Business Ethics, the Environment & Responsibility, EarlyView.

The present study endeavors to give a description of a famous case of sexual harass- ment at the workplace and critique it in terms of its embedment of an intertwined relationship between two pervasive ideologies prevalent in our society: patriarchy and consumerism. By focusing on the favorable conditions, ways of resolution, and outcomes of the lawsuit, this essay approaches the organization- al culture of Mitsubishi Motor Manufacturing of America through the lens of critical theory. Selective literature review on sexual (...) harassment, as well as general coverage of the event by the media and the parties involved demonstrate the validity of the claim that this study has made. (shrink)

Are facts the only criteria that should determine an arbitrator's decision but are there other ethical criteria that ought to be used? Arbitrators are often faced with deciding issues like whether a person discharged already by a company for arson, should be reinstated or not to his old job. The problem, however, may not be the facts but that the company has discharged him to get rid of him so that it no longer has a problem while society does with (...) the arsonist at work elsewhere.Another problem involves the teaching of human resources management. Most of the current literature dealing with modern management reflects the belief that participatory management is good for management. Most of the evidence supporting such a claim is weak; there surely is very little evidence that such participation should include nonsupervisory employees. The discussion concerning the issue of participatory management could be raised if the participants stopped talking about the increased productivity that is supposed to result, but rather deal instead with the issue that such participation is a form of industrial democracy and therefore is good or bad depending upon a person's ethical judgments concerning such an issue. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Adjusting Laboratory Practices to the Challenges of WartimeOksana Sulaieva, Anna Shcherbakova, and Oleksandr DudinFunding. Oksana Sulaieva, MD, PhD is supported by the Loyola University Chicago–Ukrainian Catholic University Bioethics Fellowship Program, funded by the National Institutes of Health Fogarty International Center (D43TW011506).After 500 days of the unjust war initiated by the Russians, we look back to reflect on the challenges our medical laboratory faced during these early days. On the (...) morning of February 24th, we were awakened by the dreadful roar of sirens, the sound of which filled us with adrenaline and anxiety. Although our team had considered the risks of Russian military aggression and thus updated our emergency plan at the beginning of 2022, the first day of the war revealed that nobody was truly ready for the bombing, air alarms, tanks on the streets of towns and cities, violence and murders of civilians. That morning the city’s transportation system collapsed, and the flow of cars cluttered all the roads as people were trying to leave the city and escape the upcoming atrocities and death. Serious and disquieted people hurried along the streets—some people rushed to shelters, and others went to the military registration and enlistment offices to fight against Russian aggressors for the life, independence, and sovereignty of Ukraine.We hurried to work, committed to performing our duties. Our medical laboratory serves more than 750 hospitals in Ukraine. Despite fear and uncertainty, we walked to the lab, taking our children and alarm case1 with documents and essential things. Months later, people asked us why we went to the laboratory instead of leaving the city or even the country. At that moment, our [End Page 155] professional duties were an anchor linking us to each other against fear and panic. Our responsibility to provide patients and physicians with the results of blood testing, pathology, and molecular reports outweighed our fears of the war. We had to complete the testing of all the samples delivered to the laboratory to provide our customers—who include children, pregnant women, diabetic and cancer patients—with data essential for identifying accurate diagnoses and effective treatments. So we spent the first days of the war in the laboratory. At the same time, we had obligations and responsibilities to our staff as well. We had to consider how to manage our employees’ protection along with continuous laboratory services provided under endless air alarms and bombings. Many healthcare facilities in eastern regions and around Kyiv were affected by missiles or completely destroyed. Of our sixty laboratory offices around Ukraine, ten were damaged or abandoned due to occupation. Several of our fleet cars were also damaged and riddled with bullets. Many employees in the regional offices in Melitopol, Kherson, Mariupol, Chernihiv, and in suburbs of Kyiv such as Bucha and Irpin lost their homes as a result of massive military operations or occupation. Dozens of our employees joined the Ukrainian armed forces to defend civilians and fight against aggressors. Many others became volunteers, involved in blood donation, medical care for the wounded, cooking, and serving the troops. And still, we had to continue our work and protect our staff at the same time. We also helped each other by sharing our goods, medication, homes, cars, warmth, and support. Some pathologists stayed at the workplace for several days moving between pathology stations, microscopes and shelters, and sleeping on the floor but continuing to work.Our main challenge was the regular terroristic attacks on healthcare facilities situated far away from the front line, which in fact, violated international humanitarian law regarding respect for human rights during armed conflicts. During the first weeks of the war, the magnitude of military aggression, massive bombing, and air attacks undermined the healthcare system and endangered laboratory staff and patients. We prioritized protective measures. Some of our laboratory staff and facilities were evacuated from Kyiv to Lviv in western Ukraine. The partial relocation of our laboratory to Lviv was also driven by the displacement of several million Ukrainians to the western part of the country.We were able to arrange relatively safe accommodations for our laboratory employees and their families in Lviv. Under strikes and alarms, our... (shrink)

