This study examines the influence of ethical fit on employee attitudes and intentions to turnover. The results of this investigation provides support for the conjecture that ethical work climate is an important variable in the study of person-organization fit. Ethical fit was found to be significantly related to turnover intentions, continuance commitment, and affective commitment, but not to job satisfaction. Results are discussed in regard to some of the affective and cognitive distinctions among satisfaction, commitment, and behavioral (...) intentions. (shrink)

I present and defend (1) an account of ethical judgments as judgments about our reasons to feel specific motivationally laden attitudes, (2) an account of what an agent should do in terms of what would achieve ends that she has reason to be motivated to pursue, and (3) an account of an agent’s reasons for motivation (and thus action) in terms of the prescriptions of the most fundamental principles that guide her deliberations. Using these accounts, I explain the connection (...) between ethics and reasons for action, how ethical judgments are both descriptive and intrinsically motivating, and how ethical facts arise from facts about agents’ deliberations. (shrink)

An exploratory model is presented as a heuristic to indicate how individual perceptions of corporate reputation (before joining) and corporate ethical values (after joining) generate specific individual organizational senses of fit. The paper suggests that an ethical dimension of person-organization fit may go some way in explaining superior acquisition and retention of staff by those who are attracted to specific organizations by levels of corporate social performance consonant with their ethical expectations, or who remain with them by (...) virtue of better personal ethical fits with extant organizational ethical values. Specifically, the model suggests that individual misfits that arise from ethical expectations that either exceed or fall short of perceived organizational ethical performances lead to problematic acquisition and retention behavioural outcomes. (shrink)

ABSTRACTWhile many attempts have been made to institutionalize ethical training in the United States Armed Forces, the intended aim of each undertaking – changing the overall perception, understanding, and appreciation of ethics – is not fully achieved. Additionally – and conspicuously absent from each of the ethical initiatives of the warfighting institution – no method to evaluate and assess the ethical behavior of its members exists in the Armed Forces. Because Service members do not have a standard (...) from which to measure personal behavior, they cannot adequately assess if they are meeting those standards. Such a void necessarily precludes continuous ethical maturation. In order to make ethical behavior resonate within its ranks, the United States Armed Forces must change the institutional impression of ethics by implementing an Ethical Fitness Assessment, which would standardize the description and evaluation of ethical behavior and lay the foundation for translating ethical knowledge into ethical prac... (shrink)

Building from an interactionist view of ethics, this study sought to integrate individual and contextual factors for understanding ethical perceptions in teams. Given the proximal nature of team members, this study specifically explored how individuals comparatively evaluate their own ethical behaviors and team members’ ethical behaviors to arrive at a perception of ethical person–group fit within a team. Grounding our theoretical arguments in relational schemas theory, we demonstrate that interpersonal ethical perceptions can have distal impacts (...) on perceptions of team functioning. The results support the hypotheses that a perceived ethical incongruence between the self and other team members negatively influenced perceptions of relationship conflict and ultimately information sharing. By exploring individual and team level aspects of ethics concurrently, we contribute to a deeper understanding of contextual forces in ethics through an interactionist approach. (shrink)

A multidimensional measure of ethical culture was examined for its relationship to person–organization fit, ethical intent and organizational citizenship behavior, using a sample of 525 employees from the financial industry in Spain. As hypothesized, relative to studies using unidimensional assessments, our measure of EC was more strongly related to ethical intent and organizational citizenship. Also, significant differences were found in the degree to which each the EC dimensions related to both ethical intent and OCB. Finally, in (...) a first for the literature, we demonstrated the important role of overall P–O fit in connection with EC, ethical intent, and organizational citizenship. Specifically, as hypothesized, P–O fit moderated positively the association between EC and ethical intent, but mediated the EC–OCB relationship. (shrink)

This article explores the labour behind local food in the Canadian Atlantic province of Nova Scotia. Based on surveys and interviews with farmers, migrant farmworkers, and farmers’ market consumers in the province, we suggest that the celebration of local food by government and industry is a form of “local washing.” Local washing hides key aspects of the social relations of production: in this case, it hides insufficient financial and policy supports for Nova Scotian farms and the increased reliance on migrant (...) farmworkers via the Seasonal Agricultural Worker Program and the Temporary Foreign Worker Program. Our research found that a growing reliance on migrant farmworkers was not just the case for larger, industrial farms, but also for smaller farms participating in local and alternative food initiatives, like farmers’ markets and fresh produce subscription boxes. Additionally, our surveys show that while farmers’ market shoppers expressed an interest in supporting local foods, they reported knowing little about farm workers or working conditions. Our paper contributes to the literature on local and alternative food initiatives by connecting the relations of production to consumption. Rather than focusing solely on the nature of the relationships between farmers and consumers and the values embodied in direct agricultural markets, this research explores the central role of permanently temporary migrant workers in local agriculture. (shrink)

