The desire to control how others see us is a ubiquitous phenomenon. Decades of research have suggested that the results associated with how others see us are too great an influence to ignore. The tactics we use and behaviors we engage in to control how others see us is known as impression management. This study examines the relationship between regulatory focus and the use of exemplification or supplication impression management tactics. We use regulatory focus theory to examine this (...) phenomenon. First, we investigate the main effects that occur between prevention-focused individuals and exemplification, and between promotion-focused individuals and exemplification and supplication. We then introduce supervisor behavioral integrity as a moderator between regulatory focus and impression management. Our findings suggest a positive relationship between prevention-focused and exemplification, and between promotion-focused and exemplification and supplication. We also find that behavioral integrity strengthens the relationship between prevention-focused and exemplification and promotion-focused and supplication, but not promotion-focused and exemplification. Implications and future research directions are discussed. (shrink)

This study investigates the complexities in the relationship between perceptions of organizational politics and performance ratings by examining the moderating effect of impression management on that relationship. Expectancy theory was employed to better understand the moderating effect. We proposed that two kinds of impression management tactics occurred: supervisor-focused and job-focused, respectively. It was hypothesized that increased exercise of impression management would mitigate the negative effects of perceptions of organizational politics and performance ratings. Data were collected from (...) 290 full-time employees of ten state-owned enterprises in Taiwan. Hierarchical moderated regression analysis of data revealed that the job-focused tactics exerted a significant moderating effect on the relationship between perceptions of organizational politics and performance ratings. When perceptions of organizational politics are low, employees who engage in high levels of job-focused impression management tactics are more likely to gain better ratings than those who employ low-level tactics. (shrink)

Individuals with high levels of narcissism often ascend to leadership positions. Whereas there is evidence that narcissism is linked to unethical behavior and negative social outcomes, the effects of leader narcissism on an organization’s most important resource—its employees—have not yet been studied thoroughly. Using theoretical assumptions of the Narcissistic Admiration and Rivalry Concept and social exchange theories, we examined how leaders’ narcissistic rivalry was related to follower outcomes in a sample of matched leaders and followers. Followers of leaders high in (...) narcissistic rivalry reported less perceived supervisor support, lower quality leader-member relationships, lower performance-based self-esteem, and lower job engagement. These effects were only found when follower-rated leaders’ narcissistic rivalry was used in the model but not when self-rated leaders’ narcissistic rivalry was used as a predictor. This implies that the negative effects of leaders’ narcissistic rivalry on followers are driven by the expression of narcissistic tendencies. Leader development should thus focus on changing destructive leader behavior. We propose that leaders high in narcissistic rivalry can be motivated to make such changes by showing them that by hurting their followers, they will eventually undermine their own reputation and status. Furthermore, selection and promotion practices should incorporate objective measures to weaken the effects of narcissists’ self-promotional tactics in these contexts and thus prevent people high in narcissistic rivalry from rising to leadership positions. (shrink)

As an important tool for supervisors to intervene subordinates’ work and influence their performance, supervisor feedback has gradually become a new academic research hotspot. In this study, we build and verify a theoretical model to explore the different effects of supervisor positive and negative feedback on subordinate in-role and extra-role performance, and the moderating role of regulatory focus in these relationships. With data from pairing samples of 403 Chinese employees and their direct supervisors, the results indicate that (...) class='Hi'>supervisor positive feedback is positively related to subordinate in-role and extra-role performance. Supervisor negative feedback is positively related to subordinate in-role performance and negatively related to subordinate extra-role performance. Regulatory focus of subordinate can moderate the influence of supervisor positive feedback on subordinate in-role and extra-role performance, but it cannot moderate the influence of supervisor negative feedback on subordinate in-role and extra-role performance. That means when subordinates have promotion focus, the influence of supervisor positive feedback on their in-role performance and extra-role performance was stronger than those with prevention focus. These results further enrich the research on the relationship between supervisor feedback and subordinate performance, especially the different effects of positive and negative feedback from supervisor on subordinate with different regulatory focus. All conclusions from the analyses above not only further verify and develop some previous points on supervisor feedback and subordinate performance, but also derive certain management implications for promoting subordinate in-role and extra-role performance from the perspective of supervisor positive and negative feedback. (shrink)

ABSTRACT Studies on bottom-line mentality suggest that an exclusive focus on bottom-line outcomes has detrimental consequences; however, it is not clear when this leads to negative outcomes. This study examines the role of supervisors’ BLM in fostering workaholism in subordinates. These supervisors, by creating a bottom-line driven environment, may intensify workaholism, leading to workplace cheating behavior. However, not all subordinates react in the same manner. We theorize that the positive relationship between supervisor BLM and workplace cheating behavior through workaholism (...) is strengthened when the psychological entitlement is high. The moderation-mediation model was tested with data from 193 employees working in various industries. Our findings demonstrate that under conditions of high psychological entitlement, workaholism resulting from supervisor BLM leads to workplace cheating behavior. Implications of these findings have been discussed. (shrink)

Historically, it has been presumed that being an experienced researcher was enough in itself to guarantee effective supervision. This has always been a dubious presumption, and it has become an untenable one in the light of global developments in the doctorate itself and in the candidate population which have transformed demands upon expectations of supervisors. This handbook will assist both new and experienced supervisors to respond to these changes. Divided into six parts the book looks at the following issues: * (...) Changing contexts of doctoral supervision * Recruiting, selecting and working with doctoral candidates * Supporting the research project * Supporting candidates of all nationalities and academic backgrounds * Supporting completion of projects and examination * Evaluation and dissemination of practice. A Handbook for Doctoral Supervisors focuses on the practical needs of supervisors, draws examples from a wide range of countries and uses self-interrogation as a means of encouraging readers to reflect upon their practice, making it an essential read for anyone involved in doctoral supervision. (shrink)

