Conflicts over rangeland exploitation have been a serious challenge in Iran, rooted in human behavior. Accordingly, this study aimed to provide a comprehensive theoretical framework in the field of analyzing conflict behavior among rangeland exploiters. This research is a descriptive-correlational and causal-relational study conducted using a cross-sectional survey. The statistical population of the study was rangeland exploiters in one of the northwest provinces of Iran (N= 66,867) of whom 384 people were selected as a sample and stratified (...) random sampling method with proportional assignment. The research instrument was a questionnaire, the validity of which was confirmed by a panel of academic experts and the reliability of its items was verified using Cronbach’s alpha coefficient. The results showed that the variables of personal norms (PN) and the perceived behavioral control were able to predict 25.9% of the variance in terms of the conflicting behavior of rangeland exploiters; besides, ascription of responsibility, PN, perceived behavioral control, and awareness of consequences, which have been proposed as activators of PN, were able to explain a significant percentage (63.5%) of the variance in terms of PN. Furthermore, analysis of the effects of environmental and cultural values showed that conflict behaviors of exploiters were mostly affected by their underlying values. Generally, the results of this study would help in the development of more integrated and comprehensive models in the field of exploiters’ conflict behavior. Eventually, to change and improve the environmental behavior of exploiters to better management of conflict in rangelands, providing a list of considerations and competencies for agricultural extension and education, this article comes to the end. (shrink)

The current study investigated how work-related disagreements—coined as conflicts—relate to workplace bullying, from the perspective of the target as well as the perpetrator. We hypothesized a positive indirect association between task conflicts and bullying through relationship conflicts. This process accounted for both for targets and perpetrators of bullying. Targets are distinguished from perpetrators in our assumption that this indirect effect is boosted by distributive conflict behavior, being yielding for targets and forcing for perpetrators. Results in a large representative (...) sample of the Flemish working population confirmed our hypotheses. Additionally, our study also revealed a direct effect from task conflicts to bullying in the analyses regarding the indirect as well as the conditional indirect effects. For perpetrators, both the indirect and direct relationships are moderated by forcing, underlining the importance of distributive conflict behavior particularly for the enactment of bullying behaviors. (shrink)

The medical profession is under a state of increasing scrutiny. Recent high profile scandals regarding substantial industry payments to physicians, surgeons, and medical researchers have raised serious concerns over conflicts of interest. Amidst this background, the public, physicians, and policymakers alike appear to make the same assumption regarding conflicts of interest; that doctors who succumb to influences from industry are making a deliberate choice of self-interest over professionalism and that these doctors are corrupt. In reality, a myriad of evidence from (...) social science indicates that influence from conflicts of interest often occurs on a subconscious and unintentional level. This poses an important issue, since such conflicts can steer wellintentioned physicians away from their primary professional goal to provide the best medical advice and treatment possible. (shrink)

This article explains who Corporate Psychopaths are, and some of the processes by which they stimulate counterproductive work behaviour among employees. The article hypothesizes that conflict and bullying will be higher, that employee affective well-being will be lower and that frequencies of counterproductive work behaviour will also be higher in the presence of Corporate Psychopaths. Research was conducted among 304 respondents in Britain in 2011, using a psychopathy scale embedded in a self-completion management survey. The article concludes that Corporate (...) Psychopaths have large and significant impacts on conflict and bullying and employee affective well-being; these have large and significant impacts on counterproductive work behaviour. There is no difference between male and female degrees of negative reaction to the presence of managers who are Corporate Psychopaths. (shrink)

The article presents the main types of conflict behaviour with the author’s proposal of their classification. The suggested classification is based on the way in which an individual deals with a partner’s adverse influence on his/her self-interest and welfare in a conflict situation. Four possible ways of coping i.e. attack, amicable settlement, defence, and yielding have been distinguished. On the basis of this behaviour classification, the Conflict Behaviour Questionnaire was compiled and its reliability and validity was assessed.