Drawing on interviews with seasonal agricultural workers employed in Canada from Jamaica and Mexico, this paper focuses in on the experiences of a Jamaican farmworker who remits funds to pay a neighbour to farm his land (or the land he leases) while in Canada, and who participates in regular long-distance discussions with family members and neighbours back home about the upkeep of the farm. The concept of a “transnational agricultural care chain” is proposed here to capture a series of personal (...) links between people, located, at least temporarily, in different countries, who tend to the crops and farmland as a practice that entails asymmetrical relations of obligation to care for others. Agricultural care chains form part of a strategy to get by and possibly even advance the economic and social standing of one’s family under difficult economic conditions. Land access, as a co-constitutive sphere of production and reproduction, is another important factor in the livelihood strategies of rurally-rooted migrants, but the significance placed on land must be understood in connection to the uneven processes of global capitalism, histories of colonialism and, in the case of Jamaica, plantation slavery. The paper concludes with a reflection on how transnational agricultural care chains as paradigmatic of the contemporary food system are relevant to political and conceptual discussions around food sovereignty. (shrink)

The purpose of this study was to determine if there is a relationship between the ethical climate of the organization and the development of person-organization fit. The relationship between an individual's stage of moral development and his/her perceived ethical work environment was examined using a sample of 86 working students. Results indicate that a match between individual preferences and present position proved most satisfying. Subjects expressing a match between their preferences for an ethical work climate and their (...) present ethical work climate indicated that they were less likely to leave their positions. (shrink)

An ethic of the fitting: a conceptual framework for nursing practiceNurses are expected to act within an ethos of care cognisant of duty, the right, and the good. Concepts of virtue theory, utilitarianism and deontology are used to outline a conceptual ethical framework for nurses in practice. This ‘Moebius’ framework aims to locate the virtues in a symbiotic relationship with the principles of utilitarianism and deontology. Under this framework, fitting ethical responses are sought. Within an ethic of the (...) fitting, rules and principles do not guarantee the most ethically justifiable outcomes. Within the Moebius approach, the nurse ought to respond with a sense of compassion that befits the moment rather than adhere to a rule at all costs. (shrink)

A 90-year-old man is diagnosed with early dementia. There are concerns about whether he is still fit to drive his car safely, but he is determined to continue driving. In this case, the clinician finds that this decision on fitness to drive is essentially evaluative and normative. Given the conflict of interests involved, how should the clinician attempt to manage this challenging ethical dilemma? This increasingly common clinical ethics scenario warrants further attention. After presenting the case, this analysis (...) will consider the relevant issues in three dimensions: an ethical dilemma, a clinician–patient interaction, and a broader context. This analysis provides a potential framework for clinicians making decisions on fitness to drive in early dementia. (shrink)

In 2006, the Indian Council of Medical Research (ICMR) published its ‘Ethical guidelines for Biomedical Research on human participants’. The intention was to translate international ethical standards into locally and culturally appropriate norms and values to help biomedical researchers in India to conduct ethical research and thereby safeguard the interest of human subjects. Unfortunately, it is apparent that the guideline is not fit for purpose. In addition to problems with the structure and clarity of the guidelines, there (...) are several serious omissions and contradictions in the recommendations. In this paper, we take a close look at the two key chapters and highlight some of the striking flaws in this important document. We conclude that ethics committees and national authorities should not lose sight of international ethical standards while incorporating local reality and cultural and social values, as focusing too much on the local context could compromise the safety of human subjects in biomedical research, particularly in India. (shrink)