Ingratiation is an impression management strategy whereby actors try to curry favor with targets, and is one of the more pervasive social activities in a workplace. An assumption in the literature is that a target’s awareness of the tactical purposes behind ingratiation is an ethical concern which triggers suspicions of ulterior motives and casts the actor as distrustful. However, this assumption fails to consider alternative explanations in that ingratiation may also be perceived as occurring for authentic purposes. This alternative view (...) may cause targets to cast the actor differently, and thus presents an intriguing ethical paradox where actors could be recognized by targets as trustful, distrustful, or some level in-between. This research draws on behavioral ethics and attributional models to investigate supervisor trust of employees who engage in ingratiation. We report two studies that examine perceived tactical ingratiation, perceived authentic ingratiation, and their interaction as predictors of supervisor trust using multisource data from two field samples. Across the two studies, we find positive interactions between tactical and authentic ingratiation as predictors of trust and trustworthiness. Study 2 also shows that combined tactical and authentic ingratiation predicts the trustworthiness dimensions of benevolence and integrity, but not ability. The results suggest that ingratiation is portrayed somewhat bleaker than necessary in the literature, and that when actors engage in tactical ingratiation that is also deemed authentic, targets respond with less concern than the literature would suggest. (shrink)

Drawing on the interactionist perspective of innovation and on the sustainable ethical strength framework, the present research examines the moderating role of supervisors’ moral courage to go beyond compliance in the relationships between teamwork quality, team creativity, and team idea implementation. Two field studies, using multi-source and multi-wave data, indicated that teamwork quality was positively related to team idea implementation via team creativity, particularly when team supervisors revealed moral courage to go beyond compliance. When supervisors lacked such courage, teams struggled (...) to develop creative ideas and to implement them. Robustness checks and tests of alternative theoretical explanations indicated that our model and findings are robust. From a theoretical perspective, our findings indicate that, due to its empowering and promotion focused orientation, supervisors’ courage to go beyond compliance has relevance for the teamwork and team innovation domains, playing an important moderating role in defining whether quality teamwork leads to enhanced team creativity and team idea implementation. (shrink)

This work considers current models for understanding tactical interaction among social movement actors and finds them insufficient for making sense of the tactical work required of the Irish women's movement. Analysis of Irish feminist efforts to expand reproductive freedom calls into question the idea that tactical innovations are solely responses to countermovements or state repression. In this case, feminist activists spent considerable energy avoiding co-optation by sympathetic men and class-based movements and competing with economic and nationalist dilemmas that capture the (...) lion's share of public attention. “Friendly fire” refers to the process by which nonoppositional groups within and around, but not of, a movement threaten movement aims. Observational work focused on feminist campaign meetings and political theater yields significant insights concerning the effects of friendly fire and, specifically, the role of men in women's movements. (shrink)

The inculcation of academic integrity among post-graduate students is an ongoing concern for universities across the world. While various researchers have focused on causal relations between forms of instruction, student characteristics, and possession of academic integrity, there is need for an increased examination of the role of supervisors in shaping student perceptions of academic integrity. Unlike the undergraduate level, where student interaction with professors is often limited, post-graduate students have an ongoing relationship with their supervisors, whether at the Masters (...) or Doctorate level. In some ways like masters over apprentices, rather than teachers over students, supervisors engage in continued interaction with post-graduate students, shaping these students views not only on the substance of their research, but also in how researchers “should” act. As part of a larger project in examining post-graduate student opinions on academic integrity and research ethics, we conducted surveys to investigate the relationship between student perceptions of their supervisors and student perceptions of academic integrity. We use survey data from a population of post-graduate students at a comprehensive research university in Hong Kong to analyze student perceptions of academic integrity and how students might be influenced by their supervisors’ service as mentors and/or ethic exemplars. (shrink)

Focusing on the supervisor–trainee relationship, this research set out to examine the impact of ethical leadership on two indicators of work-related well-being: work engagement and emotional exhaustion. Furthermore, this study sought to examine the mediating role of trust in supervisor in these relationships. Survey data were collected at two different points in time from 216 trainee accountants drawn from a variety of organisations. Structural equation modelling was used to test the research hypotheses. Results showed that, as hypothesised, trust (...) in supervisor fully mediated the effects of ethical leadership on work engagement and emotional exhaustion, respectively. The theoretical and practical implications of this research are discussed. (shrink)

The Good Supervisor engages readers in dialogue and active reflection on the strategies of effective supervision of PhDs, postgraduate and undergraduate research. Accessibly written, it encourages supervisors to reflect on and enhance their research supervision practice with a diversity of students on a variety of research projects: Postgraduate and undergraduate levels, international and distance students practice and professional research research leading to creative process and products/creations the PhD by publication supervising your colleagues interpersonal skills managing diversity in learning styles, (...) gender, age and culture. The book is also useful for students undertaking research. There is special focus on research skills development.and on supporting students through and beyond the examination process. (shrink)

With increased global competition and the advent of the knowledge economy, developing graduate students’ ability to innovate in their research has become a core focus of graduate education. Graduate students’ perceived help and assistance from supervisors is one of the key resources for research innovation. This study explored the relationships between graduate students’ perceived supervisor support and their innovative behavior in research, and examined the mediation effect of creative self-efficacy, their confidence in abilities to generate creative ideas or produce (...) creative outcomes. Survey data were collected from a sample of 996 Chinese graduate students. The results revealed that academic support was negatively related to idea generation and idea search; personal support was positively related to overcoming obstacles; autonomy support was positively related to all factors of innovative behavior except overcoming obstacles and innovation outputs. The mediation analysis suggested that creative self-efficacy significantly mediated the relationship between academic support and graduate students’ innovative behavior in research. The results of this study highlight the significance of both supervisor support and creative self-efficacy in developing graduate students’ research innovation. The findings have significant implications for stimulating students’ research innovation and for improving the quality of graduate education. (shrink)

