Search results for 'workplace discrimination' (try it on Scholar)

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  1.  14
    Stephen Wood, Johan Braeken & Karen Niven (2013). Discrimination and Well-Being in Organizations: Testing the Differential Power and Organizational Justice Theories of Workplace Aggression. [REVIEW] Journal of Business Ethics 115 (3):617-634.
    People may be subjected to discrimination from a variety of sources in the workplace. In this study of mental health workers, we contrast four potential perpetrators of discrimination (managers, co-workers, patients, and visitors) to investigate whether the negative impact of discrimination on victims’ well-being will vary in strength depending on the relative power of the perpetrator. We further explore whether the negative impact of discrimination is at least partly explained by its effects on people’s sense (...)
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  2. Mark V. Roehling (2002). Weight Discrimination in the American Workplace: Ethical Issues and Analysis. [REVIEW] Journal of Business Ethics 40 (2):177 - 189.
    Research providing consistent evidence of pervasive discrimination against overweight job applicants and employees in the American workplace raises important questions for organizational stakeholders. To what extent is the disparate treatment of job applicants or employees based on their weight ethically justified? Are there aspects of weight discrimination that make it more acceptable than discrimination based on other characteristics, such as race or gender? What operational steps can employers take to address concerns regarding the ethical treatment of (...)
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  3.  3
    Aasim I. Padela, Huda Adam, Maha Ahmad, Zahra Hosseinian & Farr Curlin (forthcoming). Religious Identity and Workplace Discrimination: A National Survey of American Muslim Physicians. Ajob Empirical Bioethics:1-11.
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  4.  48
    D. W. Haslett (2002). Workplace Discrimination, Good Cause, and Color Blindness. Journal of Value Inquiry 36 (1):75-90.
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  5.  17
    John F. Quinn (1988). Business Ethics, Fetal Protection Policies, and Discrimination Against Women in the Workplace. Business and Professional Ethics Journal 7 (3/4):3-27.
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  6.  2
    S. J. Wood, J. Breaken & K. Niven (forthcoming). Discrimination in Organizations and Well-Being: Testing the Differential Power and Organizational Justice Theories of Workplace Aggression. Journal of Business Ethics.
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  7.  6
    Sandra H. Johnson (2012). Discrimination and the Religious Workplace. Hastings Center Report 42 (6):10-11.
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  8.  6
    Paul Steven Miller (1998). Genetic Discrimination in the Workplace. Journal of Law, Medicine & Ethics 26 (3):189-197.
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  9. Paul Steven Miller (1998). Genetic Discrimination in the Workplace. Journal of Law, Medicine and Ethics 26 (3):189-197.
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  10. John T. Sanders (1994). How Ethical Is Investigative Testing? Employment Testing Law and Policy Reporter 3 (2):17-23, 35.
    Analyzing three key cases that arose in 1993, I argue that the practice of sending in "testers" -- persons posing as job applicants -- to ferret out workplace discrimination is easier to defend from an ethical standpoint in an agency's investigation stems from an actual complaint. By contrast, defendants may rightfully challenge the legitimacy of the procedures used for "test" subjects when an investigation is based solely on the general goals of an antidiscrimination agency.
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  11.  44
    Susan Margaret Hart (2010). Self-Regulation, Corporate Social Responsibility, and the Business Case: Do They Work in Achieving Workplace Equality and Safety? [REVIEW] Journal of Business Ethics 92 (4):585 - 600.
    The political shift toward an economic liberalism in many developed market economies, emphasizing the importance of the marketplace rather than government intervention in the economy and society (Dorman, Systematic Occupational Health and Safety Management: Perspectives on an International Development, 2000; Tombs, Policy and Practice in Health and Safety 3(1): 24-25, 2005; Walters, Policy and Practice in Health and Safety 03(2):3-19, 2005), featured a prominent discourse centered on the need for business flexibility and competitiveness in a global economy (Dorman, 2000; Tombs, (...)
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  12.  9
    C. Grace James (2007). Law's Response to Pregnancy/Workplace Conflicts: A Critique. [REVIEW] Feminist Legal Studies 15 (2):167-188.