We build on limited research concerning the mediation processes associated with the relationship between ethical culture and employee outcomes. A multidimensional measure of ethical culture was examined for its relationship to overall Person-Organization (P–O) fit and employee response, using a sample of 436 employees from social economy and commercial banks in Spain. In line with previous research involving unidimensional measures, ethical culture was found to relate positively to employee job satisfaction, affective commitment, and intention to stay. New (...) to the literature, ethical culture was also found to be associated positively with employee willingness to recommend the organization to others. These effects were observed even when perceptions of P–O fit were controlled. Importantly, ethical culture was also positively related to overall P–O fit, which in turn, partially mediated the relationship between ethical culture and employee outcomes. Our findings add to studies that focus on the importance of the degree of ethical congruence between the individual employee and the organization. They suggest that ethical culture, with its expected impact on virtuousness and emotional well-being, will positively influence outcomes independently of the degree to which there is a match between employee and organizational values. (shrink)

The purpose of this study was to assess the relationships among ethical context, organizational commitment, and person-organization fit using a sample of 304 young working adults. Results indicated that corporate ethical values signifying different cultural aspects of an ethical context were positively related to both organizational commitment and person-organization fit. Organizational commitment was also positively related to person-organization fit. The findings suggest that the development and promotion of an ethical context might enhance employees' workplace experiences, and (...) companies should consider adopting ethical policies that support principled conduct, punish unethical actions, and increase individual perceptions of an ethical company environment. (shrink)

An increasing number of studies explore the relationship between ethical leadership and subordinates’ work behavior. However, it remains unclear whether ethical leadership affects subordinates’ perceptions of the person-job fit and perceived person-organization fit. We examine the effects of ethical leadership on subordinates’ sense of person-environment fit in terms of its effect on displays of positive and negative behaviors. We collected data from 414 employees from various industries over three time periods. Hypotheses were tested using structural equation modeling (...) (SEM). The SEM results show that person-job fit and person-organization fit mediate the effects of ethical leadership on proactive, and unethical behavior. Person-organization fit mediates the effects of ethical leadership on proactive behavior by the organization and unethical behavior by the organization. These results have implications for management. (shrink)

This article explores the ethical complexities of openly-expressed medical commentary using recent cancer diagnoses within the British monarchy as illustrative cases. Specifically, it examines tensions between public interest, personal privacy, and professional standards, underlining the adverse implications of conjectural discourse, alongside the role of physicians in enhancing wider medical understanding.

The purpose of this paper is to examine the effect of ethical leadership on followers’ subjective and objective career success from a P-E fit perspective. Specifically, the mediating effects of demands-abilities fit, needs-supplies fit, and person-organization fit in the relationship between ethical leadership and employee subjective and objective career success were investigated. We collected two-wave data from 160 employees and used hierarchical regressions to test the hypotheses. The findings revealed that ethical leadership had a positive effect on (...) employee career satisfaction, mobility, and promotability. Moreover, employee demands-abilities fit mediated the relationship between ethical leadership and career mobility and promotability; needs-supplies fit and person-organization fit mediated the relationship between ethical leadership and employee career satisfaction. Theoretical and empirical implications were discussed. (shrink)

This research examines how the fit between employees moral development and the ethical work climate of their organization affects employee attitudes. Person-organization fit was assessed by matching individuals' level of cognitive moral development with the ethical climate of their organization. The influence of P-O fit on employee attitudes was assessed using a sample of 304 individuals from 73 organizations. In general, the findings support our predictions that fit between personal and organizational ethics is related to higher levels of (...) commitment and job satisfaction and lower levels of turnover intent. Ethical P-O fit was related to higher levels of affective commitment across all three ethical climate types. Job satisfaction was only associated with ethical P-O fit for one of the three P-O fit variables and turnover intentions were significantly associated with two of the ethical P-O fit variables. The most consistent effect was found for the Conventional - Caring fit variable, which was significantly related to all three attitudes assessed. The weakest effect was found for the Preconventional - Instrumental fit variable, which was only predictive of affective commitment. The pattern of findings and implications for practice and future research are discussed. (shrink)

This study examines the influence of ethical value congruence on a manager sample's attitudes and behaviors using polynomial regression analysis. The results indicate a general lack of support for congruence effects. However, main effects of perceived organizational ethical values are found for all outcomes; how managers perceive their organization's values is directly associated with organizational commitment, job satisfaction, perceived procedural justice, adaptive behaviors, and turnover intentions. Implications for the impact of ethical values are drawn from the findings.