This article suggests that the introduction of employment protection rights for whistleblowers has implications for the way in which trust and loyalty should be viewed at the workplace. In particular, it is argued that the very existence of legislative provisions in the United Kingdom reinforces the notion that whistleblowing should not be regarded as either deviant or disloyal behaviour. Thus, the internal reporting of concerns can be seen as an act of trust and loyalty in drawing the employer's attention (...) to wrongdoing. Equally, external whistleblowing may result from a worker's belief that he or she also has a loyalty to the wider society. Given that the interests of employees do not necessarily coincide with those of their employer and that whistleblowers sometimes suffer reprisals, the author concludes that it is inappropriate to impose a contractual duty to report concerns. Instead, employers should endeavour to promote a culture of openness and create confidence in the mechanisms they provide for whistleblowing. (shrink)

Purpose Employees may feel overwhelmed with information privacy choices and have difficulties understanding what they are committing to in the digital workplace. This paper aims to analyze the role of different thinking styles for effort reduction, such as the use of intuition, when employees make decisions about the credibility and trustworthiness of workplace information privacy issues in Slovakia. While the General Data Protection Regulation sets precise requirements for valid consent, organizations are classified as data controllers and are subject (...) to credibility judgments by their employees. Design/methodology/approach Data was collected from 230 employees in Slovakia using a survey questionnaire. Quantitative analysis using SPSS was conducted to describe employees thinking preferences when judging the credibility of information privacy in their organizations. Findings The survey participants revealed their perceived credibility and trust in personal data protection and thinking preferences. Unconscious thinking is the type of effort reduction often reported by participants, who perceive high credibility and trust in personal data protection. This study can help managers and data controllers in small- and medium-sized enterprises in reflecting about the way in which people use different thinking processes for decision-making about information privacy in their organizations. Research limitations/implications This study set out to explore how decision-making processes at the workplace relate to credibility of data practices. Focusing on the use of different types of intuition, the authors explored whether the preference for a specific decision-making style can explain the perceived credibility of data practices. The part of the workforce in the sample did not have a strict predisposition to use either intuitive or rational thinking. Practical implications The contribution provides scholars with an overview of the field of intuition, a field that is likely to grow given the challenges of digitalization for organizations, such as shitstorms, cyberattacks and whistleblowing. Originality/value The most well-known concepts from intuition research, e.g. the dual process theory, and practice are tested simultaneously, therewith contributing to the applied literature on domain-specific preferences for intuition and deliberation in decision-making. (shrink)

An unresolved issue in the occupational health literature that is of both theoretical and practical importance is whether interpersonal conflicts, aggression and bullying at work are distinct or overlapping phenomena for exposed workers. In this study, we addressed this question empirically by employing a Latent Class (LC) analysis using cross-industry data from 6,175 Belgian workers. We found that a two-factor solution with a conflict-aggression factor and a bullying factor had the best fit. Employees with low exposure to workplace conflicts-aggression (...) and bullying perceived the phenomena as mostly overlapping. Reversely, employees who were exposed more frequently to the phenomena perceived them as more distinct - especially so for workplace bullying. Conflicts-aggression and bullying seem to be perceived as separate phenomena given their distinctive relationships with criterion variables in the domain of well-being and strain. These findings entail that a simple unifying approach or a single label for the three phenomena is not appropriate, at least from a measurement point of view and from the different perspectives of those exposed. Our results have important implications for the theoretical understanding of the concepts of interpersonal conflicts, aggression and bullying, and for practitioners who have to assist those involved with how to handle these problems and who have to develop legal as well as internal policies for the prevention and management of these issues at the workplace. (shrink)

Based on the conservation of resources theory, this study developed a model linking social undermining to employees helping behaviors and work role performance via expression of guilt, with religious faith possessed by employees as a first-stage moderator. We argue that individuals will feel guilty if they perceive themselves as the perpetrators of the social undermining against their coworkers. Feeling guilt can potentially trigger prosocial responses (i.e., helping coworkers) and enhance work role performance for improving the situation. We contend that religious (...) faith that commands doing good with others further provides resources for managing these negative emotions to unleash a positive side of social undermining, such that the relation of social undermining with an expression of guilt will be strengthened. A multisource (supervisor-supervisee), multi-wave, and multi-context (education, healthcare, and banking) survey involving 281 employees largely supports our study hypotheses. The results indicated that social undermining is associated with more guilt expressions amid religious individuals, revealing higher prosocial and work role performance. For business ethics research, the current study unveils an important mediator—guilt expressions about wrongdoing—via which individuals’ social undermining behaviors at work, somewhat counterintuitively, lead to boost performance outcomes, and an employee’s religious faith helps a facilitator of this relationship. (shrink)