    This paper considers law’s engagement with pregnancy/workplace conflicts. Drawing on recent research, including original empirical research conducted by the author, I consider how law’s response is ineffective. The nature of this ‘ineffective response’ is explored and in particular I consider the gap between, on the one hand, legal prescriptions and policy ambitions and, on the other hand, the reality of pregnancy/workplace conflicts. In essence, law fails to capture the experiences of pregnant women and new mothers at (...)
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  13. Caroline Crocker (2010). Free to Think: Why Scientific Integrity Matters. Leafcutter Press.
     
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  14.  8
    J. G. Wong (2001). Genetic Discrimination and Mental Illness: A Case Report. Journal of Medical Ethics 27 (6):393-397.
    With advances in genetic technology, there are increasing concerns about the way in which genetic information may be abused, particularly in people at increased genetic risk of developing certain disorders. In a recent case in Hong Kong, the court ruled that it was unlawful for the civil service to discriminate in employment, for the sake of public safety, against people with a family history of mental illness. The plaintiffs showed no signs of any mental health problems and no genetic testing (...)
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  15.  8
    Ronald J. Adams (2012). Balancing Employee Religious Freedom in the Workplace with Customer Rights to a Religion‐Free Retail Environment. Business and Society Review 117 (3):281-306.
    In October of 2009, Trevor Keezer was terminated by Home Depot for refusing to remove a pin from his uniform declaring “One Nation under God, Indivisible.” Mr. Keezer, a cashier with Home Depot, contended that the button he had worn for over one year before any action was taken by his employer expressed his support for American troops and his Christian faith. Were the actions taken by his employer warranted or was Mr. Keezer the victim of arbitrary religious discrimination (...)
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  16.  7
    Harriet Samuels (2004). A Defining Moment: A Feminist Perspective On The Law of Sexual Harassment in the Workplace in the Light of the Equal Treatment Amendment Directive. [REVIEW] Feminist Legal Studies 12 (2):181-211.
    This article considers, from a feminist perspective, the introduction of the European Equal Treatment Amendment Directive (E.T.A.D.) and its impact on the law of sexual harassment in the United Kingdom. Since feminists identified sexual harassment as a problem for women in the 1970s, feminist legal scholars have focused their attention on the law as a means of redressing it. Bringing claims in the U.K. has been difficult because of the absence of a definition of sexual harassment and reliance in (...)
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  17.  12
    Nancy B. Kurland (2001). The Impact of Legal Age Discrimination on Women in Professional Occupations. Business Ethics Quarterly 11 (2):331-348.
    This paper describes how anticipated age discrimination in the form of disparate treatment induces behavior that in effectconstitutes gender discrimination. Potential employers often exhibit a common pattern of behavior that acts to discriminate against older workers entering a specific workplace. Women, at a decision-making point early in their lives, are aware of this pattern of discrimination. They perceive that it is important for them to establish their careers before they have a family because it will be (...)
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  18. James Jones (2008). Toward Achieving the “Beloved Community” in the Workplace. Business and Society 47 (4):457-483.
    In this study, the authors analyze data from a Gallup Organization public opinion poll commemorating the 40th anniversary of the Equal Employment Opportunity Commission to illustrate how businesses might incorporate Dr. Martin Luther King Jr.'s social justice themes of belongingness and connectedness in ways beneficial to desirable organizational outcomes . Results from a racially/ethnically diverse sample of more than 1,200 Americans indicate that, among other outcomes, racial and ethnic minority employees who feel a sense of engagement with their workplaces, and (...)
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  19.  47
    Martin J. Lecker (2009). The Smoking Penalty: Distributive Justice or Smokism? [REVIEW] Journal of Business Ethics 84 (1):47 - 64.
    This study addresses whether businesses discriminate against employees who smoke, which for the purposes of this study is called smokism. It began with a description of the employers' costs which led to the development of these smoking bans and examined several company policies as a result of these costs. The viewpoints from several perspectives toward these policies and their perceptions about smokers were also reviewed. This was followed by surveying the corporate smoking policies of 76 companies representing 287 employees in (...)
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  20.  42
    Catherine Kirchmeyer (2002). Gender Differences in Managerial Careers: Yesterday, Today, and Tomorrow. [REVIEW] Journal of Business Ethics 37 (1):5 - 24.
    This longitudinal study of mid-career managers compared the career progression of men and women during the 1990's. Unlike the subjects of many earlier studies, these men and women had similar education and experience profiles. Womens income changes were less than men's and reflected the greater financial strides and greater returns from promotions for men prior to 1995. The income gaps between men and women were explained by gender differences in career determinants, such as work hours, career interruptions, and (...)
