Punishing the Perpetrator of Incivility: The Differential Roles of Moral Identity and Moral Thinking Orientation

2019 ◽  
pp. 014920631987023
Author(s):  
Xiaowan Lin ◽  
Raymond Loi
Keyword(s):  
Indirect Effect ◽  
Moral Identity ◽  
Third Parties ◽  
Moral Outrage ◽  
Moral Thinking ◽  
Rule Based ◽  
Different Cultures ◽  
The Relationship ◽  
Practical Implications ◽  
Shed Light

To shed light on the paradoxical phenomenon that third parties of interpersonal mistreatment are motivated to restore justice but often engage in unethical actions, this research differentiates between destructive and constructive punitive reactions while testing the different moderating roles of moral identity and moral thinking orientation. From two studies using different methods and samples from different cultures, we obtained consistent findings that witnessed peer-to-peer incivility triggered moral outrage, which in turn led to both types of punitive reactions. Moral identity strengthened the relationship between witnessed incivility and moral outrage, while rule-based moral thinking orientation weakened the relationship between moral outrage and destructive punitive reaction. Moral identity strengthened the relationship between moral outrage and constructive punitive reaction. The indirect effect of witnessed mistreatment on destructive punitive reaction through moral outrage was strongest among participants with higher moral identity but lower rule-based moral thinking orientation. We discuss the theoretical and practical implications of our findings.

scholarly journals Job demands when exhausted: the relationship between exhaustion and the perception of job demands mediated by self-undermining

2020 ◽  
Vol 18 (1) ◽  
pp. 38-50
Author(s):  
Lucia Rațiu ◽  
Ana-Maria Dobre
Keyword(s):  
Indirect Effect ◽  
Large Body ◽  
Job Demands ◽  
Cross Sectional ◽  
Future Studies ◽  
Mediating Role ◽  
Cross Sectional Design ◽  
And Performance ◽  
The Relationship ◽  
Practical Implications

There is a large body of literature devoted to factors that shape performance in organizations. Although much of this literature focuses on the relationships between job demands, job resources and performance, Bakker and his colleagues (2014; 2018) have recently drawn attention to self-undermining effects that can add support for a deeper understanding of such a relationship. The following contribution explores self-undermining related to exhaustion at work and its mediating role in the perception of three types of job demands in a sample of employees working in IT companies. More specifically, the paper draws on the concept of self-undermining to reflect on how it activates a loss cycle of job demands and potential negative reactions at work. We argue that (i) exhaustion has an indirect effect on the perception of job demands through self-undermining; and so on referring to each dimension of job demands: (ii) exhaustion has an indirect effect on the perception of workload through self-undermining; (iii) exhaustion has an indirect effect on the emotional load through self-undermining; (iv) exhaustion has an indirect effect on the cognitive load through self-undermining. In order to test the hypotheses, a cross-sectional design was employed. The regression analyses revealed that self-undermining mediated the relationship between exhaustion and the perception of workload meeting our expectations, and a significant indirect effect of exhaustion on the perception of job demands and emotional load. However, there is a need for future studies to generalize the results. Finally, theoretical and practical implications are discussed.

Intelligence and job satisfaction in the USA and China

2014 ◽  
Vol 9 (3) ◽  
pp. 232-244 ◽  
Author(s):  
Cassandra Thompson ◽  
Samuel Lane
Keyword(s):  
Job Satisfaction ◽  
Empirical Studies ◽  
Negative Relationship ◽  
Future Research ◽  
Turnover Rates ◽  
Content Type ◽  
The Usa ◽  
Different Cultures ◽  
The Relationship ◽  
Practical Implications

Purpose – This study aims to evaluate both intelligence and job satisfaction of workers in the USA and China. Each topic will be studied individually, first, to determine the relationship between intelligence and job satisfaction. The statistics between China and the USA will then be compared and contrasted to assess how different cultures will affect emotional intelligence and job satisfaction of those in the workforce. Design/methodology/approach – A review of the empirical studies on intelligence and job satisfaction was performed and used to develop a model to guide future research. Findings – There is a negative relationship between intelligence and job satisfaction in the USA, but no studies have been done to compare both constructs cross-culturally. Research limitations/implications – The proposed study can be used to gain an understanding of the relationship between intelligence and job satisfaction across different cultures. Practical implications – The link between job satisfaction and intelligence can be used by employers to determine information about other aspects of their business, such as turnover rates of productive employees. Originality/value – Although there has been some research on the relation between intelligence and job satisfaction, notably by Ganzach (1998), very little has been done across cultures.

Temporal leadership and employee workplace deviance: The role of perceived illegitimate tasks

2021 ◽  
Author(s):  
Wei Wan ◽  
Aimin Wang ◽  
Li Li
Keyword(s):  
Indirect Effect ◽  
Workplace Deviance ◽  
Goal Congruence ◽  
Future Studies ◽  
Mediating Role ◽  
The Relationship ◽  
Practical Implications

Drawing on the literature on perceived illegitimate tasks, we investigated, with 216 participants, how temporal leadership affects employee workplace deviance. Our findings show that temporal leadership effectively reduced employee workplace deviance. In addition, perceived illegitimate tasks played a mediating role in the relationship between temporal leadership and employee workplace deviance, and goal congruence moderated the indirect effect of temporal leadership on employee workplace deviance through perceived illegitimate tasks. Practical implications and suggestions for future studies are discussed.

scholarly journals Job Autonomy and Career Commitment: A Moderated Mediation Model of Job Crafting and Sense of Calling