The article examines gender equality in collective bargaining and looks at the extent to which gender and equal opportunities issues have been mainstreamed in industrial relations systems in Italy where, despite the existence of old and new legislation on gender equality, there are persistently low levels of female employment and the precarious workforce is made up predominantly of women. The central question addressed in the article is whether the injection of a gender mainstreaming approach in the Italian collective bargaining system, (...) combined with legislative measures, may improve the situation of women in the context of both public and private spheres. In particular, the article looks at whether gender mainstreaming has the potential to pave the way towards an ethos of substantive equality at the workplace, whereby women enter the workforce on equal terms and men are in a position to share the dual responsibilities of paid and unpaid work. The article maintains that gender mainstreaming may fulfil its transformative potential as a catalyst for changing both the conceptual and analytical tools which the law deploys, provided it is envisaged as a three-fold strategy involving simultaneous processes of deconstruction, replacement and inclusive measures, together with deliberative forms of democracy and the imposition of a statutory positive duty on public authorities to mainstream equality. (shrink)

Refusing treatment for potentially curable childhood cancers engenders much discussion and debate. I present a case in which the competent parents of a young Amish child with acute myeloid leukemia deferred authority for decision making to the child’s maternal grandfather, who was vocal in his opposition to treatment. I analyze three related concerns that distinguish this case from other accounts of refused treatment.First, I place deference to grandparents as decision makers in the context of surrogate decision making more generally.Second, the (...) maternal grandfather’s ardent refusal of treatment and his rationale appeared to be inconsistent with the beliefs expressed by other family members and by members of the same Amish community, leading members of the medical team to question whether refusal of treatment should be treated differently when it appears to be based on the idiosyncratic beliefs of an individual rather than on community-wide values.Third, the medical team perceived tension and dissension between the nonverbal behavior of some family members and the verbal statements made by the maternal grandfather, leading the team to question the parents’ true wishes and debate how to weigh nonverbal and indirect forms of communication.Finally, building upon the conclusions of these queries, I explore whether, if the child’s prognosis was less favorable or if he were to relapse later, the maternal grandfather should have been permitted to drive a decision to refuse further treatment. (shrink)

Scholarship on gender and policing has frequently applied gendered organizational theory to understand how this type of organization and the men who run it produce gendered difference and inequity at the workplace. In this article, I draw on ethnographic research on lower ranked policewomen in Pakistan and contend that to fully fathom women’s marginalization at work, an analysis must not limit itself to the organization or the men who create the inequity but must also focus on women’s workplace (...) behavior. My research sheds light on women’s anxieties about working with a large number of men and about people questioning their morality and character because they do so. I also demonstrate how their subsequent coping strategies can impede their professional development and reproduce their marginalization at their workplace. This woman-centric approach, which examines how policewomen navigate gendered landscapes in different patriarchal social spaces, therefore shows that workplace inequity is the collective result of the interplay between different actors and social structures, and leads to a more complex understanding of this phenomenon. (shrink)

Although public law scholars have long addressed the problems of accountability generated by private decision-making and "privatization," they have largely ignored this phenomenon in the immigration context. Our ignorance is increasingly indefensible. Millions of employers - private parties - are required by law to screen their workers for unauthorized immigrants, and growing evidence suggests that they use their screening power to ignore workplace protections and to otherwise exploit these workers. This article is the first attempt to apply the insights (...) generated by the privatization literature to immigration law. It argues that our nation's employers have emerged as private immigration screeners who, like airport inspectors screening for ineligible entrants and law enforcement officers screening for criminal noncitizens, assist the Department of Homeland Security in identifying unauthorized workers for removal. More than just agents of exploitation, reframing employers as private screeners demonstrates that they are also agents of the state. Borrowing analytical concepts developing in the privatization literature, I argue that the high risk of abuse and the lack of readily available mechanisms for reducing that risk raise troubling implications over the kind of power that employers wield as private immigration screeners in the workplace. Reframing our nation's employers as private screeners gives theoretical coherence to the discretionary decision-making authority they actually wield, and explains why they have used that authority to exploit workers - as private parties carrying out public duties, they are incentivized to serve their own interests instead of verifying the immigration status of their workers in good faith. Examining the problem of private immigration screening also forces us to reconsider two aspects about immigration screening generally. First, although immigration law tends to reward unauthorized immigrants who lay low and tends to punish those who draw attention to themselves, I suggest that we ought to rethink this logic at least in the context of the workplace. Because workplace violations committed by employers are typically enforced by private parties, punishing unauthorized immigrants who attempt to assert these rights and thus draw attention to themselves, only encourages workplace violations by employers and fosters a culture of lawlessness. Second, thinking about how decision-making authority within immigration law should be allocated between the public and the private contributes to the current conversation over how similar decision-making authority should be allocated between federal entities and local entities. Although questions of accountability have lingered in the backdrop of the immigration federalism debate, I suggest that scholars would be well served to foreground these questions and answer them head-on. (shrink)

The high prevalence of aggression, anxiety and stress symptoms among team members in the organisation, while acquisition of task is alarming causation of adjustment disorder influences on team embeddedness, is the subject of this study. The ontogenesis of psychosocial adjustment disorder in any employees is not palingenetic, this is exact reproduction of psychosocial factors (PSF) which develops at workplace The most important strategy for productivity improvement is based on the fact that human productivity, both positive and negative, is determined (...) by the attitudes of all those who work in the enterprise and gap surfaced between teamwork and competence development particularly with regard to managing individualism within organisation and specifically individualistic approach, organisational justice, productivity management and psychosocial support. We strongly feel that there is a need to reexamine organisational team credentials and possible strong influences on individual’s psychosocial adjustment disorders. Findings suggest psychosocial adjustment factors are significantly correlated with psychosocial disorders (PSDs). (shrink)

