Although applications are being developed and have reached the market, nanopharmacy to date is generally still conceived as an emerging technology. Its concept is ill-defined. Nanopharmacy can also be construed as a converging technology, which combines features of multiple technologies, ranging from nanotechnology to medicine and ICT. It is still debated whether its features give rise to new ethical issues or that issues associated with nanopharma are merely an extension of existing issues in the underlying fields. We argue here that, (...) regardless of the alleged newness of the ethical issues involved, developments occasioned by technological advances affect the roles played by stakeholders in the field of nanopharmacy to such an extent that this calls for a different approach to responsible innovation in this field. Specific features associated with nanopharmacy itself and features introduced to the associated converging technologies- bring about a shift in the roles of stakeholders that call for a different approach to responsibility. We suggest that Value Sensitive Design is a suitable framework to involve stakeholders in addressing moral issues responsibly at an early stage of development of new nanopharmaceuticals. (shrink)
In their comment on Sandberg, Timmermans, Overgaard, and Cleeremans (2010), Dienes and Seth argue that increased sensitivity of the Perceptual Awareness Scale (PAS) is a consequence of the scale being less exclusive rather than more exhaustive. According to Dienes and Seth, this is because PAS may measure some conscious content, though not necessarily relevant conscious content, ‘‘If one saw a square but was only aware of seeing a flash of something, then one has not consciously seen a square.” In (...) this reply, we claim that there is a difference between conscious visual experience, which may be partial, and the resulting conscious content, which is conceptual. Whereas PAS measures the first, confidence judgments and post-decision wagering measure the second. (shrink)
Dienes and Seth (2010) conclude that confidence ratings and post-decision wagering are two comparable and recommendable measures of conscious experience. In a recently submitted paper, we have however found that both methods are problematic and seem less suited to measure consciousness than a direct introspective measure. Here, we discuss the methodology and conclusions put forward by Dienes and Seth, and why we think the two experiments end up with so different recommendations.
monsters, virtual legends such as 2001’s HAL or Demon Seed’s Proteus are actually scary because of their mind. Without lingering on the philosophical debates on whether a certain type of mind can exist independent of its specific embodiment or whether any creature can understand a consciousness that is not like his own (recall Lem’s Solaris), the thing that makes HAL and Proteus so human is not so much their ability to think as their possessing something resembling human consciousness. The point (...) is that, whereas consciousness may or may not be required for an artificial agent to think, it is an essential element in creating anything resembling a human-like thinker that would pass the Turing Test. (shrink)
Atran's putative module for folk biology is evaluated with respect to evidence from patients showing category-specific impairments for living kinds. Existing neuropsychological evidence provides no support for the primacy of categorization at the generic species level. We outline reasons for this and emphasize that such claims should be tested using inductive reasoning tasks.
This study addresses the issue of artifact kinds from a psychological and cognitive perspective. The primary interest of the investigation lies in understanding how artifacts are categorized and what are the properties people rely on for their identification. According to a classical philosophical definition artifacts form an autonomous class of instances including all and only those objects that do not exist in nature, but are artificial, in the sense that they are made by an artĭfex. This definition suggests that artifacts (...) are classified primarily on the basis of the recognition of their artificial nature. Nevertheless, many psychological and cognitive studies maintain that artifacts are categorized mainly on the basis of the recognition of the function they have been made to accomplish. Since tools are also categorized primarily on the basis of their function, this would imply that artifacts and tools are represented in the same way. In the study participants categorized a set of objects (denoted by words) once as tools and once as artifacts. Results show that reaction times (RTs) are faster in the artifact categorization condition than in the tool categorization condition. This pattern indicates that artifacts and tools are not represented in the same way and that the identification of the members of each class is carried out in the basis of different criteria. (shrink)
A significant part of everyday learning occurs incidentally — a process typically described as implicit learning. A central issue in this domain and others, such as language acquisition, is the extent to which performance depends on the acquisition and deployment of abstract rules. Shanks and colleagues [22], [11] have suggested (1) that discrimination between grammatical and ungrammatical instances of a biconditional grammar requires the acquisition and use of abstract rules, and (2) that training conditions — in particular whether instructions orient (...) participants to identify the relevant rules or not — strongly influence the extent to which such rules will be learned. In this paper, we show (1) that a Simple Recurrent Network can in fact, under some conditions, learn a biconditional grammar, (2) that training conditions indeed influence learning in simple auto-associators networks and (3) that such networks can likewise learn about biconditional grammars, albeit to a lesser extent than human participants. These findings suggest that mastering biconditional grammars does not require the acquisition of abstract rules to the extent implied by Shanks and colleagues, and that performance on such material may in fact be based, at least in part, on simple associative learning mechanisms. (shrink)
A significant part of everyday learning occurs incidentally — a process typically described as implicit learning. A central issue in this and germane domains such as language acquisition is the extent to which performance depends on the acquisition and deployment of abstract rules. In an attempt to address this question, we show that the apparent use of such rules in a simple categorisation task of artificial grammar strings, as reported by Shanks, Johnstone, and Staggs (1997), can be simulated by means (...) of a simple recurrent network, and may thus turn out not be incompatible with the acquisition of statistical regularities rooted in the processing of exemplars of the presented material. (shrink)
Our focus has been on the role of early cry as a commanding source of information about infant pain and distress that requires interpretation by an adult caregiver. Its inherent ambiguity may offer an adaptive advantage, as resolution requires adult presence and scrutiny of other behavioral, physical, and contextual factors.