Strengths-based performance appraisal focuses on identifying, appreciating, and developing employee’s qualities in line with the company goals. In this study, we investigated to what extent strengths-based performance appraisal is associated with higher levels of perceived supervisory support, and in turn a higher motivation to improve performance. We distributed a questionnaire to employees working for a large Dutch consultancy firm right after their yearly appraisal (N = 422) and linked the questionnaire data to their official performance ratings. Conditional process analysis indicated (...) that strengths-based performance appraisal had a positive effect on perceived supervisor support, and in turn on motivation to improve performance. Furthermore, the effect of strengths-based performance appraisal was particularly strong, when the performance rating was relatively low. Our findings indicate that a focus on strengths in the performance appraisal may boost employees’ optimism regarding future successes, which is especially important to safeguard a supportive relationship with the supervisor when the performance rating is relatively low. (shrink)

Today data art is a full-fledged and maturing artistic practice. Like painting, artists are creating new visuals and representations with data. Like sculpture, artists are recombining bits to build something new out of the commonplace. Like photography, artists are using data to mirror or reflect contemporary society. In my own practice for the last 15 years I have been using data to make works at the intersection of art, design and activism with a recent focus on environmental topics. It is (...) my belief that through improved representation of, access to and public involvement with data we can increase understanding of important issues and provoke behavioural and systemic change. In this paper, I will examine the evolution of my work using data as my medium as well as outline tactics for data art to promote change. (shrink)

Career sustainability is a well-researched issue in academics and other sectors. Technology advancements and COVID-19 have jeopardized career sustainability. Numerous studies have explored the influence of individual characteristics on career sustainability, but few have focused on leadership. In addition, cultural factors must be considered because leadership is rooted in culture. In particular, inclusive leadership reflects traditional Chinese culture. Therefore, based on self-determination social exchange theories, we analyzed the effects of inclusive leadership on career sustainability as well as the roles (...) of thriving at work and supervisor developmental feedback in career sustainability. In total, 363 samples were collected from China. The results revealed that inclusive leadership improves career sustainability through SDF and thriving at work. Theoretically, our study fills the research gap and establishes a mechanism and theoretical framework for inclusive leadership and career sustainability. Practically, we offer guidance for enterprises to cultivate inclusive leadership and improve career sustainability. (shrink)

This paper examines gender aspects of tactics of the alter-globalization movement. Focusing mainly on two transnational collective actions in Prague in 2000 and in Genoa in 2001, the research draws on participant observation, interviews with activists and analysis of the movement's alternative media. The feminist activism within the movement, the gendered tactics and their representation in the alternative media are analysed using the concept of diffusion. Although feminists are involved in the protests, and local Czech feminist activism was (...) incited by the international mobilizations in Prague in 2000, they are often marginalized because of the emphasis on masculine confrontational and violent tactics used in demonstrations. The movement's alternative media further reproduce gender stereotypes. The visual representations of the tactics are traditionally gendered – women are depicted as fairies, men as fighters; this is because the movement does not want to appear weak and feminine, and seeks to be effective. (shrink)

This photo-essay highlights the ways in which medicine features in the Occupied Palestinian Territories (OPT) and uses it to reflect on the nature of ethical obligation set out by Judith Butler in her work on state-achieved precarity. Although medical infrastructure of even the most basic type is tragically lacking and in some areas shockingly absent in the OPT, it is the particular way in which medicine comes to be needed that we focus on. Leaving aside the rhetoric that has claimed (...) authority over what can or cannot be said of the Occupation, we focus on its geo-technological arrangements. By placing photos and case studies of medical obstruction within an analysis of the Occupation, we forge an encounter between reader and the Occupation to raise questions about the use of medicine in this context and the manner in which conventional ethics can give legitimacy to this use. On the basis of what we show through visual and textual documentary material, we propose ethics be understood as inherent to the geo-technological arrangements that make life possible or, as in this case, undermine, obstruct or deliberately take life. Hence the ethical obligation that Butler calls upon is reiterated in ways that encompass the everyday features of occupation including those active in the emergence of medicine as a tactic of war. (shrink)

The role of artificial intelligence (AI) in organizations has fundamentally changed from performing routine tasks to supervising human employees. While prior studies focused on normative perceptions of such AI supervisors, employees’ behavioral reactions towards them remained largely unexplored. We draw from theories on AI aversion and appreciation to tackle the ambiguity within this field and investigate if and why employees might adhere to unethical instructions either from a human or an AI supervisor. In addition, we identify employee characteristics (...) affecting this relationship. To inform this debate, we conducted four experiments (total N = 1701) and used two state-of-the-art machine learning algorithms (causal forest and transformers). We consistently find that employees adhere less to unethical instructions from an AI than a human supervisor. Further, individual characteristics such as the tendency to comply without dissent or age constitute important boundary conditions. In addition, Study 1 identified that the perceived mind of the supervisors serves as an explanatory mechanism. We generate further insights on this mediator via experimental manipulations in two pre-registered studies by manipulating mind between two AI (Study 2) and two human supervisors (Study 3). In (pre-registered) Study 4, we replicate the resistance to unethical instructions from AI supervisors in an incentivized experimental setting. Our research generates insights into the ‘black box’ of human behavior toward AI supervisors, particularly in the moral domain, and showcases how organizational researchers can use machine learning methods as powerful tools to complement experimental research for the generation of more fine-grained insights. (shrink)

Prior research on citizenship behavior has mainly focused on its voluntary side—organizational citizenship behavior. Unfortunately, although compulsory behavior is a global organizational phenomenon, the involuntary side of CB—compulsory citizenship behavior, defined as employees’ involuntary engagement in extra-role work activities that are beneficial to the organization : 77–93, 2006)—has long been neglected and very little is known about its potential negative consequences. Particularly, research on CCB–counterproductive work behavior association is still in its nascent stage. Therefore, drawing on moral disengagement theory (...) and social exchange theory, we firstly attempt to systematically investigate how and when CCB leads to CWB. Specifically, we see employee silence as a critical form of passive CWB and propose a moderated mediation model. In the model, CCB predicts silence through MD—a set of cognitive mechanisms that deactivate moral self-regulatory processes, with the Chinese culture-specific concept of supervisor–subordinate guanxi, which captures the supervisor–subordinate non-work-related personal ties, acting as the contextual condition. Two-wave data collected from a sample of 293 employees in 17 manufacturing firms in China supported our hypotheses. The results revealed that the more employees experienced compulsory feelings caused by CCB, the more they morally disengaged and, in turn, resorted to avoidant or passive responses as a coping strategy. Further, s–s guanxi serves as a reverse moderator in that high s–s guanxi mitigates the destructive impact of CCB, makes employees less inclined to morally disengage, and thereby largely prevents them from practicing workplace silence behavior. Implications for theory and intervention strategies for practice are discussed. We also propose several promising avenues for future research. (shrink)

