Ethical leadership has so far mainly been featured in the organizational behavior domain and, as such, treated as an intra-organizational phenomenon. The present study seeks to highlight the relevance of ethical leadership for extra-organizational phenomena by combining the organizational behavior perspective on ethical leadership with a classical marketing approach. In particular, we demonstrate that customers may use perceived ethical leadership cues as additional reference points when forming purchasing intentions. In two experimental studies, we find that ethical leadership positively affects purchasing (...) intentions because of customers’ concerns for moral self-congruence. We show this by means of both mediation and moderation analyses. Interestingly, the effect of perceived ethical leadership on purchasing intentions holds over and above the ethical advertising claims that are commonly used in marketing. We conclude by discussing the possible ramifications of ethical leadership beyond its effects on immediate employees. (shrink)

Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership (N1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness this comprehensive (...) repertoire for quantitative organizational research, we undertook two more studies (N2a = 228; N2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)

Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership ( N 1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness (...) this comprehensive repertoire for quantitative organizational research, we undertook two more studies ( N 2a = 228; N 2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)

Ideals (or ideal values) help people to navigate in social life. They indicate at a very fundamental level what people are concerned about, what they strive for, and what they want to be affiliated with. Transferring this to a leader-follower analysis, our first study (n = 306) confirms that followers' identification and satisfaction with their leaders are stronger, the more leaders match followers' ideal leader values. Study 2 (n = 244) extends the perspective by introducing the novel concept of counterideals (...) (i. e., how an ideal leader should not be) as a second, non-redundant point of reference. Results confirm that a leader's match on ideal and on counter-ideal values have independent effects in that both explain unique variance in followers' identification and satisfaction with their leader. Study 3 (n = 136) replicates the previous results in an experimental scenario study and provides evidence for the proposed causal direction of the underlying process. We conclude that counter-ideal values might be an additional point of reference that people use to triangulate targets above and beyond ideal values and discuss the implications of our findings for value research and management. (shrink)

Two large online surveys were conducted among employees in Germany to explore the importance employees and organizations place on aspects of interpersonal respect in relation to other work values. The first study (n = 589) extracted a general ranking of work values, showing that employees rate issues of respect involving supervisors particularly high. The second study (n = 318) replicated the previous value ranking. Additionally, it is shown that the value priorities indicated by employees do not always match their perceptions (...) of actual organizational practices. Particularly, interpersonal respect issues that involve employees’ supervisors diverge strongly negative. Consequences and potentials for change in organizations are discussed. (shrink)

Ideals (or ideal values) help people to navigate in social life. They indicate at a very fundamental level what people are concerned about, what they strive for, and what they want to be affiliated with. Transferring this to a leader–follower analysis, our first study (n = 306) confirms that followers’ identification and satisfaction with their leaders are stronger, the more leaders match followers’ ideal leader values. Study 2 (n = 244) extends the perspective by introducing the novel concept of counter-ideals (...) (i.e., how an ideal leader should not be) as a second, non-redundant point of reference. Results confirm that a leader’s match on ideal and on counter-ideal values have independent effects in that both explain unique variance in followers’ identification and satisfaction with their leader. Study 3 (n = 136) replicates the previous results in an experimental scenario study and provides evidence for the proposed causal direction of the underlying process. We conclude that counter-ideal values might be an additional point of reference that people use to triangulate targets above and beyond ideal values and discuss the implications of our findings for value research and management. (shrink)

Two large online surveys were conducted among employees in Germany to explore the importance employees and organizations place on aspects of interpersonal respect in relation to other work values. The first study (n = 589) extracted a general ranking of work values, showing that employees rate issues of respect involving supervisors particularly high. The second study (n = 318) replicated the previous value ranking. Additionally, it is shown that the value priorities indicated by employees do not always match their perceptions (...) of actual organizational practices. Particularly, interpersonal respect issues that involve employees’ supervisors diverge strongly negative. Consequences and potentials for change in organizations are discussed. (shrink)