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  21. Gheorghe-Ilie Farte (2015). The Principle of Peaceable Conduct as a Discrimination Tool in Social Life. Argumentum. Journal of the Seminar of Discursive Logic, Argumentation Theory and Rhetoric 3 (1):95-111.
    By exercising their (imperfect) capacity to discriminate, people try to recognize and to understand some important differences between things that make them prefer some things to other. In this article I will use my ability to discriminate between people and societies according to a principle which plays the role of attractor, both at individual and societal levels, namely the principle of peaceable conduct. This principle allows us to discriminate at the civic level between the people who have (...)
     
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  22.  37
    Christine A. Henle, Robert A. Giacalone & Carole L. Jurkiewicz (2005). The Role of Ethical Ideology in Workplace Deviance. Journal of Business Ethics 56 (3):219 - 230.
    Ethical ideology is predicted to play a role in the occurrence of workplace deviance. Forsyths (1980) Ethics Position Questionnaire measures two dimensions of ethical ideology: idealism and relativism. It is hypothesized that idealism will be negatively correlated with employee deviance while relativism will be positively related. Further, it is predicted that idealism and relativism will interact in such a way that there will only be a relationship between idealism and deviance when relativism is higher. Results supported the hypothesized correlations (...)
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  23.  25
    George Gotsis & Zoi Kortezi (2008). Philosophical Foundations of Workplace Spirituality: A Critical Approach. [REVIEW] Journal of Business Ethics 78 (4):575 - 600.
    It is an undeniable reality that workplace spirituality has received growing attention during the last decade. This fact is attributable to many factors, socioeconomic, cultural and others [Hicks, D.A. 2003: Religion and the Workplace. Pluralism, Sprtituality, Leadership (Cambridge University press, Cambridge)]. However the field is full of obscurity and imprecision for the researcher, the practitioner, the organisational analyst and whoever attempts to systematically approach this relatively new inquiry field. This article attempts to provide a critical review of the (...)
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  24.  61
    Frej Klem Thomsen (2015). Stealing Bread and Sleeping Beneath Bridges - Indirect Discrimination as Disadvantageous Equal Treatment. Moral Philosophy and Politics:NA.
    The article analyses the concept of indirect discrimination, arguing first that existing conceptualisations are unsatisfactory and second that it is best understood as equal treatment that is disadvantageous to the discriminatees because of their group-membership. I explore four ways of further refining the definition, arguing that only an added condition of moral wrongness is at once plausible and helpful, but that it entails a number of new problems that may outweigh its benefits. Finally, I suggest that the moral (...)
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  25.  37
    Craig Kunimoto, Jeff G. Miller & Harold Pashler (2001). Confidence and Accuracy of Near-Threshold Discrimination Responses. Consciousness and Cognition 10 (3):294-340.
    This article reports four subliminal perception experiments using the relationship between confidence and accuracy to assess awareness. Subjects discriminated among stimuli and indicated their confidence in each discrimination response. Subjects were classified as being aware of the stimuli if their confidence judgments predicted accuracy and as being unaware if they did not. In the first experiment, confidence predicted accuracy even at stimulus durations so brief that subjects claimed to be performing at chance. This finding indicates that subjects's claims that (...)
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  26.  24
    Timothy Williamson (1990/2013). Identity and Discrimination. Blackwell.
    _Identity and Discrimination_, originally published in 1990 and the first book by respected philosopher Timothy Williamson, is now reissued and updated with the inclusion of significant new material. Williamson here proposes an original and rigorous theory linking identity, a relation central to metaphysics, and indiscriminability, a relation central to epistemology.__ Updated and reissued edition of Williamson’s first publication, with the inclusion of significant new material Argues for an original cognitive account of the relation between identity and discrimination that has (...)
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  27.  53
    Markus Weidler & Imran Aijaz (2013). Divine Hiddenness and Discrimination: A Philosophical Dilemma. Sophia 52 (1):95-114.
    Since its first delivery in 1993, J.L. Schellenberg’s atheistic argument from divine hiddenness keeps generating lively debate in various quarters in the philosophy of religion. Over time, the author has responded to many criticisms of his argument, both in its original evidentialist version and in its subsequent conceptualist version. One central problem that has gone undetected in these exchanges to date, we argue, is how Schellenberg’s explicit-recognition criterion for revelation contains discriminatory tendencies against mentally handicapped persons. Viewed from (...)
