This chapter contains sections titled: What Is Technology Management/Management of Technology (MOT)? Significance of Technology Management New Endeavors in Management of Technology References and Further Reading.

Employee motivation is very important for a successful organization, so any company should focus on motivating human resources if they want to stay competitive on the market and to avoid issues, such as employee retention problems that will adversely affect the business. Thus, effective motivational techniques should be implemented in any company that wants to be successful. Following the implementation of motivation methods adapted to the organization's environment and its type of employees, the satisfaction of workers will (...) increase, and they will feel more motivated to perform at the highest standards. Studies have shown that motivating factors, such as success at work, recognition, diversification of responsibilities and career advancement, play an important role in motivating employees at work. It is important to strike a fragile balance between the level of challenges that the job brings and the resources made available to the employee. Packages that combine financial and non-monetary motivation, with coaching and mentoring activities, investing in employee development, as well as the flexibility of the work schedule, are major components of stimulating work motivation. (shrink)

Due to their role as a centre of knowledge and character development,public higher education institutions serve as the best platform for emphasisinghealth communication messages and promoting a healthy lifestyle. Highereducational institutions’ employees should have good physical and mentalhealth to enable them to demonstrate good values to the students. Thus,the social cognitive theory was specifically selected to take a closelook at how a conducive environment and knowledge influence employees’intention towards the tobacco-free policy. This study used the partial leastsquares and (...) structural equation modelling software to examinefactors influencing the adoption of tobacco-free policy among employeesin a Malaysian higher education institution. It also measured the impact ofworkplace health promotion on employees’ intention to comply with tobaccocessation regulations. Statistical results confirmed that all three constructsof employees’ environment, self-efficacy, and knowledge have a significant influence on employees’ intention to adopt the tobacco-free policy. The resultsof the study contribute to a better understanding of the effectiveness of highereducation institutions’ tobacco-free policy in Malaysia. The findings are usefulfor policymakers, higher education institutions, and practitioners in enhancingtobacco cessation policy in Malaysia. Limitations and suggestions for futureresearch are also included in this paper. (shrink)

Ainslie uses his hyperbolic discount model to explain a dazzling array of puzzling motivational phenomena. In so doing, he assumes that the motivational force of a given option at a given time is directly proportional to its discount-adjusted reward as assessed at that time. He overlooks three other factors which, independently of the perceived reward, can affect motivational force.

This research explores the historical perspective of business ethics from the viewpoint of the employer–employee relationship by outlining the impact of the changing social contract between employer and employee relations from the end of World War II to the current day; provides the basic definition of the key elements of the organizational social contract and outlines the social contract in employment relations. It also provides what the author believes to be the key drivers in employer–employee relations and the benefits to (...) good employer–employee relations for each individual within the employment relationship. The results of this research indicate a significant shift in business ethics as it relates to the employers relationship to the employee within a work environment. It further shows the state of the employment relationship prior to World War II. Written contracts were unheard of, but rather, the employment agreement was steeped in a tradition that carried the promise sealed with nothing but a handshake. Now employees have little or no rights; and the ones they are given are provided not by the employer, but by government regulation and court precedent. Issues such as time off for illness, sexual harassment, and workers’ compensation are all handled through legal or regulatory means rather than ethical considerations. The research further shows that the distinct lack of leadership within organizations play a significant role in the disintegration of employer–employee relationships. Specifically, how the lack of leadership relates to the emotional intelligence of the leader. Areas such as empathy and social skills are under trained and under developed by organizations. This research shows that the employer who is willing to give employees what they want and need are far more likely to have success, but more importantly, the organizations will be doing the right thing. (shrink)

This study examines factors impacting ethical behavior of 208 employees of a Chinese state-owned steel company. Only rules climate had a significant impact on ethical behavior of respondents. Other ethical climate types such as professional, caring, instrumental, independence, and efficiency did not impact ethical behavior of respondents. Ethical behavior of peers, ethical behavior of successful managers, and overclaiming had a significant impact on ethical behavior of subjects.

The manufacturing industry faces a trend in which employees’ work processes are being redesigned into simple, repetitive tasks that maximize performance and efficiency. This neo-Tayloristic business model reduces social interactions and stifles relationship building, leading to disgruntled employees and raising questions about leaders’ moral obligation as to the mechanisms they use to enhance employees’ performance at work. As an alternative to redesigning work processes, we contend that servant leaders can enhance employees’ overall performance by cultivating positive (...) interpersonal dynamics at work where social connectedness flourishes. Integrating insights from self-determination theory with servant leadership’s moral foundations, we investigate the degree to which servant leadership fosters two elements of a relationally supportive social context, interactional justice climate and coworker support, that facilitate its influence on followers’ intrinsic motivation and, subsequently, their voice and in-role performance. Temporally-separated data collected from a sample of 296 employees and their supervisors situated in 44 teams yielded results that support our hypotheses. Results underscore the importance of servant leadership cultivating a positive relational context to increase employees’ intrinsic motivation and improve their behaviors at work. (shrink)

Managing learning continuity is critical for successful MOOC learning. Thus, enabling learners to have learning persistence needs to be integrated into the MOOC learning design. Motivation effort is a critical component enabling students to maintain continuous MOOC learning. The expectancy–value theory explains why learners engage in learning: they have a higher perceived ability for learning success, place value on learning, and avoid psychological costs. However, it is unclear how these factors affect MOOC learning persistence and how learners’ (...) motivation is formed from this perspective. This experimental study explored how learners’ motivational variables affect their learning persistence, focusing on the expectancy–value theory. The results of this study indicated that academic self-efficacy and task value had significant positive effects on learning persistence. The structural relationship of antecedent, process, and outcome variables showed that teaching presence as an antecedent had a significantly positive effect on academic self-efficacy and task value. Among the three factors of the expectancy–value theory, only the task value influenced learning persistence through student engagement as a mediator. Based on the results, suggestions are provided for motivating MOOC environments that support learners’ continuous MOOC learning. (shrink)