Despite the proliferation of research on ethical leadership, there remains a limited understanding of how specifically the assumingly moral component of this leadership style affects employee behavior. Taking an identity perspective, we integrate the ethical leadership literature with research on the dynamics of the moral self-concept to posit that ethical leadership will foster a sense of moral identity among employees, which then inspires followers to adopt more ethical actions, such as increased organization citizenship behavior. We further argue that these identity (...) effects should be more pronounced when leaders are perceived to be group prototypical, as their actions then speak louder to followers’ sense of identity. Two studies—a scenario experiment with 138 participants and a field study with 225 employees—provided support for our hypothesized moderated mediation model. Perceived ethical leadership positively affected OCB via followers’ moral identity but only under conditions of high perceived leader group prototypicality. We discuss how the identity pathway of ethical leadership can facilitate novel theorizing about moral transference. Our findings also suggest that, when hiring external ethical leaders or training internal managers, practitioners are well advised to consider that these individuals may only be effective in morally transforming followers when they are perceived as prototypical for the group. (shrink)

To advance current knowledge on ethical decision-making in organizations, we integrate two perspectives that have thus far developed independently: the organizational identification perspective and the ethical climate perspective. We illustrate the interaction between these perspectives in two studies, in which we presented participants with moral business dilemmas. Specifically, we found that organizational identification increased moral decision-making only when the organization’s climate was perceived to be ethical. In addition, we disentangle this effect in Study 2 from participants’ moral identity. We argue (...) that the interactive influence of organizational identification and ethical climate, rather than the independent influence of either of these perspectives, is crucial for understanding moral decision-making in organizations. (shrink)

Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values. We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as (...) polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence. (shrink)

Interpersonal respect can be differentiated into two kinds: horizontal respect, i.e. treating someone with dignity; and vertical respect, i.e. genuinely honoring someone’s merits. With the present research, we draw on motivation theory to explore their interplay in leadership relations. Specifically, we argue for a moderated mediation hypothesis in that leaders’ horizontal respect for their subordinates fundamentally speaks to subordinates’ self-determination and that the message of respectful leadership is enhanced by the vertical respect subordinates have for their leaders. As a result, (...) subordinates are more satisfied with their jobs, which should also show in a decreased willingness to leave. The proposed model was supported in two survey studies and an experimental scenario study —thus suggesting that perceived leader behavior needs to be complemented by leader standing. (shrink)

To describe leadership as ethical is largely a perceptional phenomenon informed by beliefs about what is normatively appropriate. Yet there is a remarkable scarcity in the leadership literature regarding how to define what is "normatively appropriate." To shed light on this issue, we draw upon Relational Models Theory (Fiske, 1992, Psychol Rev, 99:689-723), which differentiates between four types of relationships: communal sharing, authority ranking, equality matching, and market pricing. We describe how each of these relationship models dictates a distinct set (...) of normatively appropriate behaviors. We argue that perceptions of unethical leadership behavior result from one of three situations: (a) a mismatch between leader's and follower's relational models, (b) a different understanding about the behavioral expression, or preos, of the same relational model, or (c) a violation of a previously agreed upon relational model. Further, we argue that the type of relational model mismatch impacts the perceived severity of a transgression. Finally, we discuss the implications of our model with regard to understanding, managing, and regulating ethical leadership failures. (shrink)

To advance current knowledge on ethical decision-making in organizations, we integrate two perspectives that have thus far developed independently: the organizational identification perspective and the ethical climate perspective. We illustrate the interaction between these perspectives in two studies, in which we presented participants with moral business dilemmas. Specifically, we found that organizational identification increased moral decision-making only when the organization’s climate was perceived to be ethical. In addition, we disentangle this effect in Study 2 from participants’ moral identity. We argue (...) that the interactive influence of organizational identification and ethical climate, rather than the independent influence of either of these perspectives, is crucial for understanding moral decision-making in organizations. (shrink)

Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values. We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as (...) polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence. (shrink)

