Despite the recent emergence of many new ethical decision making models, there has been minimal emphasis placed on the impact of escalating commitment on the ethical decision making process. In this paper a new variable is introduced into the ethical decision making literature. This variable, exposure to escalation situations, is posited to increase the likelihood that individuals will choose unethical decision alternatives. Further, it is proposed that escalation situations should be included as a variable in Jones's (1991) comprehensive model of (...) ethical decision making. Finally, research propositions are provided based on the relationship between escalating commitment and the ethical decision making process. (shrink)
I summarize seven general trends in the institutional analysis of organizations which I view as constructive and provide evidence of progress in the development of this perspective. I emphasize corrections in early theoretical limitations as well as improvements in the use of empirical indicators and an expansion of the types of organizations included and issues addressed by institutional theorists.
Under the Supreme Court's compelled speech cases, the context of government-mandated disclosures determines the standard of review. Pursuant to Casey, Zauderer, and Whalen, compelled disclosures in the medical context, such as speech-and-display ultrasound laws, are subject to – and survive – a form of rational basis scrutiny.
We build on the emerging research that shows aversive subordinate workplace behaviors are likely related to abusive supervision in the workplace. Specifically, we develop and test a moderated-mediation model outlining the process of abusive supervision based on the stressor-emotion model of counterproductive work behavior. We argue that subordinate interpersonal deviance prompts supervisor negative emotions, which then leads supervisors to engage in abusive supervision. We also argue that subordinate organizational citizenship behavior (OCB) is likely to play a crucial role in predicting (...) abusive supervision. We argue that interpersonal deviance is more likely to prompt abusive supervision through supervisor negative emotions when the magnitude of an employee’s engagement in OCB is weaker. Study 1, a time-lagged field study, tests and provides support for the relationships among our key variables (Hypotheses 1–3). Study 2, utilizing multisource field data (i.e., subordinate–supervisor dyads), replicates the results from Study 1 and provides support for the entire moderated-mediation model while controlling for tenure with supervisor, subordinate task performance, and subordinate conscientiousness. We find general support for our predictions. We conclude with a discussion of theoretical and practical implications as well as future research directions. (shrink)
Previous research indicates that Euro-American women are more upset by imagining their male partners committing homosexual infidelities than heterosexual ones. The present studies sought to replicate these findings and extend them to two non-Western cultures wherein masculine men frequently engage in sexual interactions with feminine third-gender males. Across six studies in three cultural locales, women were asked to rate their degree of upset when imagining that their partner committed infidelity that was heterosexual in nature, as well as infidelity that was (...) homosexual. In two Canadian undergraduate samples, women reported greater upset at imagining partner infidelity with a female, whereas a community sample of middle-aged women reported equal upset across infidelity types. Samoan women reported substantially less upset at the thought of partner infidelity with a third-gender male than with a female. Istmo Zapotec women reported equal upset toward infidelity with a female or a third-gender male, whereas a second Zapotec sample reported slightly greater upset at the thought of infidelity with a muxe. Results illustrate how cultural contexts moderate the degree to which same-sex infidelity scenarios are upsetting to women. (shrink)
Building on the emerging research on antecedents of abusive supervision, the current research offers an empirical investigation concerning how and when supervisor psychological entitlement instigates abusive supervision in the workplace. Specifically, drawing on social cognitive theory, we develop and test a moderated-mediation model delineating the process that prompts psychologically entitled supervisors to become abusive towards subordinates. We argue that supervisor psychological entitlement facilitates supervisor moral disengagement, which subsequently incites supervisory abusive behaviors. We also argue that supervisor moral identity and core (...) self-evaluation are likely to play an essential role in predicting the relationship between supervisor psychological entitlement and abusive supervision. We argue that supervisor psychological entitlement is more likely to instigate abusive supervision through moral disengagement when the magnitudes of supervisor MI and CSE are weaker. We test our theoretical model utilizing time-lagged, multisource data from a variety of organizations in the United States. We find general support for our hypotheses. We discuss implications for theory and practice as well as future research avenues. (shrink)
Previous research has found that sex differences in occupational preferences are both substantial and cross-culturally universal. Androphilic males tend to display “gender-shifted” occupational preferences, with relatively female-typical interests. Past research has overwhelmingly relied on Western samples; this article offers new insights from a non-Western setting. Known locally as fa’afafine, androphilic males in Samoa occupy a third-gender category. Data were collected in Samoa from 103 men, 103 women, and 103 fa’afafine regarding occupational preferences and recalled childhood gender nonconformity (CGN). A substantial (...) sex difference was observed in the occupational preferences of men and women (d = 2.04). Interestingly, women and fa’afafine did not differ in their preferences (p = 0.89), indicating a complete gender inversion of occupational preferences in the latter. Although there was no correlation between women’s CGN and masculine occupational preferences, there was a significant correlation (r = −0.62) between these variables in both men and fa’afafine. Among males (both men and fa’afafine), increased CGN was associated with preference for feminine occupations. The present research corroborates past findings and furnishes support for the conclusion that female-typical occupational preferences are a cross-culturally invariant aspect of male androphilia. (shrink)
The present study examined women’s mate competition tactics in response to female and feminine-male rivals in two cultures in which competition against both occurs. In Samoa and the Istmo Zapotec (Southern Mexico), women not only compete with other women (intrasexually) but also compete with rival feminine males (_intersexually_) in order to access/retain the same masculine men as sexual/romantic partners. Using a mixed-method paradigm, women were asked about their experiences of intra- and intersexual mate competition, and these narratives were recorded. The (...) tactics reportedly employed by participants, and those attributed to mate competitors, were categorized according to established taxonomies of mate competition tactics, and their frequencies compared. Within-culture, the likelihood that participant women had ever experienced intra- and intersexual mate competition did not differ. Furthermore, participants reported a similar pattern of behavioral tactics whether their rival was another woman or a feminine male. These included benefit provisioning tactics during mate acquisition and cost-inflicting tactics during mate retention. Similarly, the mate competition tactics attributed to rival women and rival feminine males bore a striking resemblance, focused on enticing target men. Results highlight the mate competition tactics employed by women outside of a Euro-American context, and the way cultural factors impact mating landscapes presumed to be exclusively heterosexual. The presence of feminine males, alongside masculine men’s willingness to engage in sexual activity with them, induces women in such cultures to compete intersexually in comparable ways to intrasexual competition with rival women. (shrink)