This paper draws on the economics of ethical compliance model to examine the association between ethical reasoning, perceived risk of detection, perceived levels of penalties and Chinese auditors'' ethical behavior in an audit conflict situation. Using 53 Chinese auditors from Shenzen as subjects, and a survey questionnaire, this study found that there is a significant negative association between ethical reasoning and the likelihood of unethical behavior and that this negative association is weaker for auditors who perceive higher (...) risks of detection. (shrink)

The development of complex autonomous systems that use artificial intelligence (AI) is changing the nature of conflict. In practice, autonomous systems will be extensively tested before being operationally deployed to ensure system behavior is reliable in expected contexts. However, the complexity of autonomous systems means that they will demonstrate emergent behavior in the open context of real-world conflict environments. This article examines the novel implications of emergent behavior of autonomous AI systems designed for conflict (...) through two case studies. These case studies include (1) a swarm system designed for maritime intelligence, surveillance, and reconnaissance operations, and (2) a next-generation humanitarian notification system. Both case studies represent current or near-future technology in which emergent behavior is possible, demonstrating that such behavior can be both unpredictable and more reliable depending on the level at which the system is considered. This counterintuitive relationship between less predictability and more reliability results in unique challenges for system certification and adherence to the growing body of principles for responsible AI in defense, which must be considered for the real-world operationalization of AI designed for conflict environments. (shrink)

This study aimed to explore the linking mechanisms and conditional processes underlying the relationship between proactive behavior and work-family conflict. Considering the conservation of resources theory, we argue that workplace anxiety mediates the relationship between proactive behavior and work-family conflict. Furthermore, we suggest that immediate supervisor perspective taking and employee emotional intelligence moderate this proposed indirect effect. Two-wave, multisource lagged data were collected from 450 employees of seven domestic Chinese firms to examine the hypothesized moderated mediation (...) model. Our findings support the hypothesis that proactive behavior is positively related to work-family conflict and that workplace anxiety partially mediates this relationship. Immediate supervisor perspective taking moderates the positive association of proactive behavior with workplace anxiety and the indirect relationship between proactive behavior and work-family conflict through workplace anxiety. Emotional intelligence moderates the positive association of proactive behavior with workplace anxiety and the indirect relationship between proactive behavior and work-family conflict through workplace anxiety. The results deepen our theoretical understanding of the consequences of proactivity by demonstrating the positive associations between proactive behavior and work-family conflict. The current study also contributes to the literature by identifying workplace anxiety as a mediating mechanism explaining the relationship between proactivity and work-family conflict. Furthermore, supervisor perspective taking and employee emotional intelligence moderate the above mediating effect. (shrink)

Drawing from conservation of resources theory, this study investigates the interactive effect of employees’ family-to-work conflict and Islamic work ethic on their helping behavior, theorizing that the negative relationship between family-to-work conflict and helping behavior is buffered by Islamic ethical values. Data from Pakistan reveal empirical support for this effect. Organizations whose employees suffer resource depletion at work because of family obligations can still enjoy productive helping behaviors within their ranks, to the extent that they support (...) relevant work ethics. (shrink)

Data on birth order and parent-offspring relations for 1,601 adolescents participating in the National Longitudinal Study of Adolescent Health were used to test hypotheses about the role of adolescent suicidal behavior in parent-offspring conflict. Among adolescents highly dissatisfied with their mothers, the odds that middleborns would make at least one suicide attempt was 23% that of first- and lastborns (p<.001), but their odds of receiving medical treatment for their attempts was 8.5 times greater than the odds for first- (...) and lastborns (p=.032). The results are tentatively interpreted as supporting the hypothesis that adolescents use suicide attempts to leverage investment from their parents. (shrink)

Many autistic people are becoming increasingly involved in, and increasingly critical of, autism intervention research. They have expressed concerns regarding applied behavior analysis interventions on a number of grounds, one of which is the prevalence of conflicts of interests among autism intervention researchers. These concerns are now also being addressed by non-autistic researchers. COIs can introduce bias into the research process, and allow researchers to demonstrate positive effects for interventions that are not actually effective. Despite these concerns, there are (...) no studies to date that examine the prevalence of COIs in behavioral journals. Because ABA services are routinely provided to autistic people in the United States as a means to address difficulties experienced by autistic people, this is an important area of investigation. We tallied author COIs in articles published over a 1-year period that tested, commented on, or reviewed ABA autism intervention strategies, extracted from eight journals devoted to publishing behavioral research. We coded included studies for COIs related to researcher employment as an ABA clinical provider or a training consultant to ABA clinical providers. We found that 84% of studies had at least one author with this type of COI, but they were only disclosed as COIs in 2% of studies. Additionally, 87% of studies with statements claiming the authors did not have COIs, were authored by researchers found to have clinical/training consultancy COIs. Pervasive, undisclosed COIs likely lead to researcher bias, and could at least partially account for persistent poor quality research in this area. The high prevalence of COIs among this research corroborates the concerns expressed by many autistic people. The autism community – including autistic people, autism researchers, and other stakeholders – should be aware of the prevalence of undisclosed COIs in this literature and take this into account when using, providing, or recommending ABA services. (shrink)

