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931.
Na Yoon Kim 《The Journal of social psychology》2020,160(2):216-235
ABSTRACTThis paper examines how individuation, a view that organizational members are all unique individuals, induces a perception of psychological safety and how perception of psychological safety, in turn, increases one’s organizational identification. Results from 66 respondents in Study 1 provided first support for the proposed mechanism. In Study 2, data collected from 176 employees in work organizations also provided evidence for this mediation model. It was found in both studies that individuation has a significantly positive association with the perception of psychological safety such that the more employees view individual members of the organization as unique individuals, the more likely they perceive that their organization is a safe environment for self-expression. Furthermore, perception of psychological safety was found to serve as a mediator linking individuation and organizational identification. 相似文献
932.
Matthew D. Novak Abigail L. Blackman Tyler G. Erath Florence D. DiGennaro Reed 《Journal of the experimental analysis of behavior》2020,113(1):172-186
Organizational settings are replete with changing stimulus contexts and contingencies, which makes relapse a particularly relevant framework for understanding the ways in which controlling stimuli influence employee responding. The purpose of the current study was to develop a translational model to assess renewal of desirable behavior in a simulated workplace with neurotypical adults. Experiment 1 assessed renewal of desirable behavior using a computerized check processing task. Experiment 2 extended the findings and the translational utility of the experimental arrangement to implementation of a behavior-analytic teaching procedure. Results across both experiments demonstrated renewal of desirable behavior. Overall, the current methodology and findings extend the human operant literature on renewal and demonstrate a translational model that brings together operant renewal and organizational behavior management. 相似文献
933.
Ethics has emerged as one of the most critical issues facing organizations. Given its importance, an extensive literature has evolved to understand the causes and consequences of (un)ethical decision making and behaviors in organizations. To date, much of this research has relied on research methods (e.g., experiments) that emphasize internal validity and control over external validity and generalizability. Although very informative, such studies frequently utilize samples that are not representative of working adults and their designs often fail to capture the contextual complexity that defines the day-to-day realities of organizational life. In this light, this special issue of Personnel Psychology encouraged scholars to investigate ethics within organizations and to offer rich theoretical explanations for why ethical failures and successes occur. The articles in this special issue address this important research agenda and make significant contributions to our understanding of ethics in organizations. Our introduction synthesizes these works, provides an overview of issues facing the broader behavioral ethics literature, and discusses areas for future research. 相似文献
934.
Organizations often communicate seemingly paradoxical strategic imperatives to their employees that reflect a focus on promotion (take risks) and prevention (be prudent), as outlined by regulatory focus theory. When consistently emphasized and reinforced in an organization, these strategic inclinations can emerge as divergent climates for promotion and prevention that cloud the organization's perceived identity and reduce collective organizational commitment among employees. With a coherent organizational identity acting as both a sensemaking tool and a means of potential self-enhancement for employees, we use social identity theory to hypothesize that similarly emphasized promotion and prevention climates are negatively related to employees’ collective organizational commitment and indirectly, negatively related to organizational productivity. We test our hypotheses in a sample of 107 manufacturing organizations, using polynomial regression with response surface analysis to examine how similarly emphasized promotion and prevention climates relate to collective commitment and organizational productivity. Our analyses reveal that as organization-level promotion and prevention climate scores became more similar, collective organizational commitment decreases. Furthermore, we find that similarly emphasized promotion and prevention climates are negatively related to organizational productivity via collective commitment. We reconcile these findings with the organizational paradox and ambidexterity literatures and implicate promising avenues for future research. 相似文献
935.
Joseph I. Breidenstein Jr 《Metaphilosophy》2020,51(2-3):244-258
Although Descartes has in some ways become a symbol of academic isolation, we can dispel this misunderstanding by taking into consideration the holistic nature of Cartesian philosophy. Descartes understood the various branches of philosophy as constituting an organic totality of knowledge that, because of its dependence on imagination and sensation, remains irreducible to intellectual comprehension. Ethics holds a particularly significant place in Cartesian philosophy, and this essay both demonstrates the spiritual nature of Cartesian ethics and explains why Descartes saw ethics as “the ultimate degree of wisdom” so as to illustrate how we can interpret Cartesian philosophy as a spiritual practice. This takes place through a discussion of the distinctions and interconnections of Descartes’s three primary notions (soul, body, and the union of soul and body) and concludes by reflecting on the specific temporality of nobility as well as addressing several objections to Cartesian ethics. 相似文献
937.
A K M Mominul Haque Talukder 《Journal of Employment Counseling》2019,56(3):98-116
Building on conservation of resources theory and social exchange theory, the author examined the relationship between supervisor support and organizational commitment through work–family conflict, work–life balance, and the job satisfaction of employees working in the financial sector in Australia. The study comprised 305 employees recruited through an online survey. Results indicate that supervisor support is negatively related to work–family conflict. In turn, work–life balance and job satisfaction are negatively linked to work–family conflict. The results further show that both work–life balance and job satisfaction are positively related to organizational commitment. Theoretical and practical implications, as well as limitations, are discussed. 相似文献
938.
This study considers how employees’ POC—defined as their beliefs that the organizational climate stifles change and values compliance with the status quo—reduce their trust in top management, as well as how this negative relationship might be buffered by access to two personal resources that support organizational change: openness to experience and affective commitment to change. Data from a sample of Pakistan-based organizations reveal that POC reduce trust in top management, but this effect is weaker at higher levels of openness to experience and affective commitment to change. These findings are significant in that they indicate that employees who operate in organizational climates marked by “yea-saying” can counter the difficulty of improving their job situation by drawing from adequate personal resources. 相似文献
939.
Sylvia Berryman 《Metaphilosophy》2019,50(4):405-420
Peter Singer’s groundbreaking call to action in 1972, “Famine, Affluence, and Morality,” drew philosophical attention to the topic of famine and the associated suffering or preventable death of many throughout the world. Yet despite the volume of philosophical work Singer’s paper inspired, it would still be easy to suppose that global poverty is not a problem for philosophers to take seriously in itself but is rather a particularly stark illustration or instance of a more general problem, whether in ethics or in political philosophy. The aim of this paper is to argue that the philosophical landscape of global poverty is both sui generis and sufficiently complex that the topic should be considered not as an instance of a more general philosophical problem but as a distinct area of normative inquiry. 相似文献
940.
Stephanie T. Burns 《Counseling and values》2019,64(1):53-71
Counselor education students (N = 224) rated 16 boundary‐crossing scenarios involving counselor educators. They viewed boundary crossings as unethical and were aware of power differentials between the 2 groups. Next, they rated the scenarios again, after reviewing 1 of 4 ethical informational resources: relevant standards in the ACA Code of Ethics (American Counseling Association, 2014), 2 different boundary‐crossing decision‐making models, and a placebo. Although participants rated all resources except the placebo as moderately helpful, these resources had little to no influence on their ethical decision‐making. Only 47% of students in the 2 ethical decision‐making model groups reported they would use the model they were exposed to in the future when contemplating boundary crossings 相似文献