Mitigating the Harmful Effect of Perceived Organizational Compliance on Trust in Top Management: Buffering Roles of Employees’ Personal Resources

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.     

Is Global Poverty a Philosophical Problem?

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.     

Students' Ethical Decision‐Making When Considering Boundary Crossings With Counselor Educators

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     

SCIENCE,RELIGION, AND ETHICS: THE BOYLE LECTURE 2019

How do we and should we decide what is morally right and what is morally wrong? For much of human history, the teachings of religion were presumed to provide either the answer, or much of the answer. Over time, two developments challenged this. The first was the establishment of the discipline of moral philosophy. Foundational texts, such as Immanuel Kant's Groundwork of the Metaphysics of Morals, and the growth of coherent, nonreligious approaches to ethics, notably utilitarianism, served to marginalize the role of religion. And then, second, the twentieth century saw the rapid growth of evolutionary biology with an enthusiastic presumption that biology was the source of ethics. Here, I begin by discussing these developments and then examine the extent to which religion is still needed for a coherent account of ethics.     

恶意报复还是认同驱动?新员工的角色社会化程度对其职场排斥行为的作用机制

以往关于职场排斥形成机制的研究, 主要是基于冲突-报复的视角, 验证了人际冲突对职场排斥具有稳定的预测作用, 而这个解释逻辑很可能对新员工并不适用。本文基于角色认同理论, 考察新员工的角色社会化程度对其职场排斥行为的作用机制。通过对多阶段收集的249对新员工上下级匹配问卷分析发现, 在控制了经典的冲突报复机制之后, 角色认同机制能够解释新员工的职场排斥行为。具体来说, 结果显示：(1)新员工的角色社会化程度负向影响其职场排斥行为; (2)工作疏离感在新员工的角色社会化程度与职场排斥行为之间起中介作用; (3)发展性反馈在新员工的角色社会化程度与工作疏离感的关系中起调节作用; 进一步, (4)发展性反馈调节了工作疏离感对角色社会化程度-职场排斥行为关系的中介作用。本研究结果不仅从理论上拓展了职场排斥行为的研究视角, 为以后的进一步研究提供新的理论框架, 而且从角色认同的视角为组织管理新员工的职场排斥行为提供新思路。     

纪检干部腐败容忍度与其组织忠诚的关系

探讨在人格调节和工作倦怠中介作用下,纪检干部的腐败容忍度与其组织忠诚度的关系。采用腐败容忍度量表、组织忠诚量表、工作倦怠量表以及大五人格量表对193名纪检干部进行测查,研究结果表明：（1）纪检干部的腐败容忍度与其组织忠诚显著负相关;（2）腐败容忍度能显著负向预测个体组织忠诚度,容忍度越低,组织忠诚度越高;（3）工作倦怠在腐败容忍度和组织忠诚间起部分中介作用;（4）腐败容忍度与组织忠诚的关系受到纪检干部大五人格的调节作用,大五人格中情绪稳定性、外向性水平越高,腐败容忍度与组织忠诚的关系越弱。     

Mou Zongsan and Martin Heidegger: Reopening a Debate on Ontology and Ethics

In this paper I investigate differences and similarities in the definitions of human being and human essence as proposed by two of the most influential thinkers of 20th-century world philosophy, namely Mou Zongsan and Martin Heidegger. I first examine a number of interpretations put forth by scholars that assess the philosophical compatibility of the thought of the two philosophers. Each of these assessments tend to agree that they are incompatible with each other based on what they perceive as an absolute distance between Mou’s and Heidegger’s ways of thinking. Although these studies are pioneering and show an in-depth understanding of Mou’s thought, none demonstrate a correct understanding of Heidegger’s philosophy. Therefore, I will attempt to demonstrate that, despite their differences, the ontological and ethical theses of Mou and Heidegger have several striking points of contact. I will also put forth the claim that Heidegger’s post-turn philosophy is more compatible with Mou’s philosophy than Kant’s system.     

Anger, Fear, or Sadness: Faculty Members' Emotional Reactions to Collective Pay Disadvantage

As part of a mail survey about their work experiences, university faculty members reported their specific emotional reactions to group inequities in faculty pay and benefits. The results indicate that sadness, fear, and anger are distinct emotional responses to a collective disadvantage. Group-based anger mediated the relationship between collective disadvantage and willingness to protest whereas group-based sadness mediated the relationship between collective disadvantage and organizational loyalty. Based on an integration of cognitive appraisal models of emotion with RD theory, four other predictors of intergroup emotions—(1) the legitimacy of the process that produced the deprivation, (2) whether another agent was responsible, (3) group efficacy, and (4) whether the situation would improve or become worse—were identified and tested. The measurement of specific emotional reactions to perceived collective disadvantage extends and refines RD approaches to collective action and organizational loyalty.     

WHETHER SPIES TOO CAN BE SAVED

Spies, like soldiers, do a job and employ tactics that need justifying. I offer an argument for how Christian ethics may handle the moral problems of spying and do so by looking at the morally troubling tactics used by spies through the eyes of those who played an important role in shaping Christian theology and philosophy and have become normative in Christian moral thinking on the use of force. I argue that spying may be justifiable when we conceive the profession as a kind of use of force that is governed by the just war criteria. Spying is a particular kind of use of force that takes its moral character from those who authorize it, with what justification, to what ends, and with what methods. Particular attention is given to the tactics of disregarding the rules of war, the telling and living of lies, running covert operations, and assassinating military and political leaders.