Many research institutions and funders have recently stated their commitment to actively support and promote ‘Equality, Diversity and Inclusion’ (EDI) in various aspects of health research including Patient and Public Involvement (PPI). However, translating this commitment into specific research projects presents significant challenges that existing approaches, practical guidelines and initiatives have not adequately addressed. In this paper, we explore how the lack of clear justifications for the EDI commitment in existing guidelines inadvertently complicates the work of those (...) involved with PPI and we stress the need for conceptual clarity for any EDI effort to yield meaningful results. Our focus centres on the first principle of the EDI discourse, ‘equality’, particularly in the form of ‘equality of opportunity’ as outlined in current guidance provided by the National Institute of Health Research in the United Kingdom. We examine challenges related to justifying and implementing a general, unspecified commitment to equality of opportunity and explain that this reflects a lack of consensus regarding the moral value of PPI in research – a profound problem that remains unaddressed. We then discuss how the presence of several opposing moral perspectives on PPI, makes determining the most appropriate way of addressing barriers to involvement complex and controversial, raising ethical implications for the work of health researchers, PPI specialists and coordinators. Finally we make suggestions on how future research can enrich the concept of ‘equality of opportunity’ in PPI and improve practice. While our primary focus is on the NIHR, a strong advocate of PPI in research, this analysis will point to normative and ethical considerations that may be relevant to other research institutions and funding organisations aiming to promote equality of opportunity in their public and patient involvement strategies. (shrink)

Studies prove that positive thinkers are happier, healthier, and more successful than everyone else. Discover the simple, proven techniques for becoming a more positive person... Positive thinking leads to positive outcomes. Study after study proves this. Researchers have found that optimistic people live longer, live healthier, have more energy, have more successful careers, make better decisions, are more productive, are less stressed, have healthier relationships, and (not surprisingly) are much happier than pessimists. However, a lot has been misunderstood about what (...) it means to be a positive thinker and what it takes to maintain an optimistic mindset. It takes a lot more than repeating feel-good platitudes to make positive thinking work in your life. It takes discipline, commitment, and a proper understanding of what optimism really means in a world that is constantly throwing new challenges at us. This is a book for anyone who has ever questioned whether positive thinking really "works." It's also a book for those who have tried to develop a more positive attitude, but have found it difficult to eliminate the voices of fear, doubt, and cynicism. This is a book for anyone who wants to put optimism to work in their life with practical, proven techniques. In this inspirational fable, you'll meet Bobby Kane, a 31-year-old minor league baseball player who realizes his dream of making it to the majors is finally coming to a disappointing end. His dream, he believes, was not meant to be. That is, until Bobby meets an unconventional manager named Wally Hogan. More mental coach than baseball manager, Wally teaches Bobby that if you want to change your life, you have to first change your thinking. As you'll see in this book, developing a positive mindset gives Bobby a renewed chance to make his dreams come true-not just in baseball, but in all areas of his life. Wally teaches Bobby what it means to be an optimist and what it takes to maintain a positive attitude through the ups and downs of life. He teaches him proven, real-world techniques for building and sustaining optimism. These methods have an immediate impact on Bobby's life and they will have an immediate impact on yours as well. This book will show you just how powerful a positive attitude can be and it will teach you how to use positive thinking to make your biggest dreams come true. (shrink)

The paper spells out the rationale for developing means of manipulating and of measuring people’s sense of commitment to robot interaction partners. A sense of commitment may lead people to be patient when a robot is not working smoothly, to remain vigilant when a robot is working so smoothly that a task becomes boring, and to increase their willingness to invest effort in teaching a robot. We identify a range of contexts in which a sense of commitment (...) to robot interaction partners may be particularly important. (shrink)

A definitive feature of Kant's moral philosophy is its rationalism. Kant insists that moral theory, at least at its foundation, cannot take account of empirical facts about human beings and their circumstances in the world. This is the core of Kant's commitment to ‘metaphysics of morals’, and it is what he sees as his greatest contribution to moral philosophy. The paper clarifies what it means to be committed to metaphysics of morals, why Kant is committed to it, and where (...) he thinks empirical considerations may enter moral theory. The paper examines recent work of contemporary Kantians who argue that there is a central role for empirical considerations in Kant's moral theory. Either these theorists interpret Kant himself as permitting empirical considerations to enter, or they propose to extend Kant's theory so as to allow them to enter. With some qualifications, I argue that these interpretive trends are not supported by the texts, and that the proposed extensions are not plausibly Kantian. Kant's insistence on the exclusion of empirical considerations from the foundations of moral theory is not an incidental feature of his thought which might be modified while the rest remains unchanged. Rather, it is the very centre of his endeavours in moral philosophy. If we disagree with it, I argue, we have grounds for moving to a distinctly different theoretical framework. (shrink)

In Religion within the Bounds of Bare Reason Kant speaks of an ethical state of nature and of an ethico-civil condition, with explicit reference to the juridical state of nature and the juridico-civil condition he discusses at length in his legal-political writings. Given that the Religion is the only work where Kant introduces a parallel between these concepts, one might think that this is only a loose analogy, serving a merely illustrative function. The paper provides a first outline of the (...) similarities and the differences between the state of nature and the civil condition in Right and in ethics. The comparison points to a deeper, structural relation between the two pairs of concepts. By doing so, it makes room for developing a unitary conception of the state of nature and of the civil condition, which would underlie both the ethical and the juridical version. (shrink)

Job burnout, organizational commitment, and work environment continue to be important areas of research to be studied in the realm of company employment and employee retention. Job burnout is the state of physical and emotional exhaustion and perceiving one’s profession as dull or overwhelming. Meanwhile, organizational commitment refers to the company’s attitude towards the organization and their employees, encompassing loyalty, moral responsibility, and their willingness to work. And lastly, work environment provides opportunities for employees to establish connections, develop (...) skills, and maximize their full potential in performing tasks. For the current study, researchers utilized descriptive-correlational research design to investigate the influence of Work Environment towards the job burnout and organizational commitment of BPO agents in selected companies in Bulacan, Philippines. Hence, Danish Psychosocial Work Environment Questionnaire (DPQ), Maslach Burnout Inventory - General Survey (MBI-GS), and the Three-Dimensional Model of Organizational Commitment Scale (ACS, NCS, CCS) were employed to properly assess the study's objectives. Multiple Linear Regression Analysis was performed to analyze the collected data. Based on the analysis, findings show that work environment has no significant influence on the job burnout and organizational commitment of BPO Agents. Furthermore, the results of this study were thoroughly evaluated, leading to an in-depth discussion. Based on the findings, recommendations were made to benefit the stakeholders of the study and contributeto the existing body of knowledge. (shrink)