Leadership studies on corporate ethical behavior and practices have grown considerably, contributing significant knowledge on ethical leadership challenges that are organizational and industry focused. However, complex socio-ecological systems are placing pressure on organizational culture and old patterns of leadership behavior that play a role in organizational justice. In this study, we argue that scholars of business ethics must consider the role of organizational justice and use person-organization fit (P–O fit). To address this, our study investigates the mediating effect (...) of organizational justice on the relationship between ethical leadership and employees’ ethical behavior. We also examine the moderating role of P–O fit on the relationship between organizational justice and employee’s ethical behavior. The study survey focused on 295 employees belonging to organizations in Iraq. We show that ethical leadership positively influences employees’ ethical behavior, and this relationship is shaped by organizational justice. The findings reflect the positive impact of organizational justice on ethical behavior, and this relationship is more pronounced in employees with high rather than low P–O fit. This study clarifies the importance of employee’s P–O fit and its impact on organizational processes for creating a positive impact on ethical behavior in the workplace. We also share practical implications of the study and recommend systemic research that explores this area. (shrink)

In None so Fit to Break the Chains Dan Swain offers an interpretation of Marx's ethics that foregrounds his commitment to working class self-emancipation and uses it as a guiding thread to interpret a number of different aspects of Marx's ethical thought. This commitment is frequently overlooked in discussions of Marx's ethics, but it deeply influenced his criticism of capitalism, his approach towards an alternative, and his conception of his own role as activist and theorist. Foregrounding self-emancipation offers new (...) perspectives on various existing debates in the interpretation of Marx, such as the meanings of concepts like alienation, exploitation and utopianism, and can also offer insights into broader questions of the relationship between critical theory and practice. (shrink)

ABSTRACT Research suggests that ethical leadership affects employee behavior and organizational functioning. This study aimed to determine the relationship between EL and productive energy, as mediated by person-organizational fit. The study used assumptions of the social learning and social exchange theories that posit that leadership has a direct impact on employee behavior, mainly through role modeling and the reciprocal nature thereof. An empirical paradigm using a cross sectional quantitative design was used. The PE instrument was assessed for construct validity (...) within the South African context. The analysis included a comparison between the private and public sectors, emphasizing the importance of context as differentiator. Relatively high, statistically significant correlations were found between the variables for both sectors and the combined sample. The hierarchical regression analysis indicated that 18% of the variance in PE is explained by EL. This model was improved by the inclusion of POF. The conceptual model was confirmed with structural equation modeling. The findings of this study suggest that EL has a significantly positive effect on PE and POF, which mediates the relationship between EL and PE. Sectoral differences were reported. (shrink)

For researchers in Aotearoa New Zealand who intend to conduct research with people, it is common practice to first ensure that their proposals are approved by a Human Research Ethics Committee. HRECs take the role of reviewing, approving or rejecting research proposals and deciding on whether the intended research will be completed in the ‘right’, rather than the ‘wrong’ way. Such decisions are based upon a system which is guided by universal ethical principles – principles that assume there is (...) universal agreement about the ethically right way to conduct research. Increasingly, Aotearoa New Zealand is becoming more culturally diverse. Actions that are assumed as ‘right’ in reference to ethical norms endorsed in one culture or society may not always be considered ‘right’ in reference to ethical norms in another culture or society. In this article we first set out what is already known in the literature about the origins and applications of universal ethics in a research context. Next, we analyse how... (shrink)

This theoretical study examines the ethics of international nurse recruitment from the conceptual framework of stakeholder interests. It argues that there are stakeholders at individual, institutional, national and international levels, with overlapping but, more often, different or even conflicting interests. Depending on the interests of given stakeholders, different conclusions regarding the ethics of international nurse recruitment may be reached. There is no right or wrong with these varying ethical positions because they reflect different beliefs and philosophies that are not (...) amenable to value judgment. To illustrate and support this line of argument, this article analyzes the underpinnings of two ethical standards published by the International Council of Nurses and the UK Department of Health. In addition, a case study on China augments the argument by demonstrating limitations of the one-size-fits-all approach to the issue. The most important question in understanding and evaluating the ethical standards of international nurse recruitment is to know whose interests they are designed to represent and protect. (shrink)

The GDC’s recent third edition (interim) of The First Five Years places renewed emphasis on the place of professionalism in the undergraduate dental curriculum. This paper provides a brief analysis of the concepts of ethics, professionalism and fitness to practice, and an examination of the GDC’s First Five Years and Standards for Dental Professionals guidance, as well as providing an insight into the innovative ethics strand of the BDS course at the University of Glasgow. It emerges that GDC guidance (...) is flawed inasmuch as it advocates a virtue-based approach to ethics and professionalism, and fails to distinguish clearly between these two concepts. (shrink)

We content-analyzed sixteen business ethics textbooks to assess the extent to which small business and entrepreneurship concepts appear in these texts. We found that scenarios related to large corporations and executive level decision-making dominate discussions and applications. These texts have very little to no coverage of small business and entrepreneurship and relevant ethical issues. We discuss this missing link and implications for integrating small business,entrepreneurship, and ethics into business ethics education.