This study investigates the hypothesis that the advantage corporate social performance (CSP) yields in attracting human resources depends on the degree of job choice possessed by the job seeking population. Results indicate that organizational CSP is positively related to employer attractiveness for job seekers with high levels of job choice but not related for populations with low levels suggesting advantages to firms with high levels of CSP in the ability to attract the most qualified employees.
This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person-organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P-O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of commitment and (...) job satisfaction and lower levels of turnover intent. Ethical P-O fit was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated with ethical P-O fit for one of the three P-O fit variables and turnover intentions were significantly associated with two of the ethical P-O fit variables. The most consistent effect was found for the Conventional - Caring fit variable, which was significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional - Instrumental fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and future research are discussed. (shrink)
Based on a survey of 237 managers in Singapore, three measures of organizational ethics (namely, top management support for ethical behavior, the organization''s ethical climate, and the association between ethical behavior and career success) are found to be associated with job satisfaction. The link between organizational ethics and job satisfaction is argued from Viswesvaran et al.''s (1998) organizational justice and cognitive dissonance theories. The findings imply that organizational leaders can favorably influence organizational outcomes by engaging in, supporting and rewarding ethical (...) behavior. (shrink)
Companies offer ethics codes and training to increase employees’ ethical conduct. These programs can also enhance individual work attitudes because ethical organizations are typically valued. Socially responsible companies are likely viewed as ethical organizations and should therefore prompt similar employee job responses. Using survey information collected from 313 business professionals, this exploratory study proposed that perceived corporate social responsibility would mediate the positive relationships between ethics codes/training and job satisfaction. Results indicated that corporate social responsibility fully or partially mediated the (...) positive associations between four ethics program variables and individual job satisfaction, suggesting that companies might better manage employees’ ethical perceptions and work attitudes with multiple policies, an approach endorsed in the ethics literature. (shrink)
This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A (...) professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction. (shrink)
Considering the organization’s ethical context as a framework to investigate workplace phenomena, this field study of military reserve personnel examines the relationships among perceptions of psychosocial group variables, such as cohesiveness, helping behavior and peer leadership, employee job attitudes, and the likelihood of individuals’ withholding on-the-job effort, a form of organizational misbehavior. Hypotheses were tested with a sample of 290 individuals using structural equation modeling, and support for negative relationships between perceptions of positive group context and withholding effort by individual (...) employees was found. In addition, individual effort-performance expectancy and individual job satisfaction were negatively related to withholding effort. The findings provide evidence that individual perceptions of positive group context play a key role in the presence of misbehavior at work. The results indicate that positive group context might be an important element of ethical climate that should be managed to temper occurrence of such adverse work behavior. (shrink)
The relationship between ethics and job satisfaction for MIS professionals is examined empirically. Five dimensions of job satisfaction are examined: (1) satisfaction with pay, (2) satisfaction with promotions, (3) satisfaction with co-workers, (4) satisfaction with supervisors and (5) satisfaction with the work itself. These dimensions of satisfaction are compared to top management's ethical stance, one's overall sense of social responsibility and an ethical optimism scale (i.e., the degree of optimism that one has concerning the positive relationship between ethics and success (...) in his/her company).Results indicate that MIS professionals are more satisfied with the various dimensions of their jobs when top management stresses ethical behavior and when they are optimistic about the relationship between ethics and success within their firms. The one exception to this is pay satisfaction which is unrelated to these constructs. One's sense of social responsibility is also relatively unrelated to job satisfaction. (shrink)
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. Results (...) indicate that at least one of the forms of institutionalization of ethics is a significant determinant of all three organizational climate constructs. However, while organizational socialization is a significant determinant of all three organizational climate variables, relativism is only significant in determining organizational commitment (in a negative direction) and age is only significant in determining job satisfaction. (shrink)
