results: The results of our investigation show clearly that the effect of time‐limited counselling (average seven sessions) on distressed clients is positive. The evidence of our treatment group suggests that they acquire an increased sense of well‐being as a result of the experience of counselling with a significant statistical difference between pre‐and post‐counselling treatment group scores on the WEMWBS and consistently higher scores found post counselling. The improvement was maintained at the same level for at least six months following the end of counselling. Conclusions: The provision of time‐limited counselling by employers is an effective support for personal difficulties affecting work.     

Perceived coach-autonomy support, basic need satisfaction and the well- and ill-being of elite youth soccer players: A longitudinal investigation

Objectives

Drawing from the basic needs theory [BNT; Ryan, R. M., & Deci, E. L. (2002). An overview of self-determination theory. In E. L. Deci, & R. M. Ryan (Eds.), Handbook of self-determination research (pp. 3-33). Rochester, NY: University of Rochester Press], the major purpose of the present study was to test a hypothesized sequence of temporal relationships between perceptions of coach-autonomy support, basic need satisfaction and indices of well- and ill-being. A subsidiary aim was to ascertain the assumed mediational role of basic need satisfaction in explicating the perceived autonomy support and well-/ill-being relationships over time.

Design

A field-based longitudinal design was employed.

Methods

Participants (N = 54 males) from an elite youth soccer academy in the UK completed a multi-section questionnaire tapping the targeted variables on six occasions across two competitive seasons.

Results

Multi-level regression analyses revealed that perceptions of coach-autonomy support positively predicted within-person changes and between-person mean differences in basic need satisfaction and well-being over time. Satisfaction scores for the needs for competence and relatedness were found to predict within-person changes in subjective vitality. These same needs partially mediated the coach-autonomy support-subjective vitality link over the two seasons.

Conclusions

The findings partially support the tenets of BNT, and are discussed in terms of their practical application to participants involved in an elite youth sport setting.     

DRESSING TO IMPRESS: BELIEFS AND ATTITUDES REGARDING WORKPLACE ATTIRE

The purpose of this study was to examine individual differences in beliefs and attitudes regarding workplace attire including: the value placed on clothing, the impact of attire on workplace outcomes (e.g., promotions, raises), the effort and planning involved in dressing appropriately for work, how their clothing made them feel, and whether they used their attire to manage the impression of others in the workplace. Results from a sample of MBA students indicate that those who valued workplace attire used it to manage the impressions of others and believed that it positively impacts the way they feel about themselves and their workplace outcomes. Dressing to impress appeared to have particular utility for high self-monitors and those in management/executive positions. Women were found to be more interested in clothing and experienced more “appearance labor” when compared to men. Suggestions for future research are proposed.The authors wish to thank the University of Southern Indiana for its sponsorship of this research through a 2004 Faculty Research and Creative Work Award grant.     

医疗事故技术鉴定公正性初探

医疗事故技术鉴定是解决医患纠纷的重要环节,鉴定公正与否直接关系到医患双方的合法权益能否得到有效的保护,关系到社会的和谐与稳定。医疗事故技术鉴定在解决医患纠纷上发挥了积极的作用,但也存在一些缺憾。对目前鉴定的公正性进行了分析,并提出相应的对策。     

医院的社会责任:伦理学视角

讨论了评价医院管理行动的伦理框架,严峻的卫生形势,医院的社会责任,其中着重讨论参与全面建设小康社会;向社会提供公平的卫生保健服务;重建医患信托关系以及调整与企业关系防止利益冲突.     

Perceived Stress in Young Carers: Development of a Measure

We report the development of a 5-factor, 31-item, Young Carers Perceived Stress Scale (YCPSS) from an initial 50-item pool. The scale was developed and tested on 108 young carers aged between 12–18 years, and acceptable Cronbach Alpha values were obtained for the individual factors and the overall scale. In addition, both the overall scale and individual factors produced a pattern of correlations with social support, burden of care, psychological distress, and coping, supporting the initial validity and utility of the scale.