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

The present study examines student perception of protagonist behavior in three case vignettes. One demographic group consists of professionally employed MBA students who show characteristics of Generation X. The second cohort consists of Generation Y business undergraduates. Differences emerge between the groups. Even when they propose similar action, their respective rationale differs. Generation Xers show themselves to be astute pragmatists whose focus is on self rather than society. Yet the younger cohort, in its quest to find fulfillment, may give short (...) shrift to some seasoned tenets of corporate conduct, including organizational mission, organizational politics, and organizational loyalty. (shrink)

Spiritual values in the workplace, increasingly discussed and applied in the business ethics literature, can be viewed from an individual, organizational, or interactive perspective. The following study examined previously unexplored workplace spirituality outcomes. Using data collected from five samples consisting of full-time workers taking graduate coursework, results indicated that perceptions of organizational-level spirituality (“organizational spirituality”) appear to matter most to attitudinal and attachment-related outcomes. Specifically, organizational spirituality was found to be positively related to job involvement, organizational identification, (...) and work rewards satisfaction, and negatively related to organizational frustration. Personal spirituality was positively related to intrinsic, extrinsic, and total work rewards satisfaction. The interaction of personal spirituality and organizational spirituality was found related to total work rewards satisfaction. Future workplace spirituality research directions are discussed. (shrink)

Values clarification was too quickly scorned, for its problems are also problems for other contemporary approaches to moral education - especially cognitive-developmental accounts. These problems show the need for better understanding of behavioural characterizations - particularly of the use of words for virtues and vices. The problems can best be corrected by reexamining the role of conversation in education along lines suggested by Freire and Habermas rather than Dewey and Kohlberg. -/- .

Using a sample of over 700 business people and students, this study tested the premise of promise-keeping as a core ethical value in the work place.The exercise consisted of in-basket planning for layoffs within an organization. Only one of the five employees within the group had been given an express commitment/promise of continued employment for a two year period. The layoffs were being considered six months after the two year promise had been made. All five employees were performing their jobs (...) adequately, and each had either personal or work attributes representing competing values that would have made it difficult to choose among them.Clearly, promise-keeping does not matter most in the workplace: subjects overwhelmingly ignored their promises even when legally bound to keep them. Further, promise-keeping consistently was found to rank last in a hierarchy of workplace values. The legal system was suggested as a viable mechanism for encouraging promise-keeping in the workplace. Although the possibility of legal sanctions increased the frequency with which promises were kept, overall fewer than one-third (30%) of the subjects kept their word. Of those respondents who expressly were told that the promise was legally enforceable, the number who stated that they would keep their promise increased to 57%. (shrink)

Clinical ethics consultation is beset by a triumvirate of limited opportunities, modest aims, and conservative impulses. Contrary to what their “God committee” nickname would imply, clinical ethics...

Growing interest in workplace spirituality has led to the development of a new paradigm in organizational science. Theoretical assumptions abound as to how workplace spirituality might enhance organizational performance, most postulating a significant positive impact. Here, that body of research has been reviewed and analyzed, and a resultant values framework for workplace spirituality is introduced, providing the groundwork for empirical testing. A discussion of the factors and assumptions involved for future research are outlined.

Using a sample of over 700 business people and students, this study tested the premise of promise-keeping as a core ethical value in the work place.The exercise consisted of in-basket planning for layoffs within an organization. Only one of the five employees within the group had been given an express commitment/promise of continued employment for a two year period. The layoffs were being considered six months after the two year promise had been made. All five employees were performing their jobs (...) adequately, and each had either personal or work attributes representing competing values that would have made it difficult to choose among them. (shrink)

