This study examined the relationships of perceived ethical leadership, workplace jealousy, and organizational citizenship behaviors directed at individuals and organizations. Survey responses were collected from 491 employee-coworker pairs from 33 hospitals in Taiwan. The employees provided assessments of their perceived ethical leadership and the workplace jealousy they experienced, while the coworkers provided information about the employees’ OCBI and OCBO. In the hypotheses testing, perceived ethical leadership was found to be negatively related to employees’ workplace jealousy and jealousy was negatively related (...) to their OCBI and OCBO. Workplace jealousy partially mediated the effect of ethical leadership on OCBI and OCBO. In addition, perceived ethical leadership was found to have a moderation effect on the jealousy-OCBI/ocbo relationship. This study contributes to the literature of ethical leadership as well as to the literature of OCB by relating workplace jealousy to OCB and by making sense of the effects of ethical leadership on OCB through the mediation of jealousy and through the moderation of ethical leadership on the jealousy-OCB relationship. (shrink)
Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees’ job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees’ instrumental climate (...) perceptions were negatively related to job satisfaction, whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also, the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction, whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications for research and managerial practices were derived from these findings. (shrink)
At the twenty-second World Congress of Philosophy held in Seoul, Korea, from July 29 to August 5, 2008, a panel was convened to debate the ideas for a "democracy with Confucian characteristics'' in Daniel A. Bell's Beyond Liberal Democracy (Princeton: Princeton University Press, 2006). While all participants welcome the attempt to remedy the shortcomings of liberal democracy with Confucian teachings, Fred Dallmayr worries that Bell's political thinking for an East Asian context may "point beyond democracy tout court/' For Sor-hoon Tan, (...) Bell's chapter 6, "Taking Elitism Seriously: Democracy with Confucian Characteristics" may not be so much an alternative to liberalism as it is a challenge to the democratic value of equality that overlooks the dangers of an imperfect meritocracy. Chenyang Li, on the other hand, approaches Bell's proposal of combining a Confucianism-inspired Upper House of Talent and Virtue selected through competitive examinations with a lower house of democratically elected representatives from the concern that it surrenders the Confucian requirement of virtuous leadership. This feature review also concludes with a spirited reply from Daniel Bell. (shrink)
Ben shu jie shao le liang shu ming xian sheng shi shang ge shi ji de zhong guo wen hua ming ren zhi yi, Shi 20 shi ji xin ru jia de kai chuang zhe, Shi si xiang jia, Zhe xue jia, Jiao yu jia, You shi po you ying xiang de she hui huo dong jia. You qi ta de du te de si xiang he xue shi, Ta de te li du xing de kan ke ren sheng jing (...) li, Yi bei zi jian chi jiang zhen hua, Shi bu tong xun chang de, Ye shi ruo gan tong shi dai de zhi ming ren shi suo bu ke qi ji de. (shrink)