Much of ecotheology and environmental philosophy has moved deductively from theological and ethical constructs to questions of how we should relate to the natural world. Such approaches are limited in their ability to guide us toward appropriate environmental action for they do not necessarily fit the way the natural world actually functions. Niebuhr's ethic of response, on the other hand, begins with the concrete situation and is inherently ecological for it focuses on interrelationships in an on-going community. It is (...) inductive in character and open to being informed by new findings in the natural and social sciences; thus it is exceptionally well suited to environmental problems, which involve complex scientific, social, and economic questions. (shrink)

A public accounting firm’s ethical environment has an important role in encouraging ethical behavior, but prior research has shown that firm leaders perceive the ethical environment of their firms to be stronger than do non-leaders : 637–654, 2010). This study draws on several research streams in management to investigate the reasons behind this discrepancy. Our online questionnaire was completed by 139 accounting professionals. We find that when non-leader accounting professionals believe that they have a meaningful role in (...) shaping and maintaining the ethical environment and/or have strong organizational fit with the accounting firm, they are more likely to perceive the ethical environment as strong and to perceive it similarly to firm leaders. That is, differences in leaders’ and non-leaders’ perceptions of the ethical environment are mediated by non-leaders’ perceptions of their role in participating in shaping and maintaining the ethical environment of their firms. Further, we find that among firm leaders, a stronger public interest orientation and a higher frequency of receiving mentoring are both associated with stronger perceptions of the ethical environment. Overall, our study is one of the first to directly test potential explanations for why firm leaders and non-leaders can have disparate views of a firm’s ethical environment. In addition, these findings provide practical feedback to practitioners on actions they can take to improve perceptions of their firms’ ethical environment. (shrink)

Definition of the problem In Germany, there is currently a significant gap in the care of persons affected by obesity due to the absence of a standardized therapy path, regional variations in health services, and case-by-case decisions for approval. This situation prompts the discussion of integrating digital obesity applications into the existing care framework. Arguments The analysis presents an ethical reflection on the use of digital health applications for obesity treatment, examining their suitability for this complex chronic condition, which (...) has multifactorial causes and a heterogeneous patient group. We evaluate the social, advisory, and organizational aspects required to meet the diverse needs of those affected. The study highlights key ethical challenges such as avoiding stigmatization and discrimination, acknowledging the diversity of patient groups, and integrating holistic therapeutic approaches. The article also emphasizes the importance of participatory research methods to incorporate the perspectives and experiences of patients systematically. Conclusion Digital health applications hold potential to significantly improve obesity care in Germany, especially in regions with limited access to traditional therapy options. Successful implementation, however, requires careful ethical reflection and empirical research. It is crucial that these applications address the diversity and complexity of the patient population and their specific needs, which will contribute to a reduction of the care gap. (shrink)

This paper proposes that managers add an attention to virtues and vices of human character as a full complement to moral reasoning according to a deontological focus on obligations to act and a teleological focus on consequences (a balanced tripartite approach). Even if the criticisms of virtue ethics cloud its use as a mononomic normative theory of justification, they do not refute the substantial benefits of applying a human character perspective – when done so in conjunction with also-imperfect act-oriented perspectives. (...) An interactive tripartite approach is superior for meeting the complex requirements of an applied ethic. To illustrate how deficiencies of a "strong" virtue ethics formulation can be overcome by a balanced tripartite approach, this paper compares normative leadership paradigms (each based on a combination of virtue, deontology, or consequentialist perspectives) and the dangers inherent in each. The preferred paradigm is servant leadership, grounded in a tripartite ethic. Effective application of such an ethics approach in contemporary organizations requires further empirical research to develop a greater understanding of the moral language actually used. Meeting this challenge will allow academics better to assist practicing managers lead moral development and moral reasoning efforts. (shrink)

