As an emerging human resource issue in business ethics, work-life balance has been gaining increasing attention from both practitioners and scholars in recent years. In response to the call of Kelliher et al. :97–112, 2019), we addressed the research gap by examining the WLB of Chinese knowledge workers under flextime arrangement and the impact of work-life supportive culture on work-life spillover of the workers. Specifically, we examined the relationships between three components of (...) class='Hi'>work-life supportive culture, namely managerial support, career consequences, and organizational time demands, and two aspects of work-life spillover, positive and negative spillover, perceived by the workers. A quantitative survey with 35 employees in a software development company in Hong Kong was conducted. The results of structure equation modelling showed that managerial support was positively related to positive work-life spillover while organizational time demands was positively related to employees’ negative spillover. WLB needs of knowledge workers and the role of organizational culture in effective implementation of WLB policies were discussed, and several feasible WLB policies were suggested for managers. (shrink)

Emerging trends in the workforce point to the necessity of facilitating work lives that foster constructive and balanced relationships between professional and private spheres in order to retain employees. Drawing on the conservation of resources theory, we propose that motivational climate influence turnover intention through the facilitation of work–home spillover. Specifically, we argue that employees working in a perceived mastery climate are less likely to consider voluntarily leaving their employer because of increased positive—and reduced negative—work–home (...) spillover experiences. We further argue that employees working in a perceived performance climate are more likely to consider voluntarily leaving their employer because of reduced positive—and increased negative—work–home spillover experiences. In a cross-lagged survey of 1074 employees in a Norwegian financial-sector organization, we found that work–home spillover partly mediates the relationship between a perceived mastery climate and turnover intention. Specifically, mastery climates seem to facilitate positive—and reduce negative—spillover between the professional and private spheres, which in turn decreases employees’ turnover intention. We discuss implications for practice and future research. (shrink)

Passion plays a crucial role in entrepreneurial activity, while its positive spillover to the family and community domains is scant. We proposed an integrated enrichment framework of “work-family-community” based on the literature in the field. Drawing upon the matching samples of entrepreneurs' individuals, families, and communities in the China Labor-force Dynamics Survey database, we identified a significant positive spillover effect into the family and community domains and explored the moderating role of the entrepreneur's perceived personal (...) control. The empirical results indicate that entrepreneurs with higher passion experience higher subjective wellbeing related to family members and have a higher likelihood of engagement in prosocial behaviors. Perceived personal control positively moderates the spillover of passion to life and economic satisfaction. The spread of an entrepreneurial role model's peer effect and the contagion of entrepreneurial passion have a significant positive impact on entrepreneurial behavior in a cluster. Synthesizing our findings, we contribute to the literature concerning work-family enrichment, entrepreneurial passion, and the spillover-crossover model and offer important implications for entrepreneurs' role transition tension. (shrink)

In this edition, two recent addresses in the CAPPE public lecture program are presented in full. Dr Barry Jones asks how complex issues are tackled in public life, and what role the pursuit of truth and objectivity plays in these important debates; his assessment is not positive. Professor Peter Newman argues that, amidst the public debate on climate change and resource degradation, there has been little discussion of peak oil and the grave threats it poses. In his article, (...) Professor Newman explains what peak oil is, the dangers involved and what we can do to avert them. Also in this edition, Professor Tony Coady offers a new analysis of terrorism and why it is wrong, as well as the moral dangers posed by recent counter-terrorist activity. (shrink)

Despite the antecedents of unethical sales behavior (USB) have been well studied, these literatures primarily focus on the work domain and neglect the spillover effects of the home domain. Drawing on ego depletion theory as an overarching theoretical framework, this research investigates why and how salespersons’ work-family conflict (WFC) at home triggers next day’s USB at work. This study used daily diary data collected from 99 salespeople in two weeks to test the proposed hypotheses. The multilevel (...) path analysis indicates that evening’s WFC positively affects next afternoon’s USB via increased next morning’s ego depletion (ED). Furthermore, service climate was found to moderate this indirect relationship, such that the indirect relationship becomes weaker under high service climate. To the best of my knowledge, this study is one of the first to reveal that salespersons’ daily WFC may serve as a role conflict event and lead to next day’s USB at work, which provides a fine-grained understanding of spillover effects of daily WFC through a daily diary study. (shrink)

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased (...) WFC. Moreover, WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures. (shrink)

Research on task significance and relational job design suggests that information from beneficiaries of one’s work fosters perceptions of impact, and thus improved work outcomes. This paper presents results from a longitudinal field experiment examining the effect of another strategy for fostering perceptions of impact – engaging employees in regular reflection about how their work benefits others. With a sample of professionals from multiple organizations, this longitudinal study examined the effect on job performance and work-life (...) conflict of both positive and negative impact reflection. Results show that negative impact reflection had a pronounced negative effect on job performance, but no effect on work-life conflict. Positive impact reflection had a weak positive effect on work-life conflict, but no significant effect on job performance. The direction of effects seen in the no intervention condition mirrored that of the negative impact reflection condition, suggesting a possible buffering effect for positive impact reflection. This research provides empirical and theoretical contributions to the literatures on relational job design and task significance. (shrink)

