This study investigated employee perceptions of ethical climates in a sample of Russian organizations and the relationship between ethical climate and behaviors believed to characterize successful managers. A survey of managerial employees in Russia (n = 136) indicates that "rules" was the most reported and "independence" was the least reported ethical climate type. Those who perceived a strong link between success and ethical behavior report high levels of a "caring" climate and low levels of an "instrumental" climate. Implications for practitioners (...) and researchers are discussed. (shrink)

This research investigates the impact of various factors on ethical behavior of 180 not-for-profit hospital employees. Ethical behavior of peers, ethical behavior of successful managers, and emotional intelligence had a significant positive impact on ethical behavior of respondents. Physicians and hospital employees with political connections within the organization were significantly less ethical than other employees. The results have many implications for researchers and healthcare practitioners.

This study examines factors impacting ethical behavior of 103 hospital nurses. The level of emotional intelligence and ethical behavior of peers had a significant impact on ethical behavior of nurses. Independence climate had a significant impact on ethical behavior of nurses. Other ethical climate types such as professional, caring, rules, instrumental, and efficiency did not impact ethical behavior of respondents. Implications of this study for researchers and practitioners are discussed.

This study examines perceptions of ethical climate and ethical practices of 118 successful Chinese managers among business students and managen in the Zhejiang province of China. The impact of different ethical climate types on perceived ethical practices of successful managers was also investigated. The "rules'* was the most reported, and '' independence'' was the least reported, among the various climate types. A majority of the respondents perceive successful managers as ethical. In addition, those who believed that their organization had a (...) "rules" climate perceived a strong positive link between success and ethical behavior. None of the other climate types had an impact on the link between success and ethical behavior. (shrink)

This study examines factors impacting ethical behavior of 203 hospital employees in Midwestern and Northwestern United States. Ethical behavior of peers had the most significant impact on ethical behavior. Ethical behavior of successful managers, professional education in ethics and sex of the respondents also significantly impacted ethical behavior. Nurses were significantly more ethical than other employees. Race of the respondent did not impact ethical behavior. Overclaiming scales indicated that social desirability bias did not significantly impact the results of our study. (...) Implications of this study for researchers and practitioners are discussed. (shrink)

This study examined the impact of gender on perceptions of various business practices by male and female Russian managers. Female managers considered various activities such as doing personal business on company time, falsifying time/quality/quantity reports, padding an expense account more than 10 percent, calling in sick to take a day off, and pilfering organization materials and supplies more unethical than male managers. Female managers also perceived the acceptance of gifts and favors in exchange for preferential treatment more unethical than male (...) managers. (shrink)

This study explores if managerial dependencies and organizational independence impact ethical behavior of employees. Survey data was collected from 203 employees working for three hospitals in Midwestern and Northwestern United States. Managerial dependencies like specialized expertise, political connections, and performance visibility significantly impacted ethical behavior. Organizational independence and ethical behavior of peers also had a significant impact on ethical behavior. Implications of this study for researchers and practitioners are discussed.

This study examines the ethical climate and ethical practices of successful managers (n=206 managers) of a large non-profit organization. The influence of different dimensions of ethical climate on perceived ethical practices of successful managers were also investigated. Results show that a majority of the respondents perceive successful managers as ethical. Compared to previous research, managers in our sample were less optimistic about the relationship between success and ethical behavior. Those who believed that their organization had a caring climate perceived a (...) strong positive link between success and ethical behavior. Those who believed that their organization had an instrumental climate perceived a strong negative link between success and ethical behavior. (shrink)

This study examined the impact of sex, age, and level of education on the perception of various business practices by managers of a large non-profit organization. Female managers perceived the acceptance of gifts and favors in exchange for preferential treatment significantly more unethical than male managers. Older managers (40 plus) perceived five practices significantly more unethical than younger managers (giving gifts/favors in exchange for preferential treatment, divulging confidential information, concealing ones error, falsifying reports, and calling in sick to take a (...) day off). The practice of padding expense account by over 10% was reported to be significantly more unethical by managers with a graduate degree. (shrink)

This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A (...) professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction. (shrink)

This study examines factors impacting organizational commitment of 214 employees working at a Chinese state-owned steel company. Ethical behavior of peers and ethical behavior of successful managers had a significant impact on organizational commitment. The four facets of job satisfaction (pay, coworker, supervision, and work itself) had a significant impact on organizational commitment. Respondent’s age also significantly impacted organizational commitment. Perceptions of ethical behavior of successful managers, satisfaction with work, and gender were significantly correlated with social desirability bias.