With the increase in market competition and dynamic work environment, work overload seems to have become a common issue suffered by almost every employee. Overload usually results in not only poor health conditions but also mental circumstances. These problems then become a threat to the organizations in the form of poor performance and lack of ability to reach standards. Workplace spirituality is one way to deal with stressful overload conditions. This research deals with the study of moderating affects of workplace (...) spirituality on job overload and employee’s satisfaction relationship. Having large piles of work in given targeted time results in employees becoming stressed out from their work as well as their organization. The motive of their job becomes to achieve targets and diminish the creativity within the employees. Workplace spirituality basic dimensions mentioned in this research help one achieve these targets and help employees cope with the symptoms caused by work overload. The research includes three variables, workplace spirituality, job overload, and job satisfaction. The samples of 76 respondents were asked to fill the questionnaire on all the three variables. The final results show interestingly different results then, as conceptualized according to theory. Workplace spirituality also showed to have quite an impact on job satisfaction. (shrink)
A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.
At the dramatic climax of the book of Job, God answers Job from a whirlwind; but it is notoriously difficult to see how this answer addresses the problem posed by Job's suffering. In this paper, I am especially concerned with the following questions. What underlying problem is the poet wrestling with? How is God's answer to Job supposed to be relevant to this problem? And why is Job satisfied by it? I critically consider what seem to me to be two (...) of the most important interpretations. Neither of them turns out to be completely satisfying. I then conclude by suggesting that the book of Job itself oscillates back and forth between two quite different conceptions of God's relation to the world. (shrink)
Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.
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 desirability bias.
This study examines the relationship between salespeople's moral judgment and their job performance. Results indicate a positive relationship between moral judgment and job performance when certain characteristics are present. Implications for sales managers and sales researchers are provided. Additionally, directions for future research are given.
Information unethical behavior is concerned with ethical behavioural conflicts in the use of information, information technologies, and information systems (Kuo and Hsu, 2001). This study examines the combination of locus of control (LOC) and job insecurity (JI) as a joint moderator on the decision making process for information ethical behavioral intentions. A conceptual model is proposed to see the joint moderating role of LOC and JI. In the model, ethical behavioral intentions are influenced directly by ethical attitude, personal values, and (...) perceived behavioural control. Simultaneously, personal values also indirectly influence ethical behavioral intentions through the mediation of ethical attitude. The causal relationships are moderated by the joint moderator. Notably, the moderating effects were simultaneously examined using data from undergraduates in the MIS department of a college. The influences of the ethical attitude and personal values on ethical behavioral intentions are found to be similar for those with external locus of control and insecurity perception (Confusionists) and those with internal locus of control and security perception (Controlists). Furthermore, the influences of personal values on ethical attitude, and of perceived behavioural control on ethical behavioral intentions, are both greater for Controlists than Confusionists. Implications of the empirical findings are discussed. (shrink)
Although many studies have linked job attitudes and intentions to aspects of in-role and extra-role job performance, there has been relatively little attention given to such job responses in the context of employees’ ethical/unethical behavior. The purpose of this study was to investigate a possible relationship between positive job response (conceptualized as job satisfaction and intention to stay) and behavioral ethics. Ninety-two matched manager-employee pairs from a regional branch of a large financial services and banking firm completed survey instruments, with (...) each employee providing information about his or her job attitudes and intentions and each manager assessing the ethical/unethical performance of his/her employees. Respondents also provided additional information required for our analyses. The results indicated that positive job response among subordinates was associated with higher supervisory ratings of the subordinates’ ethical job performance. The managerial implications of the findings for managing ethical behavior are explored. (shrink)
Verbin, N., Divinely abused: a philosophical perspective on Job and his kin Content Type Journal Article DOI 10.1007/s11153-010-9262-5 Authors A. K. Anderson, Department of Religion, Wofford College, 429 N. Church St., Spartanburg, SC 29303, USA Journal International Journal for Philosophy of Religion Online ISSN 1572-8684 Print ISSN 0020-7047.
Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees’ job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees’ instrumental climate (...) perceptions were negatively related to job satisfaction, whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also, the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction, whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications for research and managerial practices were derived from these findings. (shrink)
Medieval Jewish philosophers have been studied extensively by modern scholars, but even though their philosophical thinking was often shaped by their interpretation of the Bible, relatively little attention has been paid to them as biblical interpreters. In this study, Robert Eisen breaks new ground by analyzing how six medieval Jewish philosophers approached the Book of Job. These thinkers covered are Saadiah Gaon, Moses Maimonides, Samuel ibn Tibbon, Zerahiah Hen, Gersonides, and Simon ben Zemah Duran. Eisen explores each philosopher's reading of (...) Job on three levels: its relationship to interpretations of Job by previous Jewish philosophers, the way in which it grapples with the major difficulties in the text, and its interaction with the author's systematic philosophical thought. Eisen also examines the resonance between the readings of Job of medieval Jewish philosophers and those of modern biblical scholars. What emerges is a portrait of a school of Joban interpretation that was creative, original, and at times surprisingly radical. Eisen thus demonstrates that medieval Jewish philosophers were serious exegetes whom scholars cannot afford to ignore. By bringing a previously-overlooked aspect of these thinkers' work to light, Eisen adds new depth to our knowledge of both Jewish philosophy and biblical interpretation. (shrink)
Employee job rights have become a controversial issue, with some courts ruling employees have a fundamental right in retaining their job. Employment at will and assigning the worker a property right to his job are examined from three paradigms of social interaction. An alternative model is presented, and is more consistent with each of the three paradigms.
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 of organizational (...) commitment. This study attempts to explore the different types of ethical climate that exist in hospitals, and the degree of job satisfaction and organizational commitment of nurses in Taiwan. It uses path analysis to understand which types of ethical climate influence different facets of job satisfaction. The study also examines the impact of different types of ethical climate and facets of job satisfaction on the three components of organizational commitment. Questionnaires were distributed to 352 nurses. The relationships among variables were assessed by factor analysis, reliability, descriptive statistics, correlations, and regression. The important conclusion is that hospitals can increase job satisfaction and organizational commitment by influencing an organization's ethical climate. Hospital administrators can foster within organizations the climate types of caring, independent, and rules climate that increase satisfaction, while preventing organizations from developing the type of instrumental climate that decreases it. (shrink)
Moral stress is an increasingly significant concept in business ethics and the workplace environment. This study compares the impact of moral stress with other job stressors on three important employee variables—fatigue, job satisfaction, and turnover intentions—by utilizing survey data from 305 customer-contact employees of a financial institution’s call center. Statistical analysis on the interaction of moral stress and the three employee variables was performed while controlling for other types of job stress as well as demographic variables. The results reveal that (...) even after including the control variables in the statistical models, moral stress remains a statistically significant predictor of increased employee fatigue, decreased job satisfaction, and increased turnover intentions. Implications for future research and for organizations are discussed. (shrink)
‘Learning to be job ready’ (L2BJR) was a pilot scheme involving 16 long-term unemployed people from a range of backgrounds being offered a 6-month paid placement within the care department of a city council in Northern England. The project was based on a partnership with the largest college in the city specialising in post-16 education and training for residents and employees. The college targeted people as potential candidates for the programme through their prior attendance on or interest in care courses (...) at the college, rather than the council employing more traditional methods of recruitment. Surveys, focus groups and interviews were utilised to capture the views and experiences of the participants, project workers and line managers, and also evidence of the project’s impact on service delivery in the care department. The article adds to our conceptual and practical knowledge of corporate social responsibility (CSR) in the public sector in three distinct ways. From a social and business perspective, the findings of the research highlight a potentially more robust strategy for matching long-term unemployed citizens to training and job opportunities in the public sector than is otherwise possible through the more conventional route of the job centre. Secondly, through this approach and with appropriate pre-training, a greater understanding of and empathy for the service users can be developed in the new organisational members, strengthening the subsequent ethical delivery and quality of the service. Finally, a re-conceptualisation of Carroll’s influential model of CSR, which also specifically incorporates the ethical and social inclusion duties of public sector organisations not only as service providers but also as potential employers, offers a more tailored paradigm for understanding this unique yet under-researched element of CSR theory and practice. (shrink)