Traditionally, research focused on determining the causes of employee pay satisfaction has investigated the influence of job-related inputs, both extrinsic and intrinsic to the job itself. Together with these inputs, pay-related fairness issues have played an important role in explaining the phenomenon. However, few studies consider the factors linked to fairness issues, such as ethical leadership. Because ethical leadership necessarily entails the concept of fairness, it seemingly should have a positive effect. Furthermore, because the presence of supervisor ethical (...) leadership (SEL) offers strong chances for employees to achieve moral accomplishments and excel in the practice of their jobs, SEL should enhance the effects of intrinsic job inputs. Whereas high job motivating potential (JMP) makes it easier for employees be self-actualized, moral fulfillment is necessary for them to obtain authentic self-actualization at work and minimize the impact of pay deficiencies. Along with SEL, JMP should be shaped to increase positive experiences of job meaningfulness, responsibility for job outcomes, and knowledge of results at work, which can lead to enjoyment in doing the job in itself, not just for compensation-related motives. Hierarchical regression analysis with a sample of 151 employees in a diverse set of Spanish organizations supports the direct effects of JMP and SEL and shows that higher levels of SEL increase the positive effects of JMP on pay satisfaction. The practical implications of these findings and further research directions conclude this article. (shrink)

Drawing on the work–family enrichment theory, the present study investigates the cross-domain effects of ethical leadership on employees’ family and life satisfaction. Moreover, it focuses on the mediating role of work–family enrichment and the moderated mediation process of family-supportive supervisor behaviors underlying the relationship between ethical leadership and employees’ family and life satisfaction. Using a sample of 371 employees and their immediate supervisors in China, we found that WFE mediated the relationship between ethical leadership and employee-rated and supervisor-rated (...) family and life satisfaction. Moreover, FSSB positively moderated the relationship between ethical leadership and WFE, such that the relationship was strengthened when FSSB were higher. Furthermore, the mediations of WFE between ethical leadership and employee-rated and supervisor-rated family and life satisfaction were also positively moderated by FSSB, such that the indirect effects were stronger when FSSB were higher. The theoretical and managerial implications of our findings are further discussed. (shrink)

The ArgumentSoon after finishing his studies in 1900, Einstein makes a tactical retreat to the Patent Office in Bern where he develops a plan for returning to the academic fold. He is assisted in this by a central figure in the Zurich establishment, Alfred Kleiner, who grooms him for the return. More generally, I argue that Einstein's role in the emergence of theoretical physics as a discipline results from the interaction of two developments, one external and institutional, the other internal (...) and personal. Certain institutional constraints influence Einstein's early academic career by providing a professional opportunity to which he can adjust his career plans. The existence of this professional context for Einstein's early work in physics plays a role in encouraging him to pursue the speculative work in physics that became his distinctive hallmark. The other side of the coin is that Einstein's personal legitimation as professor of theoretical physics in 1909 also confers legitimacy on his speculative research, which in turn infuses the term “theoretical physics” with new meaning. The key factor uniting Einstein's personal development with institutional opportunities is the special relationship that he enjoys with Kleiner, who serves as the focus of interactions between the external and internal developments described in the paper. (shrink)

In this paper, I examine how advocates seek to improve the well-being of recipients who reside in organizations or systems of care in which factors influencing risk and jeopardy prevail. I use data from multiple action research projects to frame what I call ‘the advocate's compromise’: in systems and organizations regulating people who are considered vulnerable or dependent the advocate must advance collaborative relationships with care providers and supervisors so they become allies in advancing the well being of their charges. (...) I place the advocate's compromise in context by amplifying a theory of diminished status, which offers a rationale for advocacy in social work. By identifying variation in its forms I illuminate the richness of advocacy practice in which the compromise is readily observable. In considering the context influencing the practice of advocacy in social work, I elaborate central aspects of the compromise, and reveal some of its ethical demands. Finally, I delineate principal strategies and tactics I have observed advocates employ to make the compromise a useful tool, particularly in total institutions, so incremental and limited advancements can make marginal improvements to a recipient's well-being without threatening the regulatory regime of care or supervision. (shrink)

In today’s competitive economy, the war for talent has intensified. Organizations are increasingly investing in student engagement initiatives to build a robust talent pipeline. Among these initiatives, the offering of internship placements is a popular choice as it not only helps identify suitable talent, students can also benefit with valuable opportunities to develop work-related skills and gain experience. However, ensuring mutually beneficial outcomes for all stakeholders involved remains a challenge due to diverging expectations among stakeholder groups. This study aims to (...) enhance our understanding of high-quality internship design by applying stakeholder theory (ST) and the expectancy theory of motivation (ET) as theoretical frameworks. Qualitative research methods were employed, including semi-structured interviews with key stakeholders from higher education institutions, human resources managers, and front-line supervisors as well as a focus group with graduating business students. Thematic analysis of the data revealed several key themes related to stakeholder priorities and interests. The findings of this paper contribute to the fields of ST and ET by addressing an under-researched area: the motivations of supervisors as crucial stakeholders in delivering the internship experience. Scholars and practitioners have largely overlooked this aspect. From a managerial perspective, the findings highlight opportunities for fostering more synergistic partnerships between stakeholders, not only at the institutional level but also among internal stakeholder groups, including top management, human resources functions, and front-line supervisors. (shrink)