In recent years, the construct of mindfulness has gained growing attention in psychological research. However, little is known about the effects of mindfulness on interpersonal interactions and social relationships at work. Addressing this gap, the purpose of this study was to investigate the role of mindfulness in leader-follower-relationships. Building on prior research, we hypothesize that leaders’ mindfulness is reflected in a specific communication style (“mindfulness in communication”), which is positively related to followers’ satisfaction with their leaders. We used nested survey (...) data from 34 leaders and 98 followers from various organizations and tested mediation hypotheses using hierarchical linear modeling. Our hypotheses were confirmed by our data. Leaders’ self-reported mindfulness showed a positive relationship with several aspects of followers’ satisfaction. This relationship was fully mediated by leaders’ mindfulness in communication as perceived by their followers. Our findings emphasize the potential value of mindfulness in workplace settings. They provide empirical evidence for a positive link between leaders’ dispositional mindfulness and the wellbeing of their followers, indicating that mindfulness is not solely an individual resource but also fosters interpersonal skills. By examining leaders’ mindfulness in communication as an explanatory process, we created additional clarification about how leaders’ mindfulness relates to followers’ perceptions. Moreover, by suggesting mindfulness in communication as a behavioral correlate of mindfulness, we offered a promising starting point for indirect measures of mindfulness. (shrink)

Improving working conditions at the bottom of global value chains has become a central issue in our global economy. In this battle, trade unionism has been presented as a way for workers to make their voices heard. Therefore, it is strongly promoted by most social standards. However, establishing a well-functioning trade union is not as obvious as it may seem. Using a comparative case study approach, we examine impediments to farm-level unionism in the cut flower industry in Ethiopia. For this (...) purpose, we propose an integrated framework combining two lenses, namely a vertical one and a horizontal one. We identify 10 impediments that point to three major dimensions contributing to unionisation. These three dimensions include awareness of and interest from workers, legitimacy of trade unions, and capacity of trade unions to act. Furthermore, our results suggest that private social standards may, in certain cases, be counterproductive for the efficient functioning of trade unions. Although we argue that there is no ‘quick fix’ solution to weak workplace unionism at the bottom of global value chains, we stress the importance of considering the dynamics of, and interactions between, the impediments when designing potential support measures that mitigate negative impacts. (shrink)

South Africa is experiencing an HIV/AIDS epidemic of enormous proportions. The workplace, like all the other sectors, is adversely affected. The tendency of a significant proportion of employers has been to discriminate against employees and job applicants living with HIV/AIDS through use of HIV testing to exclude those that are HIV‐positive. In the case of Hoffmann v South African Airways, the Constitutional Court was asked to determine the constitutionality of excluding a job applicant on account of an HIV‐positive status. (...) The Court ruled in favour of the applicant and ordered instatement. Through an analysis of Hoffmann v South African Airways, the article examines how constitutional values are impacting on HIV/AIDS‐related ethics in the workplace. (shrink)

This study examines how values and communication in the workplace differ across different generations, with data analyzed from 223 participants using one-way analysis of variance (ANOVA). The research reveals notable differences in individual and organizational values between different generations and evaluates how effectively values are communicated and aligned across various age groups. Some key discoveries include variations in how different age groups view the level of respect towards personal values within an organization (H5, f = (...) 3.632, p = 0.015) and the recognition of individual values (H8, f = 2.912, p = 0.038). However, the theories regarding the importance of organizational values (H1), smooth intergenerational communication (H3), and the influence of aligning values on job satisfaction (H10) were not supported. The research highlights the significance of recognizing and dealing with differences in values among different generations in order to improve communication and unity within organizations. (shrink)

Organizational values determine the behaviour and norms expected in the organization. The more similar the attitude, the way of thinking and the value system among organizational members the stronger the culture is. The characteristics of personality can be well modelled with the concept of self-evaluation. The purpose of this article is to create a theoretical framework that reveals the relationships between self-evaluation dimensions, organizational values and employees’ commitment dimensions. Based on the results, affective commitment is supported by a (...) high level of self-esteem and self-efficacy through the organizational values such as collaboration, trust, affiliation, achievement, autonomy, competition and growth. In contrast, professional commitment is supported by a high level of locus of control and emotional stability, through the organizational values such as routinization, attention to details, formalization, support, communication and consistency. The conclusions of the theoretical model can... (shrink)