Prior research on leader self-sacrifice mainly demonstrates its positive role, while less attention has been paid to its potential negative consequences in the workplace. Based on social exchange theory, this study examines how and when leader self-sacrifice may lead to employees' unethical pro-organizational behavior (UPB). We tested our hypotheses with three-wave data gathered from 570 employees. Results showed that leader self-sacrifice indirectly promoted UPB via leader–member exchange (LMX). Moreover, employees' desire to see themselves in a positive light (...) (i.e., self-enhancement motives) moderated this indirect relationship, such that the indirect effect was less salient when employees had higher self-enhancement motives. We discuss this study's implications for the research on leader self-sacrifice as well as those for practitioners seeking to avoid the potential dangers of positive leadership behavior. (shrink)

Objective: Fertility loss due to cancer treatment can be a devastating experience for women and the couple. Undergoing fertility preservation can be a complex decision from both a medical and emotional point of view. The aim of the present study was to evaluate which socio-demographic and psychological factors predict a high motivation to undergo fertility preservation.Methods: Fifty-eight female cancer patients who accessed an Oncofertility Unit completed: a questionnaire to collect socio-demographic characteristics and the level of motivation, the (...) Beck-Depression Inventory-II, the State-Trait Anxiety Inventory-Y, and the Fertility Problem Inventory.Results: Almost half of the sample declared a high motivation. At multiple logistic regression analysis only the “Need for parenthood” subscale of the FPI predicted a high motivation. We alternatively evaluated as possible predictor the construct “Representations about the importance of parenthood” in place of the two separate subscales. At multiple logistic regression analysis, only this variable predicted a high motivation to undergo fertility preservation.Conclusion: The most important predictor of a high motivation to undergo fertility preservation is the individual desire for parenthood. This implies that, regardless of socio-demographic characteristics, any woman of childbearing age should receive an appropriate counseling about fertility preservation. (shrink)

Employees face an array of moral issues in their everyday decision making. Environmental concerns, employee and community welfare, and the interests of other companies (competitors, customers, and suppliers) are only a few examples. Yet, businesses do not always address the issue of how employees should assess the moral import of their actions and incorporate these considerations into their decisions. As a result, moral considerations are often ignored, leading to unethical practices which may hurt the long-term interests of the (...) company. In this paper, we present a model to help eliminate this problem. Our model uses expectancy theory, a process theory of motivation, to show that teaching employees to engage in moral reasoning, and creating a corporate culture in which ethical behavior is both encouraged and rewarded, can increase the likelihood that a company's employees will act ethically. (shrink)

Using the latest educational technologies and active methods of social activity development in future specialists in the educational space under today’s conditions is significantly complicated by existing levels of the object and subject studies of various patterns. The authors studied a wide range of foreign and domestic interdisciplinary works and models which describe the implementation of research methodology of the individual socialization process to study the development of specialists’ social activity. Also, the authors defined the relevant patterns of students’ involving (...) in socially significant activities due to the changes in value-motivational aspects at different stages of social activity development at the higher education institution. The structural and functional components are determined, and the research parameters specifying the changes of value-motivational factors of social activity development in future socionomy specialists are substantiated. The article provides empirical diagnostics of values among the students of socionomic professions within the sociological and pedagogical research of social activity with the participation of 610 students from four Ukrainian higher education institutions. The diagnostics was carried out by means of the shortened version of the “Portrait Questionnaire of Values - PVQ-Revised”. It has been found out that the development of social activity in future socionomy specialists is mainly related to changes in motivational aspects at different levels of generality and complexity; it includes such constructs as values, goals, behavior plans which require a qualitative analysis of social factors and identification of relevant patterns of students’ involvement in socially significant activities. (shrink)

Little is known about employees’ responses to their organizations’ initiatives in corporate social responsibility (CSR). Academics have already identified a few outcomes regarding CSR’s impact on employees’ attitudes and behaviours; however, studies explaining the underlying mechanisms that drive employees’ favourable responses to CSR remain largely unexplored. Based on organizational identification (OI) theory, this study surveyed 155 employees of a petrochemical organization to better elucidate why, how and under which circumstances employees might positively respond to organizations’ (...) CSR initiatives in the controversial oil industry sector. Findings first support that perceived CSR (i.e. environmental CSR) positively relates to employees’ OI which is known as an important antecedent of employees’ outcomes (Riketta, J Vocat Behavior, 66(2):358, 2005). Furthermore, results highlighted that the relationship between perceived CSR and employees’ OI is mediated by organizational trust. Finally, this study also revealed that some contingency factors such as employees’ attributions of self-centred motives to their organization’s investment in environmental issues can moderate the relationship between perceived CSR and organizational trust. Based on these findings, it is argued that CSR initiatives can support organizations’ efforts to maintain a strong relationship with their employees, and gain their support even in a controversial industry sector. (shrink)