As part of the roundtable “International Institutions and Peaceful Change,” this essay focuses on the role of institutions as agents of peaceful change from a perspective that emphasizes the importance of a wide spectrum of human emotions to better understand the less quantifiable but nevertheless important conditions for being able to sustain initiatives for peaceful change. It aims to throw light on the often overlooked psychological and emotional hurdles standing in the way of agents’ ability to undertake and sustain action (...) designed to lead to peaceful change. To do so, the essay returns to the pioneering work of Ernst Haas and his important concept of “spillover.” The essay shows that the neofunctional understanding of spillover was a theoretically important innovation, but that it was missing three essential elements: an understanding of the need for positive emotions and ontological security; an understanding of the link between values and identity; and a realization of the importance of a shared vision for the “good life.” To illustrate the problems with Haas's version of spillover, but also to highlight the significant potential of the theory, the essay turns to the crisis of the liberal international order as an example of a forum where the agency to undertake peaceful change seems to be faltering. The essay concludes that the ability of the liberal order to effect peaceful change is currently hampered because the order is characterized by negative emotions, contested values, and a vision of the good life that is seen as mainly a benefit for the cosmopolitan elite. (shrink)

This research contributes to an improved understanding of authentic leadership at the work–life interface. We build on conservation of resources theory to develop a leader–follower crossover model of the impact of authentic leadership on followers’ job satisfaction through leaders’ and followers’ work–life balance. The model integrates authentic leadership and crossover literatures to suggest that followers perceive authentic leaders to better balance their professional and private lives, which in turn enables followers to achieve a positive (...) class='Hi'>work–life balance, and ultimately makes them more satisfied in their jobs. Data from working adults collected in a correlational field study and an experimental study generally supported indirect effects linking authentic leadership to job satisfaction through work–life balance perceptions. However, both studies highlighted the relevance of followers’ own work–life balance as a mediator more so than the sequence of leaders’ and followers’ work–life balance. We discuss theoretical implications of these findings from a conservation of resources perspective, and emphasize how authentic leadership represents an organizational resource at the work–life interface. We also suggest practical implications of developing authentic leadership in organizations to promote employees’ well-being as well as avenues for future research. (shrink)

This study aims to elaborate on how work-life balance practices influence organizational cynicism through the mediation effects of person-job fit. We collected data from 331 nurses through a self-administered survey, and we tested our hypothesized model through partial least square structural equation modeling techniques using SmartPLS software. The findings revealed that WLB practices influenced OC negatively and PJF positively. We further found that PJF negatively influenced OC and mediated WLB practices’ effect on OC. These findings imply that nurses (...) should be provided WLB practices to meet their job and home responsibilities and thus have a less cynical attitude toward the organization. (shrink)

The aim of this study was to investigate how job crafting, work engagement, and workaholism were related in public sector organizations. The participants were civil servants from three Finnish public organizations, representing different professions, such as school personnel, secretaries, directors, parking attendants, and ICT specialists. We duly operationalized job crafting, work engagement, and workaholism by using the Job Crafting Scale, the UWES-9, and the Work Addiction Risk Test. The current study focused on the Finnish public sector, since (...) work engagement is recognized at the governmental level and has been shown to be strongly and positively associated with economic activity and productivity, while workaholism is associated with poor wellbeing. We analyzed the data by using structural equation modeling and found that three job crafting dimensions were strongly intertwined with one another. These dimensions were increasing structural job resources, increasing social job resources, and increasing challenging job demands. In the structural model, dimension “increasing structural job resources” was positively related to work engagement, whereas dimension “decreasing hindering job demands” was negatively associated with workaholism. This study highlighted the relevance of employees learning to balance their job resources and demands. We recommend that, in the public sector, employees be systematically encouraged to practice job crafting behavior by enabling them to increase structural job resources. These results are of high relevance, considering the heavy workload of public sector employees during the COVID-19 pandemic. (shrink)

Presently, the social responsibility literature is replete with the diverse ways in which work organizations and the regulatory nation states in which they are domiciled can improve the quality of their workers’ lives. But do workers themselves become motivated to contribute (i.e., give back) to society when they experience a work life of better quality than their peers? Specifically, which sectors of society do such workers contribute to? Through a questionnaire that was administered to a cross section (...) of workers in the private sector of Nigeria, this study found out that quality of work life (QWL) correlates significantly and positively with workers’ motivation to contribute to society. However, workers were less motivated to contribute to Nigeria’s government sector that is globally known for corruption than making contributions to the piety and social infrastructural sectors. Results also revealed that both the paternalistic and consultative forms of social responsibility were positively related with QWL. These results imply that social responsibility should be seen as a veritable platform on which satisfied stakeholders of business organizations can reciprocally make their own contributions for the overall good of society. By virtue of stakeholders’ contributions, the benefits of corporate social responsibility can actually reverberate into other sectors of societal life (e.g., the piety sector) that were never thought of during the design phase of socially responsible programmes. Finally, the study’s findings give credence to Anil Sarin’s Contributory Theory of Existence which states that people who have once received help from a particular organ of society (e.g., educational system, health care system, etc.) will be motivated to contribute to that organ or other organs of society. (shrink)

