MODERN LIBERALISM AND PRIDE An Augustinian Perspective

In “Toward an Augustinian Liberalism,” Paul Weithman argues that modern liberal institutions should be concerned with the political vice of pride as a threat to the neutral, legitimate use of public power that liberalism demands. By directing our attention to pride, Weithman attempts to provide an incentive to and foundation for an Augustinian liberalism that can counteract this threat. While Weithman is right to point to the centrality of pride in understanding the modern liberal tradition, an investigation of the early modern reflections on pride in politics reveals a deeper tension between Augustine and modern liberalism than Weithman's analysis acknowledges. This essay discusses this tension by focusing on Hobbes's account of pride and equality in the commonwealth, asking whether Hobbes can be understood as a thinker in the Augustinian political tradition. In order to provide a background on pride as a political vice, this essay contrasts Aristotelian magnanimity with Augustinian humility. Finally, Aquinas's attempt to reintroduce magnanimity into the Augustinian political tradition is considered as a more consistent development of Augustine's thought, thereby revealing more pointedly the tension between Augustine and modern liberalism. By way of conclusion, the possibility of deflating this tension is briefly addressed by considering Jean Bethke Elshtain's discussion of an Augustinian liberalism that does not rely upon a “secular” conception of human nature.     

Positive organizational behavior and safety in the offshore oil industry: Exploring the determinants of positive safety climate

Much research has now documented the substantial influence of safety climate on a range of important outcomes in safety critical organizations, but there has been scant attention to the question of what factors might be responsible for positive or negative safety climate. The present paper draws from positive organizational behavior theory to test workplace and individual factors that may affect safety climate. Specifically, we explore the potential influence of authentic leadership style and psychological capital on safety climate and risk outcomes. Across two samples of offshore oil-workers and seafarers working on oil platform supply ships, structural equation modeling yielded results that support a model in which authentic leadership exerts a direct effect on safety climate, as well as an indirect effect via psychological capital. This study shows the importance of leadership qualities as well as psychological factors in shaping a positive work safety climate and lowering the risk of accidents.     

Two neglected moral emotions in university settings: some data on pride and shame

Pride and shame, two moral emotions partially neglected by the literature, can also be categorised as achievement emotions, because of their salience within everyday school and academic life. Our aims were to explore whether they are organised in a setting-specific manner and whether they differ in two settings, learning exam-relevant material and taking exams. Five hundred and forty university students evaluated pride and shame related to the two settings. A confirmatory multitrait-multimethod analysis (MTMM) indicated higher salience of type of emotion rather than type of setting; however, the structure of pride and shame was best explained when also type of setting was accounted for. A repeated-measure analysis of variance revealed higher levels of the positive emotion compared to the negative emotion, with the latter higher for the evaluative setting. Findings are discussed in light of their theoretical and applied relevance.     

Italian American Ethnic Identity Persistence: A Qualitative Study

This study explores the persistence of ethnic identity among second- and fourth-generation Italian American emerging adults. In particular, the relational and college influences affecting its development were examined. The findings indicate that a distinct Italian American ethnic identity persists in this population, although it evolves with distance from the immigrant generation. We found that Italian American identity is relationally dynamic and shaped by many factors, most notably, family ethnic socialization, peer relationships, college experiences, ethnic pride, exposure to Italian culture, and life transitions. These findings extend our understanding of the cyclical nature of ethnic identity development within a specific ethnic group and the unique cultural forces shaping the identity of Italian Americans.     

Perfectionism and Self‐conscious Emotions in British and Japanese Students: Predicting Pride and Embarrassment after Success and Failure

Regarding self‐conscious emotions, studies have shown that different forms of perfectionism show different relationships with pride, shame, and embarrassment depending on success and failure. What is unknown is whether these relationships also show cultural variations. Therefore, we conducted a study investigating how self‐oriented and socially prescribed perfectionism predicted pride and embarrassment after success and failure by comparing 363 British and 352 Japanese students. Students were asked to respond to a set of scenarios where they imagined achieving either perfect (success) or flawed (failure) results. In both British and Japanese students, self‐oriented perfectionism positively predicted pride after success and embarrassment after failure, whereas socially prescribed perfectionism predicted embarrassment after success and failure. Moreover, in Japanese students, socially prescribed perfectionism positively predicted pride after success and self‐oriented perfectionism negatively predicted pride after failure. The findings have implications for our understanding of perfectionism, indicating that the perfectionism–pride relationship not only varies between perfectionism dimensions but may also show cultural variations. Copyright © 2012 John Wiley & Sons, Ltd.     

Genetic engineering and contemporary democratic theory

Genetic engineering is discussed in relation to contemporary theories of individual rights, such as natural rights and liberalism, and theories of societal good, such as utilitarianism and the public interest. The social responsibility to future generations is explored. Different rationales for justifying limitations on reproductive rights are presented and discussed.     

Three Types of Self-Respect

According to John Rawls, self-respect is the most important of the primary goods and is essential for the construction of the just society. Self-respect, however, remains a concept which is inadequately theorised, being closely linked to other concepts such as dignity, shame, pride, autonomy and security. Most usually self-respect is considered to be just the self-reflection of the respect we receive from others. In this paper I argue that self-respect consists of both a self-evaluative and a social reflexive element. Using Darwall’s distinction between two types of respect as a building block, I argue that it is worth considering self-respect as having three dimensions. Broadly these are human recognition, status recognition and appraisal.     

Supervisors’ relational transparency moderates effects among employees’ illegitimate tasks and job dissatisfaction: a four-wave panel study

Despite repeated calls for the inclusion of leadership in research on illegitimate tasks, little is known about what supervisors can actually do to mitigate negative effects of illegitimate tasks. We propose transparent leadership behavior as an effective means that buffers detrimental effects of illegitimate tasks. We further propose reciprocal effects between illegitimate tasks and job dissatisfaction. Based on a short panel study with four surveys across four consecutive weeks, data of 347 employees were analyzed using multiple group structural equation models. For the two facets of illegitimate tasks, results were more consistent for unnecessary than for unreasonable tasks. We found main and moderating effects in both the normal causal and the reversed causal direction for unnecessary tasks, with more consistent main effects in the reversed direction and stronger moderating effects in the normal direction: Job dissatisfaction rather led to unnecessary tasks than vice versa; while high transparency particularly buffered the effects of unnecessary tasks on job dissatisfaction. Thus, by means of transparent leadership behavior, supervisors are able to effectively intervene in the vicious circle between illegitimate tasks and employees’ job dissatisfaction and thereby benefit working conditions for leaders and followers alike.