Search results for 'Commitment' (try it on Scholar)

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  1.  54
    Ken Levy & Alex Cohen (2016). Commentary on Szmukler: Mental Illness, Dangerousness, and Involuntary Civil Commitment. In Daniel D. Moseley Gary J. Gala (ed.), Philosophy and Psychiatry: Problems, Intersections, and New Perspectives. Routledge 147-160.
    Prof. Cohen and I answer six questions: (1) Why do we lock people up? (2) How can involuntary civil commitment be reconciled with people's constitutional right to liberty? (3) Why don't we treat homicide as a public health threat? (4) What is the difference between legal and medical approaches to mental illness? (5) Why is mental illness required for involuntary commitment? (6) Where are we in our efforts to understand the causes of mental illness?
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  2. Bruno Verbeek (2007). Rational Self-Commitment. In Fabienne Peter & Hans Bernhard Schmidt (eds.), rationality and commitment. OUP Oxford
    Abstract: The standard picture of rationality requires that the agent acts so as to realize her most preferred alternative in the light of her own desires and beliefs. However, there are circumstances where such an agent can predict that she will act against her preferences. The story of Ulysses and the Sirens is the paradigmatic example of such cases. In those circumstances the orthodoxy requires the agent to be ‘sophisticated’. That is to say, she should take into account her expected (...)
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  3. Bradley Rettler (forthcoming). The General Truthmaker View of Ontological Commitment. Philosophical Studies:1-21.
    In this paper, I articulate and argue for a new truthmaker view of ontological commitment, which I call the “General Truthmaker View”: when one affirms a sentence, one is ontologically committed to there being something that makes true the proposition expressed by the sentence. This view comes apart from Quinean orthodoxy in that we are not ontologically committed to the things over which we quantify, and it comes apart from extant truthmaker views of ontological commitment in that we (...)
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  4.  60
    Thomas Li-Ping Tang & Randy K. Chiu (2003). Income, Money Ethic, Pay Satisfaction, Commitment, and Unethical Behavior: Is the Love of Money the Root of Evil for Hong Kong Employees? [REVIEW] Journal of Business Ethics 46 (1):13 - 30.
    This study examines a model involving income, the love of money, pay satisfaction, organizational commitment, job changes, and unethical behavior among 211 full-time employees in Hong Kong, China. Direct paths suggested that the love of money was related to unethical behavior, but income (money) was not. Indirect paths showed that income was negatively related to the love of money that, in turn, was negatively related to pay satisfaction that, in turn, was negatively associated with unethical behavior. Pay satisfaction was (...)
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  5. Duygu Turker (2009). How Corporate Social Responsibility Influences Organizational Commitment. Journal of Business Ethics 89 (2):189 - 204.
    A growing number of studies have investigated the various dimensions of corporate social responsibility (CSR) in the literature. However, relatively few studies have considered its impacts on employees. The purpose of this study is to analyze how CSR affects the organizational commitment of employees based on the social identity theory (SIT). The proposed model was tested on a sample of 269 business professionals working in Turkey. The findings of the study revealed that CSR to social and non-social stakeholders, employees, (...)
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  6.  15
    Howard Rachlin (1995). Self-Control: Beyond Commitment. Behavioral and Brain Sciences 18 (1):109-121.
    Self-control, so important in the theory and practice of psychology, has usually been understood introspectively. This target article adopts a behavioral view of the self (as an abstract class of behavioral actions) and of self-control (as an abstract behavioral pattern dominating a particular act) according to which the development of self-control is a molar/molecular conflict in the development of behavioral patterns. This subsumes the more typical view of self-control as a now/later conflict in which an act of self-control is a (...)
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  7.  16
    Hannes Leroy, Michael E. Palanski & Tony Simons (2012). Authentic Leadership and Behavioral Integrity as Drivers of Follower Commitment and Performance. Journal of Business Ethics 107 (3):255-264.
    The literatures on both authentic leadership and behavioral integrity have argued that leader integrity drives follower performance. Yet, despite overlap in conceptualization and mechanisms, no research has investigated how authentic leadership and behavioral integrity relate to one another in driving follower performance. In this study, we propose and test the notion that authentic leadership behavior is an antecedent to perceptions of leader behavioral integrity, which in turn affects follower affective organizational commitment and follower work role performance. (...)