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  28.  62
    Robert W. Kolodinsky, Robert A. Giacalone & Carole L. Jurkiewicz (2008). Workplace Values and Outcomes: Exploring Personal, Organizational, and Interactive Workplace Spirituality. [REVIEW] Journal of Business Ethics 81 (2):465 - 480.
    Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (“organizational spirituality”) appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, and (...)
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  29. Seumas Miller & John Weckert (2000). Privacy, the Workplace and the Internet. Journal of Business Ethics 28 (3):255 - 265.
    This paper examines workplace surveillance and monitoring. It is argued that privacy is a moral right, and while such surveillance and monitoring can be justified in some circumstances, there is a presumption against the infringement of privacy. An account of privacy precedes consideration of various arguments frequently given for the surveillance and monitoring of employees, arguments which look at the benefits, or supposed benefits, to employees as well as to employers. The paper examines the general monitoring of work, and (...)
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  30. Neven Sesardic & Rafael De Clercq (2014). Women in Philosophy: Problems with the Discrimination Hypothesis. Academic Questions 27 (4):461-473.
    A number of philosophers attribute the underrepresentation of women in philosophy largely to bias against women or some kind of wrongful discrimination. They cite six sources of evidence to support their contention: (1) gender disparities that increase along the path from undergraduate student to full time faculty member; (2) anecdotal accounts of discrimination in philosophy; (3) research on gender bias in the evaluation of manuscripts, grants, and curricula vitae in other academic disciplines; (4) psychological research on implicit bias; (...)
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  31.  32
    Mathew L. Sheep (2006). Nurturing the Whole Person: The Ethics of Workplace Spirituality in a Society of Organizations. [REVIEW] Journal of Business Ethics 66 (4):357-375.
    In a world which can be increasingly described as a “society of organizations,” it is incumbent upon organizational researchers to account for the role of organizations in determining the well-being of societies and the individuals that comprise them. Workplace spirituality is a young area of inquiry with potentially strong relevance to the well-being of individuals, organizations, and societies. Previous literature has not examined ethical dilemmas related to workplace spirituality that organizations might expect based upon the co-existence of multiple (...)
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  32.  71
    Geert Demuijnck (2009). Non-Discrimination in Human Resources Management as a Moral Obligation. Journal of Business Ethics 88 (1):83 - 101.
    In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management (...)
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  33.  21
    Kasper Lippert-Rasmussen (2013). Born Free and Equal? A Philosophical Inquiry Into the Nature of Discrimination. Oxford University Press.
    This book addresses these three issues: What is discrimination?; What makes it wrong?; What should be done about wrongful discrimination? It argues: that there are different concepts of discrimination; that discrimination is not always morally wrong and that when it is, it is so primarily because of its harmful effects.
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  34.  42
    Patricia Doyle Corner (2009). Workplace Spirituality and Business Ethics: Insights From an Eastern Spiritual Tradition. [REVIEW] Journal of Business Ethics 85 (3):377 - 389.
    The author extends theory on the relationship between workplace spirituality and business ethics by integrating the "yamas" from yoga, a venerable Eastern spiritual tradition, with existing literature. The yamas are five practices for harmonizing and deepening social connections that can be applied in the workplace. A theoretical framework is developed and two sets of propositions are forwarded. One set emanates from the yamas and another one conjectures relationships between spirituality and business ethics surfaced by (...)
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  35. Gheorghe-Ilie Farte (2015). The Principle of Peaceable Conduct as a Discrimination Tool in Social Life. Argumentum. Journal of the Seminar of Discursive Logic, Argumentation Theory and Rhetoric 3 (1):95-111.
    By exercising their (imperfect) capacity to discriminate, people try to recognize and to understand some important differences between things that make them prefer some things to other. In this article I will use my ability to discriminate between people and societies according to a principle which plays the role of attractor, both at individual and societal levels, namely the principle of peaceable conduct. This principle allows us to discriminate at the civic level between the people who have (...)
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  36.  21
    Monty L. Lynn, Michael J. Naughton & Steve VanderVeen (2009). Faith at Work Scale (Fws): Justification, Development, and Validation of a Measure of Judaeo-Christian Religion in the Workplace. [REVIEW] Journal of Business Ethics 85 (2):227 - 243.