The neoliberal reality of the past 40 years has caused changes in the workplace restricting people’s freedom and compromising their well-being, often not allowing them to develop our human abilities in the way they chose to. This paper focuses on a neglected aspect of neoliberalism that contributes to this problem: the orientation of the core values of neoliberalism. My contention is that the value system of neoliberalism is structured on what can be characterized as ‘male’ values and (...) this leads to a fragmentation of the labour experience altering the lived experience of work for the vast majority of people. I argue that to reverse this state of affairs a fundamental shift in our values is required that goes beyond just implementing policies and changing wage relations and important insights for this shift can be found in the capabilities approach and the ethics of care. (shrink)

This study examines how our personal values influence our judgment of the morality of some workplace behaviours. Sixty-nine undergraduates were asked to rank order separately Rokeach''s instrumental and terminal values in terms of their importance as guiding principles in their life. Subjects then read four scenarios, each of which described ethically questionable behaviour of the sort that might be encountered in business. They were then asked to rate whether or not the behaviour of the person described in (...) the scenario was ethical, and whether or not they had any intentions to rectify the situation. People with different value hierarchies perceived the targeted behaviours differently. For example, subjects who valued honesty perceived the behaviour as more immoral than subjects who did not value honesty. While the ranking of the instrumental valuehonesty was the best predictor of people''s judgments about the morality of the behaviour, their ranking of the instrumental valueambition was the best predictor of their behavioural intentions. (shrink)

The foundation of natural law ethics is a set of basic human goods, such as life and health, knowledge, work and play, appreciation of beauty, friendship, and religion. A disputed question among natural law theorists is whether the basic goods are “incommensurable.” But there is widespread ambiguity in the natural law literature about what incommensurability means, which makes it unclear how this disagreement should be understood and resolved. First, I clear up this ambiguity by distinguishing between incommensurability and incomparability. I (...) show that proponents of New Natural Law Theory hold that basic goods are both incommensurable and incomparable, whereas proponents of Classical Natural Law Theory hold that basic goods are incommensurable but comparable. Second, I critique the leading New Natural Law arguments for the incomparability of basic goods. Throughout the article, I explain why value incommensurability is an essential feature of natural law ethics but value incomparability is not. (shrink)

We show that the U.S. anti-discriminatory laws prohibiting discrimination in the workplace based on sexual orientation and gender identity identities) spur innovation, which ultimately leads to higher firm performance. We use the Human Rights Campaign’s Corporate Equality Index of 398 U.S. firms between 2011 and 2014, and find a significantly positive relationship between CEI and firm innovation. We also find that an interacting effect of CEI and firm innovation leads to higher firm performance. We use our understanding of Rawls’ (...) Theory of Justice and stakeholder theory to show that firms with workplace diversity policies are likely to be more innovative and perform better than those without such policies. Our results are robust to endogeneity, reverse causality and simultaneity issues. Our results will trigger debate in similar markets around the globe on the economic benefits of LGBT workplace diversity policies for firms. (shrink)

Workplace spirituality is a construct widely discussed over the past few decades and it is a much-disputed inquiry field which is gaining the interest of practitioners and scholars. Some clarifications regarding concepts and definitions are necessary in order to structure and direct the current debate. The aim of this conceptual article is to gain a better understanding regarding the direction in which this field of study is progressing and to put the question on the table namely, whether workplace (...) spirituality is only a new tool to be used in leadership development or is it a trend to be taken seriously? The results showed that this field has potential to further development. This article can be used as foundation for future studies within the knowledge area of practical theology. (shrink)

It is widely recognized that workplace sexual harassment has significant negative psychological and personal consequences, and employees facing harassment suffer reductions in productivity. Our contribution is to propose a novel measure of workplace sexual harassment risk and provide a fuller estimation of the firm value impact of sexual harassment. In contrast to recent studies that focus on short-run market reactions to media announcements of harassment scandals, we use employee job reviews to identify low-profile harassment incidents that better reflect (...) the pervasive, toxic environment pertaining to sexual harassment than do newsworthy scandals, and we measure the longer-term effect on firm value starting from the date when harassment risk affects employee morale. We identify firm harassment risk by analyzing employee job reviews and estimate the sexual harassment score (SH) through textual analysis of online job reviews. Our sample of high-SH firms, or firms with unusually high-SH scores, exhibits significant reductions in future stock performance and profitability. For example, firms with a top 2% SH score earn a value-weighted risk-adjusted stock return of − 17% in the 1-year period after high-SH classification, and this damage is concentrated in firms with higher investor attention. Furthermore, high-SH firms experience a decline in operating profitability and an increase in labor costs during a 5-year period around high-SH classification. Our evidence suggests that sexual harassment can cause greater damages to firm value than previously documented. (shrink)