Clinical laboratories face ethical challenges on a daily basis. The ethics training provided for clinical laboratory staff is variable, with some receiving no training. We aimed to explore the perceived benefits of ethics education for laboratory professionals. Ethics training was provided to approximately 60 laboratory professionals in a UK not-for-profit blood cancer organisation, with group discussions incorporated into the session. The session covered dominant ethical theories and principles, the defining moments in medical research ethics and the ethical aspects of (...) laboratory practices. At the end of the session a short optional paper survey was distributed to the participants to obtain feedback on the training. The feedback was anonymous and thematically coded. Attendees reported to be more aware of the existence and importance of ‘everyday’ ethics in their workplace. Responses also showed that the training session had provided participants with an opportunity for ethical reflection in themselves and in discussion with their colleagues. Despite clinical laboratory professionals being faced with ethical challenges daily, there is comparatively little ethics education provided. Ethics training is believed to improve the ethical attitude of laboratory staff and help them when making decisions in their work. We have shown that ethics education is important for laboratory professionals to develop and retain ethical awareness, and ethical reflection. By gaining insight into the ethical aspects of their practices, laboratory professionals can apply this understanding when faced with making challenging decisions in their workplace, in order to act in the best interests of their patients. (shrink)

This paper examines workplace surveillance and monitoring. It is argued that privacy is a moral right, and while such surveillance and monitoring can be justified in some circumstances, there is a presumption against the infringement of privacy. An account of privacy precedes consideration of various arguments frequently given for the surveillance and monitoring of employees, arguments which look at the benefits, or supposed benefits, to employees as well as to employers. The paper examines the general monitoring of work, and (...) the monitoring of email, listservers and the World Wide Web. It is argued that many of the common justifications given for this surveillance and monitoring do not stand up to close scrutiny. (shrink)

This paper explores the integration of environmental concern into the workplace by combining insights from the literature on governmentality with work that focuses on the role of emotion in organisational contexts. I build on work by Hargreaves (2008) and Butler (2010) to show that environmental concern is an emerging form of workplace governance which acts by and through the emotions and which intersects with pre-existing forms of power in surprising and complex ways. I conclude by reflecting on some (...) additional theoretical approaches which may offer some tools for developing forms of workplace governance that are more socially and environmentally sustainable. (shrink)

This paper examines workplace surveillance and monitoring. It is argued that privacy is a moral right, and while such surveillance and monitoring can be justified in some circumstances, there is a presumption against the infringement of privacy. An account of privacy precedes consideration of various arguments frequently given for the surveillance and monitoring of employees, arguments which look at the benefits, or supposed benefits, to employees as well as to employers. The paper examines the general monitoring of work, and (...) the monitoring of email, listservers and the World Wide Web. It is argued that many of the common justifications given for this surveillance and monitoring do not stand up to close scrutiny. (shrink)

Although research on corporate social responsibility has grown steadily, little research has focused on CSR at the individual level. In addition, research on the role of environmental friendly organizational citizenship behaviors within CSR initiatives is scarce. In response to this gap and recent calls for further research on both individual and organizational variables of employees’ environmentally friendly, or green, behaviors, this article sheds light on the influence of these variables on three types of green employee behaviors simultaneously: recycling, energy savings, (...) and printing reduction. An initial theoretical model identifies both individual and organizational variables that affect different types of green behaviors as a stepping stone for further research. The results reveal managerial implications and future research directions on the design of effective social marketing interventions that motivate different types of OCBs in the workplace. In particular, the results suggest that creating separate interventions for each type of environmental behavior, as well as for each organization, sector, and type of organization , is necessary. In addition, this research illustrates patterns of attitudes, perceptions, and behaviors by exploring individual and organizational variables and behaviors across seven different organizations belonging to different sectors. (shrink)

Cancer is a paradigmatic case of a complex causal process; causes of cancer operate at a variety of temporal and spatial scales, and the respects in which these causes act and interact are diverse. There are, for instance, temporal order effects, organizational effects, structural effects, and dynamic relationships between causes operating at different temporal and spatial scales. Because of this complexity, models of cancer initiation and progression often involve deliberate choices to focus on one time scale, one (...) causal pathway, or one aspect of cancer’s dynamics. As in most of biology, modeling cancer involves simplification and idealization. At the same time, theoretical perspectives inform the construction of these models. Such perspectives might involve viewing cancer ‘as’ a genetic disease, metabolic disease, stem cell disease, an infectious disease, or a disease of tissue disorganization. This paper will argue that purportedly competing theoretical views of cancer are not at odds, but can be viewed as mutually informative. Models are most often developed in the service of asking very specific questions, and this requires limiting our view of the phenomena to a specific temporal or spatial scale, a particular cause, or a particular outcome, dynamic, or pattern. Thus, while some models may seem at odds, often they are simply concerned with different questions, or, they are complementary and mutually informative. I hope to bring this case to bear on debates among philosophers of science over perspectivism and realism, as well pluralism about the aims and scope of scientific theory. (shrink)