Robert Veatch’s The Foundations of Justice: Why the Retarded and the Rest of Us Have Claims to Equality delves into deep questions of justice through the case of a child with disabilities. I describe what is basically right about this vision, as well as what is problematic from the standpoint of contemporary disability bioethics. From there, I dive into the notion of vulnerability that is at play in his work. He describes disability as necessarily a condition of weakness, lesser-than existence, (...) and neediness. When disability is viewed in this way as an inherently vulnerable state of being, the essential sociopolitical dimensions of disability receive inadequate attention, which, in turn, makes it impossible to identify injustices correctly. I connect these points to concrete challenges faced by disability communities during the COVID-19 pandemic, which have raised profound questions about the just use of scarce critical care resources. Any case drawn from the pandemic is a very different kind of case than that of the child in Veatch’s book, but a commonality is the question of who should get what limited resources when needs and urgency vary. (shrink)

Recent studies have made the familiar observation that the economic categories in Marx’s works are presented in the dialectical form of the logical categories in Hegel’s works. The purpose of this article is to move beyond this observation by demonstrating that Marx’s appropriation of Hegel’s dialectical method articulated in the Science of Logic implicates, in opposition to his own explicit statements, the philosophical argument of his Grundrisse in an inferential commitment to Hegel’s idealism. Marx, it is argued, cannot appropriate (...) Hegel’s conception of rational cognition as a dialectical movement from universality to particularity to individuality while at the same time dispensing with the absolute idealism from which that conception derives its coherence. (shrink)

Labor rights are the first to come up for criticism when accounts of human rights are offered in response to philosophical questions about them, and notoriously so Article 24, which talks about `rest and leisure' and `period holidays with pay.' This study first tries to make it plausible why labor rights would appear on the Universal Declaration, and next articulates some philosophical objections to their presence there. The interesting question then is not so much how one could respond to the (...) objections, but to explore what commitments one needs to make to answer our question in a satisfactory manner. To make progress, we can contrast the idea of human rights with conceptions of them. Such conceptions offer answers to a set of philosophical questions about human rights. It would be rather unlikely for any such conception to emerge as the uniquely best philosophical account of human rights since disagreements among different conceptions are complex. What is sensible to ask then is what a conception of human rights would have to be like to count labor rights as human rights, and whether there is a conception of that sort. I offer one conception that I take to be plausible overall, and that does count labor rights as human rights. Or, that is: it does count a right to work as a human right, alas not in the strong interpretation according to which states must create jobs but in the weaker sense that states need to make sure people are not systematically excluded from employment, and are treated in certain ways at their place of work, and it does count a right to leisure as a human right, alas not a right to paid vacations. (shrink)

ABSTRACT In response to Buchanan's argument that ideologies function as doxastic immune systems, I invite him to expand on three issues. (1) What does it mean to have a perfect grasp of the principles of justice, and why should we think that someone with such a grasp should be in a position (even if unable) to act justly? (2) What is required to be fully epistemically responsible when in the grip of an ideology? (3) Might we learn more from contemporary (...) Critical Theory about the workings of ‘doxastic immune systems’? (shrink)

This study investigated whether employee perceptions of corporate social responsibility (CSR) were associated with the presence of Corporate Psychopaths in corporations. The article states that, as psychopaths are 1% of the population, it is logical to assume that every large corporation has psychopaths working within it. To differentiate these people from the common perception of psychopaths as being criminals, they have been called “Corporate Psychopaths” in this research. The article presents quantitative empirical research into the influence of Corporate Psychopaths on (...) four perceptual measures of CSR and three further measures of organizational commitment to employees. The article explains who Corporate Psychopaths are and delineates the measures of CSR and organizational commitment to employees that were used. It then outlines the research conducted among 346 corporate employees in Australia in 2008. The reliability of the instrument used is commented on favorably in terms of its statistical reliability and its face and external validity. Results of the research are described showing the highly significant and negative influence of Corporate Psychopaths on all of the measures of CSR and of organizational commitment to employees used in the research. When Corporate Psychopaths are present in leadership positions within organizations, employees are less likely to agree with views that: the organization does business in a socially desirable manner; does business in an environmentally friendly manner and that the organization does business in a way that benefits the local community. Also, when Corporate Psychopaths are present in leadership positions within organizations, employees are significantly less likely to agree that the corporation does business in a way that shows commitment to employees, significantly less likely to feel that they receive due recognition for doing a good job, to feel that their work was appreciated and to feel that their efforts were properly rewarded. The article argues that academics and researchers in the area of CSR cannot ignore the influence of individual managers. This is particularly the case when those managers have dysfunctional personalities, or are actually psychopaths. The article further argues that the existence of Corporate Psychopaths should be of interest to those involved in corporate management and corporate governance because their presence influences the way corporations are run and how corporations affect society and the environment. (shrink)

Procrastination as putting off until tomorrow what one had intended to do today is well-known tendency in everyday life. In an attempt to understand the character of procrastination in different life-domains, a large body of research has been accumulated over the last decades. This article was aimed to evaluate a specific decisional procrastination of school-to-work transition that is treated as maturity postponement. Two studies are reported examining SWT procrastination defined as career indecision among Polish students graduating universities. In Study 1, (...) attitudinal and identity statuses were analyzed as correlates of career procrastination. A path analysis conducted for the model, which was aimed to explain the influence of career self-efficacy and occupational commitment on career indecision, revealed its very good fitness. Those two independent variables explain 10% of career indecision variance. Stepwise multiple regression analyses conducted to ascertain relationship of five identity statuses to procrastination measure showed that Commitment Making and Ruminative Exploration are strongest predictor variables. In study 2, the stepwise multiple regression analyses conducted to ascertain the independent relationship of each of Big Five personality factor revealed that Neuroticism and Extraversion accounts of the most of explained variance of school-to-work transition procrastination. (shrink)