In the academic world, research has indicated that "good ethics is good business." Such research seems to indicate that firms, which emphasize ethical values and social responsibilities, tend to be more profitable than others. Generally, the profitability is credited to the firm's positive relationships with its customers, reduced costs of attempting to rebuild a tranished image, ease of attracting capital, etc. The research conducted in this study evaluated salespeople's perceptions of the ethics of business in general, their employer's ethics, their (...) attitudes as consumers, and the relationships existing between these perceptions and the sale force's job satisfaction and turnover intentions. The results show a positive relationship existing between salesperson perceptions of business ethics, his/her employer's ethics, consumer attitudes, and the salesperson's job satisfaction and reduced turnover intentions. (shrink)
Based on theory of planned behavior, we develop a theoretical model involving love of money (LOM), job satisfaction (attitude), coping strategies/responses (perceived behavioral control), work environment (subjective norm), and work-related behavioral intentions (behavioral intention). We tested this model using job satisfaction as a mediator and sector (public versus private), personal character (good apples versus bad apples), gender, and income as moderators in a sample of 515 employees and their managers in the Republic of Macedonia. For the whole sample, both coping (...) strategies and helpful work environment were related to high job satisfaction. The relationship between work environment and job satisfaction was the strongest link in all subsequent analyses. High LOM is associated with unfavorable work environment for employees in the private sectors and people with low income and is positively associated with coping strategies for bad apples. A favorable work environment was related to less corrupt intent for people in the public sectors, good apples, and with low income, but not for their counterparts. Coping strategies were related to high job satisfaction for males, but not for females. Our counterintuitive results showed that bad apples’ high LOM was related to low corrupt intent. Our theoretical model sheds new light and provides novel theoretical, empirical, and practical implications to Macedonian managers’ corrupt intent. (shrink)
Although a number of articles have addressed ethical perceptions and behaviors, few studies have examined ethics across cultures. This research focuses on measuring the job satisfaction, customer orientation, ethics, and ethical training of automotive salespersons in the U.S. and Taiwan. The relationships of these variables to salesperson performance were also investigated. Ethics training was found to be negatively related to perceived levels of ethicalness and performance. High performance U.S. salespeople reported high ethical behavior, while the opposite was true in Taiwan. (...) Customer orientation in both countries was influenced by ethics training. Managers should evaluate current ethics training programs to insure correct ethical behavior is taught and rewarded. (shrink)
There is substantial evidence to indicate that women have not been compensated fairly for their work when compared to men in similar positions. This article explores the gender biases built into the job evaluation process and the role this might play in explaining the wage gap. This exploration is also based on the review of the relevant literature on both sides of the comparable worth debate. In addition, the effects of market forces and organizational values in determining both wages and (...) job structure is investigated. (shrink)
A review of extent business ethics research uncovered well over 200 published articles that investigated the role of job functions within a business organization as an explanatory factor of ethical or unethical behavior. While an important body of work, ethical breaches are often found to cut across job functions and involve multiple disciplines embedded in a business organization. This research seeks to explore a crossfunctional explanation for ethical reasoning by using an instrument new to business ethics research, the Wason selection (...) task, but well-grounded and validated in cognitive research and evolutionary psychology, to assess an individual's ability to detect rule-based social contract violations. A sample of 276 full-time business practitioners, enrolled in part-time M.B.A. programs, from the accounting, finance, information technology, marketing, supply chain, and human resource management job functions were compared on their ability to detect rule violators across a series of production scenarios in the Wason selection task. Rates of cheater detection were calculated to determine if substantive differences existed across job functions. This was followed by a series of pairwise comparisons of percentages of cheater detection across the job functions using z-tests for assessing statistical significance. The data analysis showed differences in cheater detection, with most of the variance due to the marketing job function group. Insights from this study for scholars, educators, and practitioners in the business ethics field are discussed. (shrink)