In the aftermath of various corporate scandals, management research and practice have taken great interest in ethical leadership. Ethical leadership is referred to as “normatively appropriate conduct” (Brown et al. in Organ Behav Hum Decis Process 97(2):117–134, 2005), but the prescriptive norms that actually underlie this understanding constitute an open question. We address this research gap by turning to relational models theory (Fiske in Structures of social life: the four elementary forms of human relations, Free Press, New York, 1991), which (...) contextualizes four distinct moralities in four distinct interactional norms (i.e., the relational models). We expect that the norms inherent in each model dictate the type of leader relationship that followers deem ethical. Specifically, we hypothesize that, for each norm, followers will perceive leaders as less ethical the more discrepant, i.e., the more incongruent, followers’ ideal relational norm is with the perceived norm that they attribute to their actual leader–follower interaction. We tested the respective incongruence hypothesis in a cross-sectional survey of 101 Dutch employees. Polynomial regression and surface response analyses provide support for the hypothesized incongruence effects in each of the four relational models, suggesting that normatively appropriate conduct should not be limited to caring (i.e., community-oriented) behaviors. Indeed, all four relational models can predict ethical leadership perceptions. We discuss the implications in the context of ethical leadership research and managerial practice. (shrink)

Traditionally, conceptualizations of human values are based on the assumption that individuals possess a single integrated value system comprising those values that people are attracted by and strive for. Recently, however, van Quaquebeke et al. (in J Bus Ethics 93:293–305, 2010 ) proposed that a value system might consist of two largely independent value orientations—an orientation of ideal values and an orientation of counter-ideal values (values that individuals are repelled by), and that both orientations exhibit antithetic effects on people’s (...) responses to the social world. Following a call for further research on this distinction, we conducted two studies to assess the independent effects of ideal and counter-ideal values in leadership settings. Study 1 ( N = 131) finds both value orientations to explain unique variance in followers’ vertical respect for their leaders. Study 2 ( N = 136) confirms these results and additionally shows an analogous effect for followers’ identification with their leaders. Most importantly, we find that both value orientations exhibit their effects only independently when the content of the two orientations pertain to different value types in Schwartz’s (in J Soc Issues 50:19–46, 1994 ) circumplex model. Implications for theory and practice are discussed. (shrink)

Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute to these efforts and drawing on (...) several theoretical approaches, the present study provides a contemporary examination of whether women and men differ in their levels of power motivation and whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations, diverse operationalizations of power motivation and leadership role occupancy, and study design. Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study (N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study (N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study ( N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study ( N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

The empirical coherence problem of quantum gravity is the worry that a theory which does not fundamentally contain local beables located in space and time—such as is arguably the case for certain approaches to quantum gravity—cannot be connected to measurements and thus has its prospects of being empirically adequate undermined. Spacetime functionalism à la Lam and Wüthrich is said to solve this empirical coherence problem as well as bridging a severe conceptual gap between spatiotemporal structures of classical spacetime theories on (...) the one hand, and the non-spatiotemporal structures in quantum gravity approaches on the other hand. The aim of this essay is to offer a deflationary account of both the empirical coherence problem and the spatiotemporal gap problem as they are claimed to arise at least prima facie for current theories of quantum gravity by Huggett and Wüthrich :276–285, 2013), Lam and Wüthrich and Le Bihan. I defend the view that spacetime functionalism is set up to address a problem which can usually be solved without it; and that it is wrongly claimed to solve another problem which for any actual account of quantum gravity is in fact currently non-existent anyway. (shrink)

In the first comprehensive commentary on Soren Kierkegaard's Concluding Unscientific Postscript the eminent Kierkegaard specialist Niels Thulstrup clarifies the book's intricate allusions to the thought and literature of its own and past ages. A central work both in Kierkegaard's authorship and in the history of philosophy, the Postscript breaks completely with a long tradition of religious and philosophical thought. In his introduction and commentary, presented here in translation from the Danish, Professor Thulstrup explains this break and the unique relationship (...) of the work to Kierkegaard's other books. Originally published in 1984. The Princeton Legacy Library uses the latest print-on-demand technology to again make available previously out-of-print books from the distinguished backlist of Princeton University Press. These paperback editions preserve the original texts of these important books while presenting them in durable paperback editions. The goal of the Princeton Legacy Library is to vastly increase access to the rich scholarly heritage found in the thousands of books published by Princeton University Press since its founding in 1905. (shrink)

