The Moral Contours of Empathy

Morally contoured empathy is a form of reasonable partiality essential to the healthy care of dependents. It is critical as an epistemic aid in determining proper moral responsiveness; it is also, within certain richly normative roles and relationships, itself a crucial constitutive mode of moral connection. Yet the achievement of empathy is no easy feat. Patterns of incuriosity imperil connection, impeding empathic engagement; inappropriate empathic engagement, on the other hand, can result in self-effacement. Impartial moral principles and constraints offer at best meager protection against these perils, and hence serve poorly in securing morally contoured empathy. More nuanced and practical guidance should be sought in normatively substantive conceptions of our roles and relationships and their defining moral stakes. These, joined with more abstract moral tools, can facilitate rich, narratively textured interpretations of moralitys demands. While the content of our normative conceptions must be continually debated, engaging in this debate is vital to the achievement of proper empathy, and thus to effective, respectful, morally healthy care of dependents.This paper was originally presented at the conference on Reasonable Partiality at the Vrije Universiteit, Amsterdam, October 22–24, 2003. I wish to thank all those present for stimulating discussion. Special thanks go to Bert Musschenga, who organized the conference, and who has provided insightful feedback on this paper. Warm thanks as well to Brenda Almond and Bernie Rollin for lively exchanges on the issues addressed here and to Nancy Sherman for sharing with me an ongoing fascination with, and her own fantastic work on, empathy. Comments from an anonymous reviewer for the journal were challenging and helpful. Finally, I wish to express gratitude beyond normal bounds to Maggie Little both for her generosity, keen insight, and artful intervention at key points in this essays evolution and for her ground-breaking work on deontic pluralism that deeply influences the position I frame here.     

Using task clarification, graphic feedback, and verbal feedback to increase closing-task completion in a privately owned restaurant

An informant functional assessment was used to evaluate closing-task completion by servers and dishwashers at a restaurant. Based on the functional assessment results, an intervention consisting of task clarification, posted graphic feedback, and verbal feedback was implemented and evaluated with a multiple baseline design across two groups of employees. Results showed an increase of 15% and 38% in task completion for the two groups.     

The development of organizational strategies in children: evidence from a microgenetic longitudinal study

The authors examined memory on a sort-recall task in children 8 to 12 years of age. Children were first classified as either strategic or nonstrategic on a sort-recall pretest and then participated in an 11-week microgenetic study involving nine sessions. Strategy use was assessed on each trial. Consistent with past longitudinal research, changes from nonstrategic to strategic behavior occurred suddenly rather than gradually. Once children began using organizational strategies, their recall performance improved immediately. Deliberate strategy use was clearly reflected by sorting behavior during encoding but not in clustering during recall. Conclusions about whether there are children with utilization deficiencies are thus affected by how the concept is defined and whether sorting or clustering is taken as the indicator of spontaneous strategy use.     

The adoption of innovation in collective action organizations

This study used a quantitative/qualitative methodology to explore how collective action organizations (CAOs) remain open to organizational change and innovation. It examined the adoption of inclusion—a recent innovation in the field of disabilities—by local chapters of The Arc Michigan (a disabilities CAO). We found considerable variability in the adoption of inclusion by local Arc chapters. This variability was significantly related to the ecology surrounding these chapters. Local Arc chapters that had adopted an inclusion philosophy had significantly different internal and external environments from those that had not adopted inclusion. Our qualitative findings make it clear, however, that innovative Arc chapters were not the passive recipients of these internal and external influences. These chapters were proactive players in defining and shaping the nature of their internal and external environments. Strategies that were related to a chapter's ability to remain open to innovation included (a) a change orientation, (b) a conscious philosophy or vision, (c) a proactive strategy for achieving chapter goals and overcoming barriers to change, (d) the creation of a supportive organizational network, and (e) avoidance of resource dependencies that required them to engage in activities that were inconsistent with the innovation. These findings provide a framework by which CAOs can maintain an openness to innovation and remain on the forefront of social change.     