Little is known about employees' responses to their organizations' initiatives in corporate social responsibility (CSR). Academics have already identified a few outcomes regarding CSR's impact on employees' attitudes and behaviours; however, studies explaining the underlying mechanisms that drive employees' favourable responses to CSR remain largely unexplored. Based on organizational identification (OI) theory, this study surveyed 155 employees of a petrochemical organization to better elucidate why, how and under which circumstances employees might positively respond to organizations' (...) CSR initiatives in the controversial oil industry sector. Findings first support that perceived CSR (i.e. environmental CSR) positively relates to employees' OI which is known as an important antecedent of employees' outcomes (Riketta, J Vocat Behavior, 66(2):358, 2005). Furthermore, results highlighted that the relationship between perceived CSR and employees' OI is mediated by organizational trust. Finally, this study also revealed that some contingency factors such as employees' attributions of self-centred motives to their organization's investment in environmental issues can moderate the relationship between perceived CSR and organizational trust. Based on these findings, it is argued that CSR initiatives can support organizations' efforts to maintain a strong relationship with their employees, and gain their support even in a controversial industry sector. (shrink)

The coronavirus disease 2019 pandemic has severely damaged the global industrial supply chain and accelerated the digital transformation of the global economy. In such rapidly changing environments, multinational corporations should encourage employees to be more innovative in various fields than ever before. With the onset of the COVID-19 pandemic, employees have become psychologically anxious, their working conditions have deteriorated, and they are in danger of losing their jobs. In this study, we aim to address the question of whether (...) servant leadership facilitates the innovative behavior of employees working in emerging-market MNCs when servant leadership is adopted within the firms. In addition, we explore the mediating roles of work–life balance and psychological stability perceived by employees, and the moderating role of organizational climate in the relationship between servant leadership and MNC employees' innovative behavior. In doing so, we collected data from a sample of 307 Chinese employees who are employed by five different Chinese MNCs from the Internet, information technology, electronics, and e-commerce industries. Based on a sample of survey data collected from employees of Chinese MNCs, we empirically test these ideas by specifically examining how servant leadership may shape the innovation behavior of employees in these MNCs. The results suggest that servant leadership positively influences employees' innovative behavior, and that the contribution of servant leadership to employees' innovative behavior is mediated by work–life balance and psychological stability as well as moderated by the degree of organizational climate. Moreover, the different organizational climates of these MNC employees are also expected to significantly shape the relationship between servant leadership and employees' innovative behavior. This study enriches our understanding of the importance of servant leadership in driving the innovative behaviors of employees in emerging-market MNCs and provides new insights into the mechanisms through which emerging-market MNCs can motivate their employees to be more innovative in their jobs. Thus, this study contributes to the research on human resource management by offering important implications vis-à-vis how MNCs manage their employees more effectively in addressing and responding to the dramatically changing global landscape in the post COVID-19 era. (shrink)

ObjectivesThe purpose of this study was to identify risk factors for delirium after total joint arthroplasty and provide theoretical guidance for reducing the incidence of delirium after TJA.MethodsThe protocol for this meta-analysis is registered with PROSPERO. We searched PubMed, the Cochrane Library and Embase for observational studies on risk factors for delirium after TJA. Review Manager 5.3 was used to calculate the relative risk or standard mean difference of potential risk factors related to TJA. STATA 14.0 was (...) used for quantitative publication bias evaluation.ResultsIn total, 25 studies including 3,767,761 patients from 9 countries were included. Old age has been widely recognized as a risk factor for delirium. Our results showed that the main risk factors for delirium after TJA were patient factors, comorbidities, surgical factors and drug factors.ConclusionsMultiple risk factors were associated with delirium after TJA. These results may help doctors predict the occurrence of delirium after surgery and determine the correct treatment.Systematic review registrationhttps://www.crd.york.ac.uk/prospero/, identifier: CRD42020170031. (shrink)

Start-ups navigate complex challenges in today's business environment, requiring a delicate balance of economic, environmental, and social objectives for long-term success. This study investigates the pivotal factors within business models that drive sustained value creation for sustainability-focused start-ups. Through a comprehensive literature review encompassing environmental, social, and performance dimensions, we identify resilience as a primary component of sustainable decision-making, supported by adaptability and convenience. Emphasizing resilience and adaptability in decision-making processes enables sustainable start-ups to maintain competitive advantages while (...) pursuing sustainability goals. We advocate for a collaborative decision-making approach focused on long-term value creation through sustainability measures, providing a framework for developing or refining sustainable business models. Future research may further explore the identified success factors within sustainable start-ups. (shrink)

Accountability for corporate social responsibility (CSR) and its societal challenges is undetermined, and it is unclear whether business or society should carry these responsibilities. Despite severe criticism from some, many organizations continue to invest in and promote CSR. The purpose of this multiple-case study was to increase the understanding of the phenomenon from the perspective of a purposeful sample of participants who contribute to CSR execution and who were representatives of the 10 organizations identified as active promoters. The participant corporations (...) (case studies), in Europe and North America, were mainly in the telecommunications industry. Study data came from 11 face-to-face, semistructured interviews with chief executive officers (CEOs) and other CSR key participants, a review of corporate archival records, and a review of other sources regarding the effective implementation of CSR in these organizations. The conceptual framework consisted of Carroll’s constructs of CSR based on economic, legal, social, and discretionary elements. The constant comparative method was used to analyze the interview data and identify factors leading corporations to continue to engage in CSR. These factors were economic, social impact, legal compliance, or good reputation, sponsored by transformational or adaptive leaderships and endorsed by visionary CEOs. The findings may enlighten and motivate other organizations to engage in CSR programs and connect stakeholders’ contribution to a broadened positive social change. (shrink)

The Second Taiwan IUD Follow-up Survey, reported on here, is a representative sample of all IUD acceptors in Taiwan up to the middle of 1966. The data show that 30 months after insertion, 36% of acceptors are continuing users, on a first segment basis, and that if reinsertions are taken into account, the proportion increases to 45%. Compared with extensive clinic data from the city of Taichung, the island-wide termination rates are about 5% higher at 30 months, for first segments, (...) but the all segment rates show little difference at this duration. (shrink)

