Contributors to this issue

Geoffrey Blowers
Francis X. Charet
Terence Dawson
David Hewison
John Izod
William E. Kotsch
Patricia Michán
Joe Redfearn
Julieta Besquin Rubinstein
Mara Sidoli     

Reviews

Rottschaefer, William A. The Biology and Psychology of Moral Agency
Mccutcheon, Russell T. Manufacturing Religion: The Discourse on Sui Generis Religion and the Politics of Nostalgia
Drengson, Alan The Practice of Technology: Exploring Technology,Ecophilosophy, and Spiritual Disciplines for Vital Links
Burrell, David B. and Mcginn, Bernard (eds.) God and Creation: An Ecumenical Symposium     

企业伦理:意涵及其功能

企业伦理从日常伦理衍生而来,但也具有自身的场域逻辑;企业伦理主要涵括企业之于社会系统的责任伦理和企业中“利益相关者”之间的职业伦理;企业伦理的功能渐次演绎为“约束效用”、“工具效用”以及“价值效用”;在一定情境下,企业伦理与其组织功效、经济绩效其实还存在着一种“兼容性”。     

Negative hallucinations,dreams and hallucinations: The framing structure and its representation in the analytic setting

This paper explores the meaning of a patient's hallucinatory experiences in the course of a five times a week analysis. I will locate my understanding within the context of André Green's ideas on the role of the framing structure and the negative hallucination in the structuring of the mind. The understanding of the transference and countertransference was crucial in the creation of meaning and enabling the transformations that took place in the analytic process. Through a detailed analysis of a clinical example the author examines Bion's distinction between hysterical hallucinations and psychotic hallucinations and formulates her own hypothesis about the distinctions between the two. The paper suggests that whilst psychotic hallucinations express a conflict between life and death, in the hysterical hallucination it is between love and hate. The paper also contains some reflections on the dramatic nature of the analytic encounter.     

Changes in the Frequency of Coworker Incivility: Roles of Work Hours,Workplace Sex Ratio,Supervisor Leadership Style,and Incivility

Previous research has identified individual characteristics that affect experiences of coworker incivility. However, much less is known about environmental characteristics that affect these experiences. Drawing on the social learning theory and the frustration–aggression hypothesis, this study examined the effects of supervisor incivility and work hours on coworker incivility. Data collected from 692 full-time employees showed that changes in the frequency of supervisor incivility positively predicted changes in the frequency of coworker incivility over the next 6-month period. This relationship tended to be stronger for employees who had a supervisor lower rather than higher in the levels of autocratic leadership style. Furthermore, changes in work hours positively predicted changes in coworker incivility. The workplace sex ratio was not an important factor that differentiated experiences of coworker incivility for either men or women. The results of this study highlight the importance of attending to the environmental characteristics of the workplace to understand the occurrence of coworker incivility.     

Within-individual relations of emotional,social, and work self-efficacy beliefs to organizational citizenship behaviors

Organizational citizenship behaviors (OCBs) represent a specific class of prosocial behaviors observable in the organizational environment. This study examined the longitudinal relations among regulatory emotional, social and work self-efficacy beliefs, and their relations to Organizational Citizenship Behaviors directed at specific individuals (OCBIs) at work, using a Latent State-Trait Model with Autoregressive effects (LST-A). The LST-A decomposes variance into trait, autoregressive, and occasion-related components, and allowed for testing of all hypotheses at the within-worker level. The model was tested using longitudinal data from N = 562 italian workers. Results supported the hypotheses that both social and work self-efficacy fully mediated the longitudinal relations between regulatory emotional self-efficacy in managing negative emotions at work and OCBIs. Theoretical and practical contributions of the findings are discussed.     

Jealousy at work: The role of rivals’ characteristics

The present study examined rival characteristics that may evoke jealousy in the workplace, differences between men and women in this regard, and the relationship between jealousy responses and intrasexual competitiveness and social comparison orientation. Participants were 426 male and female employees. By means of a questionnaire, participants were presented with a jealousy‐evoking scenario after which jealousy responses to 24 rival characteristics were assessed. Findings showed that a rival's social communal attributes evoked highest levels of jealousy, and that, compared to men, women reported more jealousy in response to a rival's physical attractiveness. Overall, as individuals had higher scores on intrasexual competitiveness and social comparison orientation, they also experienced more jealousy in response to their rival, regardless of his or her characteristics. These findings suggest that those characteristics that are highly valued in employees may backfire when employees perceive co‐workers as rivals.     

Dehumanization of dirty workers and attitudes toward social support

In lay perception, dirty work is a type of labor that degrades human dignity. Work can be perceived as dirty on three bases: social (related to the subordinate position or associated with contact with stigmatized people), physical (related to direct contact with garbage and waste), and moral (related to jobs considered sinful, dubious, or defying social norms). “Dirty” stigma makes workers objects of dehumanization and discrimination, in particular, people distance themselves from dirty workers and are not ready to help and support them. In the experimental study (N = 340), we investigated how certain types of dirty workers are dehumanized compared to nondirty workers and the indirect effect of the type of dirty work on attitudes toward the social support of dirty workers via animalistic (attribution of uniquely human traits) and the mechanistic (attribution of human nature traits) dehumanization. The results show that individuals are willing to offer more social support to a low status but not dirty worker rather than to social or moral dirty workers. At the same time, less social support is provided to nondirty than to physical dirty worker. Animalistic and mechanistic dehumanization mediates the relationship between the types of dirty work and the attitudes toward social support. In particular, less dehumanization leads to more positive attitudes toward social support. The limitations and future directions of the obtained results are discussed.