In this paper, we develop a theoretical framework for understanding women leaders in working life. Our starting point is in statistics and earlier women-in-management literature, which show that women leaders represent a minority of the managerial population. We assume such underlying mechanisms causing discriminatory practices towards women leaders to exist which have become naturalized and invisible. Our concern is that everyone irrespective of gender should have a fair chance in career progression. This is both a moral and also an (...) economic challenge. The framework we develop in this paper is an alternative approach to studying women leaders compared to traditional women-in-management literature. It aims at revealing the "natural and taken-for-granted" cultural mechanisms behind discriminatory practices. Our framework is based on a critical discursive approach, which draws on ideas of how women''s leadership becomes symbolically represented and constructed in discursive practices. These symbolic constructions, which are mediated through language, often have an ideological loading which positions women leaders and builds their identities in ways that can help to legitimize unequal relations between the genders. However, our framework emphasizes the possibility of multiple discourses and a dynamic view of culture. The cultural constructions of women leaders are, thus, open to change. (shrink)

The purpose of this study was to develop and test a model capturing the effects of ethics institutionalization on employee experiences in work life and overall life satisfaction. It was hypothesized that explicit ethics institutionalization has a positive effect on implicit ethics institutionalization, which in turn enhances employee experiences in work life. It was also hypothesized that employee work life experiences have a positive effect on overall life satisfaction and happiness, (...) moderated by work–family life conflict. Data were collected though a survey of marketing managers in Italy. The data provide good but partial support for the model. Theoretical and managerial implications are discussed. (shrink)

Interest in spirituality as a protective factor in various aspects of daily life has increased over the years. Still there has been relatively little research attention paid to the effect of spirituality in the workplace. The current study was conducted to explore the role of spiritual well-being as positive spillover effect on job satisfaction when adverse workplace experiences are reported. Spiritual well-being was related to job satisfaction even when the adverse workplace conditions of job frustration, work (...) tension and victimization were present. The context of the findings with other research and theory are discussed, as are directions for future research. (shrink)

The aim of this research is to find out the effect of green Human Resources Management and employee performance on work-life balance, in small and medium enterprises operating in transition economies, specifically in Kosovo. Additionally, this paper presents a comprehensive conceptual framework for green human resources management and work-life balance. In order to find out this relation, a questionnaire was delivered to employees of small and medium enterprises in Kosovo. The data collected was analyzed using STATA (...) 14. To test the hypothesis, a linear model was constituted, and a regression analysis was conducted using the OLS technique. The model results indicate positive linear correlation between green human resource management, work-life balance, and employee performance, which means that green HRM and employee performance have significant impact on work-life balance of employees in small and medium enterprises in transition countries. This study contributes to practical level, as it provides important information to companies in Kosovo, who should take into consideration the importance of incorporating new green strategies in their human resource practices to facilitate work-life balance for employees, consequently leading to enhance company performance. (shrink)

Demanding work-life and excessive workload, the conflict between professional and personal lives, problems with patients and those related to the occurrence of death and high risk for their own life are a few factors causing burnout, disengagement, and dissatisfaction in the professional lives of healthcare professionals. The situation worsened during the COVID-19 pandemic. It is of utmost importance to find effective solutions to mitigate the stress and anxiety adversely affecting the mental well-being and professional lives of HCPs. (...) This study was designed to examine the efficacy of Sudarshan Kriya Yoga for alleviating work exhaustion, improving Professional Fulfillment, and influencing positivity among HCPs during COVID-19. In a comparative observation before the intervention, after the intervention, and 30 days after the intervention in the Experimental Group and Control Group, it was found that immediately after SKY, HCPs experienced a significant improvement in Professional Fulfillment, work exhaustion, positive affect, and negative affect compared to the Control Group. The effect of SKY continued until Day 30 for Professional Fulfillment and had positive and negative effects. Findings suggest that SKY elevated Professional Fulfillment among HCPs during the COVID-19 pandemic and reduced their work exhaustion and the negative effect on their mental health. SKY can aid HCPs in maintaining their well-being when faced with unprecedented challenges. (shrink)

A number of factors must be considered in facility location decisions. Recent research on job design suggests that the effects jobs may have on quality of work life and quality of life in general should be considered in facility location decisions in addition to other normal factors. The present study was designed to examine quality of work life and quality of life factors of residents in a low income and low education area. The intent (...) was to determine what types of jobs might have the most positive effect on people in this type of region. Data were collected from 409 households in a low income/education region. The results showed that people from this region were as satisfied with their quality of work life and quality of life as people in other regions with better jobs, higher incomes, and better general life situations. Results are discussed in light of facility location decisions and types of jobs having the most positive impact. (shrink)

‘The Meaning of Life’ and ‘The Philosophy of Religion’ have meant different things to different people, and so I do well to alert my reader to what these phrases mean to me and thus to the subject area of this review of recent work on their intersection. First, ‘The Meaning of Life’: within the analytic tradition, an idea has gained widespread assent; whatever the vague and enigmatic nature of the phrase ‘the meaning of life’, we may (...) sensibly speak of meaningfulness in a life as a particular, positive, normative feature that some individuals’ lives may well have, and this feature is to be distinguished from, though closely related to, other positive features – satisfaction, wellbeing, virtue and so forth. There has been much work done on these assumptions in recent years. An excellent summary of this work up to its date of publication is given by Thaddeus Metz (in his 2007 a). Many – though by no means all – philosophers retain an instinctive scepticism toward the phrase ‘the meaning of life’ and a reluctance to engage with it, for it seems to connote vague and/or impossible-to-fulfil cosmic expectations. (See Thomson , chapter 11 and Seachris 2009 for attempts to engage with it nonetheless.) But philosophers are not generally now so sceptical about talk of meaningfulness in life and thus not so sceptical about the phrase ‘the meaning of life’ if it is taken to be referring merely to this. And that is how I shall be taking it. Secondly, ‘The Philosophy of Religion’: in the analytic tradition, this has usually been taken to be philosophical reflection on the rational acceptability or otherwise of classical theism and on what God's existence, should He exist, entails ontologically, metaphysically, metaethically and so forth. Therefore, I shall be talking about recent reflection in the analytic tradition on the relationship between the God of classical theism's existence (or lack of it) and meaningfulness (or lack of it) in human lives. (shrink)