Recent studies have documented the relationship of leadership behavior with employee performance and workplace behaviors. Yet, little attention has been directed at the impact of leadership behavior on the aspects of workplace behaviors such as value congruence and relationship conflict. The goal of this study is to examine the influence of leader-member exchange (LMX) regarding the outcomes of relationship conflict, organizational commitment, and citizenship behavior among employees with value congruence as a moderator. Data was collected using an online (...) questionnaire with a total of 429 valid responses. The results of our study showed that relationship conflict had a mediating effect between LMX and organizational commitment. Employees working with supportive supervisors had relatively good relationships with coworkers as well. The research results of this study offer significant findings for the meaning of leadership behavior in the Chinese culture. Discussion focusing on the influence of collectivism culture and the forces in reshaping Taiwan’s culture is also included. (shrink)

Ethical workplace climate has been extensively researched in the for-profit context but neglected in nonprofits. Perhaps because nonprofits promote shared values, engage with people, and implement development interventions creating public good, they are considered implicitly ethical. This assumption has been questioned in recent studies. We attempted to develop a psychometrically valid scale measuring ethical workplace climate following a sequential research design to fill this gap. We interviewed 74 employees from 30 nonprofit organizations using the critical incident technique (...) to generate statements on ethical workplace climate. The statements generated were categorized with expert judges' help, followed by a survey of 507 nonprofit employees across India. The exploratory factor analysis (EFA) and subsequent confirmatory factor analysis (CFA) resulted in a 43-item scale, further reduced to 26 items using stepwise regression. Results of subsequent application of EFA and CFA confirmed a four-factor solution: self-interest, collegiality, internal legitimacy, and stewardship. A follow-up study of 243 members of nonprofit organizations confirmed the hypothesized relationships that ethical work climate has a significant effect on affective commitment and job engagement. Finally, we discussed our findings along theoretical contributions, implications, limitations, and future direction. (shrink)

The popularity of concept of spirituality is increasing exponentially in the field of human resource management. Both academicians and practitioners are looking at spirituality to solve modern day human resource challenges. Spirituality at work is about search for meaning or higher purpose, connectedness and transcendence. The present research article addresses conceptual and empirical gap using the concept of workplace spirituality and empirically examines relationship between workplace spirituality and employee commitment, job satisfaction and work–life balance satisfaction. The article successfully (...) augments literature by suggesting one more dimension (Karma Capital) of Indian spiritual values. This is one of the pioneer studies that used necessary condition analysis (NCA) to explore workplace spirituality. Workplace spirituality was reported as a necessary determinant of employee commitment, job satisfaction and work–life balance satisfaction. Relationship between these variables is further investigated through correlation matrix and regression analysis. (shrink)

The idea of workplace democracy is to apply public-related institutions in the sphere of private enterprise, thereby creating a process of isomorphism between public and private entities. One formulation of this idea argues that the workplace is a community in which democratic values and institutions should be implemented, while another formulation claims that the organization of the workplace is important to the quality of democracy at the state level. Despite the host of justifications and a plurality (...) of institutions that are associated with workplace democracy, there has been a gradual move away from tying democracy and work in favor of a liberal script that acknowledges the need to prescribe some employment-related rights, but keeps the private and public separate. The Article attributes this change to two processes - marketization and globalization, both affecting the sense of community in which democratic practices prevail, whether the place of work or the state. However, the Article identifies a growing reliance on process-based law that governs work. Process-based law integrates proceduralism - that is, norms that require public values such as due process, visibility, accountability and deliberations; and layering - the congruence of norms at multiple levels that engage a diverse set of agents. This new emphasis in labor law, broadly defined, provides an opportunity for reintroducing democratic values and practices throughout different spheres that are associated with the world of work. (shrink)