Cancer is not one, but many diseases, and each is a product of a variety of causes acting (and interacting) at distinct temporal and spatial scales, or “levels” in the biological hierarchy. In part because of this diversity of cancer types and causes, there has been a diversity of models, hypotheses, and explanations of carcinogenesis. However, there is one model of carcinogenesis that seems to have survived the diversification of cancer types: the multi-stage model of carcinogenesis. This (...) paper examines the history of the multistage theory, and uses the theory as a case study in the limits and goals of unification as a theoretical virtue, comparing and contrasting it with “integrative” research. (shrink)

Cancer is not one, but many diseases, and each is a product of a variety of causes acting at distinct temporal and spatial scales, or ‘‘levels’’ in the biological hierarchy. In part because of this diversity of cancer types and causes, there has been a diversity of models, hypotheses, and explanations of carcinogenesis. However, there is one model of carcinogenesis that seems to have survived the diversification of cancer types: the multi-stage model of carcinogenesis. This paper examines (...) the history of the multistage theory, and uses the theory as a case study in the limits and goals of unification as a theoretical virtue, comparing and contrasting it with ‘‘integrative’’ research. (shrink)

Artificially intelligent (AI) technologies are increasingly being used in many workplaces. It is recognised that there are ethical dimensions to the ways in which organisations implement AI alongside, or substituting for, their human workforces. How will these technologically driven disruptions impact the employee–employer exchange? We provide one way to explore this question by drawing on scholarship linking Integrative Social Contracts Theory (ISCT) to the psychological contract (PC). Using ISCT, we show that the macrosocial contract’s ethical AI norms of beneficence, non-maleficence, (...) autonomy, justice, and explicability can feed into national- and organisational-level microsocial contracts. We also outline the role of employees’ technology frames in this process. We then use an illustrative example to demonstrate how this multilevel normative background helps to inform the content of individuals’ PCs in the context of working with AI technologies. (shrink)

This study seeks to understand women's use of makeup in the workplace. The authors analyze 20 in-depth interviews with a diverse group of women who work in a variety of settings to examine the appearance rules that women confront at work and how these rules reproduce assumptions about sexuality and gender. The authors found that appropriate makeup use is strongly associated with assumptions about health, heterosexuality, and credibility in the workplace. They describe how these norms shape women's personal (...) choices to wear makeup. Next, they examine how some women transform the meanings of wearing makeup and, in rare instances, attempt to subvert the institutionalized norms. Although many women find pleasure in wearing makeup, the authors conclude that the institutional constraints imposed by the workplace effectively limit the possibilities for resistance. (shrink)

People with cancer, who live better or longer than expected or who recover completely despite a poor medical prognosis, usually go through a profound change and self-development. This paper is an attempt to describe and understand the nature of this transformation by examining how initially unexamined conceptions of oneself, life, illness, etc., become manifest and get developed. One feature of this process is that people leave the present-day medical conception, which is based on the notion of victim of and (...) battle against illness, and discover that they have other resources for dealing with life and illness. It will be argued that at the centre of this transformation lies the discovery and development of the will, which is closely associated with the willingness to examine one's conceptions of oneself, health, illness and life. (shrink)

Abstract In this paper, I pursue the question whether extending democratic rights to work is good in the broadest possible sense of that term: good for workers, firms, market economies, and democratic states. The argument makes two assumptions in a broadly consequentialist framework. First, the configuration of any relationship among persons in which there is less rather than more coercion makes individuals better off. Second, extending democratic rights to work will entail costs and benefits to both the power and authority (...) of employers and meaningful work for employees. These costs and benefits cannot be determined in advance because they are largely empirical, but there are still good reasons for expanding worker participation all-things-considered. First, I examine the parallel case for extending democratic rights to the workplace based on several similarities between politics and work organization. In addition, I consider the objections from voluntariness and efficiency. Although both objections raise interesting problems I believe that a properly formulated conception of democratic workplaces can answer them. In the final section, I sketch a minimal conception of these rights at the level of the firm that does not require a large-scale transformation of the market economy. (shrink)