Although sexual difference is widely regarded as the concept that lies at the center of Luce Irigaray's thought, its meaning and significance is highly contested. This dissensus, however, attests to more than merely the existence of a recalcitrant conceptual ambiguity. That is, Irigaray's discussion of sexual difference remains fraught not because she leaves this concept undefined but because the centrality of sexual difference in fact marks a complex and unstable nexus of phenomena that shift throughout her work. Consequently, if Irigaray (...) is indeed the preeminent thinker of sexual difference, this is not in virtue of her recurrent appeal to a monolithic, readily digestible concept but rather somehow despite the absence of precisely this gesture. In this paper, I will attempt to elucidate the peculiar preeminence of sexual difference in Irigaray's work by identifying her persistent, though largely unexamined, commitment to transcendental phenomenology. Indeed, I attempt to show that the complex of phenomena of sexual difference emerges in L'oubli de l'air and The Way of Love as a modulation of Heidegger's own revision of transcendental phenomenology. In this sense, the peculiar preeminence of sexual difference does not mark the centrality of a concept but Irigaray's amplification of this Heideggerian gesture. (shrink)

There is an increasing demand for ethical and Corporate Social Responsibility practices by companies. This competence has to be introduced in students’ training in business degree programs, and a check must then be done to determine if the students have come to appreciate the importance of CSR commitments. Using the framework of Stakeholders Theory, this work aims to examine students’ perceptions of ethical and CSR practices and commitment to different stakeholders, as well as the factors that lead students to (...) act in a socially responsible way. Furthermore, we hope to identify how the perception of CSR can be improved when Web 2.0 and social media tools that have proven effective in transmitting emotions and values are used in classrooms to teach these ideas. To this end, a survey was carried out in the year 2019 with 1,030 first-year students; it was administered at the beginning of the semester and also at the end of the semester after the training activities had been carried out. The main finding of the research is that students start with the belief that ethics and CSR are developed for reasons of image and legitimacy; however, after receiving training on these topics through tools that take into account emotions and values, they start to value the importance of the company as an agent of social change. The main practical and managerial implication is that methods based on Web 2.0 and social media tools are useful to teach ethics and CSR; the theoretical contribution is that students take into account the welfare of others. This finding contributes to Stakeholder Theory in a higher education context. (shrink)

This paper explores Brian Orend's contribution to the just war tradition, specifically his proposed jus post bellum criteria and his idea of pre-commitment to jus in bello and jus post bellum as part of an expanded jus ad bellum criterion of right intention. The latter is based on his interpretation of Kant's work: that as part of the original decision to begin a war, a state should commit itself to certain rules of conduct and appropriate war termination, and if (...) it cannot so commit, it should not continue further down the path to using force. Orend's revised right intention brings jus post bellum ?into the fold? of the just war tradition, requiring that state obligations go beyond correct conduct in war. The article argues that whatever the nature of the just cause, there is a compelling argument for committing to jus in bello and jus post bellum as part of jus ad bellum right intention. The justness of the cause in the contemporary era requires strictness rather than leniency in the conduct and termination of war for a state to remain legitimate in the eyes of the world. In the context of Orend's proposals, this would require that states ?do their homework? and ?tie themselves to the mast?; this includes providing proof that the situation on the ground is understood, conducting a feasibility test on the proposed intervention and publicly identifying and committing to their obligations and responsibilities during and after war. Recognising the practical and political obstacles to adopting this idealistic revision of the just war tradition, the paper nevertheless concludes that Orend's contribution is significant and worthy of exploration: it offers a kernel of hope for counteracting pressures to lower the threshold of resort to force, delivering greater justice for the innocent victims of war and providing greater probability of durable peace post-war. (shrink)

It is common, following Quine, to look to what theories say to determine the ontological commitments of a scientific discipline. But methods and practices are equally telling. This paper considers early doctrines in econometrics. It argues that what is directly confirmed in tests of the theory will not support the applications to which the theory is to be put unless we can assume a kind of stability and atomism characteristic of capacities. The leap from confirmation to application will only be (...) valid in a world where capacities are at work. (shrink)

Although sexual difference is widely regarded as the concept that lies at the center of Luce Irigaray's thought, its meaning and significance is highly contested. This dissensus, however, attests to more than merely the existence of a recalcitrant conceptual ambiguity. That is, Irigaray's discussion of sexual difference remains fraught not because she leaves this concept undefined but because the centrality of sexual difference in fact marks a complex and unstable nexus of phenomena that shift throughout her work. Consequently, if Irigaray (...) is indeed the preeminent thinker of sexual difference, this is not in virtue of her recurrent appeal to a monolithic, readily digestible concept but rather somehow despite the absence of precisely this gesture. In this paper, I will attempt to elucidate the peculiar preeminence of sexual difference in Irigaray's work by identifying her persistent, though largely unexamined, commitment to transcendental phenomenology. Indeed, I attempt to show that the complex of phenomena of sexual difference emerges in L'oubli de l'air and The Way of Love as a modulation of Heidegger's own revision of transcendental phenomenology. In this sense, the peculiar preeminence of sexual difference does not mark the centrality of a concept but Irigaray's amplification of this Heideggerian gesture. (shrink)

Spirituality is a hot topic of research in recent times in management arena. Though the organizational researchers have intensely started exploring this area, the studies related to selling organizations are few, and fewer are the studies related to selling organizations with individual as the unit of theory. The present study explores the relationship between ‘individual spirituality at work’ and sales professionals’ ‘job satisfaction’, ‘propensity to leave’ and ‘job commitment’. This work focuses on sales professionals across various industries. A cross-sectional (...) survey method is adopted. Correlation analysis is done to reveal the hypothesized relationships. The results reveal that sales professionals’ spirituality at work is positively related to job satisfaction and job commitment, and negatively related to propensity to leave. The results provide the relevance of spirituality at work to salespeople. The selling organizations can also utilize the information and promote the individual expression of spirituality at work. (shrink)