This book offers an intellectual and cultural context for C. G. Jung's 1952 work. Initially greeted with controversy, Answer to Job has been neglected by many serious commentators on Jung. Jung's Answer to Job: A Commentary places the Answer to Job in the context of biblical commentary, and then examines the circumstances surrounding its composition and immediate reception. Jung's Answer to Job unravels Jung's narrative, offering a comprehensive re-reading of Jung's text, as well as a re-positioning in its cultural context. (...) Whilst remaining true to the tenets of analytical psychology, this commentary underlines Answer to Job 's greater significance in terms of cultural history. It will be invaluable to students and scholars of analytical psychology, religion and those who subscribe to Jung's ideas. (shrink)
This study probed a crucial assumption underlying much of the ethics theory and research: do managers perceive ethical behavior to be an important personal job requirement? A large sample of managers from a cross-section of industries and job functions indicated that, compared to other job duties, certain ethical behaviors were moderate to somewhat major parts of their jobs. Some noteworthy differences by industry, organization size, tenure and job function were also found. These findings underscore the importance of ethics for business (...) education. They also have implications for manager selection, training, and development by organizations. (shrink)
Dear Mr. Royce,"In what magazine was your article on the book of Job published . . . ?"At first glance, the answer to this question seems rather simple: Josiah Royce published "The Problem of Job" in the sixth issue of The New World in 1897, and later made very slight revisions to the article when he selected it as the lead chapter in his Studies of Good and Evil, published with Appleton and Company in 1898. Within weeks of the note (...) from Cabot, Royce must have directed his student in finding the article since Cabot writes another letter describing the way in which the short piece affected him. Describing "The Problem of Job," Cabot writes to Royce that "whenever you write of optimism and pessimism you strike .. (shrink)
This study assesses the extent to which job application forms violate the New Zealand Human Rights Act. The sample for the study includes 229 job application forms, collected from a variety of large and small, public- and private-sector organizations that together employ approximately 200,000 workers. Two hundred and four or 88% of the job application forms contain at least one violation of the Act. One hundred and sixty five or 72% contain two or more and 140 or 61% contain three (...) or more violations. The most common violations concern age, gender, nationality, and disability. The least common concern political opinion, ethical belief, religious belief, and sexual orientation. Despite widespread violations, many forms do have non-discriminatory questions that yield the same kind of useful information as discriminatory questions. Employers could incorporate these into their job application forms to bring themselves into compliance with the law. The same lessons also generally apply to North American employers, given the high degree of comparability between American, Canadian, and New Zealand anti-discrimination laws. (shrink)
Through an analysis of university studentsâ job-hunting logs, we have found that their introspection via rereading their log sometimes helps them discover themselves. Then we have built a system called PLASIU designed to support job-hunterâs creative decision-making based on the observations from their actual job-hunting process. This paper provides an overview of PLASIU and describes the findings from a user study using PLASIU.
This study examines the relationship between procedural justice and employee job insecurity, and the boundary conditions of this relationship. Drawing upon uncertainty management theory and ethical leadership research, we hypothesized that procedural justice is negatively related to job insecurity, and that this relationship is moderated by ethical leadership. We further predicted that the moderating relationship would be more pronounced among employees with a low power distance orientation. We tested our hypotheses using a sample of 381 workers in Macau and Southern (...) China. The results support all of our hypotheses. The implications of these results for research and practice are discussed. (shrink)