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  8.  52
    Sean Valentine, Lynn Godkin & Margaret Lucero (2002). Ethical Context, Organizational Commitment, and Person-Organization Fit. Journal of Business Ethics 41 (4):349 - 360.
    The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and companies (...)
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  9. Robert B. Brandom (1994). Making It Explicit: Reasoning, Representing, and Discursive Commitment. Harvard University Press.
    What would something unlike us--a chimpanzee, say, or a computer--have to be able to do to qualify as a possible knower, like us? To answer this question at the very heart of our sense of ourselves, philosophers have long focused on intentionality and have looked to language as a key to this condition. Making It Explicit is an investigation into the nature of language--the social practices that distinguish us as rational, logical creatures--that revises the very terms of this inquiry. Where (...)
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  10. Margaret Gilbert (2015). Joint Commitment: How We Make the Social World. Oxford University Press Usa.
    This new essay collection by distinguished philosopher Margaret Gilbert provides a richly textured argument for the importance of joint commitment in our personal and public lives. Topics covered by these diverse essays range from marital love to patriotism, from promissory obligation to the unity of the European Union.
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  11. Sam Shpall (2014). Moral and Rational Commitment. Philosophy and Phenomenological Research 88 (1):146-172.
    Argues that the normative relation of commitment is routinely overlooked by philosophers, and that investigating it reveals some interesting similarities between the moral and rational domains.
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  12. Agustín Rayo (2007). Ontological Commitment. Philosophy Compass 2 (3):428–444.
    I propose a way of thinking aboout content, and a related way of thinking about ontological commitment. (This is part of a series of four closely related papers. The other three are ‘On Specifying Truth-Conditions’, ‘An Actualist’s Guide to Quantifying In’ and ‘An Account of Possibility’.).
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  13.  33
    Ming-Tien Tsai & Chun-Chen Huang (2008). The Relationship Among Ethical Climate Types, Facets of Job Satisfaction, and the Three Components of Organizational Commitment: A Study of Nurses in Taiwan. [REVIEW] Journal of Business Ethics 80 (3):565 - 581.
    The high turnover of nurses has become a global problem. Several studies have proposed that nurses' perceptions of the ethical climate of their organization are related to higher job satisfaction and organizational commitment, and thus lead to lower turnover. However, there is limited empirical evidence supporting a relationship between different types of ethical climate within organizations and facets of job satisfaction. Furthermore, no published studies have investigated the impact of different types of ethical climate on the three components (...)
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  14.  31
    Scott John Vitell & Anusorn Singhapakdi (2008). The Role of Ethics Institutionalization in Influencing Organizational Commitment, Job Satisfaction, and Esprit de Corps. Journal of Business Ethics 81 (2):343 - 353.
    Given increasing ethical problems in business, many organizations have tried to control these problems by institutionalizing ethics such as by creating new ethics positions and formulating and enforcing codes of ethics. In this study, the impact of implicit and explicit forms of institutionalization of ethics on job satisfaction, esprit de corps, and organizational commitment for marketing professionals is investigated. Additionally, the influence of organizational socialization, ethical relativism, and age relative to each of the above organizational climate constructs is examined. (...)
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  15. Neil Delaney (1996). Romantic Love and Loving Commitment: Articulating a Modern Ideal. American Philosophical Quarterly 33 (4):339 - 356.
    This essay presents an ideal for modern Western romantic love.The basic ideas are the following: people want to form a distinctive sort of plural subject with another, what Nozick has called a "We", they want to be loved for properties of certain kinds, and they want this love to establish and sustain a special sort of commitment to them over time.
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  16.  65
    Gül Selin Erben & Ayşe Begüm Güneşer (2008). The Relationship Between Paternalistic Leadership and Organizational Commitment: Investigating the Role of Climate Regarding Ethics. [REVIEW] Journal of Business Ethics 82 (4):955 - 968.
    One of the important factors influencing perceptions of the existence of an ethical climate is leader behaviors. It is argued that paternalistic leadership behaviors are developed to humanize and remoralize the workplace. In various studies, leadership behaviors and climate regarding ethics were evaluated as antecedents of organizational commitment. In this sense, the purpose of this study is to investigate the relationship between paternalistic leadership behaviors, climate regarding ethics and organizational commitment. Data were obtained from 142 (...)