Commitment has been perceived as a strategic topic in organizations due to its positive effect on retaining talent, increasing performance, or boosting employees’ innovative behavior. However there are many focis of commitment in the workplace, which has represented a challenge to human resources management, who need implement measures to improve the employee’s commitment. Recent research has suggested a need to conduct studies about commitment, namely antecedents and the relationship between different focis, to understand the dynamic and (...) directionality between them. Hence, the purpose of this work is to analyze how employees’ emotional awareness relates with two focis of commitment, also assessing the mediating role of affective commitment to the leader. The study uses structural equation modeling and Lisrel to test the hypotheses considering the multidimensionality of organizational commitment, employees emotional awareness, and the affective commitment to the leader, under the scope of Social Exchange Theory. The Mackinon’s Z Test was used to assess the mediation role of affective commitment to the leader. The sample is composed for 403 employees from two multinational companies. The results provide empirical evidence about the mediating role of affective commitment to the leader in the relationship between employees’ emotional awareness and organizational commitment, and the employees’ emotional awareness as an antecedent of commitment. The implications for theory and practice are discussed. (shrink)

We believe that this has been a constructive debate on the topic of memory consolidation and REM sleep. It was a lively and spirited exchange – the essence of science. A number of issues were discussed including: the pedestal technique, stress, and early REMD work in animals; REM windows; the processing of declarative versus procedural memory in REM in humans; a mnemonic function for theta rhythm in waking but not in REM sleep; the lack of cognitive deficits in patients on (...) antidepressant drugs that suppress or eliminate REM sleep; the disposition of conscious (dreams) and nonconscious material of REM sleep; and finally our theory of REM sleep. Although our position was strongly challenged, we still hold that REM sleep serves no role in the processing and consolidation of memory. (shrink)

The long-term success of organizations is mainly attributable to employees’ psychological health. Organizations focusing on promoting and managing the flow may enhance employees’ well-being and performance to an optimum level. Surprisingly, the literature representing the role of HRM practices for their effect on work-related flow is very sparse. Accordingly, by drawing primarily on the job demands-resources model and HRM specific attribution theory, this paper develops a theoretical framework that unravels the effectiveness of specific organizational level High Involvement HRM practices in (...) activating the individual level work-related flow with beneficial effect and mediating role of affective commitment. In addition to highlighting the underlying mechanisms that may cause HIHRM practices to be regarded as resources and sometimes as demands, this paper especially proposes that these practices implemented with a focus to promote employee well-being are perceived as job resources and may positively influence affective commitment and flow, whereas these practices used as a demand to increase performance are perceived as job demands and may hinder affective commitment and flow. It is further significant to understand the possible moderating effects of emotional intelligence on the relationships among HIHRM practices, affective commitment, and flow. The paper augments the knowledge and understanding of the impact process of HIHRM practices, in particular how the HIHRM effect is sensed by the workers and thus, influences their succeeding job attitude and work experience. Finally, this work, as the first paper to link HIHRM practices with work-related flow, promotes the concept of positive psychology in the workplace. (shrink)

The pragmatic inquiry process used in the Corporantes Pathfinder Notebook (CPN) enables students and others to discern their gifts, find purpose and direction in their lives, and seek a FIT between their values and various corporate cultures before making extensive commitments in their field of studies and their employment. Based on Peirce''s theory of Pragmatism the CPN fosters investigation, interpretation, and action resulting from reflected narratives written in response to a series of questions in the CPN. The CPN was used (...) successfully as a framework in a Business Ethics course for connecting career decisions to their personal lives. Other pedagogic activities were used such as case studies, role playing, service learning, team projects investigating ethical climates of corporations, as well as Socratic questioning and discussions of moral dilemmas to develop ethical sensitivity and understanding of ethical challenges and decisions. The CPN also has been used successfully by senior executives in over fifty applications. (shrink)

Background:Healthcare organizations are now challenged to retain nurses’ generation and understand why they are leaving their nursing career prematurely. Acquiring knowledge about the effect of ethical work climate and level of perceived organizational support can help organizational leaders to deal effectively with dysfunctional behaviors and make a difference in enhancing nurses’ dedication, commitment, satisfaction, and loyalty to their organization.Purpose:This study aims to determine the relationship between ethical work climate, and perceived organizational support and nurses’ organizational commitment, job satisfaction, (...) and turnover intention.Methods:A descriptive correlational research design was conducted in all inpatient care units at three major hospitals affiliated to different health sectors at Alexandria governorate. All nurses working in these previous hospitals were included in the study (N = 500). Ethical Climate Questionnaire, Survey of Perceived Organizational Support, Organizational Commitment Questionnaire, Index of Job Satisfaction, and Intention to Turnover scale were used to measure study variables.Ethical considerations:Approval was obtained from Ethics Committee at Faculty of Nursing, Alexandria University. Privacy and confidentiality of data were maintained and assured by obtaining subjects’ informed consent to participate in the research before data collection.Findings:The result revealed positive significant correlations between nurses’ perception of overall ethical work climate and each of perceived organizational support, commitment, as well as their job satisfaction. However, negative significant correlations were found between nurses’ turnover intention and each of these variables. Also, approximately 33% of the explained variance of turnover intention is accounted by ethical work climate, organizational support, organizational commitment, and job satisfaction, and these variables independently contributed significantly in the prediction of turnover intention.Recommendation:Strategies to foster and enhance ethical and supportive work climates as well as job-related benefits are considered significant factors in increasing nurses’ commitment and satisfaction and decreasing their turnover intention. (shrink)

Midstream modulation is a form of public engagement with science which benefits from strategic application of science and technology studies (STS) insights accumulated over nearly 20 years. These have been developed from STS researchers’ involvement in practical engagement processes and research with scientists, science funders, policy and other public stakeholders. The strategic aim of this specific method, to develop what is termed second-order reflexivity amongst scientist-technologists, builds upon and advances earlier more general STS work. However this method is focused and (...) structured so as to help generate such reflexivity—over the ‘upstream’ questions which have been identified in other STS research as important public issues for scientific research, development and innovation—amongst practising scientists-technologists in their specialist contexts (public or private, in principle). This is a different focus from virtually all such previous work, and offers novel opportunities for those key broader issues to be opened up. The further development of these promising results depends on some important conditions such as identifying and engaging research funders and other stakeholders like affected publics in similar exercises. Implementing these conditions could connect the productive impacts of midstream modulation with wider public engagement work, including with ‘uninvited’ public engagement with science. It would also generate broader institutional and political changes in the larger networks of institutional actors which constitute contemporary technoscientific innovation and governance processes. All of these various broader dimensions, far beyond the laboratory alone, need to be appropriately open, committed to democratic needs, and reflexive, for the aims of midstream modulation to be achieved, whilst allowing specialists to work as specialists. (shrink)