Gallup surveys consistently show that nine in 10 Americans express a belief in God (Nash, Business, religion, and spirituality: A new synthesis, 2003 ), while more than 45 % claim to have some awareness of God on the job (Nash and McLellan, Church on Sunday, Work on Monday: The Challenges of Fusing Christian Values with Business Life, 2001 ). Recently, Lynn et al. (Journal of Business Ethics 85:227–243, 2009 ) argued that the ability to integrate the specific beliefs and practices (...) of one’s faith with the work one does represent an important although neglected area of research. As such, they developed and demonstrated convergent validity for the faith at work scale, designed to measure the extent to which individuals believe they are able to integrate their Judaeo-Christian beliefs and practices and their work. In a subsequent study, Lynn et al. (Human Relations 64:675–701, 2010 ) demonstrated that the faith at work scale was related to faith maturity, church attendance, age, and denominational strictness, and negatively associated with organizational size. No research, however, has examined the possible positive benefits of integrating faith and work. I therefore developed and tested hypotheses concerning the relationship between the faith at work scale and seven important life and work outcomes (satisfaction with life, intent to leave one’s job, self-rated job performance, job satisfaction, and three forms of organizational commitment). In all, four of seven hypotheses were confirmed. (shrink)
Title VII of the 1964 Civil Rights Act forbids discrimination in employment on the basis of race, color, religion, national origin ââ¬â and sex. Although the sex provision was treated as a joke at the time (and was originally introduced by a Southern Congressman in an attempt to defeat the bill), the Equal Employment Opportunities Commission (EEOC) ââ¬â charged with enforcing the Act ââ¬â discovered in its first year of operation that 40% or more of the complaints warranting investigation charged (...) discrimination on the basis of sex. According to a report by the EEOC, nearly 6,000 charges of sex discrimination were filed with that agency in 1971 alone, a 62% increase over the previous year. Title VII extends as well to practices which aid and abet discrimination. For example, the Act forbids job advertisements from indicating a preference for one sex or the other unless sex is a bona fide occupational qualification for employment. In interpreting this provision, the EEOC has ruled that even the practice of labeling help-wanted columns as "Male" or "Female" should be considered a violation of the law. (shrink)
What a sublime and, at the same time, sordid vocation this theological discipline has. My major concern is an unfamiliar Antonio Negri, one who engages in some biblical criticism in his recently translated The Labor of Job (2009), a detailed philosophical exegesis of the “marvelous” biblical book of Job.1 Two features of Negri’s analysis stand out: the oppositions of kairós and ákairos, and measure and immeasure. However, before I explore those oppositions in some detail, two preliminary comments are needed. At (...) the heart of the book is what I would like to call a radical homiletics. A discipline much neglected these days, homiletics is really the art of connecting a text like the Bible with the realities .. (shrink)
Jung has never pursued the "psychology of religion" apart from general psychology. The unique importance of his work lies rather in his discovery and treatment of religious, or potentially religious, factors in his investigation into the unconscious as a whole and in his general therapeutic practice. In Answer to Job , first published in Zurich in 1952, Jung employs the familiar language of theological discourse. Such terms as "God," "wisdom," and "evil" are the touchstones of his argument. And yet, Answer (...) to Job , perhaps Jung's most controversial work, is not an essay in theology as much as it is an examination of the symbolic role that theological concepts play in a person's psychic life. (shrink)
Institutional theory rests on a rejection of reductionism. Instead of reducing higher-order phenomena to aggregates of behavior, institutional theory reverses this causal imagery. It attributes the behavior of organizations and nation-states to contextual factors, notably organizational fields, national institutional systems, or the emerging global polity, Institutionalists, particularly within sociology, also emphasize specifically cultural mechanisms for these higher-order effects. This article develops the methodological foundations for these claims. It surveys and elaborates research designs for documenting higher-order effects and for differentiating the (...) cultural mechanisms of institutional influence. It also presents new strategies for assessing multiple logics and the coherence of institutional orders, moving beyond adoption and diffusion studies to analyze the dynamic and contested processes of institutionalization and institutional change. (shrink)
This paper discusses internal dynamics of the firm that contribute to the failure of knowledge conditions, using the Enron scandal as a case study. Ability of the board to effectively monitor conduct at operational levels includes various dynamics: senior management being isolated from those at operational levels; individuals pursuing subgoals that are contrary to overall corporate goals; information flow along a narrow linear channel that effectively forecloses adverse information from getting to senior management; a corporate culture of intimidation, discouraging open (...) expressions of doubt or skepticism, resulting in reluctance to challenge senior officials, and pushing the limits of ethics and the law.Elements of information blockage in the corporation include: the "law of diminishing control"; deliberate concealment of information by officers; motivation to report to the boss what one perceives the boss wants to hear; theory of "bounded rationality" that explains surprising role of irrationality in decisionmaking – unconscious emotions and motivations. Discussion of behavioralist studies of cognitive dissonance, belief perseverance, confirmatory bias, entity effect, motivated reasoning, group cohesion or "groupthink," and the false consensus effect. Problem of overoptimism – tendency of many people to overrate their own abilities, contributions and talents – and tendency toward puffery and dismissal of risks in formulating disclosures and press releases. (shrink)