This article advances the theoretical and practical value of workplace spirituality by drawing on person–organization (PO) fit theory and transpersonal psychology to investigate three questions: (a) What antecedents lead individuals and organizations to seek and foster workplace spirituality? (b) What are the perceived spiritual needs of individuals, and how are those needs fulfilled in the workplace? and (c) What are the consequences of meeting spiritual needs as individuals perceive them? Using constructivist grounded theory, analysis of interview data (...) from thirty-four participants located in organizations across the Netherlands, Ireland, the United Kingdom, and Portugal led to development of a workplace spirituality, PO fit model in which we propose reconciling self as a core factor of workplace spirituality. We note how through the process of reconciling self, workplace spirituality is related to meaning making and how an individual perceives their work environment as conducive to self-expression and inner purpose. Practical and theoretical implications are discussed, as are limitations of the study and ideas for future research. (shrink)

Journal of Human Values, Volume 28, Issue 2, Page 115-128, May 2022. Is emotional labour a burden or a boon to service providers who have greater workplace spirituality? We test a moderated mediation model in which emotional exhaustion mediates the conjoint effect of WS and emotional labour on job satisfaction. Linking conservation of resources theory with the mechanism of ‘value congruence’ in person–environment fit theory, we theorize that spiritual values are a key factor in generating necessary resource (...) gains for deep acting due to the value fit of these two motivational vectors. As a boundary condition for use of the benefits of DA, WS can bridge the gap between theoretical assumptions concerning the benefits of DA and the lack of empirical evidence that DA mitigates emotional exhaustion. Concurrently, we challenge the perception of WS as universally beneficial to employees’ wellbeing by proposing that WS amplifies the detrimental effects of surface acting because the externalized and inauthentic nature of this type of emotional regulation transgresses basic spiritual values. Our hypotheses find support in a study of 196 Israeli service providers at inbound call centres. (shrink)

The study examined the relationship between workplace spirituality and psychosocial safety climate among employees of Indian banks and insurance companies. It also explored the role of gratitude as a moderator in workplace spirituality and psychosocial safety climate. The empirical study measured the following three variables: workplace spirituality, psychosocial safety climate and gratitude. The sample size constituted 317 employees from the Indian banking and insurance sector. The study adopted a regression model that considered three dimensions of workplace (...) spirituality as independent variables and psychosocial safety climate as dependent variables. The relationships between three variables are examined using correlation and multiple regression, and the moderation effect of gratitude is studied using the PROCESS macro in SPSS 21. The results revealed that three dimensions of workplace spirituality are significant predictors of psychosocial safety climate and could explain 61.2% of variations in psychosocial safety climate. It is observed that the workplace spirituality regression weight increases from 0.389 to 0.559 on interacting with gratitude; thus, there is a significant moderating effect of gratitude amid the relationships of three dimensions of workplace spirituality and psychosocial safety climate. Also, if employees display gratuitous behaviour, it will enhance the impact of workplace spirituality on the workplace’s psychosocial safety climate at Indian banking and insurance companies. (shrink)

Social innovation is becoming a core value of the EU flagship initiative Innovation Union, but it is not clearly demarcated as it covers a wide field of topics. To understand social innovation within European policymaking a brief outline is given of EC policy developments on innovation and on workplace innovation. Definitions of social innovation formulated at the societal level and the organizational or workplace level are discussed. Empirical research findings of workplace innovation in the Netherlands are presented (...) as examples showing that workplace innovation activities boost organizational performance. The article explores the relation between workplace innovation and social innovation, and concludes that policy developments in the EU can be studied with the theory of social quality, provided that the latter in its empirical approach focuses on how individuals together constitute innovations. (shrink)

Although CEO commitment is recognized as being crucial to organizational diversity efforts, we know little about how CEOs signal their priorities and mobilize key organizational actors to implement diversity management. We tested an integrative model in which CEO beliefs about diversity were theorized to predict the implementation of organizational diversity practices through two consecutive mediating steps—via greater CEO engagement in pro-diversity behavior, and in turn, higher perceived CEO commitment by their HR manager. In this model, we also proposed a moderating (...) effect such that when CEOs have less positive beliefs about diversity, CEOs espousing higher moral values will display greater pro-diversity behavior. Results supported the proposed model. Taken together, our findings indicate that a CEO’s words and actions alone are not sufficient for the implementation of diversity management practices. HR managers must view their CEOs as being committed to workplace diversity in order for diversity management practices to be implemented. (shrink)