In this paper we present a framework for describing cooperative work in informal domains such as an office. We argue that standard models of such work are inadequate for describing the adaptibility and variability observed in offices, and are fundamentally misleading as metaphors for understanding the skills and knowledge needed by computers or people to do the work. The basic claim in our alternative framework is that an agent's work is defined in terms of making and fulfilling commitments to other (...) agents, and that the tasks described in those commitments are merely agreed upon methods for fulfilling the commitments. Determining the intended meaning of those task descriptions in specific situations is an important component of the work, and the agents making the commitments decide in any given situation how and whether a given commitment has been fulfilled. We analyze subcontracting relationships, noting that the task's client and contractor both play a role in defining the subcontractor's work. Also, we analyze the use and role of procedures in informal domains, noting the interdependencies among the agents performing them, the problem solving required to perform each step, and ways in which they can be made more adaptive. Our analysis indicates that “intelligent” capabilities such as planning, plan monitoring, and negotiation are required to do even simple cooperative work. (shrink)

I shall elaborate more on the idea of anti-irrationalism proposed by the Polish analytic philosopher Kazimierz Ajdukiewicz, a prominent member of the Lvov-Warsaw School of philosophy and logic. In my reading, anti-irrationalism stands in opposition not only to overt irrationalism, which is made clear by the term itself, but also to all forms of rationalism that tip toward something like worship of reason. Having characterized anti-irrationalism as it originally appeared in Ajdukiewicz’s works, I shall propose a certain reformulation of it, (...) so as to capture a broader philosophical legacy in Poland, primarily, yet not exclusively the Lvov-Warsaw School. (shrink)

This paper concerns the credibility problem for commitments. Commitments play an important role in cooperative human interactions and can dramatically improve the performance of joint actions by stabilizing expectations, reducing the uncertainty of the interaction, providing reasons to cooperate or improving action coordination. However, commitments can only serve these functions if they are credible in the first place. What is it then that insures the credibility of commitments? To answer this question, we need to provide an account of what motivates (...) us to abide by our commitments. We first discuss two conceptions of the nature of the commitments present in joint action and of the norms that govern them. We contend that while normative considerations may have some motivational force, there are reasons to doubt that they, by themselves, could provide a sufficient motivational basis to fully explain why agents abide by their commitments and thus why their commitments are credible. In the next two sections, we discuss two proposals regarding further sources of motivation, reputation management and social emotions. We argue that while reputation management and social emotions certainly play a role in motivating us to act as committed, there are both theoretical and empirical reasons to think that neither captures the most basic motivational force at work in sustaining commitments. We propose instead that the need to belong, i.e., the need to affiliate with others and form long-lasting bonds with them, is what primarily motivates us to interact and engage with those around us and act so as to preserve and reinforce the bonds we have forged with them. We argue that the need to belong is a more basic proximate motivation for conforming to commitments, in the sense both that affiliative behaviors are evidenced much earlier in human development than either reputation management or social emotions and that the need to belong is at least part of an explanation of why we care for our reputation and why we care about others’ assessments of our behavior. (shrink)

Recently, Hosmer (1994a) proposed a model linking right, just, and fair treatment of extended stakeholders with trust and innovation in organizations. The current study tests this model by using Victor and Cullen''s (1988) ethical work climate instrument to measure the perceptions of the right, just, and fair treatment of employee stakeholders.In addition, this study extends Hosmer''s model to include the effect of right, just, and fair treatment on employee communication, also believed to be an underlying dynamic of trust.More specifically, the (...) current study used a survey of 111 managers to test (1) whether right, just, and fair treatment influences trust, both directly as well as indirectly via communication, and (2) whether trust influences perceptions of commitment and innovation. Strong support for the study''s hypotheses and Hosmer''s (1994a) model was found. Such findings support those who argue that moral management may be good management. (shrink)

Drawing could be considered the oldest known art form. However, art and its understanding has come to evolve so much that it has derived a multitude of forms that are almost unclassifiable today. The aesthetic discourses of the public, social and political have also been prejudiced and their true essence has been altered. In the present research work, we explore a series of artists who work with art as a language and tool for change and improvement of public life in (...) general. We analyse the messages they address, the aesthetics and material form they use, the methodologies they practice or the social changes they cause. In this regard, through a selection of contemporary projects, we can identify more effective representative artistic characteristics that are consistent with our current world. In conclusion, we emphasize that the practice of public art is more significant and necessary than it seems. (shrink)

This study uses a rational ethical decision-making framework to examine the influence of moral intensity (potential harm and social pressure) on whistleblowing intention and behaviour using organisational commitment as a moderator. A scenario was developed, and an online questionnaire was used to conduct an empirical analysis on the responses of 533 participants. The mean age and years of work experience of the respondents were 31 and 8.2 years, respectively. The results show, first, that while moral intensity is correlated with (...) whistleblowing intention, only the potential harm is positively correlated with such intention. Second, potential harm and social pressure differentially affect whistleblower choice of using an internal or external channel. Third, organisational commitment has a moderated mediation effect among moral intensity, whistleblowing intention and behaviour. Fourth, whistleblowers may be grouped into four conceptual types: indifferent, rebel, mature and spoil. Finally, theoretical and managerial implications of the findings are discussed. (shrink)

After two decades in the 21st Century, and despite all the advances in the area, some very important names from past centuries still do not have the recognition they deserve in the global history of library and information science and, specifically, of knowledge organization. Although acknowledged in British librarianship, the name of James Duff Brown still does not have a proper recognition on a global scale. His contributions to a free and more democratic library had a prominent place in the (...) works and projects he developed during his time at the libraries of Clerkenwell and Islington in London. Free access to the library shelves, an architecture centered on books and people, and classifications that are more dynamic were dreams fulfilled by Brown. With this biographical article, we hope to live up to his legacy and pay homage to a true librarian and an advocate of the public library and subject classification. (shrink)