Despite changes in their representation and visibility, there are still serious concerns about the inclusion and day-to-day workplace challenges various groups face (e.g., women, ethnic and cultural minorities, LGBTQ+, people as they age, and those dealing with physical or mental disabilities). Men are also underrepresented in specific work fields, in particular those in HEED (Health care, Elementary Education and the Domestic sphere). Previous literature has shown that group stereotypes play an important role in maintaining these inequalities. We outline how (...) insights from research on stigma, social-identity, and self-regulation together increase our understanding of how targets are affected by and regulate negative stereotypes in the workplace. This approach starts from the basis that members of negatively-stereotyped groups are not just passive recipients of negative attitudes, stereotypes, and behaviors, but are active individuals pursuing multiple goals, such as goals for belonging and achievement. We argue that it is only by understanding stigma from the target’s perspective (e.g., how targets are affected and respond) that we can successfully address workplace inequality. Key in this understanding is that stereotypes, prejudice and discrimination have taken on much more subtle forms, with consequences for the way members of stigmatized-groups cope. These insights lead us to propose an approach to understanding barriers to workplace equality that highlights four key aspects: a) the different (often subtle) potential triggers of identity-threat in the workplace for members of stigmatized-groups, b) the ways in which members of stigmatized-groups cope with these threats, c) the role of supportive factors that mitigate potential threats and affect self-regulation, and d) potential hidden costs for the self or others of what appears at first to be effective self-regulation. The focus on threats, coping, support, and potential hidden costs helps us understand why current diversity efforts are not always successful in increasing and maintaining members of stigmatized-groups in organizations, and provides insight into how we can aid efforts to effectively lower barriers to workplace equality. (shrink)

Workplace spirituality research has sidestepped religion by focusing on the function of belief rather than its substance. Although establishing a unified foundation for research, the functional approach cannot shed light on issues of workplace pluralism, individual or institutional faith-work integration, or the institutional roles of religion in economic activity. To remedy this, we revisit definitions of spirituality and argue for the place of a belief-based approach to workplace religion. Additionally, we describe the construction of a 15-item measure (...) of workplace religion informed by Judaism and Christianity – the Faith at Work Scale (FWS). A stratified random sample (n = 234) of managers and professionals assisted in refining the FWS which exhibits a single factor structure (Eigenvalue = 8.88; variance accounted for = 59.22%) that is internally consistent (Cronbach’s α = 0.77) and demonstrates convergent validity with the Faith Maturity Scale (r = 0.81, p > 0.0001). The scale shows lower skew and kurtosis with Mainline and Catholic adherents than with Mormons and Evangelicals. Validation of the scale among Jewish and diverse Christian adherants would extend research in workplace religion. (shrink)

Building on nearly eighty years of scientific work, The Handbook of Emotional Intelligence is the first definitive resource that brings together a stellar panel of academics, researchers, and practitioners, in the field. Sweeping in scope, the text presents information on the most important conceptual models, reviews and evaluates the most valid and reliable methods for assessing emotional intelligence, and offers specific guidelines for applying the principles of Emotional Intelligence in a variety of settings.

Artificially intelligent (AI) technologies are increasingly being used in many workplaces. It is recognised that there are ethical dimensions to the ways in which organisations implement AI alongside, or substituting for, their human workforces. How will these technologically driven disruptions impact the employee–employer exchange? We provide one way to explore this question by drawing on scholarship linking Integrative Social Contracts Theory (ISCT) to the psychological contract (PC). Using ISCT, we show that the macrosocial contract’s ethical AI norms of beneficence, non-maleficence, (...) autonomy, justice, and explicability can feed into national- and organisational-level microsocial contracts. We also outline the role of employees’ technology frames in this process. We then use an illustrative example to demonstrate how this multilevel normative background helps to inform the content of individuals’ PCs in the context of working with AI technologies. (shrink)

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the (...) present study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making skills, performance (i.e. in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning. (shrink)

In a paper published in 1930, John Dewey said that for many years Democracy and Education was the book where his philosophy “was most fully expounded”.1,2 If we add to this the fact that Dewey was known as the philosopher of democracy, then we have reason to expect the text to say something important, not only about education, but also about democracy. Nevertheless, all twenty-six chapters of the book are about schools and education and, when it was originally published in (...) 1916, it had the subtitle An Introduction to the Philosophy of Education. As John Quay has explained in a recent article, the book does not contain a recipe for a democratic education, and although one chapter, chapter 7, is entitled “The... (shrink)

Corporate codes of conduct frequently impose a duty of loyalty upon employees. l examine the notion of loyalty in general, and loyalty in the workplace in particular. I conclude that unless loyalty is defined and articulated in favor of a larger social project (rather than in favor of aperson, a set of ruIes, or other entity), efforts to encourage loyalty will be a source of epistemic distortion at best, and oppression at worst.

In this study we examine the relationship between the perception of being objectified in the workplace and the self-assessment of worth on a personal level, i.e. social desirability and social utility. This relationship is thought to be mediated by self-objectification in the workplace. 241 participants responded to an online questionnaire to measure these different variables. The results confirm a negative relationship between the perception of being objectified and the people’s worth, as well as mediation through self-objectification. This phenomenon (...) could describe a deleterious spiral where the worker, through the internalization of a low social value, contributes to their dehu-manization at work. (shrink)