Unethical pro-family behavior is prevalent in organizations and has adverse effects on organizations, but very few studies have examined the factors that lead to UPFB. We use a cognitive appraisal theoretical framework to argue that employees’ unethical pro-family behavior results from work and family conflicts are mediated by threat appraisal and moderated family collectivism orientation. Based on the questionnaire data of 496 full-time employees from two-time points, we found that WFC/FWC was positively correlated with UPFB where threat appraisal (...) played a mediating role in this relationship; Family collectivism orientation strengthens the threat appraisal-UPFB relationship and the mediation relationship between WFC/FWC and UPFB via threat appraisal. These findings offer an understanding of the theoretical and practical implications which could help organizations reduce UPFB. Finally, we discuss possible directions for future research. (shrink)

Presently, there is armed conflict in Darfur, Sudan. Armed conflict has adversely affected the social, economic and educational development of Darfur, Sudan. Purpose of this study is to know the impact of armed conflict on managerial behavior of the principals of secondary schools in Darfur, Sudan. In this study, the impact of armed conflict on performance of the secondary school principals was analyzed in perspective of their managerial behavior. Based on the findings of the (...) study significant impact of armed conflict was found on the managerial behavior of the principals. It was found that principals coordinated with the staff in activities of the school but were frightened and unable to perform their administrative and managerial duties freely and independently. There was communication gap between the principals, teachers and parents. The principals did not possess the skills to maintain school budget & finance properly. It was concluded that the principals need administrative and managerial training. Government of Sudan may establish academies of Educational Administration & Management to impart training to the principals of secondary schools and to take steps to control the existing armed conflict. (shrink)

Social avoidance behaviour significantly interferes with social engagement and characterises various psychopathologies. Dual-process models propose that social behaviour is directed in part b...

This study investigates the association between work-family conflict and organizational citizenship behavior and examines the mediated role of subjective happiness between and the moderated part of family support. A moderated mediation model is established based on the Conservation of Resources theory. We collected data from 386 employees of nine companies in China. This study shows that the work-family conflict of female professional employees is negatively correlated with organizational citizenship behavior, and that the relationship is mediated by (...) subjective well-being. Furthermore, female professional employees’ family support moderates the effects of work-family conflict on subjective happiness and organizational citizenship behavior, with the relationship weaker when family support is higher. This study enriches the literature on work-family conflict by using family support as a mediating mechanism for work-family conflict. It enhanced our understanding of the influencing mechanisms of organizational citizenship behavior by constructing a more detailed model. (shrink)

Building on and partially refining previous theoretical work, this paper presents an extended simulation model of ancestral warfare. This model (1) disentangles attack and defense, (2) tries to differentiate more strictly between selfish and altruistic efforts during war, (3) incorporates risk aversion and deterrence, and (4) pays special attention to the role of brutality. Modeling refinements and simulation results yield a differentiated picture of possible evolutionary dynamics. The main observations are: (i) Altruism in this model is more likely to evolve (...) for defenses than for attacks. (ii) Risk aversion, deterrence and the interplay of migration levels and brutality can change evolutionary dynamics substantially. (iii) Unexpectedly, one occasional simulation outcome is a dynamically stable state of ‘tolerated intergroup theft’, raising the question if corresponding patterns also exist in real intergroup conflicts. Finally, possible implications for theories of the co-evolution of bellicosity and altruism in humans are discussed. (shrink)

Recent studies have documented the relationship of leadership behavior with employee performance and workplace behaviors. Yet, little attention has been directed at the impact of leadership behavior on the aspects of workplace behaviors such as value congruence and relationship conflict. The goal of this study is to examine the influence of leader-member exchange (LMX) regarding the outcomes of relationship conflict, organizational commitment, and citizenship behavior among employees with value congruence as a moderator. Data was collected (...) using an online questionnaire with a total of 429 valid responses. The results of our study showed that relationship conflict had a mediating effect between LMX and organizational commitment. Employees working with supportive supervisors had relatively good relationships with coworkers as well. The research results of this study offer significant findings for the meaning of leadership behavior in the Chinese culture. Discussion focusing on the influence of collectivism culture and the forces in reshaping Taiwan’s culture is also included. (shrink)