Bourne, H. R. F. A sketch of his life--Thornton, W. T. His career in the India House.--Spencer, H. His moral character.--Trimen, H. His botanical studies.--Minto, W. His place as a critic.--Levy, J. H. His work in philosophy.--Hunter, W. A. His studies in morals and jurisprudence.--Cairnes, J. E. His work in political economy.--Fawcett, H. His influence at the universities.--Fawcett, M. G. His influence as a practical politician.--Harrison, F. His relation to positivism.--Hunter, W. A. His position as a philosopher.

This paper explores the ways in which postdoctoral life scientists engage in supervision work in academic institutions in Austria. Reward systems and career conditions in academic institutions in most European and other OECD countries have changed significantly during the last two decades. While an increasing focus is put on evaluating research performances, little reward is attached to excellent performances in mentoring and advising students. Postdoctoral scientists mostly inhabit fragile institutional positions and experience harsh competition, as the number of (...) available senior positions is small compared to that of young scientists striving for an academic career. To prevail in this competition, publications and mobility are key. Educational work is rarely rewarded. Nevertheless, postdocs play a key role in educating PhD students, as overburdened senior scientists often pass on practical supervision duties to their postdoctoral fellows. This paper shows how under these conditions, postdocs reframe the students they supervise as potential resources for co-authored publications. What might look like a mutually beneficial solution at a first glance, in practice implies the subordination of the values of education to the logic of production, which marginalizes spaces primarily devoted to education. The author argues that conflicts like this are indicative of broader changes in the cultural norms of science and academic citizenship, rendering community-oriented tasks such as education work less attractive to academic scientists. Since education and supervision work are central cornerstones of any functioning higher education and research system, this could have negative repercussions for the long-term development of academic institutions. (shrink)

WEST S, MAPEDZAHAMA V, AHERN M and RUDGE T. Nursing Inquiry 2012; 19: 177–187 [Epub ahead of print]Rethinking shiftwork: mid‐life nurses making it work!Many current analyses of shiftwork neglect nurses’ own voices when describing the dis/advantages of a shiftworking lifestyle. This paper reports the findings of a critical re‐analysis of two studies conducted with female mid‐life Australian nurses to explore the contention that the ‘problem‐centred’ focus of current shiftwork research does not effectively address the ‘real’ issue for (...) mid‐life nurses, that is, how to develop and maintain shiftwork tolerance. Participants used shiftwork to: (i) manage, navigate and negotiate various aspects of their nursing work and the workplace itself; (ii) facilitate more manageable work/life negotiations; and (iii) self‐identify opportunities to engage in their own self‐care (body work and mind work). The findings thus went beyond simply exposing what nursing bodies do in time and space by bringing to the fore discussions of ‘time‐body’ relationships, the embodiment of time and nurses re/configuration of that time demonstrating that the frequently unacknowledged positive aspects of shiftwork, when centred in discussions, give voice to other ways to think about shiftwork and a shiftworking lifestyle. Thus, our contention is that the ‘problem‐centred’ focus of current shiftwork debates does little to address the ‘real’ issue for shiftworking mid‐life female nurses – the development and maintenance of shiftwork tolerance. (shrink)

As is well known, John Rawls opposes the idea and policy of basic income. However, this paper posits that his view of self-respect and activity could accommodate its implementation. Rawls lists the social basis of self-respect in social primary goods as the most important good, but does not assume that it is derived from wage labor alone. It appears that his theory of justice aims to criticize the work-centered (wage-labor) society and to overcome it. Besides, as Rawls desires, for (...) our work to be meaningful and our life worthwhile, we should institutionalize basic income because it can improve workers’ bargaining power and their attitude toward work, in addition to enhancing their leisure time. In this paper, by considering the normative relationship between meaningful work, worthwhile life, and self-respect from a Rawlsian perspective, I inquire into the potential of basic income in his well-ordered society. (shrink)

As the main sales force of life insurance companies, salespeople have accounted for more than 50% of life insurance sales channels over the years, playing a pivotal role in the development of the industry. Since the adoption of the model of employment at an agency, the commission income of life insurance salespeople has largely relied on their sales volume, which requires employee proactivity under a great number of stressors. However, because previous studies have analyzed stressors in a (...) single dimension, our understanding of the relationship between work stressors and proactive behaviors remains limited. Applying self-determination theory, we investigated differential relationships between challenge/hindrance stressors and proactive behaviors, which were expected to be mediated by passion and moderated by servant leadership. In the sample of 332 insurance salespeople, there was a positive relationship between challenge stressors and proactive behaviors. In addition, passion mediated the relationship between stressors and proactive behaviors, and servant leadership moderated the relationship between stressors and passion. Theoretical and practical implications are discussed. (shrink)