Spirituality in the workplace is gaining recognition and value among researchers, academicians, and business professionals. The aim of this paper is to examine the impact of spirituality in the workplace on job satisfaction by measuring four dimensions of spirituality in the workplace: meaningful work, sense of community, organizational values, and compassion. The impact of each dimension on job satisfaction is hypothesized. A cross-sectional survey was used to collect data from 100 payroll employees in private insurance companies (...) in Punjab. A correlation analysis showed a positive relationship between all the dimensions of spirituality in the workplace and job satisfaction. A regression analysis revealed that although all the dimensions of spirituality in the workplace are important, organizational values and a sense of community are the most important in terms of the job satisfaction level of employees. This work will help insurance companies to better understand the concept of spirituality in the workplace and its importance. Insurance companies can improve their functioning by encouraging employee spirituality in the workplace. (shrink)

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

Workplace aggression has been established as a prevalent and detrimental issue in organizations. While numerous studies have documented the important role of leaders in inhibiting or accelerating workplace aggression, a systematic overview of the associations between different leadership styles and workplace aggression as well as its boundary conditions is still lacking. This study reports a meta-analysis investigating the associations between leadership and workplace aggression. Drawing on data from 165 samples, our results revealed that change-oriented, relational-oriented, and (...) values-based and moral leadership were associated with reduced workplace aggression. In contrast, passive and destructive leadership were associated with increased workplace aggression. Importantly, relative weights analyses revealed that ethical leadership was most strongly negatively associated with workplace aggression. Additionally, moderation analyses revealed that the associations between leadership and workplace aggression were, in some cases, moderated by power distance and rating sources, but independent of measurement time lag. Overall, the findings of this meta-analysis highlight the important associations between leadership and workplace aggression. Implications for future research and policy recommendations aiming to reduce workplace aggression are discussed. (shrink)

It is an undeniable reality that workplace spirituality has received growing attention during the last decade. This fact is attributable to many factors, socioeconomic, cultural and others [Hicks, D.A. 2003: Religion and the Workplace. Pluralism, Sprtituality, Leadership (Cambridge University press, Cambridge)]. However the field is full of obscurity and imprecision for the researcher, the practitioner, the organisational analyst and whoever attempts to systematically approach this relatively new inquiry field. This article attempts to provide a critical review of the (...) literature on workplace spirituality by examining the underlying rationale of the main trends regarding spirit at Work and by negotiating their strengths and weaknesses. Current approaches to workplace spirituality are distinguished to the exploratory, contextual and the consequential, acontextual ones. Particular attention is given to ‚Respectful Pluralism’ proposed by Douglas Hicks, as it is suggested that this theoretical framework is the most well-founded, elaborated and systematic up to date. However, it is proposed that even ‚Respectful Pluralism’ fails to fully capture the complexity of such a multidimensional phenomenon as spirituality. Drawing on mainstream ethical and philosophical traditions (deontology, utilitarianism, virtue ethics) supporting alternative value-systems, it is suggested that a more inclusive and philosophically affluent framework needs to be developed. Finally, some propositions and thoughts are made towards this direction. (shrink)

Knowledge forms a crucial source for gaining competitive advantage and its sharing a dominant challenge facing several organizations. In this paper we propose a positive role of workplace spirituality (WPS) (at individual and collective levels) on knowledge sharing intention (KSI) by employing the theory of decomposed planned behaviour. We argue that WPS with its focus on inner spirit, meaningful work, sense of interconnectedness and alignment with organizational values and mission positively strengthens an individual’s knowledge sharing attitude, subjective norms (...) and perceived behavioural controls (thereby, strengthening their KSI) by affecting the underlying behavioural, normative and control beliefs. We also take into account the role of transformational leadership (TL) in creating a pro-social working environment, which facilitates knowledge sharing. In proposing a holistic and multi-level framework linking WPS (at individual and collective levels) and TL with KSI, this paper contributes to both, knowledge sharing and WPS literatures. (shrink)