The rash of high-profile accounting frauds involving internal corporate accountants calls into question the individual accountant’s perceptions of the ethical climate within their organization and the limits to which these professionals will tolerate unethical behavior and/or accept it as the norm. This study uses social cognitive theory to examine the antecedents of individual corporate accountant’s perceived personal fit with their organization’s ethical climate and empirically tests how these factors impact organizational attitudes. A survey was completed by 203 corporate (...) accountants to assess their perception of relevant variables. The results of the structural equation model indicate three significant antecedents relating to ethical climate fit: higher internal levels of locus of control; greater numbers of prior job changes; and higher perceptions of an increasingly better fit with the firm’s ethical climate. Our results also indicate that higher levels of perceived fit to the ethical climate of a firm are associated with higher levels of perceived job satisfaction and organizational commitment. We also theorize that perceptions of an organization’s ethical climate may be reflections of client narcissism and serve a potential indicator of fraud risk. This is an important topic of study, since current auditing standards call for auditors to examine organizational attitudes toward fraud, but offer minimal guidance in doing so. (shrink)

According to ‘Fitting Attitude’ (FA) analyses of value, for an object to be valuable is for that object to have properties—other than its being valuable—that make it a fitting object of certain responses. In short, if an object is positively valuable it is fitting to favour it; if an object is negatively valuable it is fitting to disfavour it. There are several variants of FA analyses. Some hold that for an object to be valuable is for it to be such (...) that it ought to be favoured; others hold that value is analyzable in terms of reasons or requirements to favour. All these variants of the FA analysis are subject to a partiality challenge : there are circumstances in which some agents have reasons to favour or disfavour some object—due to the personal relations in which they stand to the object—without this having any bearing on the value of the object. A. C. Ewing was one of the first philosophers to draw attention to the partiality challenge for FA analyses. In this paper I explain the challenge and consider Ewing's responses, one of which is preferable to the other, but none of which is entirely satisfactory. I go on to develop an alternative Brentano-inspired response that Ewing could have offered and that may well be preferable to the responses Ewing actually did offer. (shrink)

This research seeks to better understand how an organization-related employee perception and job attitude may influence organizational members to ethically create customer value. Specifically, it is proposed that high person–organization fit perception, more precisely ethical values person–organization fit perception, can influence business-to-business salesperson commitment to providing superior customer value both directly and indirectly through trust in sales manager, while encouraging ethical salesforce behavior, an important aspect of communicating and delivering customer value. Results from a study of 408 business-to-business (...) salespeople find that ethical values person–organization fit positively influences salesperson commitment to providing superior customer value, as well as trust in manager. Trust in manager directly affects commitment to customer value and mediates the relationship between ethical values person–organization fit and unethical intent. Theoretical and managerial implications are provided, as well as directions for future research. (shrink)

Chris Heathwood has recently put forward a novel and ingenious argument against the view that intrinsic value is analyzable in terms of fitting attitudes. According to Heathwood, this view holds water only if the related but distinct concept of welfare—intrinsic value for a person —can be analyzed in terms of fitting attitudes too. Moreover, he argues against such an analysis of welfare by appealing to the rationality of our bias towards the future. In this paper, I argue that so long (...) as we keep the tenses and the intrinsic/extrinsic distinction right, the fitting-attitudes analysis of welfare can be shown to survive Heathwood’s criticism. (shrink)

It is a noteworthy disanalogy between contemporary ethics and aesthetics that the fitting-attitude account of value, so prominent in contemporary ethics, sees comparatively little play in aesthetics. The aim of this paper is to articulate what a systematic fitting-attitude-style framework for understanding aesthetic value might look like. In the bulk of the paper, I sketch possible fitting-attitude-style accounts of three central aesthetic values – the beautiful, the sublime, and the powerful – so that the general form of the framework come (...) through. (shrink)

Recently advocates of the propensity interpretation of fitness have turned critics. To accommodate examples from the population genetics literature they conclude that fitness is better defined broadly as a family of propensities rather than the propensity to contribute descendants to some future generation. We argue that the propensity theorists have misunderstood the deeper ramifications of the examples they cite. These examples demonstrate why there are factors outside of propensities that determine fitness. We go on to argue for (...) the more general thesis that no account of fitness can satisfy the desiderata that have motivated the propensity account. (shrink)