The main points made by Clarke and Mearman about Winch's article ‘The Economic Aims of Education’ are taken up and discussed. My argument is that work is not necessarily a disutility, although paid employment can be when it is undertaken in conditions that are not fulfilling. Life aims are not the same as educational aims, although educational aims (as opposed to specific curricular aims) are life aims, and can include vocational preparation, a position endorsed in the later (...) writings of R. S. Peters. Such aims can also, contrary to the views of Clarke and Mearman, include preparation for sexual companionship, a view endorsed by, for example, Rousseau. (shrink)

This research investigates whether required employee green behavior can spill over to a proactive form of green behavior termed green advocacy. Drawing on self-perception theory, we theorize and test a moderated mediation model in which required employee green behavior is positively associated with green advocacy via the mediation of pro-environmental self-identity, with the strength of such association contingent upon employee moral identity. Data collected in three waves from 297 employees at a large manufacturing firm in China provide support for the (...) research model. Results show that pro-environmental self-identity explains the positive association between required employee green behavior and green advocacy and that its mediating role is stronger when moral identity is higher (vs. lower). This study advances workplace green behavior research by identifying a novel psychological path and extending knowledge about a boundary condition. (shrink)

Due to the pressing environmental and social issues facing the global economic system, the role of organizations in promoting socially responsible behavior among employees warrants attention in research and practice. It has been suggested that the concept of socio-moral climate might be particularly useful for understanding how participative organizational structures and processes shape employees’ prosocial behaviors. While SMC has been shown to be positively related to employees’ prosocial behaviors within the work context, little is known about the potential (...) class='Hi'>spillover effects of SMC. The present study aims to address this gap by investigating how and why SMC is related to employees’ socially responsible purchase intention. Drawing on the relational job design framework, we argue that employees’ perceptions of their social impact may explain why SMC is positively related to responsible purchase intentions. We collected data from 492 employees working in various industries at two measurement points with a time lag of 12 months. Hypotheses were tested using path analysis, in which we controlled for the temporal stability of the study variables. The results showed that SMC was positively related to perceived social impact and socially responsible purchase intention and that perceived social impact was positively related to socially responsible purchase intention. In addition, we found a significant indirect relationship between SMC and socially responsible purchase intention through perceived social impact. The findings provide initial support for the spillover of employees’ work-related experiences onto their responsible purchase intentions within the nonwork domain. This study contributes to the literature by extending the traditional focus of SMC research on the development of moral reasoning skills to suggest that perceived social impact is an important mechanism underlying the relationship between SMC and prosocial behaviors. In terms of practical implications, this study suggests that organizational interventions designed to increase SMC may enhance employees’ perceptions of their social impact. (shrink)

BackgroundCurrently, we are facing a demographic shift to an older population and its consequences worldwide: in the years to come, several older people will need nursing home care. The work culture is important for care quality in NHs. Some Norwegian municipalities have implemented the Joy of Life Nursing Home strategy, representing a resource-oriented health-promoting approach. Knowledge about how implementation of the JoLNH approach impacts the work culture is scarce.AimssWe hypothesized that the JoLNH strategy impacts positively on the (...) work culture: when comparing measurements at two time points and when comparing two municipalities, among which one has implemented the JoLNH and the other has not.MethodWith a 1-year interval, healthcare personnel in 43 NHs located in two large Norwegian municipalities responded to a survey in two waves. In total, 558 healthcare personnel participated at T1 and 515 at T2. Work culture was assessed by the Systematizing Person–Group Relations Instrument.FindingsThe municipality implementing the JOLNH strategy experienced significant increases in SPGR dimensions, representing positive orientations towards a better work culture, whereas those working in the non-JoLNH municipality reported an increase in SPGR dimensions, signifying a worsened work culture.DiscussionThe data indicate that the implemented JoLNH strategy has endorsed positive effects in the work culture. The JoLNH strategy emphasizes on the quality of patient care, which is what healthcare personnel, in general, are much concerned about. Furthermore, attention to task orientation and independent work seem to encourage a better work culture in NHs.ConclusionThis study suggests that the JoLNH strategy impacts positively on the work culture in Norwegian NHs. (shrink)

This chapter contains sections titled: Arendt's singular project Defining the deed Hierarchy and interdependence in the vita activa Praxis in the professions.

Business ethics scholars have long viewed organizational diversity climate as a reflection of organizational ethics. Previous research on organizational diversity climate, for the most part, has neglected to consider the influence of community diversity climate on employment relations. In order to address this gap in the literature, we examined the relationship between organizational and community diversity climates in impacting employees’ intent to stay with their organization. In doing so, we tested two competing hypotheses. First, we tested for the positive (...) spillover of community diversity climate on employees’ intent to stay in their organization. Second, we tested for the compensation hypothesis, whereby community diversity climate moderated the organizational diversity climate-employee intent to stay relationship, with the above relationship being stronger for individuals hailing from communities with poor diversity climates. In addition, we also posited a three-way interaction model of community diversity climate, organizational diversity climate, and employee racial affiliations with the interaction between organizational and community diversity climates on intent to stay being stronger for the minority employees. The results of the study, which are based on a survey of 165 employees working in a Midwestern US organization, supported the compensation hypothesis with the interactive influence of organizational and community diversity climates on employee intent to stay being stronger for minorities, as opposed to White employees. (shrink)