Precise DNA replication is fundamental for genetic inheritance. In eukaryotes, replication initiates at multiple origins that are first “licensed” and subsequently “fired” to activate DNA synthesis. Despite the success in identifying origins with specific DNA motifs in Saccharomyces cerevisiae, no consensus sequence or sequences with a predictive value of replication origins have been recognized in metazoan genomes. Rather, epigenetic rules and chromatin structures are believed to play important roles in governing the selection and activation of replication origins. We (...) propose that replication initiation is facilitated by a group of sequence‐specific “replication pioneer factors,” which function to increase chromatin accessibility and foster a chromatin environment that is conducive to the loading of the prereplication complex. Dysregulation of the function of these factors may lead to gene duplication, genomic instability, and ultimately the occurrence of pathological conditions such as cancer. (shrink)

The relevance of the research is that work is an importantin human life, ensuring income, providing a possibility to realize oneself, to establish oneself in a certain environment that meets human ambitions. Job satisfaction is a general feeling that an employee feels with respect to him/her and his/her job. The main factor of job satisfaction is internal, involving responsibility for decision-making, ability to use their skills and abilities, achieve goals, learn new things and evaluate one‘s activities. Today job satisfaction is (...) one of the most frequently investigated objects in organizational research and one of the most complicated areas that face today's executives who seek to avoid staff turnover and save the best employees. As a result, employers are increasingly focusing on their employees, their expectations and job satisfaction, as companies are currently experiencing a rapidly changing, innovation-driven period that can lead to tensions and negative social consequences. Job satisfaction is becoming an increasingly relevant topic as it threatens the loss of highly skilled professionals and, consequently, market positions. Research methodology. The paper seeks to analyze theoretical aspects of employee job satisfaction. Methods applied in the work systematization, comparison and synthesis of scientific literature. The aim of the article is to carry out the analysis of scientific literature in the aspect of employee job satisfaction. Objectives of the paper: to examine the concept of job satisfaction, to discuss the factors affecting job satisfaction, to reveal theoretical aspect of the role of job satisfaction. Analysis of recent research and publications. Recently, much attention has been paid to human resources management. Human resources management includes organizational development, human resource development and labor relations. Therefore, it is important for the company to motivate its employees and seek their effective engagement into the job. The key to efficient job results is job satisfaction.Job satisfaction is a multifaceted concept and there is still no general agreement about job satisfaction. Different authors have different attitudes towards job satisfaction. The problem analyze R. Hoppock, V. H. Vroom; K. Davis, J. W. Nestrom; P. E. Spector; D. Statt; B. Aziri et all. Conclusion. The employees, satisfied with the job, affect the company: the happier and more satisfied employees work, the better they feel at work, work more productively, their work results are higher. The employees who are satisfied with the job are motivated to do work better, feel obliged and committed to their company, are loyal and responsible, more friendly with colleagues, seek communication and cooperation, new knowledge and skills, and achieve better working results. All this affects customer satisfaction and loyalty to the company. So, job satisfaction is related to the organization's progress, profit, competitiveness and success. (shrink)

Introduction Deep brain stimulation (DBS) is approved under a humanitarian device exemption to manage treatment-resistant obsessive-compulsive disorder (TR-OCD) in adults. It is possible that DBS may be trialed or used clinically off-label in children and adolescents with TR-OCD in the future. DBS is already used to manage treatment-resistant childhood dystonia. Evidence suggests it is a safe and effective intervention for certain types of dystonia. Important questions remain unanswered about the use of DBS in children and adolescents with TR-OCD, including whether (...) mental health clinicians would refer pediatric patients for DBS, and who would be a good candidate for DBS.Objectives To explore mental health clinicians’ views on what clinical and psychosocial factors they would consider when determining which children with OCD would be good DBS candidates.Materials and Methods In depth, semi-structured interviews were conducted with n = 25 mental health clinicians who treat pediatric patients with OCD. The interviews were transcribed, coded, and analyzed using thematic content analysis. Three questions focused on key, clinical, and psychosocial factors for assessing candidacy were analyzed to explore respondent views on candidacy factors. Our analysis details nine overarching themes expressed by clinicians, namely the patient’s previous OCD treatment, OCD severity, motivation to commit to treatment, presence of comorbid conditions, family environment, education on DBS, quality of life, accessibility to treatment, and patient age and maturity.Conclusions Clinicians generally saw considering DBS treatment in youth as a last resort and only for very specific cases. DBS referral was predominantly viewed as acceptable for children with severe TR-OCD who have undertaken intensive, appropriate treatment without success, whose OCD has significantly reduced their quality of life, and who exhibit strong motivation to continue treatment given the right environment. Appropriate safeguards, eligibility criteria, and procedures should be discussed and identified before DBS for childhood TR-OCD becomes practice. (shrink)