    Workplace spirituality research has side-stepped religion by focusing on the function of belief rather than its substance. Although establishing a unified foundation for research, the functional approach cannot shed light on issues of workplace pluralism, individual or institutional faith-work integration, or the institutional roles of religion in economic activity. To remedy this, we revisit definitions of spirituality and argue for the place of a belief-based approach to workplace religion. Additionally, we describe the construction of a 15-item measure (...)
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  37. David Ellerman (2010). Workplace Democracy and Human Development: The Example of the Postsocialist Transition Debate. Journal of Speculative Philosophy 24 (4):333-353.
    In the 1990s, a debate raged across the whole postsocialist world as well as in Western development agencies such as the World Bank about the best approach to the transition from various forms of socialism or communism to a market economy and political democracy. One of the most hotly contested topics was the question of the workplace being organized based on workplace democracy (e.g., various forms of worker ownership) or based on the conventional employer-employee relationship. Well before 1989, (...)
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  38.  54
    Amal Altaf & Mohammad Atif Awan (2011). Moderating Affect of Workplace Spirituality on the Relationship of Job Overload and Job Satisfaction. Journal of Business Ethics 104 (1):93-99.
    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 (...)
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  39.  12
    Lars-Eric Petersen & Franciska Krings (2009). Are Ethical Codes of Conduct Toothless Tigers for Dealing with Employment Discrimination? Journal of Business Ethics 85 (4):501 - 514.
    This study examined the influence of two organizational context variables, codes of conduct and supervisor advice, on personnel decisions in an experimental simulation. Specifically, we studied personnel evaluations and decisions in a situation where codes of conduct conflict with supervisor advice. Past studies showed that supervisors’ advice to prefer ingroup over outgroup candidates leads to discriminatory personnel selection decisions. We extended this line of research by studying how codes of conduct and code enforcement may reduce this form of discrimination. (...)
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  40.  18
    Al-Karim Samnani (2013). The Early Stages of Workplace Bullying and How It Becomes Prolonged: The Role of Culture in Predicting Target Responses. [REVIEW] Journal of Business Ethics 113 (1):119-132.
    The extant workplace bullying literature has largely overlooked the potential role of culture. Drawing on cognitive consistency theory, culture’s influence on targets’ reactions toward subtle forms of bullying during its early stages is theorized. This theoretical analysis proposes that employees high in individualism and low in power distance are more likely to engage in resistance-based responses toward subtle acts of bullying than employees high in collectivism and power distance, respectively. Targets’ resistance-based responses, which are also influenced by learned helplessness (...)
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  41.  49
    Badrinarayan Shankar Pawar (2009). Some of the Recent Organizational Behavior Concepts as Precursors to Workplace Spirituality. Journal of Business Ethics 88 (2):245 - 261.
    This paper addresses researchers’ call for integrating workplace spirituality with organizational literature. This paper points out that self-interest transcendence is a common aspect in the workplace spirituality concept that emerged in the last decade and also in four OB concepts – transformational leadership, organizational citizenship behavior, organizational support, and procedural justice – that emerged in OB about two decades ago. Based on this common aspect of self-interest transcendence and the temporal precedence of these four OB concepts’ emergence, it (...)
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  42. Kasper Lippert-rasmussen (2006). The Badness of Discrimination. Ethical Theory and Moral Practice 9 (2):167 - 185.
    The most blatant forms of discrimination are morally outrageous and very obviously so; but the nature and boundaries of discrimination are more controversial, and it is not clear whether all forms of discrimination are morally bad; nor is it clear why objectionable cases of discrimination are bad. In this paper I address these issues. First, I offer a taxonomy of discrimination. I then argue that discrimination is bad, when it is, because it harms people. (...)
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  43.  38
    Helen LaVan & Wm Marty Martin (2008). Bullying in the U.S. Workplace: Normative and Process-Oriented Ethical Approaches. [REVIEW] Journal of Business Ethics 83 (2):147 - 165.
    Bullying is a serious problem in today’s workplace, in that, a large percentage of employees have either been bullied or knows someone who has. There are a variety of ethical concerns dealing with bullying—that is, courses of action to manage the bullying contain serious ethical/legal concerns. The inadequacies of legal protections for bullying in the U.S. workplace also compound the approaches available to deal ethically with bullying. While Schumann (2001, Human Resource Management Review 11, 93–111) does not explicitly (...)