Abstract. This article offers one response from within Christianity to the theological challenges of Darwinism. It identifies evolutionary theory as a key aspect of the context of contemporary Christian hermeneutics. Examples of the need for re-reading of scripture, and reassessment of key doctrines, in the light of Darwinism include the reading of the creation and fall accounts of Genesis 1–3, the reformulation of the Christian doctrine of humanity as created in the image of God, and the possibility of a new (...) approach to the Incarnation in the light of evolution and semiotics. Finally, a theodicy in respect of evolutionary suffering is outlined, in dialogue with recent writings attributing such suffering to a force in opposition to God. The latter move is rejected on both theological and scientific grounds. Further work on evolutionary theodicy is proposed, in relation in particular to the doctrine of creatio ex nihilo. (shrink)
The point of departure for this essay is the question of why pain is seriously undertreated in the United States. Some kinds of pain (for example, chronic nonmalignant pain) are treated worse than others (acute pain secondary to cancer), but there is excellent evidence that no matter what kind of pain, astonishingly large percentages of pain sufferers are undertreated (Furrow 2001; Hill 1995; Kirou-Mauro et al. 2009; Martino 1998; Morris 1991; NCHS 2006; Resnik, Rehm, and Minard 2001). Although some kinds (...) of pain are difficult to treat, we generally possess the technical armamentarium to significantly ameliorate the vast majority of pain experiences. Yet we do not. And, for as long as anyone in the United States .. (shrink)
Some business schools have integrated business ethics issues into their core functional courses rather than simply offering a separate ethics course. To accommodate such a strategy, functional faculty members usually teach ethical issues, a task for which they are rarely trained. However, learning materials are available: some core course textbooks provide additional coverage of ethics, and case studies (and accompanying teaching notes for instructors) are also available which cover ethical issues.This paper reports on an analysis of these materials. We find (...) that a sample of the leading textbooks provides only very superficial coverage of ethical issues. Cases provide a wide range of issues suitable for class discussion, but their teaching notes in many cases provide little guidance for instructors unfamiliar with teaching ethics. Thus there remains a need for teaching resources for business faculty new to teaching ethics. (shrink)
(Re)framing ethics at work -- Starting conversations about professional ethics -- Working for a good life -- Being a professional : problems and promises -- Reconsidering organizations as cultures of integrity -- Seeking something more in the market -- Finding new ways to talk about everyday ethics.
Plato’s Socrates says in the Phaedrus that we should “cut up each kind according to its species along its natural joints, and to try not to splinter any part, as a bad butcher might” (265e). In the Statesman Plato’s interlocutors make the similar suggestion that kinds should be divided from one another “limb by limb, like a sacrificial animal” (287c). This jointing metaphor is often used to illustrate the divisibility of the natural world into objective kinds or natural categories—such as (...) into particles like electrons, species, such as Homo sapiens, or even into sociological kinds like care-giver or psychological ones like fear. It has been thought that by dividing the world at its joints, we can lay bare the natural kinds; when we fail to so divide we splinter the world’s kinds like an incompetent butcher. In accordance with the metaphor, each bone in the animal body is likened to a category of things in the natural world. The claim that there is one natural set of joints at which we can physically separate the parts of the animal parallels the claim that there is a unique set of natural categories into which we should partition objects into species. Some, such as David Hull, say that this metaphor is “apt” (Hull 1989, 153) and others, like Ian Hacking, that it is “unsavory rubbish” (Hacking 1991, 111). Philip Kitcher is equally critical, writing that: “Plato gave us a vivid metaphor, suggesting that our classificatory task is like that of carving a beast at its joints. But that is just metaphor. I find it hard to give substance to the notion that nature is a beast with joints or that it comes with neat fenceposts that our scientific language must respect.”. (shrink)
The increasing complexity of Canadian businesses in a changing marketplace indicates that women as well as men managers will have to be well trained to be able to position themselves in this new environment with a certain degree of success and personal happiness. As management educators, we have to accept an important share in this responsibility. This paper examines some of the factors that should be considered by those who want to develop management training programs for the future women managers (...) or entrepreneurs. (shrink)