There is now an increasing body of knowledge on creative practice-based doctorates especially in Australia and the United Kingdom. A particular focus in recent years has been on the written examinable component or exegesis, and a number of studies have provided important information about change and stability in the form and nature of the exegesis and its relationship to the creative project. However, we still know relatively little about the pedagogical practices that supervisors use to support these students’ development as (...) scholarly writers, nor of how supervisors view ‘writing’ in relation to the creative practice components of the degree endeavour. This paper draws on data from a recent study of supervision in creative practice higher research degrees and it highlights the transformative nature of writing for the development of creative practice research scholars in the context of competing discourses on research writing. In contrast to institutional silencing of writing, the study relates numerous examples of effective writing-rich supervisory pedagogies illustrating how successful supervisors work with their students to bring their creative projects into articulation. (shrink)

This article discusses critical comparisons between the human and nonhuman abolitionist movements in the United States. The modern nonhuman abolitionist movement is, in some ways, an extension of the anti-slavery movement of the eighteenth and nineteenth centuries and the ongoing human Civil Rights movement. As such, there is considerable overlap between the two movements, specifically in the need to simultaneously address property status and oppressive ideology. Despite intentional appropriation of terminology and numerous similarities in mobilization efforts, there has been disappointingly (...) little academic discussion on this relationship. There are significant contentions regarding mobilization and goal attainment in the human abolitionist movement that speak to modern collective action on behalf of other animals. This article will explore the human abolitionist movement and discuss possible applications of movement organization, tactical repertoires, and goal attainment to the current nonhuman animal rights movement. Specifically, the utility of violence and legislative activism in the antislavery movement are discussed as potentially problematic approaches to abolishing nonhuman animal exploitation. Alternatively, the nonhuman animal rights focus on consumer resistance and nonviolence represent an important divergence in abolitionist mobilization. (shrink)

Jason Stanley’s important contribution to the literature on fascism in How Fascism Works is its focus on “fascist tactics as a mechanism to achieve power”. Those who use these tactics, partic...

This account explores the divergent perspectives of supervisor and student interacting in self-study research, showing how both participants were transformed by the experience. Although both supervisor and student had faced similar problems as mature students engaging in doctoral study, and both possessed strong convictions about their chosen paths, their focus was very different. The student, being visually creative, was investigating the value of integrated arts as a transformational learning medium; the supervisor, from a linguistics background, was (...) class='Hi'>focused on exploring the nature of written communication. The supervisor/student relationship comprises a complex nexus of interconnections between persons, material objects, times and places: it is never static, but always emerging, with the relationship often ending up being more collegial than at first, as with the authors of this paper. In the counterpoint dialogue presented by student and supervisor, it can be seen that both learned from each other: the student, the rigours of structuring a passionate argument intellectually; the supervisor, to express an intellectual argument more personally. Both authors were transformed by the supervisor/student interaction: the supervisor, in rediscovering the value of interpersonal communication; the student, in mastering a research approach which did justice to her belief in the creative power of the arts. The value of engaging with perspectives which initially appear to be irreconcilable is not just to ‘learn new things’, but to push the inner limits of our perspectives, transforming not only the ways in which we perceive things, but the ways in which we learn. (shrink)

Previous corporate social responsibility studies at the employee level have focused on the influence of CSR on employees’ positive attitudes and behavior. However, little attention has been paid to the relationship between CSR and unethical behavior and the underlying mechanism. Based on social information processing theory, this study investigates how CSR affects employee cheating via employees’ organizational identification and perceived supervisor moral decoupling. Additionally, this study discusses the moderating effect of employee bottom-line mentality on these relationships. We test (...) this two-path model using a sample of MBA students in China. The results indicate that both organizational identification and perceived supervisor moral decoupling mediate the relationship between CSR and cheating, and employee bottom-line mentality moderates the effect of CSR on perceived supervisor moral decoupling. Specifically, for employees low in bottom-line mentality, CSR has a significantly negative impact on perceived supervisor moral decoupling, but the same relationship is insignificant for employees with a strong bottom-line mentality. Overall, our results uncover the relationship between CSR and employee cheating and extend the understanding of the influence of CSR on employees. (shrink)

The harm of horizontal knowledge hiding behavior to individuals and organizations has been discussed and confirmed by many studies. The negative consequences of top-down knowledge hiding have now emerged as a new focus of research. This study aims to enrich the understanding of the consequences of supervisor knowledge hiding by exploring its trickle-down effect and mechanism. Based on the displaced aggression theory in psychology, this paper analyses and examines the cognitive psychological process and mechanism informing employee knowledge hiding from (...) colleagues when faced with their supervisor’s malicious knowledge hiding behavior. Using a three-stage time-lag questionnaire survey strategy, we collect 233 valid samples of full-time employees from representative provinces and cities in China, covering multiple industries. The following findings are observed: Supervisor knowledge hiding from subordinates positively affects subordinate knowledge hiding from colleagues ; Revenge motivation plays a mediating role; Traditionality weakens the influence of supervisor knowledge hiding on a subordinates’ revenge motivation. This study confirms the trickle-down effects of supervisor knowledge hiding behavior, extends research on the consequences of top-down knowledge hiding and its mechanism and provides new insights for organizational practice. (shrink)

Ingratiation is a common strategy for subordinates to deal with their supervisors in eastern and western societies. Based on the theory of impression management, this study focuses on the impact of upward ingratiation outside the workplace on supervisor’s human resource decisions in the Chinese context and the mechanism behind this impact. The data were collected from 252 supervisor-subordinate dyads in four manufacturing firms. The results demonstrate the following: first, supervisors hold a more favorable view of upward ingratiation outside (...) the workplace; second, upward ingratiation outside the workplace has a positive effect on the supervisor’s chance of promotion and bonus allocation decisions, and leader-member exchange plays a mediation role in this influence; third, Zhongyong thinking moderates the relationship between LMX and supervisor’s chance of promotion and bonus allocation decisions; and finally, ZYT moderates the indirect effect of ingratiation behavior outside the workplace on supervisor’s chance of promotion and bonus allocation decisions through LMX, and the mediated relationship is weakened when a supervisor has a higher level of ZYT. This is one of the first empirical studies, which examines the validity of subordinate’s upward ingratiation outside the workplace from the perspective of supervisor’s ZYT. This study plays an important role in highlighting the effect of ZYT on the ingratiation behavior. (shrink)