Crowdfunding is an effective method for raising funds, with donation-based crowdfunding standing apart from other models due to the absence of rewards or financial returns for donors. This research focuses on understanding the motivating factors behind Saudi society's partici-pation in donation-based crowdfunding, specifically on the Ehsan platform. Through analyzing 30 successful campaigns, conducting surveys, and interviewing a social media influencer, we explore intrinsic and extrinsic motivations, campaign features that attract support, and the impact of influencers. Our findings highlight the (...) significant positive influence exerted by in-fluencers, emphasizing the critical role of clear campaign descriptions and compelling story-telling. Additionally, we identify the preferred campaign types, such as debt, orphan spon-sorship, disaster relief, and the optimal timing for donor contributions. The study reveals that Saudi participants engage in donation-based crowdfunding campaigns on the Ehsan platform primarily driven by sympathy, personal satisfaction, and a sense of community. The trustwor-thiness of campaigns and the platform's user-friendly interface emerge as crucial factors in fostering donor engagement. Notably, our research underscores the higher success rate of se-curing sponsorships for younger orphans and the increased donor engagement during religious events. Moreover, this research recognizes the importance of sustainability in donation-based crowdfunding campaigns on the Ehsan platform. Future investigations will encompass an ex-tensive analysis of crowdfunding platforms in Saudi Arabia, contributing to further ad-vancements in this field. (shrink)

ABSTRACT In the context of the COVID-19 pandemic, leaders are facing an ethical dilemma and a tense tradeoff between employees’ health and economic performance. From the perspective of employees’ perceptions of the work situation, this study examines the way ethical leadership enhances employee creativity during the COVID-19 pandemic by using leader-member exchange and organizational ethical climate as mediators. The sample included 308 supervisor-employee pairs from 20 high-tech companies in eight provincial regions of China. Structural equation modeling was (...) used to test the proposed hypotheses. Results indicate that ethical leadership can significantly enhance employee creativity through the fully mediating roles of employees’ perceptions of leader-member exchange and organizational ethical climate. Moreover, leader-member exchange affects employee creativity directly as well as indirectly through the mediating role of organizational ethical climate. This study offers insights into the process linking ethical leadership to employee creativity and provides practical suggestions on ways of enhancing employee creativity in situations like the COVID-19 pandemic crisis. (shrink)

The paper studies how leaders can break employee silence. Drawing upon self-determination theory, we argue that empowering leadership can activate employees’ intrinsic motivation such that employees are more willing to break the silence at work; furthermore, the effect is stronger when employees have high levels of job autonomy. We collected time-lagged and multi-source data in a large company to test our hypotheses. The results show that empowering leadership can reduce employee silence through enhancing their (...) intrinsic motivation. The mediation effect and and the boundary effect of job autonomy on the mediation effect are all supported. This paper contributes to the literature on leadership, employee silence, and job design characteristics. (shrink)

The role of responsible leadership—for each leader and as part of a leader’s collective actions—is essential to global competitive success (Doh and Stumpf, Handbook on responsible leadership and governance in global business, 2005 ; Maak and Pless, Responsible leadership, 2006a . Failures in leadership have stimulated interest in understanding “responsible leadership” by researchers and practitioners. Research on responsible leadership draws on stakeholder theory, with employees viewed as a primary stakeholder for the responsible (...) organization (Donaldson and Preston, Acad Manag Rev 20(1):65–91, 1995 ; Freeman, Strategic management: a stakeholder approach, 1984 ; Mitchell et al., Acad Manag Rev 22:853–886, 1997 ; Phillips and Freeman, Stakeholder theory and organizational ethics, 2003 . We define and operationalize responsible leadership from the perspective of employees and their views of the actions of their leaders. Drawing on a comprehensive survey of 28 Indian and global organizations operating in India, we report the results from 4,352 employees on the relationship between responsible leadership, their pride in and satisfaction with their organization, and retention 1 year later. Strong associations were found among these variables suggesting that responsible leadership—employee perceptions of the support they receive from managers, the HR practices, and corporate socially responsible actions—may be an overarching construct that connects them to the organization. (shrink)

Despite the ongoing need for managers to fire employees and the wide prevalence of downsizing and layoffs, little research has examined how the conduct of termination interviews affects employee reactions. The current research was designed to explore reactions to several commonly used termination interview practices. Two scenario-based experiments examined the effectiveness of having a third party (an HR manager or a security guard) present, mentioning the employee's positive characteristics and contributions, and using alone, discrete escort, or public escort modes (...) of exit from the interview. Perceptions of being treated with respect and empathy, levels of anger, and the likelihood of complaining to others and taking legal action were assessed. Support for the effectiveness of specific termination interview practices was mixed. Specifically, in Experiment 1, third party presence was viewed as demonstrating a lack of respect, whereas mentioning positive characteristics was generally viewed favorably. Experiment 2 showed the favorable effects of mentioning positive characteristics were eroded by a security guard escort from the interview, and actually reversed and became negative when that escort was public in nature. A public escort also produced the highest levels of anger. These results suggest that multiple aspects of the termination interview process should be considered carefully when developing managerial policies. (shrink)

The paper proposes a novel account to the problem of exceptional scope (ES) of (in)definites, e.g. the widest and intermediate scope readings of the sentence Every student of mine read every poem that a famous Romanian poet wrote before World War II. We propose that ES readings are available when the sentence is interpreted as anaphoric to quantificational domains and quantificational dependencies introduced in the previous discourse. For example, the two every quantifiers and the indefinite elaborate on the sets of (...) individuals and the correlations between them introduced by a previous sentence like Every student chose a poet and read every poem written by him (for the intermediate scope reading) or a sentence like Every student chose a poet - the same poet - and read every poem written by him (for the widest scope reading). Our account, formulated within a compositional dynamic system couched in classical type logic, relies on two independently motivated assumptions: (a) the discourse context stores not only (sets of) individuals, but also quantificational dependencies between them, and (b) quantifier domains are always contextually restricted. Under this analysis, (in)definites are unambiguous and we do not resort to movement or special storage mechanisms, nor do weposit special choice-functional variables. (shrink)

This essay describes the factors in the Soviet decision to invade Czechoslovakia and argues that the principle motive was to prevent political reforms which would have established Czechoslovakia as multi-party state. The paper will be organized in three parts: after establishing factual background of the ̳Prague Spring‘ reforms, the essay outlines the various factors contributing to the decision. I will then analyze them in comparative historical light in order to single out the most important reason for the invasion.