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

One hypothesis concerning the human dorsal anterior cingulate cortex (ACC) is that it functions, in part, to signal the occurrence of conflicts in information processing, thereby triggering compensatory adjustments in cognitive control. Since this idea was first proposed, a great deal of relevant empirical evidence has accrued. This evidence has largely corroborated the conflict-monitoring hypothesis, and some very recent work has provided striking new support for the theory. At the same time, other findings have posed specific challenges, especially concerning (...) the way the theory addresses the processing of errors. Recent research has also begun to shed light on the larger function of the ACC, suggesting some new possibilities concerning how conflict monitoring might fit into the cingulate's overall role in cognition and action. (shrink)

Heightened interest in business-conflict linkages has materialized with the advent of globalization and the rise of multinational corporations (MNCs). We examine business-conflict linkages in this article both theoretically and empirically. Theoretically, we examine three streams of the relevant academic literature: the academic business and society literature, the practitioner business and society literature, and the international business political behavior literature and argue that there is room and indeed need for their cross fertilization and integration in research on business- (...) class='Hi'>conflict linkages. We then consolidate the three streams into a matrix that reconciles relevant dimen- sions and which can serve as a typology of intervention strategies of business firms in conflict zones. Empirically, the article makes use of the integrative matrix in the context of an interpretive research methodology to examine the perceptions and behavioral orientations of a sample of MNCs in Lebanon in an actual conflict context. (shrink)

The current proxy voting system in the United States has become the subject of considerable controversy. Because institutional investment managers have the authority to vote their clients’ proxies, they have a fiduciary obligation to those clients. Frequently, in an attempt to fulfill that obligation, these institutional investors employ proxy advisory services to manage the thousands of votes they must cast. However, many proxy advisory services have conflicts of interest that inhibit their utility to those seeking to discharge their fiduciary duties. (...) In this article, we describe the current proxy advisory network as an example of how current notions of conflicts of interest fall short when explaining the behavior of an interconnected set of market players whose remit is to act in the best interests of their investors. We discuss what participants in this system should do to bring transparency and accuracy to the proxy advice industry. (shrink)

Because academic entrepreneurship is an innovation driving force in China’s economy, teachers are key knowledge creators in the process of entrepreneurship. Therefore, it is particularly important to give attention to the individual psychological mechanism factors at play in the process of teachers in higher education academic entrepreneurship. The purpose of this study is to identify individual psychological capital and role conflict issues among university teachers in China. To accomplish this aim, we investigated the emergence of positive academic entrepreneurial intents, (...) continued through the process of academic entrepreneurship, and clarified the impact of psychological capital and role conflict on entrepreneurial intent. Based on the theory of planned behavior, we constructed a research model from the perspective of entrepreneurial intent prior to entrepreneurial action. We established a cohort of teachers in 17 higher education institutions in southern China, with psychological capital and role conflict as the prior independent variables and the teachers’ academic entrepreneurial intent as the dependent variable. Using quantitative analysis, SPSS 22.0, and AMOS 23.0, we conducted reliability and validity tests, correlation analysis, and structural equation models on the collected data. We reached the following conclusions: psychological capital has a positive effect on attitudes toward academic entrepreneurship; psychological capital has a positive effect on perceived behavioral control; role conflict has a negative effect on perceived behavioral control; academic entrepreneurial attitudes have a positive effect on academic entrepreneurial intent; perceived behavioral control has a positive effect on academic entrepreneurial intent; subjective norms have a positive effect on academic entrepreneurial intent. We also provide some suggestions about academic entrepreneurship for university administrators. (shrink)

The ethical behavior of marketing managers was examined by analyzing their responses to a series of different types of ethical dilemmas presented in vignette form. The ethical dilemmas addressed dealt with the issues of (1) coercion and control, (2) conflict of interest, (3) the physical environment, (4) paternalism, and (5) personal integrity. Responses were analyzed to discover whether managers' behavior varied by type of issue faced or whether there is some continuity to ethical behavior which transcends (...) the type of ethical problem addressed. (shrink)

The last years have seen a surge of scandals in financial intermediation. This article argues that the agency structure inherent to most forms of financial intermediation gives rise to conflicts of interest. Though this does not excuse scandalous behavior it points out market imperfections. There are four types of conflicts of interest: personal-individual, personal-organizational, impersonal-individual, and finally, impersonal-organizational conflicts. Analyzing recent scandals we find that all four types of conflicts of interest prevail in financial intermediation.