E. D. Swinton's The Defence of Duffer's Drift: A Lesson in the Fundamentals of Small Unit Tactics, originally published in 1904, uses the device of a series of recurring but progressive nightmares to teach a set of tactical lessons that Swinton derived from his service in the Second Anglo-Boer War. Now a minor classic, The Defence of Duffer's Drift has had an enduring and international impact. The book's popularity has also led to the publication of several narratives inspired by (...) the original, many of them authored by serving members of the US Army. Although this subset of the ‘progeny’ of Swinton's work are focused on teaching tactical lessons, read together they provide a small but fascinating window into the evolution of the US Army's understanding of the ethics of armed conflict at the tactical level. The texts that are the focus of this paper span a period of 88 years, covering the post-First World War emphasis on positional warfare, through the shift to a focus on large-scale mechanized warfare that.. (shrink)

The tobacco industry has used corporate social responsibility tactics to improve its corporate image with the public, press, and regulators who increasingly have grown to view it as a merchant of death. There is, however, an intractable problem that corporate social responsibility efforts can mask but not resolve: the tobacco industry's products are lethal when used as directed, and no amount of corporate social responsibility activity can reconcile that fundamental contradiction with ethical corporate citizenship. This study's focus is to (...) better understand the tobacco industry's corporate social responsibility efforts and to assess whether there has been any substantive change in the way it does business with regard to the issue of exposure to secondhand smoke. The results show that the industry has made no substantial changes and in fact has continued with business as usual. Although many of the tobacco companies' tactics traditionally had been defensive, they strove for a way to change to a more offensive strategy. Almost without exception, however, their desire to appear to be good corporate citizens clashed with their aversion to further regulation and jeopardizing their legal position, perhaps an irreconcilable conflict. Despite the switch to offense, in 2006 a federal judge found the companies guilty of racketeering. (shrink)

Police officers often encounter potentially dangerous situations in which they strongly rely on their ability to identify threats quickly and react accordingly. Previous studies have shown that practical experience and targeted training significantly improve threat detection time and decision-making performance in law enforcement situations. We applied 90-min traditional firearms training as a control condition and a specifically developed intervention training to police cadets. The intervention training contained theoretical and practical training on tactical gaze control, situational awareness, and visual attention, while (...) the control training focused on precision and speed. In a pre- and posttest, we measured decision-making performance as well as response preparation and execution to evaluate the training. Concerning cognitive performance training, the number of correct decisions increased from pre- to posttest. In shoot scenarios, correct decisions improved significantly more in the intervention group than in the control group. In don’t-shoot scenarios, there were no considerable differences. Concerning the training of response preparation and execution in shoot scenarios, the intervention group’s response time, but not hit time, decreased significantly from pre- to posttest. The control group was significantly faster than the intervention group, with their response and hit time remaining constant across pre- and posttest. Concerning the training of tactical action control, the intervention group performed significantly better than the control group. Moreover, the intervention group improved the tactical handling of muzzle position significantly. The results indicate that a single 90-min session of targeted gaze control and visual attention training improves decision-making performance, response time, and tactical handling of muzzle position in shoot scenarios. However, these faster response times do not necessarily translate to faster hit times – presumably due to the motor complexity of hitting an armed attacker with live ammunition. We conclude that theory-based training on tactical gaze control and visual attention has a higher impact on police officers’ decision-making performance than traditional firearms training. Therefore, we recommend law enforcement agencies include perception-based shoot/don’t-shoot exercises in training and regular tests for officers’ annual firearm requalification. (shrink)

Research is increasingly recognised as a key component of medical curricula, offering a range of benefits including development of skills in evidence-based medicine. The literature indicates that experienced academic supervision or mentoring is important in any research activity and positively influences research output. The aim of this project was to investigate the human research ethics experiences and knowledge of three groups: medical students, and university academic staff and clinicians eligible to supervise medical student research projects; at two Australian universities. Training (...) in research ethics was low amongst academic staff and clinicians eligible to supervise medical student research. Only two-thirds of academic staff and students and less than half of clinicians surveyed indicated that specific patient consent was required for a doctor to include patient medical records within a research publication. There was limited awareness of requirements for participant information and consent forms amongst all groups. In the case of clinical trials, fewer clinicians and students than academics indicated there was a requirement to obtain consent. Awareness of the ethics committee focus on respect was low across all groups. This project has identified significant gaps in human research ethics understanding among medical students, and university academic staff and clinicians. The incorporation of research within medical curricula provides the impetus for medical schools and their institutions to ensure that academic staff and clinicians who are eligible and qualified to supervise students’ research projects are appropriately trained in human research ethics. (shrink)

Corporate social responsibility has become a potential path to legitimacy and improved public relations for both companies that produce mainstream products and those that sell vice, such as the tobacco industry. Since the early 1990s, the tobacco industry has sought to bridge the gap between the public perception it has earned as a merchant of death and its goal of gaining corporate legitimacy and normality by promoting programs, positions, and policies it hopes the general public will believe are aimed at (...) preventing or mitigating some of the societal ills that smoking causes, such as youth smoking. There is, however, an intractable problem that corporate social responsibility efforts can mask but not resolve: the tobacco industry’s products are lethal when used as directed, and no amount of public relations or funding of ineffective youth smoking prevention programs can reconcile that fundamental contradiction with ethical corporate citizenship. The focus of this study is to better understand the tobacco industry’s corporate social responsibility efforts and to assess whether there has been any substantive change in the way it does business with regard to the issue of exposure to secondhand smoke. (shrink)