This study examines employee satisfaction with HRM (Human Capital Management) practices in the Cebu City, Philippines' business process outsourcing (BPO) industry. Employing a descriptive-correlational methodology, the study explores important domains such as organizational socialization, work-life balance, adoption of Human Resource Information Systems (HRIS), labor-management relations, observance of due process, employee morale, and talent management. Significant differences in employee satisfaction levels are observed depending on demographic factors such as age, gender, civil status, educational attainment, and length of service, according to (...) data gathered from 370 employees, including both rank-and-file and management employees. The results show that compared to rank-and-file employees, whooften report moderate levels of satisfaction, management employees show lower levels of satisfaction, especially regardinglabor-management relations and work-life balance. The study emphasizes the necessity of customized HCM methods that consider demographic differences, implying that a one-size-fits-all approachmight not be sufficient to meet the different demands of a contemporary workforce. It is advised that more research be done to investigate longitudinal viewpoints and qualitative insights into HCM satisfaction. By implementing focused HR initiatives, BPO companies may improve retention, increase employee satisfaction, and cultivate a more productive team. (shrink)

Academic dishonesty became more pronounced during the COVID-19 pandemic. We explored university students’ motivations to commit academically dishonest acts during the COVID-19 pandemic. Our objectives were to 1) assess students’ perceptions of cheating opportunities, 2) evaluate their moral stance on cheating, 3) measure instances of cheating, and 4) determine if differences existed in students’ motivations to cheat. We conducted a cross-sectional survey with undergraduates at Texas A&M University. We found students perceived greater opportunities to cheat in online than in-person courses; (...) however, most participants viewed themselves as having strong moral stances toward cheating and did not take opportunities to cheat. No differences were found in opportunities to cheat, moral stance on cheating, or opportunities taken to cheat when compared by gender, class, or estimated grade point average. Differences existed in moral stance on cheating when analyzed by religiosity; those with average religious beliefs had lower scores for moral stance on cheating than did those with less than or more than average religious beliefs. This confounding result merits further investigation. Our findings contribute to better understanding of students’ motivations to cheat. Further research is needed to understand the complex factors that influence students’ motivations to commit academically dishonest acts. (shrink)

We examined employees’ green organizational identity as a mediator and green organizational climate as a moderator in the relationship between environmental leadership and follower green innovation behavior. Through collecting data from public organizations in China at different times, we found that environmental leadership is positively related to employees’ green innovation behavior through increasing their green organizational identity. Meanwhile, the mediating relationship is conditional on the moderator of green organizational climate. The current study aims to clarify the (...) mechanism and boundary condition in the relationship between environmental leadership and employees’ green innovation behaviors. (shrink)

While a number of studies are being done on ethical leadership, little is known about the role of ethical ideology and organizational justice in the relation of the ethical leadership behavior and individual behaviors such as work engagement and organizational misbehavior has tended to be neglected in ethics literature. This study examines the mediating effects of organizational justice on the relations of ethical leadership, work engagement and organizational misbehavior. Also, it investigates the moderating effect of ethical ideology (...) on the relationships among these variables. It proposes that managers’ ethical values and organizational members’ ethical perspectives such as absolutism, exceptionism, situationism, and subjectivism have the potential to be agents of virtue within the organizations. Employee attributions and emotional reactions to the unethical behavior of their leaders are important factors on individual behavior outcomes. So, in this study it is hypothesized that ethical leadership behavior affects organizational justice perception and this, respectively, affects organizational members’ work engagement and organizational misbehavior. It is also hypothesized that ethical ideology would moderate the relationship between the ethical leadership and organizational justice. Results indicate that ethical leadership has both direct and indirect influence on work engagement and organizational misbehavior. Finally, practical implications are discussed, and suggestions for the future research are made. (shrink)

Corporate social responsibility is a recognised and common part of business activity. Some of the regularly cited motives behind CSR are employee morale, recruitment and retention, with employees acknowledged as a key organisational stakeholder. Despite the significance of employees in relation to CSR, relatively few studies have examined their engagement with CSR and the impediments relevant to this engagement. This exploratory case study-based research addresses this paucity of attention, drawing on one to one interviews and observation in a (...) large UK energy company. A diversity of engagement was found, ranging from employees who exhibited detachment from the CSR activities within the company, to those who were fully engaged with the CSR activities, and to others who were content with their own personal, but not organisational, engagement with CSR. A number of organisational context impediments, including poor communication, a perceived weak and low visibility of CSR culture, and lack of strategic alignment of CSR to business and personal objectives, served to explain this diversity of employee engagement. Social exchange theory is applied to help explore the volition that individual employees have towards their engagement with CSR activities, and to consider the implications of an implicit social, rather than explicit economic, contract between an organisation and its employees in their engagement with CSR. (shrink)

ABSTRACTIn Tanzania, the education system focuses on schools and teachers as key educators of children, while little attention is paid to the home environment. This study examines motivational fact...