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  17.  72
    William Craig (2014). Peter van Inwagen, Substitutional Quantification, and Ontological Commitment. Notre Dame Journal of Formal Logic 55 (4):553-561.
    Peter van Inwagen has long claimed that he doesn’t understand substitutional quantification and that the notion is, in fact, meaningless. Van Inwagen identifies the source of his bewilderment as an inability to understand the proposition expressed by a simple sentence like “,” where “$\Sigma$” is the existential quantifier understood substitutionally. I should think that the proposition expressed by this sentence is the same as that expressed by “.” So what’s the problem? The problem, I suggest, is that van Inwagen (...)
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  18. Berit Brogaard (2008). Inscrutability and Ontological Commitment. Philosophical Studies 141 (1):21 - 42.
    There are two doctrines for which Quine is particularly well known: the doctrine of ontological commitment and the inscrutability thesis—the thesis that reference and quantification are inscrutable. At first glance, the two doctrines are squarely at odds. If there is no fact of the matter as to what our expressions refer to, then it would appear that no determinate commitments can be read off of our best theories. We argue here that the appearance of a clash between the two (...)
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  19.  18
    Lada V. Kurpis, Mirjeta S. Beqiri & James G. Helgeson (2008). The Effects of Commitment to Moral Self-Improvement and Religiosity on Ethics of Business Students. Journal of Business Ethics 80 (3):447 - 463.
    Using survey methodology we examined the relationships between commitment to moral self-improvement (CMSI), religiosity, ethical problem recognition, and behavioral intentions in a sample of 242 business students. Results of the study suggest that CMSI predicts ethical problem recognition and behavioral intentions. Our findings also suggest that CMSI is positively related to religiosity. The study provides some evidence of CMSI being a mediator in the influence of religiosity on ethical problem recognition and behavioral intentions. Compared to religiosity, CMSI turned out (...)
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  20. Ruth Chang (forthcoming). Commitment, Reasons, and the Will. Oxford Studies in Metaethics.
    This paper argues that there is a particular kind of ‘internal’ commitment typically made in the context of romantic love relationships that has striking meta-normative implications for how we understand the role of the will in practical normativity. Internal commitments cannot plausibly explain the reasons we have in committed relationships on the usual model – as triggering reasons that are already there, in the way that making a promise triggers a reason via a pre-existing norm of the form ‘If (...)
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  21.  26
    Marc Street & Vera L. Street (2006). The Effects of Escalating Commitment on Ethical Decision-Making. Journal of Business Ethics 64 (4):343 - 356.
    Although scholars have invoked the escalation framework as a means of explaining the occurrence of numerous organizationally undesirable behaviors on the part of decision makers, to date no empirical research on the potential influences of escalating commitment on the likelihood of unethical behavior at the individual level of analysis has been reported in either the escalation or the ethical decision-making literatures. Thus, the main purpose of this project is to provide a theoretical foundation and empirical support for the contention (...)
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  22.  19
    Dheeraj Sharma, Shaheen Borna & James M. Stearns (2009). An Investigation of the Effects of Corporate Ethical Values on Employee Commitment and Performance: Examining the Moderating Role of Perceived Fairness. [REVIEW] Journal of Business Ethics 89 (2):251 - 260.
    Corporate ethical values (CEVs) can be viewed outside the realm of organizational training, standard operating procedures, reward and punishment systems, formal statements, and as more representative of the real nature of the organization (Organ, 1988). Past researchers have empirically demonstrated the direct influence of CEVs on job performance. This study argues that employees' perception of organizational fairness will create perceptual distortion of CEVs. The results of the study indicate that perceived fairness moderates the influence of CEVs on two seminal outcomes, (...)
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  23. Howard Peacock (2011). Two Kinds of Ontological Commitment. Philosophical Quarterly 61 (242):79-104.
    There are two different ways of understanding the notion of ‘ontological commitment ’. A question about ‘what is said to be’ by a theory or ‘what a theory says there is’ deals with ‘explicit’ commitment ; a question about the ontological costs or preconditions of the truth of a theory concerns ‘implicit’ commitment. I defend a conception of ontological commitment as implicit commitment, and argue that existentially quantified (...)
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  24.  30
    Cynthia P. Ruppel & Susan J. Harrington (2000). The Relationship of Communication, Ethical Work Climate, and Trust to Commitment and Innovation. Journal of Business Ethics 25 (4):313 - 328.