In this essay, I intend to focus on De Certeau’s ideas of use as consumption, as well as his theory of play, and then to place them both in conversation with Agamben’s conception of the ‘ assolutamente improfanabile’ – the absolute impossibility of profaning. I intend to apply De Certeau’s and Agamben’s ideas to an exploration of some recent trends in the high tech market regarding the creation of goods to which the notion of ‘AI’ may be particularly salient. I (...) hope to show, in contrast to Agamben’s overall deeply disillusioned analyses of late capitalism, that in such a market populated by various forms of ‘AI’ there are indeed new resources for resistance and nodes of creativity, as high tech consumers play with, and thus reconceptualize, both products and their use in terms helpfully articulated by De Certeau. (shrink)

This paper draws on research undertaken by the authors in community well woman clinics and hospital settings. Discussion focuses on issues around informed consent and participant observation. The authors are concerned to highlight the complexity of decision-making where researchers hold dual or multiple agendas, which are sometimes in conflict. Further situational factors which affect decision-making in research settings are explored. In particular, the complexity of gaining informed consent throughout the research process is addressed. The intention is not to point to (...) definitive resolutions to the problems posed, but rather to prompt debate about the often taken for granted meaning of 'informed' consent in relationship to participant observation. Cet article est basé sur les recherches que les auteurs avaient entrepris dans des polycliniques de santé de femmes et des hôpitaux. La discussion est concentré sur les thèmes du consentement informé et l'observation participante. Les auteurs sont inquiets de montrer la complexité du processus de se décider quant les chercheurs ont un rôle double ou multiple qui peut être en conflit. D'autres éléments qui influencent la prise de décisions dans des cadres de recherche sont aussi étudiés. En particulier, la compléxité de l'acquisition du consentement informé est adressée. L'intention n'est pas d'amener à une résolution définitive du problème posé, mais plutôt d'inviter á une discussion sur le sens (trop souvent pris pour réalité) du consentment 'informé' quant il s'agit de l'observation participante. Dieser Artikel stützt auf Forschungen, die die Autoren in Frauengesundheits-Kliniken und Spitälern unternommen hatten. Die Diskussion ist hier über die Themen Informierte Zustimmung und Mitteilende Beobachtung. Die Autoren befassen sich mit der Vielschichtigkeit der Entscheidungskräfte wenn die Forscher doppelte oder mehrfache Rollen haben, die manchmal im Konflikt sein können. Andere Faktoren, die die Entscheidungsmöglichkeit beeinflussen, sind auch untersucht. Besonders wird hier die Komplexität des erhalten von informierter Zustimmungung während des Forschungsprozesses angesprochen. Die Absicht ist nicht, eine definitive Lösung des Problems zu finden, sondern eher zu einer Debatte einzuladen über die zu oft als selbstverständlich betrachtete Bedeutung der 'informierten' Zustimmung auf der Ebene der mitteilenden Beobachtung. (shrink)

The article draws from a personal clinical experience of two suicides, not far removed from each other in time. The first patient was a 33-year-old intellectual suffering from depression with narcissistic traits but no psychotic elements, while the second patient was a 21-year-old student with a manifest psychotic episode behind him and with characteristics of post-psychotic depression at the time of suicide. The two suicides had very different impacts on the therapist: the first left open some “space” for reflection, communication, (...) and working-through, while the second closed such a “space,” leaving only a tiny door to the existential roots of human beings and suffering. The therapist was able to find some “shelter” by talking to supervisors, colleagues, and friends in the first case; in the second, the only possible “shelter” was glimpsed in the philosophy of groundlessness (Ungrund) of the Russian existentialist Nicolai Berdyaev. The personal experiences of the therapist, along with some theoretical interpretations of the after-effects of both suicides, are presented using a psychodynamic and existential–phenomenological understanding of the therapeutic relationship with a psychotic and a non-psychotic patient. The main dilemmas exposed by a patient’s suicide, especially if the patient suffers from psychosis, are difficult to deal with in the usual clinical settings and call for resources beyond it. The authors propose that these can be found in philosophical and theological insights. (shrink)

Student researchers encounter ethical issues daily, but little is known about their unique perspectives. This article presents the results of 30 qualitative semi-structured interviews exploring students’ views and experiences around ethical issues in research groups. During the interviews, students were asked to describe challenges and successes they have encountered in their lab, their conception of what counts as an “ethical issue in research,” and how they handle these issues when they arise. Against this background, the article discusses students’ conceptions of (...) ethical issues in research environments, the types of issues students reported facing, how these issues were ultimately resolved, and finally, the factors, internal qualities, and lessons learned that help students thrive in research environments, as well as some of the challenges students face – especially international students. Many of the ethical challenges interviewees discussed focused on interpersonal issues, highlighting the intense collaboration most graduate students have with their colleagues and supervisors. Findings from this study point to the need for targeted training programs for students and faculty supervisors focusing on building mentoring relationships and finding space in the lab where open communication can occur around ethical research practices. (shrink)

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in (...) 1,127 screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. (shrink)

Organizational citizenship behavior (OCB) is considered vital for organizations’ performance, and there is notable interest in factors that foster it. However, recent research has questioned the absolute positivity of OCB and pointed to its understudied possible adverse effects (e.g., on employees’ well-being). The present research aims to shed light on these issues by exploring the daily dynamics of employees’ social and emotional work lives’ interplay with their OCB. Specifically, the research focuses on teachers, whose job enables notable OCB and whose (...) performance is profoundly affected by it. Based on the literature linking work relationships and emotional experiences with OCB, we examined the interplay between teachers’ OCB and their daily perceived supervisor and colleague support, and daily positive and negative emotional experiences. Sixty teachers completed self-report questionnaires of the research variables every day for twelve workdays. Results indicated significant associations of daily supervisor support and negative emotions with increased OCB on the following day, links of daily positive emotions with decreased OCB on the following day, and associations of daily OCB with increased negative emotions on the following day. These findings point to daily processes that may underly longer-term effects of OCB (such as burnout), including a potential downward spiral of negative emotions that seem to result from OCB and reinforce it. (shrink)