There is an increasing demand by society that university students demonstrate competitive skills to enable them to achieve greater success when entering the workplace. Creativity and life satisfaction correlate positively with academic performance, productivity, and excellence in the working environment. The presence of creativity and emotional intelligence in the curriculum and teaching methods in Spanish universities, however, is surprisingly lacking. Studies that examine gender differences in these variables provide conflicting results. The purpose of our research is to analyse the (...) changes produced in both creativity and life satisfaction in university students by a positive emotional and creative intervention and explore individual differences by gender. The methodology used was a quasi-experimental pre- test/post- test design with experimental/control groups. Three hundred university students from the Community of Madrid completed three exercises that evaluated creativity and life satisfaction. The results show significantly higher results in creativity and life satisfaction in women, who continued to achieve high results after the intervention. Finally, we discuss the need for emotional and creative education in universities and focus on the employability and the guarantee of equal opportunities through the development of these competencies. (shrink)

AbstractOrganizations receive multiple benefits when their members act ethically. Of interest in this study is if the actors receive benefits as well, especially as individuals look to work to fulfill psychological and social needs in addition to economic ones. Specifically, we highlight a series of ongoing ethical practices embodied in professional moral courage and their relationship to actor’s work meaningfulness and life well-being. Drawing on self-determination theory and affective events theory, we explore how exercising professional moral courage (...) in one’s work leads to positive work and life outcomes. Data from 106 administrative staff of non-profit organizations demonstrates the positive benefits of adopting ethical practices at work. Specifically, professional moral courage is found to be significantly related to both work meaningfulness and individual eudaimonic life well-being. Our findings note positive benefits for individuals who incorporate professional moral courage into their daily lives and provide support for organizations seeking to encourage it from their employees; benefits for organizations and employees go beyond just the gains from ethical behavior into other positive psychological processes. Implications for future work that considers both the psychological and normative approaches to meaningful work are discussed. (shrink)

The main aim of this work was initially a modest one, 'to collect information as to the main facts of Hutcheson's life in Dublin prior to his appointment as Professor at Glasgow'. As the materials grew, however, and Scott's interest in Hutcheson deepened, the planned article expanded into a book that has since become the standard biography. The emphasis throughout is on the development of Hurcheson's thought in the context of an ongoing debate with his contemporaries.

The purpose of this study is to examine the relationship between contextual work-related factors on the one hand, in terms of job demands (i.e., risk factors) and job resources (i.e., protective factors), and work-family conflict in teachers on the other. Building on the Job Demands-Resources (JD-R) model, we hypothesized that job demands, namely qualitative and quantitative workload, are positively associated with work-family conflict in teachers. Moreover, in line with the buffer hypothesis of the JD-R, we expected job (...) resources, in terms of support from supervisor, job autonomy, and participation in decision making, to affect this association, which is expected to be stronger when job resources are low. The study was conducted in an Italian secondary school. Overall, 122 teachers completed a self-report questionnaire aimed at determining work-family conflict, as well as job demands and resources. The hypothesized relationships were tested using moderated multiple regression. The results of this study largely support our predictions. First, both aspects of workload were positively associated with work-family conflict. Secondly, job resources, including support from supervisor and participation in decision making, buffered this association, which was stronger when resources were low. On the contrary, job autonomy did not buffer the association between workload and work-family conflict. Overall, the results of this study are consistent with the Job Demands-Resources model and contribute to to the understanding of work–family conflict among teachers. More specifically, our study suggests that teachers with high levels of job resources, namely support from supervisor and participation in decision making, can effectively cope with job demands, in terms of both qualitative and quantitative workload, thus preventing negative consequences such as conflict between work and family domains. Interventions aimed at preventing work-family conflict among teachers should encourage organizations to optimize the balance between job demands and resources, as well as the identification and training of the workers at risk of work-family conflict. (shrink)

Excerpt from Martin Buber: The Life of Dialogue This book is the product of a dialogue, a dialogue first with the works of Martin Buber and later with Martin Buber himself. The influence of Buber's thought has steadily spread throughout the last fifty years until today Buber is recognized throughout the world as occupying a position in the foremost ranks of contemporary philosophers, theologians, and scholars. What has made such men as Hermann Hesse and Reinhold Niebuhr speak of Martin (...) Buber as one of the few wise men living on the earth today, however, is not only his eminence as a thinker but also his concern with the 'lived concrete, ' the everyday reality which he takes up into his imagining and bears as his responsibility. Buber's eightieth birthday, on February 8, 1958, was celebrated all over the world, for Martin Buber is one of the truly universal men of our time. 'More than any other person in the modern world, ' said the Protestant theologian H. Richard Niebuhr at one such celebration, 'more even than Kierkegaard, Martin Buber has been for me, and for many of my companions, the prophet of the soul and the witness to that truth which is required of the soul not as solitary, but as companionable being.' In a time in which we are in danger of losing our birthright as human beings, Martin Buber has shown us what it means to live as men. When in 1944 Dr. Simon Greenberg gave me the first book of Buber's that I ever read - The Legend of the Baal-Shem - Buber himself was practically unknown in America and only two of his books were in English, both published in England. Even when I wrote my doctoral dissertation on Buber in 1950, few had heard of him and few of his books were published here. Today more than twenty of Buber's books have been published in English, most of them in both England and America, several more translations are underway, five of his books have been reissued in paperback editions, four anthologies of his writings have appeared, and several books in English have been written on his thought, including the forthcoming Philosophy of Martin Buber volume of The Library of Living Philosophers, which I have had the honor of editing. In 1951-1952 Buber spent almost a year in America under the auspices of the Jewish Theological Seminary; in 1957 he was brought here by the Washington School of Psychiatry to deliver the fourth William Alanson White Memorial Lectures; and in 1958 he was brought to this country by Princeton University. About the Publisher Forgotten Books publishes hundreds of thousands of rare and classic books. Find more at www.forgottenbooks.com This book is a reproduction of an important historical work. Forgotten Books uses state-of-the-art technology to digitally reconstruct the work, preserving the original format whilst repairing imperfections present in the aged copy. In rare cases, an imperfection in the original, such as a blemish or missing page, may be replicated in our edition. We do, however, repair the vast majority of imperfections successfully; any imperfections that remain are intentionally left to preserve the state of such historical works. (shrink)