    Recently, Hosmer (1994a) proposed a model linking right, just, and fair treatment of extended stakeholders with trust and innovation in organizations. The current study tests this model by using Victor and Cullen''s (1988) ethical work climate instrument to measure the perceptions of the right, just, and fair treatment of employee stakeholders.In addition, this study extends Hosmer''s model to include the effect of right, just, and fair treatment on employee communication, also believed to be an underlying dynamic of trust.More specifically, the (...)
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  25.  32
    Robert W. Armstrong, Robert J. Williams & J. Douglas Barrett (2004). The Impact of Banality, Risky Shift and Escalating Commitment on Ethical Decision Making. Journal of Business Ethics 53 (4):365-370.
    This paper posits that organizational variables are the factors that lead to the moral decline of companies like Enron and Worldcom. The individuals involved created environments within the organizations that precipitated a spiral of unethical decision-making. It is proposed that at the executive level, it is the organizational factors associated with power and decision-making that have the critical influence on moral and ethical behavior. The study has used variables that were deemed to be surrogate measures of the ethical violations (OSHA (...)
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  26.  7
    Arménio Rego, Susana Leal, Miguel P. Cunha, Jorge Faria & Carlos Pinho (2010). How the Perceptions of Five Dimensions of Corporate Citizenship and Their Inter-Inconsistencies Predict Affective Commitment. Journal of Business Ethics 94 (1):107 - 127.
    Through a convenience sample of 260 employees, the study shows how employees' perceptions about corporate citizenship (CC) predict their affective commitment. The study was carried out in Portugal, a high in-group and low societal collectivistic culture. Maignan et al.' s (1999 Journal of the Academy of Marketing Science 27(4), 455-469) construct, including economic, legal, ethical, and discretionary responsibilities was used. The main findings are: (a) contrary to what has been presumed in the literature, the discretionary dimension includes two factors: (...)
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  27.  26
    Weihui Fu, Satish P. Deshpande & Xiao Zhao (2011). The Impact of Ethical Behavior and Facets of Job Satisfaction on Organizational Commitment of Chinese Employees. Journal of Business Ethics 104 (4):537-543.
    This study examines factors impacting organizational commitment of 214 employees working at a Chinese state-owned steel company. Ethical behavior of peers and ethical behavior of successful managers had a significant impact on organizational commitment. The four facets of job satisfaction (pay, coworker, supervision, and work itself) had a significant impact on organizational commitment. Respondent’s age also significantly impacted organizational commitment. Perceptions of ethical behavior of successful managers, satisfaction with work, and gender were significantly correlated with social (...)
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  28.  13
    Weihui Fu & Satish P. Deshpande (2012). Antecedents of Organizational Commitment in a Chinese Construction Company. Journal of Business Ethics 109 (3):301-307.
    This study examines the impact of various ethical climate types and job satisfaction on organizational commitment of 144 employees working at a Chinese private construction company. Both caring and independence climate types had a significant positive impact on organizational commitment. Instrumental climate had a significant negative impact on organizational commitment. Other climate types (professional, rules, and efficiency) had no significant impact on organizational commitment. Overall job satisfaction had a significant positive impact on organizational commitment. Overclaiming (...)
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  29. Christopher Menzel (1990). Actualism, Ontological Commitment, and Possible World Semantics. Synthese 85 (3):355 - 389.
    Actualism is the doctrine that the only things there are, that have being in any sense, are the things that actually exist. In particular, actualism eschews possibilism, the doctrine that there are merely possible objects. It is widely held that one cannot both be an actualist and at the same time take possible world semantics seriously — that is, take it as the basis for a genuine theory of truth for modal languages, or look to it for insight into the (...)
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  30.  23
    A. C. Greenfield, Carolyn Strand Norman & Benson Wier (2008). The Effect of Ethical Orientation and Professional Commitment on Earnings Management Behavior. Journal of Business Ethics 83 (3):419 - 434.
    The purpose of this study is twofold. The first objective is to examine the impact of an individual's ethical ideology and level of professional commitment on the earnings management decision. The second objective is to observe whether the presence of a personal benefit affects an individual's ethical orientation or professional commitment within the context of an opportunity to manage earnings. Using a sample of 375 undergraduate business majors, our results suggest a significant relationship between an individual's ethical orientation (...)