Are hierarchical arrangements in the workplace, including the employer-employee relationship, consistent with the ideal of relating to one another as moral equals? With this question at its core, this volume of essays by leading moral and political philosophers explores ideas about justice in the workplace, contributing to both political philosophy and business ethics. Relational egalitarians propose that the ideal of equality is primarily an ideal of social relationships and view the equality of social relationships as having priority over (...) the distributive arrangements. Yet contemporary workplaces are characterized by hierarchical employer-employee relationships. The essays push discussions of the relational egalitarian tradition in new directions, helping to show its promise and its limits. They address pressing concerns at a time of widening inequality and rapid changes in the nature of work. (shrink)

This article explores the role scientists at the National Cancer Institute, a US federal science agency, played in researching and testing vaccines against the human papillomavirus. Drawing upon archival sources and oral history interview data, I challenge narratives that attribute the design of HPV vaccines to profit motive. Instead, I show that the researchers who developed the technology attempted to construct ethical approaches to vaccine development based on the values that emerged from their situated environments of technological, organizational, and (...) institutional constraint. I argue that interpretations of “translational research” native to the NCI influenced these researchers’ efforts to design and test HPV vaccines. The organizational culture of translational research emerging in the NCI positioned intramural research as a countervailing and supplementary force to market-oriented translational research and development. Over time, NCI researchers’ conceptions of the Institute’s role allowed them to develop understandings of ethical HPV vaccine research as oriented toward addressing cervical cancer health disparities, especially in developing nations. NCI scientists’ understanding of their role in serving the public good through continued HPV vaccine innovation reflects the material and political economic environment they faced at different historical junctures that constrained the possibilities for innovation and ethical action. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Ice Cream for BreakfastMichelle MethvenIn June of 2011, on a warm sunny day in Toronto, Canada, my partner and I brought our daughter Stella into the local hospital emergency room for what we believed would be a routine check–up. She had been exhibiting worsening clumsiness and limping for the previous two weeks and we thought it would be easier just to get her seen and have whatever it was (...) dealt with rather than wait two months to see a specialist. My partner and I believed it was likely a severe ear infection, or maybe Lyme disease from a recent camping trip. We each called our workplaces and said we would be an hour or so late. Nothing could have prepared us for the news 22 hours after arriving at the hospital, that Stella had a cancerous mass in her brain. After a biopsy three days later to confirm the diagnosis, Stella was diagnosed with Diffuse Intrinsic Pontine Glioma (DIPG), and given less than a year to live.Parents most often describe DIPG as “a monster.” The tumour saturates the pons and shuts down nerve pathways one at a time. In no particular order, and in no particular time, sufferers (most often young children) lose the ability to walk, sit up, hold up their head, speak and see. The pons is also responsible for breathing, swallowing and regulating the heartbeat, so death can come in many forms at any given time. Though it destroys the brain’s ability to command, the person continues to think and understand as the main part of the brain is untouched. Different from most cancers, chemotherapy and radiation have almost no effect on DIPG; even trials with the most toxic chemotherapies do not slow its progress.My partner and I were shaken to the core at this diagnosis. Looking at our energetic, redheaded [End Page 31] mop–topped little imp, it was impossible to fathom that she had just been given a fatal diagnosis. Yet we knew the doctors at the hospital were among the best and most sought–after in the world, so denial was never a part of our mantra.A week after Stella was diagnosed, we met with a neuro–oncologist to discuss our plans. The only treatment that is slightly effective for DIPG is focal radiation, which can stall the tumor’s growth, granting what is known as a “honeymoon period” of no new symptoms. The honeymoon lasts approximately six months, but there are no guarantees. Twenty percent of children get no honeymoon whatsoever after radiation, and others get only weeks. The doctor we met with confirmed radiation would not be curative, but would “buy time”. He explained that radiation involved six weeks of treatment, seven days a week. Following the six weeks of treatment, there would be a period of anywhere from one to six months in which Stella would likely be asymptomatic. However, at some point, the symptoms generally return and when they do, children deteriorate relatively quickly. Sometimes it takes a month or two, but on occasion there is as little as two weeks between progression and death.As Stella’s parents, we were not convinced that the prescribed radiation was something we wanted to subject Stella to. Because she was only two, and a very spirited and energetic child, it would have been virtually impossible to have her lie quietly on the table in hospital each day for six weeks while radiation was put behind her ear. The neuro–oncologists’ solution was that Stella be sedated for each daily radiation treatment, which would make her groggy for a big part of the day and necessitate needles and IV. As parents, we were presented with an impossible gamble. Do we risk taking away six weeks of her still somewhat symptom–free life for a possible extra three to six months later? And the timing was difficult as well. It was late June. If we chose to radiate it would mean spending the entire summer shuttling her between hospital and home with no weeks at the cottage, and much less time to attend neighbourhood BBQ’s, parties, trips to the park, the library, science centre and zoo... (shrink)