What and how is the work of art? This paper considers Heidegger’s venerable question by way of a related one: what exactly is the essence of the painting? En route to critiquing the Heideggerian conception of the work of art as that which discloses a world, I present Michel Henry’s competing aesthetic theory. According to Henry, the artwork’s task is not to disclose the exteriority of the world, but rather to express the interiority of life’s pathos—what he (...) calls transcendental self-affectivity. To clarify Henry’s view, I examine his analysis of the abstract painting of Kandinsky, after which I illustrate the significance of Kandinsky’s abstractionism by showing how the representational paintings of Paul Signac, Andrew Harrison, Alphonse Osbert, and Henry Ossawa Tanner attempt to express the invisibility of subjectivity. I then reveal how Heidegger’s account of the work of art in terms of world disclosure overlooks the work’s task of exalting life. In closing, I accordingly suggest that Henry’s view of painting—which locates its essence in Life rather than the world—not only presents a competing position to the Heideggerian view of the origin of the work of art worthy of our attention, but one that explains how art can contribute to overcoming our age’s nihilism. (shrink)

Counterproductive work behavior is one of the most common behavioral decisions of employees in the workplace that negatively impacts the sustainable development of enterprises. Previous studies have shown that individuals make CWB decisions for different reasons. Some individuals engage in CWB due to cognitive factors, whereas others engage in CWB in response to leadership behaviors. The conservation of resources theory holds that individuals have the tendency to preserve, protect and acquire resources. When experiencing the loss of resources, individuals will (...) show irrational and aggressive behaviors in order to regain resources. When obtaining resources, individuals’ tension and pressure will be relieved. To maintain or continue obtaining resources, individuals will show more positive work attitudes and behaviors. Therefore, using the COR theory as the main theoretical framework, this study explores a serial mediation model between family supportive leadership and CWB through work-family conflict and moral disengagement, moderated by personal life attribution. A three-wave survey of 251 medical workers from three hospitals found that family supportive leadership can reduce employees’ perceived work-family conflict, which leads to less moral disengagement, resulting in lower CWB. Personal life attribution strengthens the negative indirect effect of family supportive leadership on CWB by reinforcing the negative association between family supportive leadership and work-family conflict. This study uses the COR theory to explore the mechanism and boundary conditions of family supportive leadership and CWB from the perspective of negative work-family relationship, which enrichis the research content of existing theories. Moreover, this study has important guiding significance for managers to take effective measures to reduce CWB. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Lessons From my Life's WorkJames BradleyAlmost thirty years ago, I entered the caring profession as an Auxiliary Nurse, on a temporary basis, as a prelude to taking formal training as a Registered Nurse. Since then I have had many titles, held many positions and roles and worked in many different care settings. I never did take that RN training but that temporary job became my life's (...) class='Hi'>work!I am a carer. A hands-on, at-the-bedside, hand-holding, bed-bathing, carer. Not only that, I am a male carer. I am not a failed doctor, I am not "hired muscle," nor am I gay and I certainly didn't enter the profession to be amongst so many women, as the stereotypes would suggest.Put simply, I care for people and do for them what they would do for themselves under normal circumstances, were they able to do so. I can cook, clean, sew, iron, and make beds, bathe, toilet and many other things besides. Not only that, I can do more than one simultaneously. Yes, I am a straight, male carer who can multitask, which is perhaps why so many people have difficulty in understanding people like me!?Every day, come rain, hail or shine; morning, noon and night, I care for others, often with as much compassion and love as if they were my own family. Once you have built up a relationship with a client or patient and his or her relatives, they can seem as close as family. The anomaly in nursing these days though, is that most RNs don't get the time to "be" a carer to the same extent that I do. That is the main reason why I made the decision to not pursue RN training, as per my original plan.Internal and external politics, in addition to the "culture of litigation," has created a growing chasm between what nurses should be, what they want to be and what they actually are in fact. Many RNs joined the profession to be what I am now, only to find themselves bogged down in paperwork, mandatory annual education and undertaking tasks which once were the domain of junior medical staff. This is not a criticism of those RNs, but an observation on the nature of care, from the grassroots level. As those RNs are pulled away from providing basic care, who is left to fill the void created? That is where my peers and I come in!There are literally thousands of people like me across the country doing the exact same thing I do every day. Yet, as stated, I am in a minority, for I am a male carer in a female-dominated environment. That brings a whole set of differences in itself, some of which should never exist in a modern care environment and wouldn't, were they pertinent to females rather than males.For example, imagine a male doctor telling an RN to "make the coffee" simply because she is female and used to being in the kitchen. Just consider how much upset that would create, with claims of sex discrimination and lack of professionalism. Quite rightly so, too. Then consider why it seems [End Page 135] acceptable for females to expect certain responsibilities be undertaken by males simply because "men are stronger than women" (not true either, based on some of the people I have worked with over the years!). These double standards rise up infrequently, thankfully, but the fact that they exist at all says much about the nature of formal RN training.I was surprised at the job, initially, at how managers, education departments, etc. failed to recognize males in the profession—Florence Nightingale and her crew have a lot to answer for! It's even worse to see that discrimination against males still exists in some places, and by some people (who would claim to be "professionals") even today. There is no place in the Care Industry for those with such biased perceptions because, if they can hold such views about their colleagues, one wonders how they feel about their patients. Especially patients who may be challenging.Sometimes patients' families can be... (shrink)