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  44.  21
    Lisa N. Geller, Joseph S. Alper, Paul R. Billings, Carol I. Barash, Jonathan Beckwith & Marvin R. Natowicz (1996). Individual, Family, and Societal Dimensions of Genetic Discrimination: A Case Study Analysis. [REVIEW] Science and Engineering Ethics 2 (1):71-88.
    Background. As the development and use of genetic tests have increased, so have concerns regarding the uses of genetic information. Genetic discrimination, the differential treatment of individuals based on real or perceived differences in their genomes, is a recently described form of discrimination. The range and significance of experiences associated with this form of discrimination are not yet well known and are investigated in this study. Methods. Individuals at-risk to develop a genetic condition and parents of children (...)
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  45.  13
    Michael E. Palanski (2012). Forgiveness and Reconciliation in the Workplace: A Multi-Level Perspective and Research Agenda. [REVIEW] Journal of Business Ethics 109 (3):275-287.
    Forgiveness and reconciliation have been shown to be beneficial alternatives to revenge as responses to an interpersonal offense in the workplace. Prior research on these topics, however, is often narrow in scope, focusing on only the victim. Moreover, existing research is often unclear about the relationship between forgiveness and reconciliation. In response, this article proposes a conceptual framework of forgiveness, reconciliation, and their respective antecedents which is both multi-level and interdisciplinary. This framework is used to review the nascent management-related (...)
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  46.  50
    Frej Klem Thomsen (2013). But Some Groups Are More Equal Than Others–a Critical Review of the Group-Criterion in the Concept of Discrimination. Social Theory and Practice 39 (1):120-146.
    In this article I critically examine a standard feature in conceptions of discrimination: the group-criterion, specifically the idea that there is a limited and definablegroup of traits that can form the basis of discrimination. I review two types of argument for the criterion. One focuses on inherently relevant groups and relies ultimately on luck-egalitarian principles; the other focuses on contextually relevant groups and relies ultimately on the badness of outcomes. I conclude that as neither type of argument is (...)
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  47. Alvin Goldman (1976). Discrimination and Perceptual Knowledge. Journal of Philosophy 73 (November):771-791.
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  48.  9
    Melinda Gormley (2009). Scientific Discrimination and the Activist Scientist: L. C. Dunn and the Professionalization of Genetics and Human Genetics in the United States. [REVIEW] Journal of the History of Biology 42 (1):33 - 72.
    During the 1920s and 1930s geneticist L. C. Dunn of Columbia University cautioned Americans against endorsing eugenic policies and called attention to eugenicists' less than rigorous practices. Then, from the mid-1940s to early 1950s he attacked scientific racism and Nazi Rassenhygiene by co-authoring Heredity, Race and Society with Theodosius Dobzhansky and collaborating with members of UNESCO (United Nations Educational, Scientific, and Cultural Organization) on their international campaign against racism. Even though shaking the foundations of scientific discrimination was Dunn's primary (...)
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  49.  17
    Olwen Bedford (2011). Guanxi-Building in the Workplace: A Dynamic Process Model of Working and Backdoor Guanxi. [REVIEW] Journal of Business Ethics 104 (1):149-158.
    Guanxi is a complex construct of Chinese social interaction. Previous studies have focused on implications of guanxi for business outcomes; few have examined guanxi development, which is the purpose of this study. Two theoretical modes of dynamic guanxi processes in the workplace are proposed: working guanxi and backdoor guanxi . The two modes differ in frequency of interaction, frequency of exchange of favors, and how clear the parties are on what each stands to gain from a particular interaction. Although (...)
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  50.  60
    Kasper Lippert-Rasmussen (2012). Intentions and Discrimination in Hiring. Journal of Moral Philosophy 9 (1):55-74.
    Fundamentally, intentions do not matter to the permissibility of actions, according to Thomas Scanlon (among others). Yet, discriminatory intentions seem essential to certain kinds of direct discrimination in hiring and firing, and appear to be something by virtue of which, in part at least, these kinds of discrimination are morally impermissible. Scanlon's account of the wrongness of discrimination attempts to accommodate this appearance through the notion of the expressive meaning of discriminatory acts and a certain view about (...)
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