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  31.  16
    Tae Hee Choi & Jinchul Jung (2008). Ethical Commitment, Financial Performance, and Valuation: An Empirical Investigation of Korean Companies. [REVIEW] Journal of Business Ethics 81 (2):447 - 463.
    A variety of stakeholders including investors, corporate managers, customers, suppliers, employees, researchers, and government policy makers have long been interested in the relationship between the financial performance of a corporation and its commitment to business ethics. As a subject of research, the relations between business ethics and corporate valuation has yet to be thoroughly quantified and investigated. This article is an effort to amend this inadequacy by demonstrating a statistically significant association between ethical commitment and corporate valuation measures. (...)
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  32.  5
    Krist R. Swimberghe, Dheeraj Sharma & Laura Willis Flurry (2011). Does a Consumer's Religion Really Matter in the Buyer–Seller Dyad? An Empirical Study Examining the Relationship Between Consumer Religious Commitment, Christian Conservatism and the Ethical Judgment of a Seller's Controversial Business Decision. Journal of Business Ethics 102 (4):581-598.
    Religion is an important cultural and individual difference variable. Yet, despite its obvious importance in consumers’ lives, religion in the United States has been under-researched. This study addresses that gap in the literature and investigates the influence of consumer religion in the buyer–seller dyad. Specifically, this study examines the influence of consumer religious commitment and a Christian consumer’s conservative beliefs in the United States on store loyalty when retailers make business decisions which are potentially reli- gious objectionable. This (...)
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  33.  12
    Sarah Steenhaut & Patrick Van Kenhove (2005). Relationship Commitment and Ethical Consumer Behavior in a Retail Setting: The Case of Receiving Too Much Change at the Checkout. [REVIEW] Journal of Business Ethics 56 (4):335 - 353.
    In this study, we conducted two experiments to examine the effect of relationship commitment on the reaction of shoppers to receiving too much change, controlling for the amount of excess change. Hypotheses based on equity theory, opportunism and guilt were set up and tested. The first study showed that, when the less committed consumer is confronted with a large excess of change, he/she is less likely to report this mistake, compared with a small excess. Conversely, consumers with a high (...)
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  34.  24
    Yves Gendron, Roy Suddaby & Helen Lam (2006). An Examination of the Ethical Commitment of Professional Accountants to Auditor Independence. Journal of Business Ethics 64 (2):169-193.
    This research explores the relationship between work context and professional ethics. Specifically, we analyze through an online survey of professional accountants the degree to which changing work conditions have altered individual accountants ’ commitment to the core professional value of auditor independence. We argue that certain changes in the condition of work have made some categories of accountants more susceptible to the logic of commercialism rather than the logic of professionalism. We find general support for this argument. We (...)
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  35.  18
    Tomás F. González & Manuel Guillén (2008). Organizational Commitment: A Proposal for a Wider Ethical Conceptualization of 'Normative Commitment'. [REVIEW] Journal of Business Ethics 78 (3):401-414.
    Conceptualization and measurement of organizational commitment involve different dimensions that include economic, affective, as well as moral aspects labelled in the literature as: ‘continuance’, ‘affective’ and ‘normative’ commitment. This multidimensional framework emerges from the convergence of different research lines. Using Aristotle’s philosophical framework, that explicitly considers the role of the will in human commitment, it is proposed a rational explanation of the existence of mentioned dimensions in organizational commitment. Such a theoretical proposal may offer a more (...)
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  36.  20
    C. Cullinan, Dennis Bline, Robert Farrar & Dana Lowe (2008). Organization-Harm Vs. Organization-Gain Ethical Issues: An Exploratory Examination of the Effects of Organizational Commitment. [REVIEW] Journal of Business Ethics 80 (2):225 - 235.
    The existing literature on the relationship between organizational commitment and ethical decision making suggests that ethical decision makers with higher organizational commitment are less likely to engage in ethically questionable behaviors. The ethical behaviors previously studied in an organizational commitment context have been organization-harm issues in which the organization was harmed and the individual benefited (e.g., overstating an expense report). There is another class of ethical issues in an organizational context, however. These other issues, termed organization-gain issues, (...)
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  37.  4
    Roger Trigg (1973). Reason and Commitment. Cambridge University Press.