The objective of this study was to address the paradox of citizenship cost by hypothesizing an indirect rather than a direct effect of altruistic citizenship behavior on employee work–family conflict through coworker support. Data were gathered in a three-wave longitudinal survey of employees from private commercial banks. A multiple linear autoregressive longitudinal mediation model was analyzed with partial least squares structural equation modeling. The results indicate that rather than directly, ACB affects indirectly employee WFC through CWS. This indirect (...) effect is negative, which reflects that the costs of citizenship behavior are paradoxical. The present study contributes to the ongoing debate on the positive and negative outcomes of employee citizenship behavior by providing empirical evidence on the beneficial rather than harmful effect of performing such behavior. For organizational managers, promoting a culture of CWS by encouraging altruistic behaviors can be a most viable strategy to reduce WFC among their employees. The study discusses its limitations and provides future research directions. (shrink)

Ethical conflicts arise when there is no unity between the team members and shared ethical priorities. This study aimed to identify the relationship between ethical value unity, team knowledge hiding, the relationship between the lack of shared ethical priorities and the team knowledge hiding. Workplace friendship was taken as a moderating variable to check its regulating role between the ethical conflicts and the team knowledge hiding. Data of this study were collected from the staff working in different colleges and universities. (...) There are a total of 480 responses collected through convenience sampling technique and analyzed under a five-point Likert scale. The partial least squares-structural equation modeling technique is used in this study. The key reason was that this approach has the fewest requirements for data normality and is a better tool for evaluating exploratory connections empirically. The output of the measurement model assessment confirms that all measurement scales are reliable. The result indicates that there was a significant and positive relationship between ethical value congruence and knowledge hiding. It was also established that there was a relationship between lack of shared ethical priorities and knowledge hiding. Workplace friendship moderated the relationship between ethical conflicts and team knowledge hiding. This study extends the literature on ethical conflict and knowledge hiding behavior. This study highlights that one of the main reasons for knowledge hiding behavior at the team level in the organization is which helps the business practicians for a design of an effective strategy to mitigate the knowledge hiding behavior in the organization. (shrink)

Why do Conflicts occur? Why do they recur? Why do conflicts escalate and why do they become protracted? These questions have been variously posed by scholars of conflict and there is a rich body of theory that answers them. Although these questions arise for those who intervene in African conflicts and the different conflict theories have been brought to bear trying to contain them, conflicts still occur, escalate, recur and sometimes become protracted. This paper is an attempt to (...) understand why this happens, especially despite third-party interventions. It starts by looking at traditional African third-party conflict interventions and identifies the restoration of relationships as the most important objective of such interventions. It compares contemporary conflict intervention strategies with traditional African approaches and observes that their objectives are remarkably different. It argues that traditional approaches are more responsive to the ideals of society than contemporary approaches which place greater premium on curbing conflict behaviour. While acknowledging the shortcomings of traditional conflict intervention strategies, it argues that there are lessons to be learnt from traditional strategies especially as it relates to promoting peace and maintaining relationships. (shrink)

Parts of the genome of a single individual can have conflicting interests, depending on which parent they were inherited from. One mechanism by which these conflicts are expressed in some taxa, including mammals, is genomic imprinting, which modulates the level of expression of some genes depending on their parent of origin. Imprinted gene expression is known to affect body size, brain size, and the relative development of various tissues in mammals. A high fraction of imprinted gene expression occurs in the (...) brain. Biologists including Hamilton, Trivers and Haig have proposed that this may explain some intrapersonal conflict in humans. This speculation amounts to an inference from conflict within the genome to conflict within the brain or mind. This is a provocative proposal, which deserves serious attention. In this paper I assess aspects of Haig’s version of the proposal. I argue, first, that the notion that intragenomic conflict predicts personal inconsistency should be rejected. Second, while it is unlikely that it credibly predicts sub-personal agents representing conflicting genetic interests, it is plausible that it predicts that the division of cognitive labour could be exploited to turn sub-systems into proxies for conflicting interests. (shrink)