Background Cancer patients are at risk of developing blood clots in their veins - venous thromboembolism - which often takes the form of a pulmonary embolism or deep vein thrombosis. The risk increases with advanced disease. Evidence based treatment is low molecular weight heparin by daily subcutaneous injection. The aim of this research is to explore the barriers for doctors in the UK when diagnosing and treating advanced cancer patients with VTE. Method Qualitative, in-depth interview study with 45 (...) doctors. Doctors were from three specialties: oncology, palliative medicine and general practice, with a mixture of senior and junior staff. Framework analysis was used. Results Doctors opinions as to whether LMWH treatment was ethically appropriate for patients who were symptomatic from VTE but at end of life existed on a shifting continuum, largely influenced by patient prognosis. A lack of immediate benefit coupled with the discomfort of a daily injection had influenced some doctors not to prescribe LMWH. The point at which LMWH injections should be stopped in patients at the end of life was ambiguous_._ Some perceived ‘overcaution’ in their own and other clinicians’ treatment of patients_._ Viewpoints were divergent on whether dying of a PE was considered a “good way to go”. The interventionalism and ethos of palliative medicine was discussed. Conclusions Decisions are difficult for doctors to make regarding LMWH treatment for advanced cancer patients with VTE. Treatment for this patient group is bounded to the doctors own moral and ethical frameworks. (shrink)

Corporate codes of conduct frequently impose a duty of loyalty upon employees. l examine the notion of loyalty in general, and loyalty in the workplace in particular. I conclude that unless loyalty is defined and articulated in favor of a larger social project (rather than in favor of aperson, a set of ruIes, or other entity), efforts to encourage loyalty will be a source of epistemic distortion at best, and oppression at worst.

Many arguments have been advanced in favor of employee participation in firm decision-making. Two of the most influential are the "interest protection argument" and the "autonomy argument." I argue that the case for granting participation rights to some other stakeholders, such as suppliers and community members, is at least as strong, according to the reasons given in these arguments, as the case for granting them to certain employees. I then consider how proponents of these arguments might modify their arguments, or (...) views, in response to this conclusion. (shrink)

This paper explores a neglected normative dimension of algorithmic opacity in the workplace and the labor market. It argues that explanations of algorithms and algorithmic decisions are of noninstrumental value. That is because explanations of the structure and function of parts of the social world form the basis for reflective clarification of our practical orientation toward the institutions that play a central role in our life. Using this account of the noninstrumental value of explanations, the paper diagnoses distinctive normative (...) defects in the workplace and economic institutions which a reliance on AI can encourage, and which lead to alienation. (shrink)

Workplace Incivility (WI) occurs worldwide and has negative consequences on individuals and organizations. Valid and comprehensive instruments have been used, specifically in English speaking countries, to measure such adverse process at work, but it is not available a validated instrument for research carried out in Spanish speaking countries. In this study we aim to test the psychometric properties of the Matthews and Ritter’s four-item Workplace Incivility Scale (2016) with Spanish workers (N= 407) from different sectors. Participants’ mean age (...) was 38.73 (SD= 10.45) years old and the percentage of female employees was 59.2%. Confirmatory factor analysis using AMOS 19.0 was carried out, presenting a good fit. The internal consistency, convergent and concurrent validity of the scale were examined. Results show good scale reliability and expected high correlations with social undermining. Moreover, the scale related to propensity to leave a job, job satisfaction, and psychological well-being in the expected way. After configural invariance across groups was established, testing for metric invariance and scalar invariance was performed. Considering Δχ² and ΔCFI tests for two nested models, the 4-item scale was invariant when the employment status is considered (permanent vs temporal, full-time vs part-time and supervisor vs non supervisors). Overall, our findings showed good psychometric properties of the shorter version of the Workplace Incivility Scale in Spain. Theoretical and practical implications of this study are discussed. (shrink)

It is the purpose of this paper to address ethical issues concerning the development and application of Assistive Technology at Workplaces (ATW). We shall give a concrete technical concept how such technology might be constructed and propose eight technical functions it should adopt in order to serve its purpose. Then, we discuss the normative questions why one should use ATW, and by what means. We argue that ATW is good to the extent that it ensures social inclusion and consider four (...) normative domains in which its worth might consists in. In addition, we insist that ATW must satisfy two requirements of good workplaces, which we specify as (a) an exploitation restraint and (b) a duty of care. (shrink)

Moral identity and moral dissonance in business ethics have explored tensions relating to moral self-identity and the pressures for identity compartmentalization in the workplace. Yet, the connection between these streams of scholarship, spirituality at work, and business ethics is under-theorized. In this paper, we examine the Quaker tradition to explore how Quakers’ interpret moral identity and negotiate the moral dissonance associated with a divided self in work organizations. Specifically, our study illuminates that while Quakers’ share a tradition-specific conception of (...) “Quaker morality” grounded in Quaker theology and the Quaker testimonies to truth, integrity, peace, equality, and simplicity, they often foreground the pursuit of an undivided self through seeking work that enables an expression of Quaker moral identity, or by resigning from work organizations that do not. In most cases, however, Quakers’ face moral dissonance at work and engage in either identity compartmentalization and draw upon the metaphor of a ‘spiritual journey’ as a form of self-justification, or reframe, compartmentalize and engage in work tasks that are both subjectively moral and meaningful. We present a model that elaborates these negotiation processes and invite further research that examines how the spiritual traditions influence moral identity construction at work. (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.