    Can we justify our most basic beliefs about morality, religion and the nature of the world? Can there be a rational and objective way of choosing between alternative societies, modes of life or world-views? Dr Trigg shows how philosophical analysis is relevant to these questions and criticizes the tendency to emphasize notions of commitment and convention at the expense of truth and reason. He draws parallels between issues that are often too isolated from each other and identifies a cluster (...)
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  38.  8
    Matthias Fink, Rainer Harms & Isabella Hatak (2012). Nanotechnology and Ethics: The Role of Regulation Versus Self-Commitment in Shaping Researchers' Behavior. [REVIEW] Journal of Business Ethics 109 (4):569-581.
    The governance of nanotechnology seeks to limit its risks, without constraining opportunities. The literature on the effectiveness of approaches to governance has neglected approaches that impact directly on the behavior of a researcher. We analyze the effectiveness of legal regulations versus regulation via self-commitment. Then, we refine this model by analyzing competition and autonomy as key contingency factors. In the first step, qualitative interviews with nanotechnology researchers are conducted to reflect this model. In the second step, its empirical relevance (...)
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  39.  10
    Frederique Janssen-Lauret (2016). Committing to an Individual: Ontological Commitment, Reference and Epistemology. Synthese 193 (2):583-604.
    When we use a directly referential expression to denote an object, do we incur an ontological commitment to that object, as Russell and Barcan Marcus held? Not according to Quine, whose regimented language has only variables as denoting expressions, but no constants to model direct reference. I make a case for a more liberal conception of ontological commitment—more wide-ranging than Quine’s—which allows for commitment to individuals, with an improved logical language of regimentation. The reason for Quine’s prohibition (...)
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  40. Jamin Asay (2010). How to Express Ontological Commitment in the Vernacular. Philosophia Mathematica 18 (3):293-310.
    According to the familiar Quinean understanding of ontological commitment, (1) one undertakes ontological commitments only via theoretical regimentations, and (2) ontological commitments are to be identified with the domain of a theory’s quantifiers. Jody Azzouni accepts (1), but rejects (2). Azzouni accepts (1) because he believes that no vernacular expression carries ontological commitments. He rejects (2) by locating a theory’s commitments with the extension of an existence predicate. I argue that Azzouni’s two theses undermine each other. If ontological commitments (...)
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  41.  25
    David Godden (2010). The Importance of Belief in Argumentation: Belief, Commitment and the Effective Resolution of a Difference of Opinion. Synthese 172 (3):397 - 414.
    This paper examines the adequacy of commitment change, as a measure of the successful resolution of a difference of opinion. I argue that differences of opinion are only effectively resolved if commitments undertaken in argumentation survive beyond its conclusion and go on to govern an arguer’s actions in everyday life, e.g., by serving as premises in her practical reasoning. Yet this occurs, I maintain, only when an arguer’s beliefs are changed, not merely her commitments.
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  42.  92
    Michaelis Michael (2008). Implicit Ontological Commitment. Philosophical Studies 141 (1):43 - 61.
    Quine’s general approach is to treat ontology as a matter of what a theory says there is. This turns ontology into a question of which existential statements are consequences of that theory. This approach is contrasted favourably with the view that takes ontological commitment as a relation to things. However within the broadly Quinean approach we can distinguish different accounts, differing as to the nature of the consequence relation best suited for determining those consequences. It is suggested that Quine’s (...)
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  43. Joel I. Friedman (2005). Modal Platonism: An Easy Way to Avoid Ontological Commitment to Abstract Entities. [REVIEW] Journal of Philosophical Logic 34 (3):227 - 273.
    Modal Platonism utilizes "weak" logical possibility, such that it is logically possible there are abstract entities, and logically possible there are none. Modal Platonism also utilizes a non-indexical actuality operator. Modal Platonism is the EASY WAY, neither reductionist nor eliminativist, but embracing the Platonistic language of abstract entities while eliminating ontological commitment to them. Statement of Modal Platonism. Any consistent statement B ontologically committed to abstract entities may be replaced by an empirically equivalent modalization, MOD(B), not so ontologically committed. (...)
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  44.  45
    Jules L. Coleman, Christopher W. Morris & Gregory S. Kavka (eds.) (1998). Rational Commitment and Social Justice: Essays for Gregory Kavka. Cambridge University Press.