Thomas Paine was a hugely influential revolutionary pamphleteer, whose writings were instrumental in bringing about some of the greatest political changes the world has seen. Paine's enduring importance lies not so much in the depth of his political philosophy as in his great abilities as a communicator of political ideas. Conway's Writingswas the first complete critical collection of Paine's works, and his Lifewas the first account to show Paine in a positive light.

Thomas Paine was a hugely influential revolutionary pamphleteer, whose writings were instrumental in bringing about some of the greatest political changes the world has seen. Paine's enduring importance lies not so much in the depth of his political philosophy as in his great abilities as a communicator of political ideas. Conway's Writingswas the first complete critical collection of Paine's works, and his Lifewas the first account to show Paine in a positive light.

Thomas Paine was a hugely influential revolutionary pamphleteer, whose writings were instrumental in bringing about some of the greatest political changes the world has seen. Paine's enduring importance lies not so much in the depth of his political philosophy as in his great abilities as a communicator of political ideas. Conway's Writingswas the first complete critical collection of Paine's works, and his Lifewas the first account to show Paine in a positive light.

Thomas Paine was a hugely influential revolutionary pamphleteer, whose writings were instrumental in bringing about some of the greatest political changes the world has seen. Paine's enduring importance lies not so much in the depth of his political philosophy as in his great abilities as a communicator of political ideas. Conway's Writingswas the first complete critical collection of Paine's works, and his Lifewas the first account to show Paine in a positive light.

Thomas Paine was a hugely influential revolutionary pamphleteer, whose writings were instrumental in bringing about some of the greatest political changes the world has seen. Paine's enduring importance lies not so much in the depth of his political philosophy as in his great abilities as a communicator of political ideas. Conway's Writingswas the first complete critical collection of Paine's works, and his Lifewas the first account to show Paine in a positive light.

In recent years, interest in family-to-work interference and its consequences has increased dramatically. Drawing on conservation of resources theory, we propose and test a dual spillover spiraling model which examines the indirect effects of family incivility on workplace interpersonal deviance through increasing family-to-work conflict (resource loss spiral) and decreasing family-to-work enrichment (resource gain spiral). We also examine the moderating effects of family-supportive supervisor behaviors on these indirect effects. The findings from a three-wave survey, with 455 employees (...) and their coworkers in 60 teams, reveal that experienced family incivility (Time 1) induces more interpersonal deviance at work (Time 3) through facilitating family-to-work conflict (Time 2) and inhibiting family-to-work enrichment (Time 2). Such indirect deviation amplifying effects are mitigated by higher supervisor-level family-supportive supervisor behaviors (Time 1). Theoretical and practical implications are discussed. (shrink)

Studies on how one behavior affects subsequent behaviors find evidence for two opposite trends: Sometimes a first behavior increases the likelihood of engaging in additional behaviors that contribute to the same goal (positive behavioral spillover), and at other times a first behavior decreases this likelihood (negative spillover). A factor that may explain both patterns is attitude strength. A stronger (more favorable) attitude toward an issue may make the connections between related behaviors more salient and increase the motivation (...) to work toward the underlying goal. We predicted that people with a stronger (more favorable) attitude are more likely to engage in subsequent behaviors that address an issue they care about. Two experiments tested the prediction in the contexts of pro-environmental and health behavior. Study 1 (N = 378) provided some support for the predicted moderating role of attitude toward the environment when participants recalled either an environmentally friendly or unfriendly action: A strong attitude increased the likelihood, whereas a weak attitude decreased the likelihood of carrying out successive goal-conducive behaviors. When compared to a neutral control condition in Study 2 (N = 929), participants with a weak environmental attitude supported pro-environmental petitions less strongly after an environmentally harmful action. Support for such petitions did not waver, however, among participants with a strong environmental attitude: They consistently acted environmentally friendly. Contrary to the hypothesis, in neither study did strength of attitude toward personal health moderate the effect of an initial behavior in the expected direction. In sum, the two studies provided only limited evidence for behavioral spillover: Participants mostly acted in accordance with their attitude but were hardly affected by recalling previous actions. When behavioral spillover did occur, however, a strong environmental attitude tended to increase the likelihood of acting in an environmentally friendly way, whereas the behavior of those with a weak attitude was less predictable. This research contributes to a more nuanced theoretical understanding of the role of attitude in spillover, but provides only limited evidence for its role as a moderator. (shrink)