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job (...) satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance. (shrink)

This study examines the impact of various ethical climate types and job satisfaction on organizational commitment of 144 employees working at a Chinese private construction company. Both caring and independence climate types had a significant positive impact on organizational commitment. Instrumental climate had a significant negative impact on organizational commitment. Other climate types (professional, rules, and efficiency) had no significant impact on organizational commitment. Overall job satisfaction had a significant positive impact on organizational commitment. Overclaiming was significantly correlated with organizational (...) commitment, caring climate, rules climate, and job satisfaction. (shrink)

This study examines factors impacting ethical behavior of 208 employees of a Chinese state-owned steel company. Only rules climate had a significant impact on ethical behavior of respondents. Other ethical climate types such as professional, caring, instrumental, independence, and efficiency did not impact ethical behavior of respondents. Ethical behavior of peers, ethical behavior of successful managers, and overclaiming had a significant impact on ethical behavior of subjects.

Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.

A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.

This study examines the impact of impression management and overclaiming on self-reported ethical conduct of 174 managers (67 male, 107 female) who worked for a large not-for-profit organization. As anticipated, impression management and overclaiming positively influenced perceived unethical conduct of managers. Female managers were more prone to impression management than male managers. There was no significant difference in perceived unethical conduct or level of overclaiming of male and female managers.

This study investigates factors impacting perceptions of ethical conduct of peers of 293 students in four US universities. Self-reported ethical behavior and recognition of emotions in others (a dimension of emotional intelligence) impacted perception of ethical behavior of peers. None of the other dimensions of emotional intelligence were significant. Age, Race, Sex, GPA, or type of major (business versus nonbusiness) did not impact perception of ethical behavior of peers. Implications of the results of the study for business schools and industry (...) professionals are discussed. (shrink)

This study examines the impact of various ethical climate types, dependency factors, and ethical training on ethical optimism of purchasing professionals (n = 151) in India. Instrumental and independence climate types had a significant negative impact on ethical optimism. Other climate types (professional, caring, rules, and efficiency) had no significant impact on ethical optimism. Among the dependency factors, while task uncertainty had a significant positive impact, monitoring had a significant negative impact on ethical optimism. None of the other factors significantly (...) impacted ethical optimism. (shrink)

The crystallization behaviour of Fe 70.8 Nb 3.7 Cu 1 Al 2.7 Mn 0.7 Si 13.5 B 7.6 alloy prepared in the form of amorphous ribbons by melt-spinning technique was studied using differential scanning calorimetry and the temperature variation in resistivity. An X-ray diffaction and transmission electron microscopy study showed the formation of f -Fe and/or Fe 3 nanoparticles after the first stage of crystallization. The activation energy for this nanophase formation was 68 kcal mol m 1 . The brittleness (...) of the alloy increased with the formation of nanoparticles after heat treatment. Superior soft magnetic properties were achieved when the material was heat treated at 790 K for 15 min. The particle size at the optimum heat treatment condition for superior soft magnetic properties was found to be 6.0 - 0.5 nm which was less compared than for the Fe-Nb-Cu-Si-B system. The observed coercivity value at the optimum heat treatment condition was found to be 0.32 A m m 1 . The presence of Al in the alloy reduced the particle size and the magnetic anisotropy energy of the system, which resulted in superior soft magnetic properties of the heat-treated materials. (shrink)

We show how in the hierarchies${F_\alpha }$of Fieldian truth sets, and Herzberger’s${H_\alpha }$revision sequence starting from any hypothesis for${F_0}$ that essentially each${H_\alpha }$ carries within it a history of the whole prior revision process.As applications we provide a precise representation for, and a calculation of the length of, possiblepath independent determinateness hierarchiesof Field’s construction with a binary conditional operator. We demonstrate the existence of generalized liar sentences, that can be considered as diagonalizing past the determinateness hierarchies definable in Field’s recent (...) models. The ‘defectiveness’ of such diagonal sentences necessarily cannot be classified by any of the determinateness predicates of the model. They are ‘ineffable liars’. We may consider them a response to the claim of Field that ‘the conditional can be used to show that the theory is not subject to “revenge problems”.’. (shrink)