This paper explores the salient features of Chinese social and workplace values in offering an alternative to the established Western approach to the notion and practice of organizational devel opment. The authors argue that the emphasis of the Chinese traditional values on trust, fidelity, altruism and unspecified obligations of reciprocity norms is an important source of strategic advantage which gives a Chinese firm its resilience and flexibility to cope with change. The paper thus goes on to examine (...) the cultural disposition of the Chinese mentality as it applies in the context of such East Asian economies as Mainland China, Taiwan and Hong Kong for the organization of the workplace and its 'reformation'. With the help of organizational data the authors trace out a corporate approach to 'national harmony' in the Confucian domain in the big Chinese enterprises. The paper also reflects on the organizational practices in the small Chinese firms and explores the 'nexus' of informality and personalized trust in these firms. Finally, the authors contend that the propensities of the Chinese communities to transfer the features of traditional governance within the family milieu to the domain of business organizations have instigated a Western academic consciousness to search for Oriental inspiration in order to overcome the sterility of their post-industrial syndrome. (shrink)

Since the publication of Truth, Paul Horwich’s ‘Minimalism’ has become the paradigm of what goes under the label ‘the deflationary conception of truth’. Despite the many theoretical virtues of Horwich’s minimalism, it is usually contended that it cannot fully account for the normative role that truth plays in enquiry. As I see it, this concern amounts to several challenges. One such challenge—call it the axiological challenge—is about whether deflationists have the theoretical resources to explain the value of truth. Some philosophers (...) have argued that they do not. The thought is that by being valuable in the way it is, truth plays a non-trivial explanatory role with respect to core phenomena of enquiry. In order to account for this aspect of truth, the challenge goes, we need to inflate truth’s nature to an extent incompatible with core tenets of the minimalist conception. In this paper, I first provide some clarifications of what we mean exactly when we say that truth is valuable. By borrowing important distinction from the current debate in axiology, I elaborate a framework within which to conduct investigations into the value of truth. With reference to Horwich’s discussion of the issue, I then discuss the link between questions concerning the explanatory role of truth and the issue of its metaphysical inflation. I conclude by briefly exploring a few strategies on behalf of minimalists to address the axiological challenge. (shrink)

This paper examines relationships between accountants’ personal values and their moral reasoning. In particular, we hypothesize that there is an inverse relationship between accountants’ “Conformity” values and principled moral reasoning. This investigation is important because the literature suggests that conformity with rule-based standards may be one reason for professional accountants’ relatively lower scores on measures of moral reasoning (Abdolmohammadi et al. J Bus Ethics 16 (1997) 1717). We administered the Rokeach Values Survey (RVS) (Rokeach: 1973, The Nature (...) of Human Values (The Free Press, New York)) and the Defining Issues Test (DIT) (Rest: 1979, Development in Judgment Moral Issues (University of Minnesota Press, Minneapolis, MN)) to164 graduating accounting students enrolled in capstone courses at two universities in the Northeastern United States. As potential entrants into the accounting profession, these subjects bring their values and moral reasoning to bear on attitudes and behaviors in the workplace. We find a highly significant inverse relationship between “Conformity” values and principled moral reasoning (i.e., those who prefer Conformity values have lower levels of moral reasoning). However, we also find that accounting students as a group do not prefer Conformity values above other values such as Self-actualization and Idealism, and we find positive relationships between Self-actualization and Idealism values and moral reasoning. Implications for values and ethics research are discussed. (shrink)

The article proposes a framework utilizing the Person–Organization (P–O) fit approach to facilitate spirituality in the workplace. The article argues that spirituality can be described on a continuum varying from low to high at both individual and organizational levels. The interaction of the two continuums is then used to suggest a model to facilitate workplace spirituality. Thus, the approach is to first consider the interaction of person (individual) and situation (organization) factors and then depending on the (in)compatibility of (...) these two factors, look for specific ways to facilitate spirituality at work. Various suggestions and examples are included to illustrate the practical implementation of our recommendations. (shrink)

