企业中的道德决策

企业道德决策研究主要关注个体如何进行道德决策,以及哪些因素影响企业中的道德决策这两个基本问题。首先介绍企业道德决策的主要理论模型;然后简要总结实证研究的研究方法和基本结论;最后分析以往研究中存在的问题,并展望我国的企业道德决策研究     

Inner-City African American Parental Involvement in Children's Schooling: Racial Socialization and Social Support from the Parent Community

Parents (n = 161) and teachers (n = 18) from an urban elementary school serving primarily African American children completed questionnaires regarding racial socialization, social support, and involvement in activities that support youth educational achievement at home and school. Parental reports of racism awareness, and contact with school staff were significantly correlated with parent reports of at-home involvement and at-school involvement. Parent reports of social support from the parent community were significantly related to at-home involvement only. Relative to teacher reports, parents reported more formal contacts with school staff, and higher levels of racism awareness, religiosity, and African American cultural pride. Teachers and parents agreed on school climate and parental levels of at-home and at-school involvement. The results suggest that racial socialization processes are related to parent involvement in children's schooling and that increased efforts are needed to bridge a cultural gap between parents and teachers in inner-city communities.     

Climate change,justice and the right to development

The primary human rights documents of the United Nations claim that every human has a right to development, a right that also includes continuous improvement of each person's living conditions. On one interpretation, this implies a right to a never-ending improvement of living conditions. According to the author, this interpretation faces several counterintuitive implications. First, it seems reasonable that we cannot have a right to improvement without regard to environmental sustainability; improvements must instead focus on well-being, a concept that is partially unrelated to material improvements. Second, if development is a human right, there are several distributional problems with this right. The paper discusses three different responses to the idea that everybody has a right to continuous improvement and concludes that the best solution is to reject the idea that everyone has such a right. This does not imply that we must reject a right to a certain minimum level of well-being; it just means that this right cannot include claims for never-ending improvement.     

The Dark Triad and competitive psychological climate at work: A model of reciprocal relationships in dependence of age and organization change

ABSTRACT

Integrating an interactionist model of personality development, the cumulative continuity model of personality development, and selection–evocation–manipulation theory, the present study analysed reciprocal relations of the Dark Triad common core and its sub-traits of narcissism, psychopathy, and Machiavellianism with competitive psychological climate. Moreover, within a large (N = 1,185) and longitudinal sample of employees from Germany, latent cross-lagged panel analyses were applied to analyse the moderating roles of age and organization change (i.e., organizational turnover). Overall, results revealed positive reciprocal relations between the Dark Triad common core, its sub-traits, and competitive psychological climate. The Dark Triad common core and Machiavellianism were more stable within the older (50–59 years) compared to the younger (25–34 years) age group. However, we found no age differences for the relation between competitive psychological climate and change in the Dark Triad common core or its sub-traits. Among employees who changed organizations, the Dark Triad common core, narcissism, and psychopathy were more strongly positively related to the change in competitive psychological climate than in the non-change group. This suggests stronger selection compared to evocation–manipulation effects for individuals with high values in the Dark Triad common core, narcissism, and psychopathy, but not for Machiavellianism.     

Transformational and transactional leaderships,empowerment climate,and innovation performance: A multilevel analysis in the Chinese context

Innovation through creativity is an important factor in the success and competitive advantage of organizations. Theory and research suggest that both leadership and organizational climate have important consequences for individual creativity. However, researchers have rarely considered the interactive effects of leadership and organizational climate. This study taking a “Substitute for Leadership” perspective, develops and tests the idea that empowerment climate affect the relationship between leadership and followers' creative performance. Data were collected from 93 teams, including 465 team members and 93 team supervisors, in a large multinational company based in China. Hierarchical linear modelling was used to examine the hypothesized cross-level model. As expected, transformational leadership and team empowerment climate were positively related to subordinates' creative performance and transactional leadership was negatively related to subordinates' creative performance. In addition, the relationship between leadership and subordinates' creative performance was moderated by team empowerment climate. The study resulted in the implication of several major variables for explaining individual creativity in the Chinese context.     

