关系型人力资源管理实践对受益人利他行为的影响：基于道德补偿的视角

关系型人力资源管理实践在众多组织和机构中十分普遍,其对社会、组织及个人的负面影响也备受学者们关注,但以往研究却忽视了关系型人力资源管理实践的另一面。本文从道德补偿视角探究关系型人力资源管理实践对关系受益人利他行为的积极影响,通过4个实验研究设计对研究假设进行了验证。结果发现,关系型人力资源管理实践会促使关系受益人出于弥补而做出利他行为,关系受益人的道德自我形象和内疚情绪中介了关系型人力资源管理实践与利他行为之间的关系(研究1和2),且关系受益人与非受益同事的关系亲密度正向调节上述链式中介效应(研究3)。相比于低水平的关系亲密度,高水平关系亲密度下关系型人力资源管理实践通过道德自我形象和内疚影响利他行为的间接效应更强。本文有助于拓展关系实践的研究视角,且为企业管理者平衡关系型HRM实践的消极影响提供建议。     

尿毒症的无效治疗与经济伦理学问题

现代医学治疗的有效与无效的急论越来越引起社会关注。关于尿毒症无效治疗的医患关系、资源分配及道德价值的讨论是有积极意义的;结合具体病案,建立尿毒症无效治疗的评价标准,其对临床实践具有指导价值。无效治疗、前死状态以及血液透析疗法均有经济伦理学争论。     

Framing prisoners and chickens: Valence effects in the prisoner’s dilemma and the chicken game

In an experimental study, we investigated how decisions in social dilemmas are affected by the valence of outcomes that are at stake. Prospect theory states that individuals are risk-averse when outcomes are framed as gains, and risk-seeking when outcomes are framed as losses. On the basis of this framework, previous research on social dilemmas has addressed the question of whether people are more cooperative in the negative domain than in the positive domain, but this research has led to inconsistent results. A possible explanation for this is that in many social dilemmas it is unclear whether cooperation or defection is the risky choice. In the current paper, we compare the well-studied prisoner’s dilemma with the less studied chicken game. Whereas in the prisoner’s dilemma it is unclear what constitutes the risky option, in the chicken game the risky option is quite clear. Consistent with predictions, we found in the chicken game more defection in the loss frame than in the gain frame, but no difference between the gain and loss frame in the prisoner’s dilemma. Moreover, choices were predicted by risk attitude in the chicken game, but not in the prisoner’s dilemma.     

提倡“理性医疗”

“理性医疗”是对疾病进行科学、客观地综合分析,由此筛选出一个理性的处置方案的医疗过程。“理性医疗”不但有利于社会,有利于医患双方,更符合自然科学的规律,同时,对传统的伦理学观念也是一种补充与完善。“理性医疗”的实现需要医患双方的共同协作。     

Ethical dilemmas of Turkish counsellors: a critical incidents study

Ethical dilemmas from a national purposive sample of Turkish counsellors (N = 172) were collected using critical incidents technique. Content analysis was performed with open coding guided by the classification of American Counseling Association code of ethics. Incidents regarding confidentiality and privacy (56.4%), with 37.1% involving incidents of reporting child sex abuse, had the highest percentage of prevalence. Dilemmas involving conflicts with school principals ranked second (16.3%), while incidents regarding dual relationships and boundaries (14%) ranked third. Implications for the development of a research-based and culturally sensitive code of counselling ethics in Turkey are discussed, and recommendations for future research are provided.     

Religiosity enhances emotion and deontological choice in moral dilemmas

While early psychological theories debated the relation between religiosity and moral decision making, more recent work approached this relation on empirical grounds using multidimensional measures of religiosity and moral dilemmas. The present study investigated the influence of individual differences in religious thoughts and feelings, social desirability and mood on emotions and decisions in moral dilemmas that pit social welfare against harming another person. In order to increase emotional salience, moral dilemmas were framed as personal choices. Results indicated that the tendency to seek religious guidance in everyday life, and social desirability positively predicted deontological choices (i.e., refusing to harm one person in order to save several people). In addition, individual differences in religious feelings positively predicted negative emotion presence in these moral dilemmas. These results highlight the motivational and emotional dimensions of religiosity that influence moral choice and emotional experience in moral dilemmas.     

Who benefits from independent careers? Employees,organizations, or both?

The traditional organizational career has been depicted as the classic example of how employers and employees can develop a mutually beneficial relationship; but changes in the competitive landscape and in individual work values have challenged its viability. Commentators have argued that a ‘new career’ deal, encapsulated by the notions of the protean and the boundaryless career, has emerged suggesting a shift in control of careers from organizations to individuals. Research has explored the implications for individuals' careers while largely neglecting consequences for organizations. Our paper seeks to remedy this by exploring both the individual and the organizational outcomes of independent career orientations and the extent to which organizations can manage these through high commitment human resource management (HRM) practices. Our study, conducted with 655 employee–supervisor dyads, indicates that a protean career orientation results in gains for both employees and organizations, whereas a boundaryless career orientation is associated with mutual losses. In addition, our findings suggest that high commitment HR practices play an important role in managing the outcomes of employees seeking traditional careers but have only a limited impact on those with a boundaryless career orientation.     

Applying a logic of appropriateness to understand behavioral differences between common resource dilemmas and public good dilemmas

Common resource dilemmas (CRDs) and public good dilemmas (PGDs) are distinct types of social dilemmas, yet they model the same underlying conflict between the collective interest and one's self-interest. Here, we study and interpret behavioral differences between these two main types of social dilemmas by applying a logic of appropriateness. In two experiments, we argue and demonstrate that CRDs, relative to PGDs, evoke higher levels of cooperation, because taking from collective property (in CRDs) is generally considered less appropriate than not giving from personal property (in PGDs). Importantly, these differential considerations of appropriateness are reflected not only in the willingness to cooperate but also in the willingness to punish and reward others' (non)cooperative behavior. Taken together, the findings reveal that CRDs and PGDs elicit different norms of appropriateness.