This paper presents the pure consciousness theory of self, derived from Eastern meditation traditions, and uses it to unravel some of the paradoxes of Western philosophical models of the self. The theory is ontologically neutral and compatible with the widest variety of different ontologies. However the theory does, I think, have significant implications for questions of personal identity, emotional maturity and moral values, but exploring these topics here would take us too far afield. The article attempts to show something (...) of the potential value for our traditional philosophical discussions of self of taking into account the pure consciousness experience, widely discussed in Eastern, but not Western, philosophical traditions. For if the phenomenological analyses are even roughly correct, it would appear that the experience is capable of resolving some major Western issues about self, clarifies our commonsense intuition, and is properly identified by philosophical analysis as being experience of self itself. (shrink)

Background: Although many studies have addressed COVID-19, the challenges faced by nurses in their workplace after recovering from this disease have not been investigated. As the backbone of the health system and at the forefront of the fight against COVID-19, nurses are exposed to serious risks of infection and even death. They may also face numerous challenges in their workplace after recovering from COVID-19. It is therefore ethically recommended that the problems of these nurses be solved to increase (...) their job satisfaction and encourage them to remain in their profession. Objectives: The present research was conducted to determine the workplace challenges faced by nurses who had recovered from COVID-19. Methods: This qualitative study was conducted using the interpretive phenomenological approach proposed by van Manen. The data collected through 17 in-depth semi-structured interviews with 14 eligible nurses at different occupational levels were analyzed using the six steps proposed by van Manen. These nurses had also recovered from COVID-19. Ethical considerations: This study was approved by the Ethics Committee of Urmia University of Medical Sciences (IR.UMSU.REC.1399.318). Findings: Four themes and 20 subthemes extracted from analyzing the data explained the challenges faced by the nurses after their return to work. The themes included declined ethical values (four subthemes), infected nurses, forgotten patients (three subthemes), gradually leaving the job (six subthemes), and corona phobia (seven subthemes). Conclusion: The present findings can be used to lay the foundations for adopting humanitarian policies in health organizations in terms of ethical care provision during future pandemics. (shrink)

Journal of Social Philosophy, EarlyView.

Ubuntu is an old African concept, a way of life that was like a religion in African societies - long before the days of colonisation. Ubuntu means to sacrifice for others selflessly, caring and protecting your fellow human beings. Applying ubuntu in the workplace is not always understood. Ubuntu: Shaping the current workplace with (African) wisdom looks at how we can improve workplaces by using the old values and wisdom of our forebears. Msila illustrates how leaders and (...) managers can use the wisdom of this ancient African philosophy to create more humane and productive workplaces. In Ubuntu: Shaping the current workplace with (African) wisdom Professor Vuyisile Msila presents the five P's of ubuntu which contain the elements to enable organisations to thrive. (shrink)

This chapter responds to a variety of objections, including the following: that the account is not really consequentialist; that it gives too much priority to states as the guarantors of human rights; that it makes human rights too contingent; that it is implausible that there is any formula for equity; that the claim of first-person authority is implausible; that it leaves out important values, such as the badness of domination; and that it requires a division in practical reason that (...) is “repugnant to common sense”. The chapter also explains why he depends on his readers to help detect his fudge factors and theoretical inertia. (shrink)

Workplace spirituality has emerged as a remarkable area of study in the field of management and organizational behaviour over the past two decades. Researchers have extensively explored its impact on employee engagement, job satisfaction, organizational citizenship behaviour and performance. The present study employs bibliometric analysis to examine the existing literature on workplace spirituality. It analyses 400 relevant articles from the Scopus and Web of Science databases from 2003 to 2023. The research identifies influential authors, pertinent journals and key (...) trends using two analytical tools, that is, the R package and VOSviewer. It creates network diagrams and cluster visualizations representing connections and relationships among the authors and keywords. The findings reveal consistent publication growth, highlighting influential articles and key contributors. The study emphasizes the need for more empirical research on individual and organizational outcomes concerning workplace spirituality. It suggests incorporating diverse methodologies, such as qualitative and mixed-method approaches, to enhance understanding. The insights provided serve as valuable information for academics, professionals and organizational leaders, offering a comprehensive understanding of spirituality in the workplace and promoting the overall well-being of employees. (shrink)