This empirical study examines how practitioners from the organizational functions of human resources, occupational safety and occupational health services within a Finnish industrial organization view the challenges that production supervisors face in their daily work. The article presents a formative intervention, which focuses on supervisors’ changing work and how these organizational support functions could collaboratively serve supervisors better, especially in their task of promoting well-being at work. The article approaches this collective learning effort from the framework of the Cultural Historical (...) Activity Theory , by examining how crossfunctional collaboration evolves and the transitions through which it develops in an intervention process. The development of collaboration is analysed through a process of collective concept and tool formation by following a cross-meeting trajectory of specific annual clock episodes. An annual clock, a co-ordinating tool used in organizations to assist the yearly planning and management of specific operations, emerged in the intervention as the practitioners’ attempt to synchronize overlapping and inconsistent well-being related practices assigned to supervisors. The article presents a framework that can be applied in this kind of combined empirical analysis of tool development and the evolving collaboration. The analysis shows how the idea of the annual clock grew through multifaceted conceptualizations, in which it first had the status of a conceptual object, then a collaborative tool, and eventually a script for becoming a novel cross-functional practice. Simultaneously, the mode of interaction expanded from a function-based co-ordination to task-oriented co-operation, and finally to communication. (shrink)

Focusing on the U.S. military as a gendered and raced institution and using 33 in-depth interviews with U.S. servicewomen, this study identifies tactics and consequences of workplace harassment that occur through administrative channels, a phenomenon I label bureaucratic harassment. I identify bureaucratic harassment as a force by which some servicemen harass, intimidate, and control individual, as well as groups of, servicewomen through bureaucratic channels. Examples include issuing minor infractions with the intention of delaying or stopping promotions, threatening to withhold (...) military benefits for reporting sexual abuse/harassment, and revoking servicewomen’s qualifications in order to remove them from positions or units. The manipulation of administrative rules and regulations is made possible by the interplay between a gendered and raced organizational climate and bureaucratic features such as discretion, hierarchy, and the blending of work and personal life. I show that bureaucratic harassment has both raced and gendered implications. Ultimately, harassment that is enacted through bureaucratic means is often overlooked but carries distinct consequences for the professional careers and workplace experiences of the victims. (shrink)

Integrating regulatory focus theory and personality literature, we develop and test a moderated mediation model to specify the underlying mechanisms and boundary conditions of the linkage between employee conscientiousness and job crafting. Two-wave data collected from 389 employees and 95 supervisors showed that: Employee conscientiousness had a positive effect on work promotion focus and work prevention focus. Employee conscientiousness was positively related to job crafting via work promotion focus, negatively related to job crafting via work prevention focus. Error management climate (...) positively moderated the relationship between employee conscientiousness and work promotion focus, negatively moderated the relationship between employee conscientiousness and work prevention focus. The indirect relationship between employee conscientiousness and job crafting through work promotion focus and work prevention focus were more pronounced respectively when the error management climate is higher rather than lower. (shrink)

Situational strength is considered one of the most important situational forces at work because it can attenuate the personality–performance relationship. Although organizational scholars have studied the consequences of situational strength, they have paid little attention to its antecedents. To address this gap, the current study focused on situational strength cues from different social sources as antecedents of overall situational strength at work. Specifically, we examined how employees combine situational strength cues emanating from three social sources (i.e., coworkers, the immediate (...) supervisor, and top management). Based on field theory, we hypothesized that the effect of situational strength from coworkers and immediate supervisors (i.e., proximal sources of situational strength) on employees’ perceptions of overall situational strength on the job would be greater than the effect of situational strength from the top management (i.e., the distal source of situational strength). We also hypothesized that the effect of situational strength from the distal source would be mediated by the effects of situational strength from the proximal sources. Data from 363 full-time employees were collected at two time points with a cross-lagged panel design. The first hypothesis was supported for one of the two situational strength facets studied. The second hypothesis was fully supported. (shrink)

This study focuses on the effects of socially responsible human resource management practices on female employees’ turnover intentions and the moderating effect of supervisor gender on this relationship. With a sample of 212 female employees from eight different industries in Finland, the results indicate that SR-HRM practices promoting equal career opportunities and work–family integration play a significant role in reducing women's turnover intentions. The study adds to the academic discourse of corporate social responsibility by highlighting the impact of the (...) organizational-level HRM determinants on the individual-level outcome. In addition, supervisor gender makes a difference in the studied relationship: female supervisors have a stronger and more significant impact on the relationship than male supervisors. Our findings suggest that organizational measures which support work–family integration should be taken seriously to decrease female employees’ turnover intentions. Male supervisors could adopt some gender-incongruent leadership behaviors, such as individualized emotional concern and caring when dealing with female employees. In the future, other gender combinations in the supervisor–employee relationship would merit research. (shrink)

Two related studies focused on the effects that a questionable supervisory conduct has on the endorsement and vulnerability of the supervisor, as well as on judgments of supervisory morality. Male and female undergraduate and graduate business students were asked to read the account of a personnel manager who violates employee confidentiality concerning certain personality test results, but who has had a previous record of increasing or decreasing productivity. The studies revealed varying patterns of leadership endorsement, vulnerability, and judgments (...) of morality following this questionable or unethical conduct as a result of the personnel's manager's record and the subjects' sex. (shrink)

This article focuses on reporting the relationship between research integrity and research supervision. Initially, it briefly discusses the positive research supervision. By following a detailed thematic analysis methodology, 66 published sources were compiled, disassembled, reassembled and interpreted. The findings of this study highlight that maintaining research integrity is the responsibility of all, and that more responsibility falls onto the shoulders of instructors and supervisors who need to ethically perform research supervision to maintain further research integrity. Further, they show crises related (...) to how research supervision is at danger, and how danger at supervision exists. The insights reported in this study help raise further awareness towards effective research supervision that in return and in effect enhances the overall research integrity. The review also concludes with three critical messages for a practical implementation. (shrink)