The organizational context of children's mental health services

This paper reviews what is known about the organizational context of children's mental health services and describes organizational constructs, conceptual models, research methods, and intervention strategies that can be used to link organizational context to service quality and outcomes. Using evidence from studies of business and industrial organizations as well as studies of children's service organizations, the paper presents a model of organizational effectiveness that depends on several contextual characteristics that include organizational culture, structure, climate, and work attitudes. These characteristics are believed to affect the adoption of efficacious treatments (EBPs [evidence-based practices]), adherence to treatment protocols, therapeutic alliance, and the availability, responsiveness, and continuity of services. Finally, 10 components of the ARC(Availability Responsiveness and Continuity) organizational intervention are described as examples of strategies that can be used to develop organizational contexts with the prescribed characteristics. Mental health researchers are encouraged to consider including these constructs, conceptual models, research methods, and intervention strategies in dissemination, effectiveness, and implementation studies that address the gap between research-based knowledge about mental health treatment and what is actually offered in the community.     

Increasing intervention implementation in general education following consultation: a comparison of two follow-up strategies

This study examined two strategies for increasing the accuracy with which general education teachers implemented a peer tutoring intervention for reading comprehension. The intervention was implemented for 5 elementary school students who had been referred for consultation services. Initial implementation of the intervention by the teachers was variable, and the data exhibited a downward trend. When consultants held brief daily meetings with the teachers to discuss the intervention, implementation improved for 2 of 5 participants. Four of the teachers implemented the intervention at levels substantially above baseline during the performance feedback condition, whereas implementation for 1 teacher increased following discussion of an upcoming follow-up meeting with the principal. Student reading comprehension scores improved markedly during the peer tutoring intervention. Three students maintained these gains 4 weeks after the intervention ended. The implications of these findings for the maintenance of accurate treatment implementation in applied settings are discussed.     

Why should interests not be a matter for HR only? Commentary on Wille and De Fruyt (2023)

This invited commentary critically examines the article “The resurrection of vocational interests in human resources research and practice: Evidence, challenges, and a working model” by Wille and De Fruyt. It offers additional perspectives on expanding the discussion on interests within human resources (HR), supporting leaders in conducting career conversations, and integrating career education into HR practices. The commentary emphasizes the importance of considering organizational interests, training leaders for effective dialog, and providing career development opportunities. By addressing these areas, HR practices can better align individual aspirations with organizational goals and enhance employee engagement and long-term employability.     

A Code of Ethics for Health Care Ethics Consultants: Journey to the Present and Implications for the Field

For decades a debate has played out in the literature about who bioethicists are, what they do, whether they can be considered professionals qua bioethicists, and, if so, what professional responsibilities they are called to uphold. Health care ethics consultants are bioethicists who work in health care settings. They have been seeking guidance documents that speak to their special relationships/duties toward those they serve. By approving a Code of Ethics and Professional Responsibilities for Health Care Ethics Consultants, the American Society for Bioethics and Humanities (ASBH) has moved the professionalization debate forward in a significant way. This first code of ethics focuses on individuals who provide health care ethics consultation (HCEC) in clinical settings. The evolution of the code's development, implications for the field of HCEC and bioethics, and considerations for future directions are presented here.     

虚拟社区公民行为在虚拟社区感与知识共享意图间的中介作用:自我效能感的调节机制

采用问卷法对445名虚拟社区成员及与其比较亲密的其他社区成员进行调查,探讨了虚拟社区感的三个维度(成员感、影响力、沉浸感)对成员知识共享意图的影响及其内在作用机制。结果表明:(1)成员感对成员知识共享意图具有显著的正向预测作用,而影响力和沉浸感的预测作用不显著;(2)虚拟社区公民行为是成员感对成员知识共享意图作用的中介变量;(3)自我效能感在成员感—虚拟社区公民行为—知识共享意图关系中不具有显著的调节效应。     

Engaged,Committed and Helpful Employees: The Role of Psychological Empowerment

Although previous research has been focused on the relationship among personality, empowerment, and outcomes, little is known about the incremental effect of empowerment on positive work outcomes. This article aims at exploring the relation between personality factors (i.e., extraversion and conscientiousness) and positive work outcomes (i.e., work engagement, affective organizational commitment, and organizational citizenship behavior), and at determining the incremental effect of psychological empowerment on these outcomes. A convenience sample from three organizations has been used for data collection (N = 258; 52% women, mean age 38.55 years, SD = 10.21). Hierarchical multiple regressions indicate that personality and psychological empowerment explain a significant amount of the variance in the positive organizational outcomes, and that psychological empowerment has a significant incremental value over demographics and personality for the studied outcomes.