Background Middle managers play a key role in promoting a caring culture in nursing homes. However, there is limited knowledge about middle managers’ inner motives and their experiences of their responsibility in developing a caring culture. Research aim The aim of the study is to get a deeper understanding of middle managers’ motives and their experiences of their responsibility to develop a caring culture in nursing homes. Research design A qualitative design with a hermeneutic approach inspired by Gadamer was chosen (...) which guided the interpretation of data. Qualitative semi-structured interviews were conducted. Participants and research context Data were collected from thirteen middle managers in nursing homes, in six municipalities in northern Norway in September and October 2021. Ethical considerations The study was approved by the Norwegian Centre for Research Data. Oral and written informed consent was obtained from participants. Findings The findings show that the middle managers had non- egoistic motives to promote a caring culture as expressed in their attitudes and actions. They felt responsible to promote a caring culture where both patients and staff experienced care and were respected and recognized as unique individuals. Middle managers as good role models are responsible for being present and raising awareness of the importance of care in the nursing home culture by systematically reflecting on care values. However, a strong focus on the financial and administrative demands limits the middle managers’ possibilities to promote a caring culture and prevented them from always acting as they wanted to act, which often causes moral distress. Conclusion Being in contact with inner motives, enables the leader to promote a homelike and caring culture where both patients and staff feels respected and recognized as unique individuals. This study highlights the importance of systematic reflection on caring values in nursing homes which leads to value awareness among all actors. (shrink)

The thesis that Weber was without influence in Weimar Germany is examined. It is shown that in contemporary published assessments and in private statements in interviews contemporary sociologists regarded him as important. The many dissertations on Weber and the enormous secondary literature are noted. This literature, which was contributed by some of the best minds of the day, included both the philosophical and sociological aspects of Weber's work. It is concluded that the thesis that Weber was without influence is false.

Summary Within Husserl’s theory of perception, the role attributed to kinesthetic sensations determines a phase of the perceptive constitution that marks the boundary between pure receptivity and a first form of self-determination of consciousness. Kinesthetic experiences are, in fact, characterized not just as acts that are performed but rather that can be performed, albeit according to predetermined paths. This primitive form of ‘instinctive’ spontaneity of the Ego (linked to primal impulses) as realization of pre-established potentialities, characterizes what Husserl defines the (...) ‘ idiopsychic’ dimension of consciousness (Husserl, 1952, p. 135). However, although this level of consciousness unity presupposes a spontaneous activity, it can be investigated according to the ‘causal’ laws of motivation. The phenomenon of motivation was notoriously introduced by Husserl in §56 of Ideen II, as a specific law of spiritual life. However, there are two possible forms of motivation, one in which the Ego is actively involved, and a second one, called “associative motivation.” The latter basically indicates the passive tendency of creating associations between unities of the immanent sphere. In other terms, Husserl acknowledges the existence of “motivated relations” within the immanent sphere of mental acts which do not necessarily call for an active participation of the Ego. In this sense, the relation between motivating factors and motivated elements could be considered a kind of conditioning of the form “because-therefore,” in which the two elements arrange themselves in a succession of experiences. This work aims to show that this very kind of association is the same that pre-determines the unfolding possibility of kinesthetic chains. (shrink)

Although marijuana use is highly prevalent among university students in Argentina, little is known about the factors that distinguish frequent marijuana users from sporadic users. For this reason, the present study investigated the possible variations in the contexts of consumption, motives for consumption, perceived norms, and protective behavioral strategies among university students with frequent or sporadic marijuana use, and analyzed the usefulness of this set of variables to distinguish between these two types of users. For this purpose, a sample (...) of 1083 Argentine university students completed an online survey on substance use. In particular, this work was conducted with the subsample that reported using marijuana in the last 30 days. The survey asked about marijuana use and associated negative consequences, as well as motives for use, perceived social norms, and protective behavioral strategies. As a result, frequent users had a higher number of negative consequences than sporadic users, and a distinctive profile was found on a set of variables. At the multivariate level, cheerleading motives, protective behavioral strategies, solo use, and college party use discriminated significantly between the two classes of users. Overall, the findings revealed heterogeneous subpopulations of marijuana users that differ not only in use and its consequences, but also in contexts of use and in a set of relevant variables. These distinct subpopulations require different and specific interventions. (shrink)

Resumen. En el proceso de la certificación de normas ISO en instituciones educativas, existenfactores humanos tales como liderazgo, motivación, trabajo en equipo y comunicación que influyen einciden en el mejoramiento de objetivos y metas implementadas por las normas ISO. A través de esteestudio se exponen varias teorías que explican la interacción de los factores humanos con la gestiónescolar de las instituciones educativas.Palabras claves. Administración escolar, liderazgo, comunicación, trabajo en equipo y motivación. In the process of the certification of norms ISO (...) in educational institutions, such humanfactors exist as leadership, motivation, work in team and communication that influence and theyimpact in the improvement of objectives and goals implemented by the norms ISO. Through thisstudy it is looked for to expose several theories that you/they explain the interaction in the schooladministration of the educational institutions.Keywords. School administration, leadership, communication, work in team and motivation. (shrink)

There are five basic ways to resolve disagreements: keep arguing until capitulation, compromise, locate an ambiguity or contextual factors, accept Pyrrhonian skepticism, and adopt relativism. Relativism is perhaps the most radical and least popular solution to a disagreement, and its defenders generally think the best motivator for relativism is to be found in disputes over predicates of personal taste. I argue that taste predicates do not adequately motivate relativism over the other possible solutions, and argue that relativism looks like (...) the most promising approach when disputants cannot even agree on the meta-evidence for a contested proposition. (shrink)

This study examines factors impacting ethical behavior of 203 hospital employees in Midwestern and Northwestern United States. Ethical behavior of peers had the most significant impact on ethical behavior. Ethical behavior of successful managers, professional education in ethics and sex of the respondents also significantly impacted ethical behavior. Nurses were significantly more ethical than other employees. Race of the respondent did not impact ethical behavior. Overclaiming scales indicated that social desirability bias did not significantly impact the results (...) of our study. Implications of this study for researchers and practitioners are discussed. (shrink)