Religious and spiritual variables have largely been excluded from organizational research. Yet, there is a growing body of literature that suggests religion and spirituality have a significant and substantive role in influencing employees’ attitudes and behaviors at work. This paper aims to add to this literature by looking at the relationships of spiritual calling with job satisfaction and affective organizational commitment after accounting for a range of demographic, religious, and work controls. Furthermore, we explore the interactive effect of spiritual (...) calling and job satisfaction on organizational commitment. The data are drawn from a nationally representative sample of 771 adults in the United States. The results provide evidence of a positive relationship between spiritual calling and both job satisfaction and organizational commitment. Additionally, our results support the interaction of spiritual calling and job satisfaction explaining additional variance in organizational commitment. Specifically, not only is organizational commitment strongest when spiritual calling and job satisfaction are both strong, but the results also indicate that spiritual calling is positively associated with organizational commitment even if one’s job is not very satisfying. (shrink)

In lieu of an abstract, here is a brief excerpt of the content:Striving To Do Good:Well-Springs, Realities, and Paradoxes of Medical Humanitarian WorkRenée C. FoxThe voices that speak from the pages of these testimonial narratives are those of physicians who are engaged in medical humanitarian work. The preponderance of them are based in U.S. academic medical centers where they have clinical, teaching, and research responsibilities from which they regularly "commute" to care for patients in what the euphemistic language of "global (...) health" terms "resource-limited," rather than "poor" countries." This "hybrid life," as one of the physicians (Robert Riviello) refers to it, has transported them periodically to numerous African societies (to Algeria, Ethiopia, Gabon, Morocco, Rwanda, Sudan, Tanzania, and Uganda), to Haiti, to India and Nepal, and to Guatemala and Mexico. Three of the "stories" are written by physicians at work in the countries where they were born (Prasanta Tripathy in Eastern India, Sridevi Seetharam and colleagues in Southern India, and Paul Pierre, in Haiti).Only one group of physician-coauthors (Maricruz Merino, Jonathan Iralu, and Sonya Shin) write about their experiences in practicing medicine among poor and socially disadvantaged patients on the American mainland—in the setting of the Navajo Indian reservation in Gallup, New Mexico.All these physicians describe their involvement in humanitarian medicine as emanating from their commitment to "social justice," to "saving lives," and to "caring for the poor"; to their universalistic convictions about "human solidarity," and the non- otherness of others; to their indignation about the inequities and injustices of the world, particularly with regard to access to health care (in the words of Jeffrey Deal, "[They] deserve better. They all do"); and to their "passionate" desire, not just their "sense of duty," to help rectify these wrongs (Richard Keiden). I was struck by the fact that none of them uses the word "suffering" to describe the plight of the persons whom they feel they have been called to medically assist.Three of the physicians express the wellsprings of their motivation in religious terms. Richard Keiden refers to a "guiding principle of Judaism" on which his medical humanitarian work has been founded—"tzedakah"—which "translates as charity but actually means righteousness," is based on a "concept of social justice," and is "an obligation, not a choice." Robert Riveillo says that at the time of his graduation from high school he envisioned his "life's work as a long-term missionary surgeon"; he invokes "loving mercy," as well as justice, "in this work of solidarity" that he has undertaken; and he poignantly admits that "most days I still long to pack my things, my family, and our efforts and move to Africa for a life of direct service." What Jeffrey Deal writes is the most explicitly and ardently religious of all. He identifies his work as a physician in Sudan with Jesus's "desire for us to care [End Page 115] for the poor and downtrodden in His stead." He is haunted by his "failure" to deliver alive a "partially born" baby girl who for him incarnated "the least of the least" of whom Jesus "spoke passionately." And in touching "ever so briefly... [that] one, tiny being [he] encountered... [on ] that hot morning in Sudan," he attests, he "touched Jesus."Jeffrey Deal is not the only one who was so stricken by the death of a baby or a child. For a number of these physicians (Sadath Sayeed, Maneesh Batra, and for Sridevi Seetharam, Lisa Adams and their colleagues), it was a tragedy that they found hard to bear with "detached enlightenment" (Sayeed), or to accept. The most demonstrably heartbroken and morally outraged among them is Sadath Sayeed, who "wept uncontrollably" over the death of a baby boy, born "at home" in Haiti, "probably in one of the hundreds of make-shift tent cities." The baby was not breathing continuously, and was "handed" to him to care for. At the close of the "story " about this experience that he recounts, Sayeed lashes out with fury and angst at those who were likely to ask him, "How was it in Haiti?" Do you want to hear "my real answer?" he replies:... [L]et me summarize my last patient for you: Good luck Dad... (shrink)

The Bachelor's Argument against marriage, as I described it in this journal,1 says that marriage involves taking an imprudent risk of finding oneself committed to a relationship with someone one does not love. The evidence indicates that many people who marry eventually find themselves without the feelings for the other person which made a marital relationship seem worthwhile in the first place; and were that to happen to us, it would seem highly undesirable nonetheless to be locked into a relationship (...) with our spouse as a result of the commitment we made when we married. I went on to argue that several obvious responses to this argument fail. In particular, if we enter into marriage without genuinely intending to keep our promise of maintaining a relationship with our spouse, we will be making an insincere promise. Alternatively, if our promise is sincere, but the morality of promise-keeping is such that when our feelings for the other person fade away the moral force of our commitment is canceled, then the commitment itself seems otiose. However, I did not consider all of the possible responses to the argument, and Iddo Landau has recently made an interesting suggestion about how to interpret the marriage commitment in a way that does not render it immoral or pointless.2 His proposal is that what we are committing ourselves to when we marry is ‘to invest work in performing certain acts that are likely to sustain the. (shrink)