The article examines how queer theory has affected research on Danish gender and sexuality history from the year 2000 and up until today. The article does so by pursuing two analytical objectives. First, the article identifies a series of significant elements within queer theory as a theoretical framework. The article categorises the elements as: 1) an anti-essentialist point of departure, 2) a critical view on the normal, and 3) an opposition against proper objects. Second, the article examines how researchers with (...) an interest in Danish gender and sexuality history have deployed these elements in their own studies in recent decades. The article makes a broad examination of historical research in academia and includes studies from disciplines like history, literary scholarship, sociology, and gender studies. Its argument is that queer theory has affected research on Danish gender and sexuality history by building on existing historical studies of homosexuality and by taking these studies in new directions. (shrink)

Important features of space and time are taken to be missing in quantum gravity, allegedly requiring an explanation of the emergence of spacetime from non-spatio-temporal theories. In this paper, we argue that the explanatory gap between general relativity and non-spatio- temporal quantum gravity theories might significantly be reduced with two moves. First, we point out that spacetime is already partially missing in the context of general relativity when understood from a dynamical perspective. Second, we argue that most approaches to quantum (...) gravity already start with an in-built distinction between structures to which the asymmetry between space and time can be traced back. (shrink)

A common adage runs that, given a theory manifesting symmetries, the syntax of that theory should be modified in order to construct a new theory, from which symmetry-variant structure of the original theory has been excised. Call this strategy for explicating the underlying ontology of symmetry-related models reduction. Recently, Dewar has proposed an alternative to reduction as a means of articulating the ontology of symmetry-related models—what he calls sophistication, in which the semantics of the original theory is modified, and symmetry-related (...) models of that theory are treated as if they are isomorphic. In this paper, we undertake a critical evaluation of sophistication about symmetries—we find the programme underdeveloped in a number of regards. In addition, we clarify the interplay between sophistication about symmetries, and a separate debate to which Dewar has contributed—viz., that between interpretational versus motivational approaches to symmetry transformations. (shrink)

Absolutism about mass within Newtonian gravity claims that mass ratios obtain in virtue of absolute masses. Comparativism denies this. Defenders of comparativism promise to recover all the empirical and theoretical virtues of absolutism, but at a lower ‘metaphysical cost’. This article develops a Machian form of comparativism about mass in Newtonian gravity, obtained by replacing Newton’s constant in the law of universal gravitation by another constant divided by the sum over all masses. Although this form of comparativism is indeed empirically (...) equivalent to the absolutist version of Newtonian gravity—thereby meeting the challenge posed by the comparativist’s bucket argument—it is argued that the explanatory power and metaphysical parsimony of comparativism are highly questionable. (shrink)

Across the European research area and beyond, efforts are being mobilized to align research and innovation processes and products with societal values and needs, and to create mechanisms for inclusive priority setting and knowledge production. A central concern is how to foster a culture of “Responsible Research and Innovation” among scientists and engineers. This paper focuses on RRI teaching at higher education institutions. On the basis of interviews and reviews of academic and policy documents, it highlights the generic aspects of (...) teaching aimed at invoking a sense of care and societal obligation, and provides a set of exemplary cases of RRI-related teaching. It argues that the Aristotelian concept of phronesis can capture core properties of the objectives of RRI-related teaching activities. Teaching should nurture the students’ capacity in terms of practical wisdom, practical ethics, or administrative ability in order to enable them to act virtuously and responsibly in contexts which are often characterized by uncertainty, contention, and controversy. (shrink)

These articles and speeches by the Nobel Prize-winning physicist date from 1934 to 1958. Rather than expositions on quantum physics, the papers are philosophical in nature, exploring the relevance of atomic physics to many areas of human endeavor. Includes an essay in which Bohr and Einstein discuss quantum and_wave equation theories. 1961 edition.

The introduction of Autonomous Military Systems (AMS) onto contemporary battlefields raises concerns that they will bring with them the possibility of a techno-responsibility gap, leaving insecurity about how to attribute responsibility in scenarios involving these systems. In this work I approach this problem in the domain of applied ethics with foundational conceptual work on autonomy and responsibility. I argue that concerns over the use of AMS can be assuaged by recognising the richly interrelated context in which these systems will most (...) likely be deployed. This will allow us to move beyond the solely individualist understandings of responsibility at work in most treatments of these cases, toward one that includes collective responsibility. This allows us to attribute collective responsibility to the collectives of which the AMS form a part, and to account for the distribution of burdens that follows from this attribution. I argue that this expansion of our responsibility practices will close at least some otherwise intractable techno-responsibility gaps. (shrink)

v. 1. Atomic theory and the description of nature -- v. 2. Essays 1932-1957 on atomic physics and human knowledge -- v. 3. Essays 1958-1962 on atomic physics and human knowledge -- v. 4. Causality and complementarity.

