Taboo Trade-offs: Reactions to Transactions That Transgress the Spheres of Justice

Taboo trade-offs violate deeply held normative intuitions about the integrity, even sanctity, of certain relationships and the moral-political values underlying those relationships. For instance, if asked to estimate the monetary worth of one's children, of one's loyalty to one's country, or of acts of friendship, people find the questions more than merely confusing or cognitively intractable: they find such questions themselves morally offensive. This article draws on Fiske's relational theory and Tetlock's value pluralism model: (a) to identify the conditions under which people are likely to treat trade-offs as taboo; (b) to describe how people collectively deal with trade-offs that become problematic; (c) to specify the conceptual components of moral outrage and the factors that affect the intensity of reactions to various explicit trade-offs; (d) to explore the various strategies that decision-makers—required by resource scarcity and institutional roles to confront taboo trade-offs—use to deflect the wrath of censorious observers; (e) to offer a method of dispute resolution based on pluralism.     

公正：城市反贫困的伦理标准

公正是人类社会追求的永恒价值理想 ,也是社会发展过程中需要妥善处理的一个难点问题。随着中国社会转型进程的日益加快 ,社会各阶层贫富差距的不断拉大 ,公正原则受到社会现实的极大挑战 ,公正原则的普遍实现与否 ,将决定我国城市反贫困工作的成败。基于上述理由 ,笔者从公正的制度化基础、公正的基本原则和公正原则实现的条件等几方面阐述如何以公正为伦理标准来推进城市反贫困工作。     

La justice organisationnelle comme levier pour promouvoir la qualité de vie au travail

The goal of this study is to show the relevance of organizational justice principles in interventions to prevent psychosocial risks. Following an introduction identifying organizational justice as a predictor of health and quality of work life, we illustrate its application to a diagnosis and an intervention for hospital staff. The responses of 685 employees to a questionnaire identified a lack of support and justice by managers; thus, sensitivity to organizational justice was incorporated into a training program on management and psychosocial risks. A quasi-experiment in which hospital staff participated revealed a beneficial effect of the manager training on justice perceptions of the staff, confirming in part our hypotheses. The illustration in our study of the benefits of using justice principles in manager training offers new perspectives for promoting quality of life at work and reducing psychosocial risks.