The low commitment and meaning of life can be caused by many, but they potentially occur because people in an institution do not know what they get from their work other than just money; people become unhappy with their work, then get bored and uncomfortable at work, apathetic, and ultimately unproductive. An institution that implements workplace spirituality will make people feel connected and meaningful at work. The purpose of this study is to explain how the values of WS can (...) increase staff’s commitment and meaning of life at the institutions. The results of this study indicate that the WS can increase the commitment and meaning of the life of employees in the institution's through several things. First, the value which can increase work commitment is value of togetherness, responsibility, justice, trust, sincerity, integrity, innovative, and professional. Second, the meaning of work for them is a moral call, a form of gratitude, fulfillment, worship, self-actualization, the command of Allahswt, and doing the main duty. Third, the efforts made by the staff are: to build a working atmosphere with workplace culture and climate, improve the quality of institutions by making research and recruiting qualified lecturers,conducting useful activities, adding infrastructure to support activities, friendly communication, social media as means of socialization, religious or coaching and motivation training, oblige Zuhur prayers in congregation, and cooperate with others. Fourth, the impact of workplace spirituality for employees is to feel proud of their institution, to feel comfortable and to have intimacy, to have well self-actualization, to be more productive in their work, to maintain altitude, leadership that refers to the pattern of politics alone will decrease the quality of the institution, mutual visit and sharing information or giving advise, positive activities coloring each institution, and adding enthusiasm to work. (shrink)

Pamela had, throughout her life, an ambivalent relationship with the church. She wanted her work to make a difference to it and she was committed to being a feminist philosopher of religion. There are many recurrent themes in her work that clearly relate to her background in the church, and particularly in the Lutheran church of her upbringing. Her challenge to the patriarchy of what she called “hyper-traditional” Christianity is clear, but also her critique of some forms of forgiveness and (...) her search for new understandings of love and vulnerability. Her work presents significant challenges to the church, but does not abandon it, instead offering new ways of connecting with some of its most profound and important teachings and themes. Her work encourages us women in the church to value our own life experience as a source of knowledge, to re-frame our vulnerabilities and to find love in ways that offer freedom and hope. Pamela saw her work as her own contribution to the community of the church. It remains important that her voice, even and especially with its “speaker vulnerability,” is heard in that place. (shrink)

According to an influential view, asserting a proposition involves undertaking some “commitment” to the truth of that proposition. But accounts of what it is for someone to be committed to the truth of a proposition are often vague or imprecise, and are rarely put to work to define assertion. This paper aims to fill this gap. It offers a precise characterisation of assertoric commitment, and shows how it can be applied to define assertion. On the proposed view, acquiring (...) commitment is not sufficient for asserting. To assert, commitment must be acquired by explicitly presenting a proposition as true. (shrink)

This research explores the relationship between work context and professional ethics. Specifically, we analyze through an online survey of professional accountants the degree to which changing work conditions have altered individual accountants ’ commitment to the core professional value of auditor independence. We argue that certain changes in the condition of work have made some categories of accountants more susceptible to the logic of commercialism rather than the logic of professionalism. We find general support for this argument. We observe (...) that accountants working outside of public accounting have a higher commitment to independence than do accountants working in the context of public accounting firms. We further observe that accountants in large international accounting firms report lower commitment to auditor independence than do others in public accounting. And we observe that older accountants report stronger commitment to auditor independence. One finding, however, contradicts our general thesis. We find that commitment to one’s client does not necessarily result in a loss of commitment to the core professional value of independence. We conclude that changes in the context of work have contributed to the demise of ethics among professional accountants and suggest that further research be done to elaborate the relationship between client commitment and independence commitment. (shrink)

This article explores staff work patterns in an Australian residential aged care facility and the implications for high‐quality care. Rarely available minute by minute, time and motion, and ethnographic data demonstrate that nurses and care staff engage in high degrees of multitasking and mental switching between residents. Mental switching occurs up to 18 times per hour (every 3 min); multitasking occurs on average for 37 min/h. Labor process theory is used to examine these outcomes and to explore the concepts of (...) high demand and high commitment as core components of work intensification. These conditions of work result in high levels of cognitive burden and stress on staff in managing the multitasking and mental switching, exacerbated by lack of knowledge about residents associated with labor force casualization. These new interpretations of data in relation to mental and manual labor can contribute to understanding, and, therefore, problem solving, in the aged care sector. (shrink)

In this paper, I offer an account of social alienation, a genre of alienation engendered by contemporary work that has gone largely overlooked in the ethics of labor. Social alienation consists in a corruption of workers’ relations to their social life and the people that make it up. When one is socially alienated, one’s sociality and close relations exist as a mere afterthought or break from work, while labor is the central activity of one’s life. While one might think that (...) existing solutions to alienated labor would resolve this social alienation, I suggest that such solutions at best leave the problem intact and may in fact contribute to it by giving labor the place of priority in workers’ lives. Resolving social alienation, I suggest, requires rethinking the amount of time we commit to work, the rigidity of the work schedule, and most crucially, the value that we attribute to work as the primary source of purpose in our lives. (shrink)

Ethics is enabling of agency, but also normative and conventional. At the moment a gendered ethics, or the gendering of ethics, is a helpful approach because it is concerned with issues to do with people often peripheral to and excluded from power. At the moment it can work to keep ethics responsive, but how do we halt the drift into the normative, both as prescriptive and as ideological? A feminist ethics maintains the responsive and undermines prescriptive categories, and is committed (...) to involving disempowered voices in the conversation. The article is particularly concerned with the articulation of the situated, and raises questions about attending to, learning how to listen to and learning how to speak, so that many people from different places can get involved in ethics. Otherwise ethics isn’t ethical. (shrink)

The article discusses work ethos in American ceremonial discourse addressed to the young entering adult life. Its aim is to investigate whether the Protestant work ethic still pervades the American thinking about work. Through a qualitative analysis of the corpus of 100 randomly selected commencement addresses delivered during 2016 and 2017 graduation ceremonies in American universities, it is shown how work-related topics are employed by the speakers celebrating the graduates’ academic achievements and providing them with advice for the future. The (...) Discourse-Historical Approach, committed to Critical Discourse Analysis, has been chosen as a methodological approach, integrating the interpretation of discourses and texts with sociological and historical research, studies on narration, stylistics, rhetoric and argumentation theory. As the discourse to be analyzed is culture-specific, I have decided to combine the Discourse-Historical Approach with Cultural Studies. (shrink)