National history has once again become a battlefield. In internal political conflicts, which are fought on the terrain of popular culture, museums, schoolbooks, and memorial politics, it has taken on a newly important and contested role. Irrespective of national specifics, the narratives of new nationalism are quite similar everywhere. National history is said to stretch back many centuries, expressesing the historical continuity of a homogeneous people and its timeless character. This people struggles for independence, guided by towering leaders and inspired (...) by the sacrifice of martyrs. Unlike earlier forms of nationalism, the main enemies are no longer neighbouring states, but international and supranational institutions. To use national history as an integrative tool, new nationalists claim that the media and school history curricula should not contest or question the nation and its great historical deeds, as doubts threaten to weaken and dishonour the nation. This book offers a broad international overview of the rhetoric, contents, and contexts of the rise of these renewed national historical narratives, and of how professional historians have reacted to these phenomena. The contributions focus on a wide range of representative nations from around all over the globe. (shrink)

A cursory observer of Cree Indians in the small Canadian community we will describe would conclude that they are an “ acculturated “ but “deviant” company of persons. They give the appearance of being acculturated in that there is little in evidence of the distinctive culture they once had. White members of the community see nothing in visible Indian behavior which evokes the image of Charles Russell's noble warrior savages. To the contrary, whites regard Indians as social outcasts and renegades, (...) and base this judgment on that Indian behavior they choose to see. Indians drink to excess, men and women alike; they get in fights and get arrested by the police; they panhandle; and they break all sorts of rules governing the conduct of respectable people in respectable public places. All of this whites abhor, and use to explain Indian authorship of Indians’ social and economic marginality. If they wished to, so the argument goes, Indians could easily better themselves— they merely and simply want in initiative. (shrink)

This paper scrutinises the tenability of a strict conceptual distinction between space and matter via the lens of the debate between modified gravity and dark matter. In particular, we consider Berezhiani and Khoury's novel 'superfluid dark matter theory' as a case study. Two families of criteria for being matter and being spacetime, respectively, are extracted from the literature. Evaluation of the new scalar field postulated by SFDM according to these criteria reveals that it is as much matter as anything could (...) possibly be, but alsoꟷbelow the critical temperature for superfluidityꟷas much spacetime as anything could possibly be. A sequel paper examines possible interpretations of SFDM in light of this result, as well as the consequences for our understanding of the modified gravity/ dark matter distinction and the broader spacetime–matter distinction. (shrink)

Introductory survey -- Atomic theory and mechanics -- The quantum postulate and the recent development of atomic theory -- The quantum of action and the description of nature -- The atomic theory and the fundamental principles underlying the description of nature.

Absolutism about mass claims that mass ratios obtain in virtue of absolute masses. Comparativism denies this. Dasgupta, Oxford studies in metaphysics, Oxford University Press, Oxford, 2013) argues for comparativism about mass, in the context of Newtonian Gravity. Such an argument requires proving that comparativism is empirically adequate. Dasgupta equates this to showing that absolute masses are undetectable, and attempts to do so. This paper develops an argument by Baker to the contrary: absolute masses are in fact empirically meaningful, that is (...) detectable. Additionally, it is argued that the requirement of empirical adequacy should not be cashed out in terms of undetectability in the first place. The paper closes by sketching the possible strategies that remain for the comparativist. Along the way a framework is developed that is useful for thinking about these issues: Ozma games—how could one explain to an alien civilisation what an absolute mass is? (shrink)

pars 1. Quaestiones super librum topicorum.--pars 2. Opuscula: De aeternitate mundi. De summo bono. De somnis.

In an effort to bring this other, neglected half of Kierkegaard's authorship into focus, this volume of the Yearbook is dedicated specifically to the edifying ...