This paper addresses a recent puzzle in the ethics of emotions concerning the fitting duration of emotions. On the one hand, many of our emotions tend to fade with time and can seem to do so fittingly. Think of attitudes like anger, grief, and regret. On the other hand, it's difficult to see how it could be fitting for these feelings to fade since the facts that make them fitting can seem to persist. This is the puzzle in brief; that (...) of explaining how certain feelings can fittingly fade with time. This paper argues that this puzzle has no general solution: in a wide range of true‐to‐life cases our fitting feelings remain fitting forever, until the day that we die. I conclude by exploring the normative significance of this result and its implications for the ethics of attitudes more generally. (shrink)

Some combinations of attitudes--of beliefs, credences, intentions, preferences, hopes, fears, and so on--do not fit together right: they are incoherent. A natural idea is that there are requirements of "structural rationality" that forbid us from being in these incoherent states. Yet a number of surprisingly difficult challenges arise for this idea. These challenges have recently led many philosophers to attempt to minimize or eliminate structural rationality, arguing that it is just a "shadow" of "substantive rationality"--that is, correctly responding to one's (...) reasons. -/- In *Fitting Things Together*, Alex Worsnip pushes back against this trend--defending the view that structural rationality is a genuine kind of rationality, distinct from and irreducible to substantive rationality, and tackling the most important challenges for this view. In so doing, he gives an original positive theory of the nature of coherence and structural rationality that explains how the diverse range of instances of incoherence can be unified under a general account, and how facts about coherence are normatively significant. He also shows how a failure to focus on coherence requirements as a distinctive phenomenon and distinguish them adequately from requirements of substantive rationality has led to confusion and mistakes in several substantive debates in epistemology and ethics. -/- Taken as a whole, Fitting Things Together provides the first sustained defense of the view that structural rationality is a genuine, autonomous, unified, and normatively significant phenomenon. (shrink)

Philosophers have shown that the Aristotelian conception of mind and body is capable of resolving the problems confronting dualism. In this paper the resolution of the mind–body problem is extended with a scientific solution by integrating the Aristotelian framework with evolutionary theory. It is discussed how the theories of Fisher and Hamilton enable us to construct and solve hypotheses about how the mind evolved out of matter. These hypotheses are illustrated by two examples: the evolutionary transition from cells to multicellular (...) organisms, and the evolutionary transition from babbling to doing things with words and later reasoning and giving reasons. The first transitions resulted in the sensitive psyche of the other animals, the second in the rational psyche of humans. It is discussed how exploratory behaviour of lower-level entities facilitated these evolutionary transitions. (shrink)

Despite the substantial difference in their monetary theories, Menger and Keynes agree in terms of stigmatizing the love of money. This paper attempts to demonstrate that the shared ethical judgment is defensible for both on the grounds of the same metaethical assumptions—the value theory of Franz Brentano. The paper will be structured in two main parts: I. Ethics. The first part justifies the common rejection of the love of money, at the ethical level. This classical position, as a (...) matter of fact, is considered controversial: in the case of Menger, his criticism towards egoism seems not coherent with his alleged utilitarianism; in the case of Keynes, his disparaging remarks on the love of money as a disgusting morbidity seem in direct contradiction with his endorsement of capitalism. II. Metaethics. In the second part, the focus will be the Fitting Attitude Theory of value, namely with reference to Brentano. The objective will be to identify and discuss the Brentanian arguments by which Menger and Keynes defend their ethical rejection of the love of money. (shrink)

ABSTRACT A key selling point of pharmacogenetics is the genetic stratification of either patients or diseases in order to target the prescribing of medicine. The hope is that genetically ‘tailored’ medicines will replace the current ‘one‐size‐fits‐all’ paradigm of drug development and usage. This paper is concerned with the relationship between difference and justice in the use of pharmacogenetics. This new technology, which facilitates the identification and use of difference, has, we shall argue, the potential to lead to injustice either by (...) the inappropriate use of difference or through the inappropriate failure to use difference. We build on empirical data from a detailed study of the range of options for the development of pharmacogenetics to present a consideration of the ethical issues that surround patient and disease stratification. In it we explore the ways in which the use of pharmacogenetics may lead to the creation of new, genetically stratified, forms of difference and new forms of injustice based on these divisions. We also examine the ways in which existing forms of difference and social stratification may interact with the use of pharmacogenetics. In conclusion, we suggest how an understanding of these ethical issues could usefully inform future policy discussions. (shrink)