We develop and apply a multi-dimensional conception of explanatory depth towards a comparative analysis of inflationary and bouncing paradigms in primordial cosmology. Our analysis builds on earlier work due to Azhar and Loeb (2021) that establishes initial condition fine-tuning as a dimension of explanatory depth relevant to debates in contemporary cosmology. We propose dynamical fine-tuning and autonomy as two further dimensions of depth in the context of problems with instability and trans-Planckian modes that afflict bouncing and inflationary approaches respectively. In (...) the context of the latter issue, we argue that the recently formulated trans-Planckian censorship conjecture leads to a trade-off for inflationary models between dynamical fine-tuning and autonomy. We conclude with the suggestion that explanatory preference with regard to the different dimensions of depth is best understood in terms of differing attitudes towards heuristics for future model building. (shrink)

We represent truth sets for a variety of the well known semantic theories of truth as those sets consisting of all sentences for which a player has a winning strategy in an infinite two person game. The classifications of the games considered here are simple, those over the natural model of arithmetic being all within the arithmetical class of $\Sum_{3}^{0}$.

We consider various concepts associated with the revision theory of truth of Gupta and Belnap. We categorize the notions definable using their theory of circular definitions as those notions universally definable over the next stable set. We give a simplified account of varied revision sequences-as a generalised algorithmic theory of truth. This enables something of a unification with the Kripkean theory of truth using supervaluation schemes.

When I offered this title, I was engaging myself to investigate an apparent difference between two kinds of intentionality, in the hope that I should be able to find some firm logical criterion to distinguish them. I was less successful in this than I had hoped. I think I have gained a certain amount of insight into the logic and semantics of one kind of intentional context, largely due to the work I was doing while visiting the University of Pennsylvania (...) on Frege and on Michael Dummett’s monumental commentary on Frege. But as regards the other variety of intentionality I am still very much in the dark; so I am giving you thus far merely a progress report on that. (shrink)

We look at various notions of a class of definability operations that generalise inductive operations, and are characterised as “revision operations”. More particularly we: (i) characterise the revision theoretically definable subsets of a countable acceptable structure; (ii) show that the categorical truth set of Belnap and Gupta’s theory of truth over arithmetic using \emph{fully varied revision} sequences yields a complete \Pi13 set of integers; (iii) the set of \emph{stably categorical} sentences using their revision operator ψ is similarly \Pi13 and which (...) is complete in Gödel’s universe of constructible sets L; (iv) give an alternative account of a theory of truth—realistic variance that simplifies full variance, whilst at the same time arriving at Kripkean fixed points. (shrink)

We analyse the extent of possible computations following Hogarth ([2004]) conducted in Malament–Hogarth (MH) spacetimes, and Etesi and Németi ([2002]) in the special subclass containing rotating Kerr black holes. Hogarth ([1994]) had shown that any arithmetic statement could be resolved in a suitable MH spacetime. Etesi and Németi ([2002]) had shown that some relations on natural numbers that are neither universal nor co-universal, can be decided in Kerr spacetimes, and had asked specifically as to the extent of computational limits there. (...) The purpose of this note is to address this question, and further show that MH spacetimes can compute far beyond the arithmetic: effectively Borel statements (so hyperarithmetic in second-order number theory, or the structure of analysis) can likewise be resolved: Theorem A. If H is any hyperarithmetic predicate on integers, then there is an MH spacetime in which any query ? n H ? can be computed. In one sense this is best possible, as there is an upper bound to computational ability in any spacetime, which is thus a universal constant of that spacetime. Theorem C. Assuming the (modest and standard) requirement that spacetime manifolds be paracompact and Hausdorff, for any spacetime there will be a countable ordinal upper bound, , on the complexity of questions in the Borel hierarchy computable in it. Introduction 1.1 History and preliminaries Hyperarithmetic Computations in MH Spacetimes 2.1 Generalising SADn regions 2.2 The complexity of questions decidable in Kerr spacetimes An Upper Bound on Computational Complexity for Each Spacetime CiteULike Connotea Del.icio.us What's this? (shrink)

We show that Leitgeb’s dependence operator of Leitgeb is a \-operator and that this is best possible.