As past research has identified frontline employees as the primary communicators of a company’s CSR, this paper reports on a large-scale quasi-field experiment aimed at gaining a deeper understanding of the levers of successful in-store, point-of-sale, CSR communication. In cooperation with a large international retailer, the authors analyzed the effects of varying in-store CSR communication strategies in 48 unique stores, combining data from a customer survey, company records of customers’ real visits and purchases, and interviews with store managers. Taking (...) into account the nested structure of the data, the authors reveal that CSR-related training of frontline employees bestows its favorable effect on customers and customer behavior only if it is accompanied by the store managers’ personal support for CSR. (shrink)

Loyalty is a much-discussed topic among business ethicists, but this discussion seems to have issued in very few clear conclusions. This article builds on the existing literature on the subject and attempts to ground a definite conclusion on a limited topic: whether, and under what conditions, it makes sense for an employee to offer loyalty to his employer. The main ways in which loyalty to one’s employer can contribute to human flourishing are that it makes the employee more trustworthy and (...) therefore more valuable as an employee; makes it easier to form authentic relationships in other areas of the employee’s life; expands the employee’s field of interests and gives her or him a richer identity; provides greater motivation for the employee’s work; makes it possible to have a greater unity in the employee’s life; improves the performance of the organization for which the employee works; contributes to the protection of valuable social institutions; and, in so far as many employees share an attitude of loyalty towards the organization which employs them, it becomes possible for this organization to become a true community. Last, but not the least, loyal relationships have an inherent value. The article also reviews the main arguments that have been offered against employee loyalty and concludes that none of them offers a reason why it would be inappropriate in all cases for an employee to be loyal to her or his employer. The force of these arguments depends on the specific attributes of the organization for which the employee works. The main conclusion of the article is that while being a loyal employee involves risk, it has the potential to contribute significantly to the employee’s fulfilment. The main challenge for employees is to identify employers who are worthy of being loyal to. (shrink)

For a number of years it has been recognized that the social dynamics of group interaction is an import factor in the origin of accidents and in the way how accidents or accident-prone situations are handled in aviation (cf. Helmreich 1997a, 1997b). Factors related to interpersonal communication have been implicated in up to 80% of all aviation accidents over the past 20 years. As a reaction to this, Crew Resource Management (CRM) has been developed with the goal of (...) rating and improving crew performance in aviation and in other fields in which professional groups interact in situations of high taskload and potential risk (cf. Helmreich ea. 1999). As far as this can be estimated at all, installing CRM techniques in the major American and European airlines has resulted in a definite improvement in the safety of commercial aviation. In spite of this success of CRM, practitioners in the field feel that, beyond the general social dynamics of group interaction, there might be potential problems relating to language and communication in such settings. (shrink)

For leading corporations, talent is perhaps the only truly sustainable competitive advantage. In light of this, leading international corporations need to be staffed by the best possible executive talent from around the world. This talent revolution places a burden on business schools to offer highly focused learning, based on practical research. In addition, business schools face fierce competition in this sector, not least from the rapid growth in management education in India and South East Asia. Thought Leadership Meets Business (...) offers significant insights into the factors that have led to the delivery of high-quality executive education at the top-ranking International Institute for Management Development. Drawing on the experience and wisdom gained by IMD President Peter Lorange over a distinguished career of more than twenty years, this book offers a powerful model for business school success. (shrink)

The employee owned company (EOC) might be the ideal blend of capitalism and communitarianism that vitalizes the global economy. EOCs – based on the concepts of employee participation and control – have sprung up in the United Kingdom, some parts of the European Union, the United States, Japan, and the former Eastern Bloc countries. Research has shown that they are able to compete effectively with more traditional companies. However, in addition to the pressures of business competition, EOCs face two other (...) key problems as they strive to survive: (1) degeneration and (2) human nature and the abuse of power. After introducing the idea of the EOC and describing briefly these two key problems, this article presents seven recommendations for sustaining employee owned companies. These recommendations – grounded in sound organizational theory and the writings of experts in the field of employee ownership – are offered as hypotheses to be examined empirically by future researchers. (shrink)

Although a growing body of research has shown the positive impact of ethical leadership on workplace deviance, questions remain as to whether its benefits are consistent across all situations. In this investigation, we explore an important boundary condition of ethical leadership by exploring how employees’ moral awareness may lessen the need for ethical leadership. Drawing on substitutes for leadership theory, we suggest that when individuals already possess a heightened level of moral awareness, ethical leadership’s (...) role in reducing deviant actions may be reduced. However, when individuals lack this strong moral disposition, ethical leadership may be instrumental in inspiring them to reduce their deviant actions. To enhance the external validity and generalizability of our findings, the current research used two large field samples of working professionals in both Turkey and the USA. Results suggest that ethical leadership’s positive influence on workplace deviance is dependent upon the individual’s moral awareness—helpful for those employees whose moral awareness is low, but not high. Thus, our investigation helps to build theory around the contingencies of ethical leadership and the specific audience for whom it may be more influential. (shrink)

Why do some individuals willingly make extreme sacrifices for their group? Whitehouse argues that such willingness stems from a visceral feeling of oneness with the group – identity fusion – that emerges from intense, shared dysphoric experiences or from perceived close kinship with others. Although Whitehouse's argument makes a valuable contribution to understanding extreme sacrifice, factors independent of identity fusion, such as devotion to sacred values, can predict self-sacrifice.