The paediatric intensive care unit is a high-stress environment for parents, families and health care professionals alike. Family members experiencing stress or grief related to the admission of their sick child may at times exhibit challenging behaviours; these exist on a continuum from those that are anticipated in context, through to unacceptable aggression. Rare, extreme behaviours include threats, verbal or even physical abuse. Both extreme and recurrent ‘subthreshold’ behaviours can cause significant staff distress, impede optimal clinical care and compromise patient (...) outcomes. The unique PICU environment and model of care may magnify stressors for both families and staff and the family-centred approach to care central to paediatric practice, may also contribute to contextual challenges. Pervasive conflict in paediatric healthcare is harmful for patients, families, PICU staff and the institution more broadly. We propose that caring for children and caring for staff are inseparable goals and the latter has been inadvertently but detrimentally deprioritised as FCC has become a primary focus. A transparent and graded hierarchy of responses to variable levels of challenging behaviour is necessary to ensure that families are supported, while HCPs remain protected in the workplace. This requires establishing firm limits supported by all teams and levels of the institution. As such, we aim to identify and clarify the context and impact of challenging parent and family behaviour in the PICU and to offer potential, proactive mitigation strategies, based on reflections and stakeholder discussion following recent clinical challenges and experiences in our unit. (shrink)

Does the way we think about our personal self-complexity affect how we accept others? Researchers have offered various conceptualizations of how individuals manage their complex identities, while others have identified links between cognitive complexity and acceptance of outgroups. This paper integrates the two bodies of work by positing a route by which personal identity conflicts may lead to cognitive and cultural pluralism. For individuals committed to multiple identities perceived as conflicting, the intra-psychic experience of value conflicts may lead to a (...) recognition of self-complexity, which is then transposed from the personal domain to the social one and expressed as a pluralistic attitude towards others. This argument find support in a study of Israeli Jewish Orthodox psychoanalytic therapists who belong to what they perceive as non-pluralistic religious groups, yet express value pluralism, which they attribute to their complex identities. One of the educational implications of this study is that facilitating engagement with internal complexity, multiple identities and personal value conflicts may promote pluralistic thinking for individuals in religious societies. (shrink)

Information plays an important role not only in evolution—genetics can be seen as a mechanism to transfer information from one generation to the next—but also in ecology: virtually all organisms use information about their environment to adjust their behavior and life histories. Indeed, being adapted to something can be defined as having the right information to solve the life-history problems that this creates. It then becomes irrelevant precisely where this information came from (genetics, experience, culture, etc.) but rather becomes (...) an issue of how to assess the fitness value of this information. Here I will explore in some detail the conceptual consequences of the information-based view of evolution. In particular, I will focus on how individuals are actually associations of smaller units that depend on each other’s genetic information and on information from multiple external sources. An important and fundamental problem arises when these different sources of information do not suggest the same adaptations. Conflicting information may thus give new insight into the causes of stress. (shrink)

We investigated the relationship between guilt proneness and counterproductive work behavior (CWB) using a diverse sample of employed adults working in a variety of different industries at various levels in their organizations. CWB refers to behaviors that harm or are intended to harm organizations or people in organizations. Guilt proneness is a personality trait characterized by a predisposition to experience negative feelings about personal wrongdoing. CWB was engaged in less frequently by individuals high in guilt proneness compared to those (...) low in guilt proneness, controlling for other known correlates of CWB. CWB was also predicted by gender, age, intention to turnover, interpersonal conflict at work, and negative affect at work. Given the detrimental impact of CWB on people and organizations, it may be wise for employers to consider guilt proneness when making hiring decisions. (shrink)

Artificial intelligence is nowadays a reality. Setting rules on the potential outcomes of intelligent machines, so that no surprise can be expected by humans from the behavior of those machines, is becoming a priority for policy makers. In its recent Communication “Artificial Intelligence for Europe”, for instance, the European Commission identifies the distinguishing trait of an intelligent machine in the presence of “_a certain degree of autonomy_” in decision making, in the light of the context. The crucial issue to (...) be addressed is, therefore, whether it is possible to identify a set of rules for data use by intelligent machines so that the decision-making autonomy of machines can allow for humans’ traditional informational self-determination, as enshrined in many existing legal frameworks and can actually turn out to be further beneficial to individuals. Governing the autonomy of machines can be a very ambitious goal for humans since machines are geared first to the principles of formal logic and then—possibly—to ethical or legal principles. This introduces an unprecedented degree of complexity in how a norm should be engineered, which requires, in turn, an in-depth reflection in order to prevent conflicts between the legal and ethical principles underlying humans’ civil coexistence and the rules of formal logic upon which the functioning of machines is based. (shrink)