Forms of collective leadership, such as Distributed Leadership, have become increasingly important. The need for measurement of the variables involved in the delegation processes, represents a new challenge for organizations that want to ensure high-level working. The present research aimed to validate the Italian version of the Distributed Leadership Agency (DLA) and verify its applicability in different contexts. The study involved all the employees of an Italian public Hospital, which were selected to complete a survey on organizational perceptions. The sample (...) comprised 704 employees (doctors, nurses, clerks, staff workers, healthcare assistants, consultants, management). Multiple Confirmatory Factor Analyses (Maximum Likelihood) have been computed to explore the factorial structure of the DLA, along with associations with other work outcomes. Results clarified that the Italian DLA respects the tri-factorial structure of the construct, suggested by Yukl (2002), with good fit indexes and reliability; moreover, in line with the literature, DLA was strongly related to satisfaction, commitment, and trust. Results contribute to underline the robustness of the construct of distributed leadership agency in different cultural sectors, and provide a useful tool to be adopted in the Italian context. (shrink)

Religion is among the determinants of human beliefs and values in various societies, shaping people’s behaviours in a range of life aspects, including the workplace. In view of the influence of religion in Malaysia, this issue becomes highly significant. With regard to the profound impact of religion on creating individual and collective behaviours, the present study aims to investigate the effects of religious behaviours (RBs) on organisational commitment (OC) among Malaysian healthcare workers (HCWs) in 2022, by a survey method (...) implemented using standardised questionnaires for data collection. The statistical population comprised of 2500 HCWs from 10 hospitals in Kuala Lumpur, Georgetown and Malacca, Malaysia, selected by the simple random sampling among the Muslim staff. The data analysis was further fulfilled using the AMOS software package for structural equation modelling (SEM). In general, the study results demonstrated a significant and positive relationship between RBs and OC among Malaysian HCWs (p-value = 0.84, t-statistic = 6.50).Contribution: As demonstrated by the study results, it is possible to inspire OC among employees through strengthening RBs and take advantages of the results. Thus, RBs shown by employees can definitely bring positive results to organisations; therefore, OC in Malaysian HCWs improves. (shrink)

Teachers' emotional states such as optimism and commitment have long been approved influential in second/foreign language education. Although many correlational investigations have been conducted on teacher optimism and commitment, their interaction and kinship with teachers' work engagement have been largely ignored in the literature. Considering this situation, the present mini-review aims to present the theoretical underpinnings, definitions, dimensions, and conceptualizations of these three important variables taken from positive psychology. Moreover, the present review can offer a number of practical (...) implications for EFL teachers, teacher educators, program designers, school principals, and L2 researchers, and raise their awareness of the impact of inner emotions on teachers' academic performance. Finally, research gaps and future directions are provided for eager researchers to run similar and complementary studies in EFL contexts. (shrink)

Despite growing concerns that parental leave policies may reinforce the marginalization of mothers in the labor market and reproduce the gendered division of household labor, few studies examine how women themselves approach and use parental leave. Through 64 in-depth interviews with college-educated Korean mothers, we find that although women’s involvement in family responsibilities increases during leave, they do not reduce their work devotion but reinvent it throughout the leave-taking process. Embedded in the culture of overwork in Korean workplaces, women find (...) it justifiable to use leave only when they are highly committed to work and adjust the length of leave to accommodate workplace demands. Upon returning to work, they try to compensate for their absence by working harder than before, thereby showing that they are more committed than their colleagues. Given this “compensatory” work devotion, women question their own entitlement in the workplace, and some quit when they cannot meet their goal of compensating by doing more than others. This study highlights how the workplace culture shapes women’s work devotion during and after leave. (shrink)

Several variants of Lewis's Best System Account of Lawhood have been proposed that avoid its commitment to perfectly natural properties. There has been little discussion of the relative merits of these proposals, and little discussion of how one might extend this strategy to provide natural property-free variants of Lewis's other accounts, such as his accounts of duplication, intrinsicality, causation, counterfactuals, and reference. We undertake these projects in this paper. We begin by providing a framework for classifying and assessing the (...) variants of the Best System Account. We then evaluate these proposals, and identify the most promising candidates. We go on to develop a proposal for systematically modifying Lewis's other accounts so that they, too, avoid commitment to perfectly natural properties. We conclude by briefly considering a different route one might take to developing natural property-free versions of Lewis's other accounts, drawing on recent work by Williams. (shrink)

Are the employees working in different countries and enjoying healthy compensation truly loyal to their organization? Our study attempts to answer this question by examining the role of perception of politics on the affective commitment of expatriates in the Sultanate of Oman. Following the axiom of equity theory, the relationships between the perception of politics (POP) to affective commitment (AC) and Islamic work ethics (IWE) to affective commitment (AC) was tested. The moderating role of Islamic work ethics (...) was also examined in the POP-AC relationship. Responses from 146 employees were collected following a simple random sampling technique. Employees working in different organizations at various managerial levels were approached for data collection. Descriptive statistics, correlation, and regression tests were applied to test hypotheses using SPSS-22.0 and SmartPLS-4. Results confirmed the positive relationship between Islamic work ethics to affective commitment and the negative relationship between perception of politics to affective commitment. Moreover, the negative relationship between the perception of politics with affective commitment was weaker when Islamic work ethics were high. Practical implications of the study are presented based on the results. (shrink)

Women account for a large proportion of the hotel industry. Work-life conflict has become one of the main obstacles to the organizational commitment of women. Thus, this study investigates the relationship for women between work-life balance, as an independent variable, and organizational commitment, as a dependent variable. Specifically, we examine women's work-life balance in the hospitality industry and compare women's organizational commitment under different levels of work-life balance. Then, we assess whether women's work-life balance and organizational (...) class='Hi'>commitment are associated with their sociodemographic characteristics. Data were collected from 525 women employees in China. Multiple linear regression analyses were conducted to identify the relationship between work-life balance and organizational commitment. The results showed that work-life balance had a significant effect on organizational commitment. There was also a significant relationship between women's sociodemographic characteristics, work-life balance, and organizational commitment. (shrink)