Exploring perspectives of well-being in Latina/o migrant workers

Migrant workers enter the United States to meet the agricultural labor needs of the US, seeking a better life and an escape from poverty. However, little is known about the factors that influence well-being in this population as they transition to a new society. The purpose of this study was to describe Latina/o migrant workers’ perceptions regarding the individual, communal, and contextual factors that influence their well-being. A community-based qualitative approach was taken to describe perceptions of well-being in the Latina/o migrant worker population. Focus groups and individual interviews were conducted with 12 South Florida Latina/o migrant workers using a semi-structured interview guided by the Developmental Systems Theory and Prilleltensky’s conceptualization of well-being. Conventional content analysis identified five themes: children as a point of connection, a mosaic of informal support, navigating a multi-stressed life context, awareness of lack of agency, and toward the promotion of well-being. This study is one of the first explorations of well-being in Latina/o migrant workers and includes recommendations for providers, researchers, and advocates.     

Justice distributive et critères de distributions financières : entre performance,allégeance et besoin des salariés

We examine the respective importance given to the five criteria of financial distributions: performance (individual and team work), individual needs, degree of allegiance/rebellion to hierarchical orders and the reason for this allegiance/rebellion (legalism vs opportunism). In total, 1315 participants were confronted with a specific case in which they had to advise a manager on the distribution of bonus among his employees. These employees were characterized by their respective individual performance, the performance of their team, one of the employees being also defined as being (or not) in financial need and to use to obey (or not) hierarchical orders. It is observed that the best performing employees are more rewarded, but each of the other criteria also have influence, both separately and with interactions.     

How does supervisor-focused procedural justice explain the effects of person-focused leadership? The moderating role of leader-referenced relational-self

This study examines how the supervisor-focused procedural justice (SPJ) mediates the effect of benevolent paternalistic leadership on supervisor-directed organizational citizenship behaviour (OCBS) across employees with different types of leader-referenced relational-self. We use leader identification and traditionality to operationalize the concept of leader-referenced relational-self. Significant three-way interaction effects in both the leadership-SPJ and the SPJ–OCBS relationships are found. The SPJ-mediated effect of benevolent paternalistic leadership on OCBS is significant among employees whose leader identification and traditionality range from average to high levels. The findings suggest that leader-referenced relational-self is more complex than leader identification. Limitations, the implications for theory, research, and practice are discussed.     

Perceived corporate ethical values and organisational justice in relation to employee commitment at a manufacturing company

This study investigated the relationship between employees’ perceptions of their organisation’s corporate ethical values and justice and their level of commitment. The study participants were 201 employees of a manufacturing company in the Democratic Republic of Congo (female = 32%%, general employees = 68%, mean years of service = 13 years; SD = 0.85 years). They completed measures on corporate ethical values, organisational justice, and organisational commitment. Findings following hierarchical regression indicated that employees’ perceptions of corporate ethical values and organisational justice significantly influence their affective and continuance organisational commitment. A work environment where a code of conduct is upheld and employees are treated fairly would encourage employees to extend their membership of the employing organisation.     

Justice in migration

The movement of people across borders is one of the most pressing issues of our time. Yet it is still unclear how migration should be regulated to be fair to the sending societies, the host societies and the individual migrant. What is at issue? Are we discussing migration from an ethical or from a political philosophical perspective, or both? Are we discussing migration from a global justice perspective or social justice perspective? Do we consider political legitimacy and democratic self-determination as part of our analysis? How should we balance demands of justice in immigration compared to those of emigration?     

The Effects of Moral and Pragmatic Arguments Against Torture on Demands for Judicial Reform

Torture can be opposed on the basis of pragmatic (e.g., torture does not work) or moral arguments (e.g., torture violates human rights). Three studies investigated how these arguments affect U.S. citizens' attitudes toward U.S.‐committed torture. In Study 1, participants expressed stronger demands for redressing the injustice of torture when presented with moral rather than pragmatic or no arguments against torture. Study 2 replicated this finding with an extended justice measure and also showed the moderating role of ingroup glorification and attachment. Moral arguments increased justice demands among those who typically react most defensively to ingroup‐committed wrongdoings: the highly attached and glorifying. Study 3 showed that the effect of moral arguments against torture on justice demands and support for torture among high glorifiers is mediated by moral outrage and empathy but not guilt.     

Being a good or a just teacher: Which experiences of teachers’ behavior can be more predictive of school bullying?

In two cross‐sectional questionnaire studies with N = 2,931 German students, aged between 12 and 17 years (M = 14.1, SD = 0.5), we investigated the relation between students’ bullying behavior and their personal belief in a just world (BJW). We considered students’ personal experience of teacher justice as a possible mediator in this relation and investigated whether the students’ experiences of their teachers’ classroom management explained bullying behavior in addition to personal BJW and teacher justice, while statistically controlling for sex and school type. In both studies, multilevel modeling results showed that the more students endorsed personal BJW and the more they evaluated their teachers’ behavior toward them personally as being just, the less likely they were to report that they bullied others. The students’ personal experience of teacher justice mediated the association of personal BJW with bullying. Furthermore, the students’ personal experience of classroom management significantly predicted bullying in addition to personal BJW and teacher justice. The observed relations were mainly significant at the individual level. The pattern of results persisted when we controlled for school type and when we considered student sex as a moderator. We discussed the adaptive functions of BJW and implications for future school research and practice.

     

Knowledge and availability

The mentioning of error-possibilities makes us less likely to ascribe knowledge. This paper offers a novel psychological account of this data. The account appeals to “subadditivity,” a well-known psychological tendency to judge possibilities as more likely when they are disjunctively described.     

Exploring the Interactive Effect of Time Control and Justice Perception on Job Attitudes

ABSTRACT

We investigated the associations between supervisor-related time control and two-job attitudes, and the moderating effects of distributive justice on these associations. A total of 505 full-time employees in Hong Kong responded to a structured telephone survey. The results showed that time control and perceived distributive justice were positively related to both job satisfaction and organizational commitment. More importantly, the positive relationships between time control and the two job attitudes were stronger when perceived distributive justice was high rather than low. These findings contrast with the typical buffering effects of organizational justice, in which perceived justice attenuates the beneficial effects of positive stimuli. Theoretical and applied implications of these findings are discussed.     

A socio-epistemological program for the philosophy of regulatory science

This paper presents a program of action for the philosophy of regulatory science, based on a general theory of social epistemology. Two candidates are considered. The first one, offered by Alvin Goldman, is not fit for our purposes because it is focused on a veritism incompatible with non-epistemic aims of regulatory science. The second, championed by Steve Fuller, sociologically investigates the existing means of producing knowledge, to modify them with the goal of obtaining democratic aims through action on a legislative meta-level. The program has been built upon this procedure, instantiated by the identification, characterization, and modification of epistemic policies.