Is service climate strength beneficial or detrimental for service quality delivery?

This study examines whether climate strength has a direct, moderating, or curvilinear effect in the relationship between service climate and customer service quality perceptions. To this end, we carried out cross-sectional and lagged empirical studies in the Spanish hospitality sector. Our cross-sectional results confirmed that high climate strength in managerial practices fosters a positive impact of managerial practices on customer service quality evaluations. However, other results related to customer orientation of services question the idea that service climate strength is always a precursor of service quality. High climate strength in customer orientation enhanced the negative relationship between customer orientation and functional service quality in a cross-sectional study, and between customer orientation and relational service quality in a lagged study. In addition, an examination of curvilinear effects of climate strength revealed an inverted U-shaped relationship between climate strength in customer orientation and relational service quality over time. The article concludes with a discussion of these results.     

Can Perceptions of Supervisor-Related Ethical Climate Influence How High-Impression Managers Admit Past Unethical Behavior?

In this study, we investigated how the perceptions of ethical climate as it relates to supervisor behavior and impression management are related to admission of past unethical behavior in a sample of Canadian Army personnel. We expected that among respondents who perceive less ethical supervisor-related climate, the relationship between Impression Management (IM) and the admission of past unethical behavior should be significant and positive. In contrast, among respondents who perceive a more ethical supervisor-related climate, the relationship between IM and self-report past unethical behavior should be weak or nonsignificant, and the frequency of admission of past unethical behavior should be low. Although moderation occurred, it was not as hypothesized. IM predicted admission of having obeyed, or witnessed others obey an unlawful command when perceptions of supervisor-related ethical climate were low, and not when perceptions of supervisor-related ethical climate were high. However, higher (vs. lower) impression managers admitted less past unethical behavior, regardless of their perceptions of supervisor-related ethical climate. These results suggest that high impression managers do not admit to having obeyed or witnessed others obey an unlawful command in the past, regardless of their perceptions of the ethical climate as it relates to supervisor behavior.     

Middle School as a Developmental Niche for Civic Engagement

The present study investigated how school climate, school connectedness and academic efficacy beliefs inform emergent civic engagement behaviors among middle school youth of color. These associations were examined both concurrently and longitudinally using a developmentally appropriate measure of civic engagement. Data were drawn from two subsamples of a larger study of social/emotional development in middle school (cross‐sectional sample n = 324; longitudinal sample n = 232), M = 12 years old, 46 % female, 53 % male. Forty‐two percent (42.2 %) of the sample self‐identified as African American, 19.8 % as Multiracial or Mixed, 19.4 % as Latino, 11.6 % as Asian American or Pacific Islander, 11.6 % identified as Other, and 5.2 % as Native American. The study tested and found support for a latent mediation model in which more positive perceptions of school climate were positively related to school connectedness, and this in turn, was positively associated with civic engagement; school climate was also positively associated with academic‐self‐efficacy beliefs, but such beliefs did not mediate the climate‐civic engagement association. Implications for future research and practice are discussed.     

Competition,autonomy, and prestige: Mechanisms through which the Dark Triad predict job satisfaction

Organizational researchers increasingly recognize the need to consider the Dark Triad traits (i.e., psychopathy, Machiavellianism, and narcissism) when explaining undesirable work outcomes (e.g., counterproductive behaviors). However, little research has focused on the motivations of those who actually hold the traits. In this study (N = 361) we examined how the Dark Triad traits predispose individuals to perceive situations as competitive, prestigious, and comprised of restrictions (i.e., autonomy) which differentially predict job satisfaction. Individuals high on psychopathy and Machiavellianism perceived their workplaces as competitive, whereas individuals high on narcissism perceived their workplaces as prestigious and with fewer restrictions. Sex differences in perceptions were fully mediated by psychopathy and Machiavellianism. We discuss our results from an Evolutionary Industrial/Organization Psychology framework.