Towards a Perfectionist Response to Ethical Conflict

This paper argues for a pluralist perfectionist response to ethical conflict. This sets for states and their public schools the task of helping people adjudicate conflicts between ethical orientations and of promoting or discouraging particular conceptions of a good life. The aim of deliberation is mutual ethical recognition and growth, judged against a thick yet universally shared conception of human flourishing. The political justification of perfectionism is that it provides a better defense against repression and discrimination than state neutrality on issues of the good life. The paper addresses liberal concerns and counters claims that adjudication threatens human relationships.     

Conceptualizations of Fair Play: A Factorial Survey Study of Moral Judgments by Badminton Players

There is much discussion in sports on whether certain behavior should be considered Fair Play. This moral judgment on Fair Play is influenced by the conceptualization of the term Fair Play as either “respect for the rules” or “respect for the spirit of the game,” as well as by other determinants. To uncover the moral judgment of athletes and which conceptualization of Fair Play dominates in practice, a factorial survey approach is used. The act and the level of the match played a role in the judgment, as well as the gender of the athlete. Our results showed that both conceptualizations “respect for the rules” and “respect for the spirit of the game” were important in this judgment, with the spirit conceptualization being more dominant.     

A Time-Lagged Study of the Relationship Between Big Five Personality and Ethical Ideology

Our objective is to examine the effects of Big Five personality traits on ethical ideologies using a time-lagged design of 406 employees of higher education institutions in Pakistan. Based on low/high idealism versus relativism, we investigate the conceptual linkage between each of the personality traits and moral philosophy. The results illustrate that extraversion and openness to experience believed on subjectivism moral philosophy, agreeableness believed on situationism, and neuroticism believed on absolutism moral philosophies. In addition, contentiousness believed on exceptionism moral philosophy. Furthermore, managerial implications and future research directions are suggested.     

Perceived ethical leadership: Its moderating influence on employees’ organisational commitment and organisational citizenship behaviours

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.     

Workplace ethics culture and work engagement: The mediating effect of ethical leadership in a developing world context

This study examined the mediating effect of ethical leadership on the relationship between workplace ethics culture and work engagement among employees in a railway transport organisation in the Democratic Republic of the Congo (DRC). The sample consisted of permanently employed staff in a railway organisation in the DRC (n = 839; females = 32%). The employees were required to complete the Ethical Leadership Scale (ELS), the Ethical Corporate Virtue model (ECV) and the Utrecht Work Engagement Scale (UWES). Mediating regression analyses were conducted to predict work engagement from workplace ethics culture, partialling out ethical leadership. The results show that workplace ethics culture had a significantly positive effect on work engagement. The results further indicated that workplace ethics culture, through the mediation of perceived ethical leadership, had a significantly positive effect on the work engagement dimensions of vigour, dedication and absorption. The findings provide evidence that ethical leadership plays a crucial role in shaping workplace ethics culture and employees’ level of work engagement in an emerging country work setting.     

Deleuze and Naturalism

Abstract

Against the tendency to regard Deleuze as a materialist and a naturalistic thinker, I argue that his core philosophical writings involve commitments that are incompatible with contemporary scientific naturalism. He defends different versions of a distinction between philosophy and natural science that is inconsistent with methodological naturalism and with the scientific image of the world as a single causally interconnected system. He defends the existence of a virtual realm of entities that is irreconcilable with ontological naturalism. The difficulty of reconciling Deleuze’s philosophy with ontological naturalism is especially apparent in his recurrent conception of pure events that are irreducible to their incarnation in bodies and states of affairs. In the last section of this essay, I canvass some of the ways in which Deleuze’s thought might be reconciled with a more liberal, pluralist and ethical naturalism that he identified in an early essay on Lucretius.     

绩效考核满意度对工作退缩行为的影响:有调节的中介效应

绩效考核满意度对员工工作行为的影响和作用机制一直是组织行为领域研究的重点。本研究采用《绩效考核满意度量表》、《在职行为量表》等研究工具,抽取419名在职员工,考察绩效考核满意度与工作退缩行为之间的关系以及组织公平感、道德型领导在其二者关系上的作用机制。结果发现:(1)绩效考核满意度与工作退缩行为之间存在显著负相关。(2)道德型领导调节绩效考核满意度和组织公平感之间的关系。(3)道德型领导调节绩效考核满意度和工作退缩行为之间的关系。(4)道德型领导和绩效考核满意度的交互作用通过分配公平、程序公平影响工作退缩行为。     

中国共产党执政伦理理念初探

执政伦理是执政主体的执政行为的规范体系 ,主要包括执政伦理理念、执政制度伦理、执政主体的道德品质三个方面。执政伦理理念是对如何规范执政主体的执政行为的理性认识 ,是指导执政伦理建构和实践的思想价值基础。立党为公、执政为民、以人为本 ,作为中国共产党执政伦理理念的核心。     

Trends in Ethical Complaints Leading to Professional Counseling Licensing Boards Disciplinary Actions

This article presents findings of a content analysis of the types of ethical violations that led to disciplinary actions (N = 936) across state counseling licensing boards for professional counselors during the time frame of 2010 to 2014. The most frequent types of ethical violations included failure to acquire the appropriate amount of continuing education, dual relationships (sexual and nonsexual), and misrepresentation of credentials. Implications of the findings and future research needs are discussed.     

Linking daily ethical leadership to followers’ daily behaviour: the roles of daily work engagement and previous abusive supervision

The aim of this study was to advance literature on ethical leadership towards its day-level application. Daily ethical leadership is defined as ethical leadership behaviours a leader exhibits on a given day. Beneficial effects of daily ethical leadership on daily helping behaviour and daily counterproductive work behaviour via daily work engagement were examined. Furthermore, yesterday’s abusive supervision was postulated to moderate the impact of today’s ethical leadership on work engagement indicating moderated mediation. The relationship between daily ethical leadership and daily work engagement should be stronger when previous abusive supervision was high. This model was tested using an experience sampling methodology spread over 5 working days. The sample consisted of 241 employees from different organizations. Results supported the beneficial indirect impact of daily ethical leadership on daily helping through strengthening daily work engagement. The indirect effect was non-significant for daily counterproductive work behaviour. Consistent with theoretical assumptions, both indirect effects were strongest with high previous abusive supervision and diminished when previous abusive supervision was low. Implications for leadership research and managerial practice are discussed.