    Greg Kavka (1947-1994) was a prominent and influential figure in contemporary moral and political philosophy. The new essays in this volume are concerned with fundamental issues of rational commitment and social justice to which Kavka devoted his work as a philosopher. The essays take Kavka's work as a point of departure and seek to advance the respective debates. The topics include: the relationship between intention and moral action as part of which Kavka's famous 'toxin puzzle' is a focus of (...)
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  45.  24
    Rafik Z. Elias (2006). The Impact of Professional Commitment and Anticipatory Socialization on Accounting Students' Ethical Orientation. Journal of Business Ethics 68 (1):83 - 90.
    The accounting profession has emphasized the need for ethics education in the accounting curriculum. The current study examines professional commitment and anticipatory socialization, operationalized by perception of financial reporting, as possible determinants of Accounting students' ethical perceptions and intentions. Accounting students with higher levels of professional commitment and higher perception of the importance of financial reporting were more likely to perceive questionable actions as unethical and less likely to engage in such actions compared to those students with lower (...)
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  46.  10
    Martinus Putranta & Russel Kingshott (2011). The Relationships Between Ethical Climates, Ethical Ideologies and Organisational Commitment Within Indonesian Higher Education Institutions. Journal of Academic Ethics 9 (1):43-60.
    This research aimed to assess the potential of alternatives to extrinsic pecuniary rewards for cultivating employees’ commitment in denominational higher education institutions in Indonesia. Two ethics-related variables, namely ethical climates and ethical ideologies, were chosen as possible predictors. A model delineating the nexus between ethical climates types, ethical ideologies, and various forms of organisational commitment was developed and tested. A two-step structural equation modelling procedure was used as the primary means in testing the hypothesised relationships. The research involved (...)
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  47.  5
    Chun-Hsi Vivian Chen & Setyabudi Indartono (2011). Study of Commitment Antecedents: The Dynamic Point of View. [REVIEW] Journal of Business Ethics 103 (4):529-541.
    This study adopted a dynamic perspective in investigating the effects of employees’ perception of equity (PoE) and perception of organizational politics (POP) on their trust in organizations and the subsequent effect of such on their commitment. Data were collected from 216 employees from various industries. The positive effect of PoE and negative effect of POP on employees’ trust were confirmed in this study. It is also found that employees’ trust in organizations has a positive effect on their organizational (...). This study also confirmed the mediation of employees’ trust on the relationships between POP, PoE, and organizational commitment. Besides, the moderation of employees’ trust on the relationships between POP, PoE, and organizational commitment was not confirmed. Implications and suggestions for future research are discussed. (shrink)
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  48.  29
    Mark Lance (2001). The Logical Structure of Linguistic Commitment III Brandomian Scorekeeping and Incompatibility. Journal of Philosophical Logic 30 (5):439-464.
    Curiously, though he provides in Making It Explicit (MIE) elaborate accounts of various representational idioms, of anaphora and deixis, and of quantification, Robert Brandom nowhere attempts to lay out how his understanding of content and his view of the role of logical idioms combine in even the simplest cases of what he calls paradigmatic logical vocabulary. That is, Brandom has a philosophical account of content as updating potential - as inferential potential understood in the sense of commitment or entitlement (...)
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  49.  25
    Manuel Carlos Vallejo (2009). The Effects of Commitment of Non-Family Employees of Family Firms From the Perspective of Stewardship Theory. Journal of Business Ethics 87 (3):379 - 390.
    Although commitment is one of the attributes of family firms of continuing interest to researchers, they almost always study it from the perspective of the owning family. In the current work, we analyze the commitment of the non-family employees. We propose a model of commitment, with the aim of studying the implications that this variable may have for family businesses. We study both the aspects on the basis of the approaches of Meyer and Allen's three-component model of (...)
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  50.  21
    Ann Lawrence & Peter Lawrence (2009). Values Congruence and Organisational Commitment: P—O Fit in Higher Education Institutions. [REVIEW] Journal of Academic Ethics 7 (4):297-314.
    This study examines business students’ individual values and their perception of their university’s values and the relationship between these values and affective organisational commitment. Findings indicate that both groups of business students rated their personal values as consistent with the rankings of the major pan—cultural values with strong ethical orientation and self—development and learning values. In both educational institutions organisational vision values and individual conservatism values predicted affective commitment. Findings also indicate statistically significant differences between the students’ personal (...)
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