SAGE Open ◽  
2021 ◽  
Vol 11 (1) ◽  
pp. 215824402110041
Author(s):  
Po-Chien Chang ◽  
Honglei Rui ◽  
Ting Wu
Keyword(s):  
Indirect Effect ◽  
Career Commitment ◽  
Mediating Effect ◽  
Job Crafting ◽  
High Tech ◽  
Job Autonomy ◽  
Mediation Model ◽  
Moderated Mediation Model ◽  
The Relationship ◽  
Practical Implications

This study aims to examine the mediating effect of job crafting on the relationship between job autonomy and career commitment, as well as the moderating effect sense of calling has on job crafting and career commitment. The data for this three-wave study were collected from 350 R&D engineers at 25 high-tech companies in Guangdong Province, China. The PROCESS macro for SPSS was used to analyze the proposed hypotheses. The results revealed that (a) job crafting mediates the positive relationship between job autonomy and career commitment and (b) sense of calling moderates the indirect effect of job autonomy and career commitment through job crafting, such that the indirect effect is stronger in people with higher sense of calling than those with lower sense of calling. Theoretical and practical implications of the findings are discussed.

Mechanisms Linking Ethical Leadership to Ethical Sales Behavior

2017 ◽  
Vol 120 (3) ◽  
pp. 537-560 ◽  
Author(s):  
Yu-Chi Wu
Keyword(s):  
Empirical Study ◽  
Ethical Leadership ◽  
Ethical Climate ◽  
Moral Identity ◽  
Contextual Effects ◽  
Insurance Agents ◽  
Comprehensive Picture ◽  
Sales Behavior ◽  
The Relationship ◽  
Practical Implications

This study investigated the relationship between ethical leadership and ethical sales behavior. A total of 248 matched surveys with participant responses from insurance agents and their customers were collected. The insurance agents were asked to rate the ethical leadership of their leaders, the ethical climate in their organization, and their individual moral identity. Customers were asked to rate the perceived ethical sales behavior of the insurance agents. This empirical study utilized moderated mediation techniques to analyze the data. Results indicated that ethical climate mediated the relationship between ethical leadership and ethical sales behavior when moral identity was high, however, did not when moral identity was low. The research framework including contextual effects (i.e., ethical climate) and individual differences in moral judgment (i.e., moral identity) can provide a comprehensive picture of how ethical leadership influences ethical sales behavior. Theoretical and practical implications of these findings are also discussed.

On the Philosophical Foundations of Human Rights

2019 ◽  
Vol specjalny (XIX) ◽  
pp. 85-105
Author(s):  
Tomasz Ćwiertniak
Keyword(s):  
Human Rights ◽  
Human Person ◽  
Negative Consequences ◽  
Philosophical Reflection ◽  
Philosophical Foundations ◽  
Different Cultures ◽  
The Relationship ◽  
Practical Implications ◽  
Excessive Number

This article presents the basic problems surrounding the question of philosophical justification of human rights. In the first part of this paper, the Author points out the deficit of philosophical reflection both in modern discourse on human rights, and within the legal sphere. This deficit leads to a series of negative consequences, such as 1) an excessive number of rights considered to be inalienable and inherent, which results in a depreciation of their importance (the problem of the „inflation” of rights); 2) the ideological entanglement of human rights; and 3) aseverance of the relationship between rights and duties. At the same time, there is much controversy currently surrounding the cathegory of human person and his/her dignity. This issue – which carries with it serious practical implications – demonstrates the necessity of in-depth philosophical reflection on the ontological and antrophological foundations of human rights, understood as an ethical minimum that can be accepted by people of different cultures and worldviews.

Do HR Practices Influence Job Satisfaction? Examining the Mediating Role of Employee Engagement in Indian Public Sector Undertakings

2017 ◽  
Vol 20 (1) ◽  
pp. 119-132 ◽  
Author(s):  
Rabindra Kumar Pradhan ◽  
Sangya Dash ◽  
Lalatendu Kesari Jena
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Employee Engagement ◽  
Structural Equation ◽  
Mediating Role ◽  
Hr Practices ◽  
The Relationship ◽  
Practical Implications ◽  
Shed Light

There is a dearth of research examining relationship among HR practices, employee engagement and job satisfaction in public sector undertakings in India. The present study makes an attempt to shed light on this largely neglected area of research by examining the mediating function of employee engagement between HR practices and job satisfaction. Data were collected from 393 executives through a questionnaire survey. Structural equation modelling was used to examine the relationship between HR practices, employee engagement and job satisfaction. HR practices were found to be positively linked with job satisfaction. Further, employee engagement significantly mediated the relationship between HR practices and job satisfaction. The practical implications of the study are discussed in the light of the existing literature.

scholarly journals Temporal notion metaphorically used for love in English and Vietnamese

2016 ◽  
Vol 5 (2) ◽  
pp. 406-415
Author(s):  
Thu Quynh Trinh Ho
Keyword(s):  
Conceptual Metaphor ◽  
Cultural Factor ◽  
Abstract Concept ◽  
Conceptual Metaphor Theory ◽  
Metaphor Theory ◽  
Temporal Expressions ◽  
Temporal Language ◽  
Different Cultures ◽  
The Relationship ◽  
Shed Light

Love – an abstract concept becomes more concrete and easier to understand in temporal language including chronological and kairotic terms. In the light of the conceptual metaphor theory launched by Lakoff and Johnson (1980), eight source domains for love are found underlying 204 temporal expressions (80 English and 124 Vietnamese). All the conceptual metaphors and many of the metaphorical expressions are the same in the two languages. These resemblances may be shed light on by the universality of metaphor and the objectiveness of time. However, language is a cultural factor; it develops in the relationship with the culture. Hence, coming from two different cultures, the temporal terms employed to relate love are not completely similar between English and Vietnamese.

scholarly journals Moral Identity and Attitudes towards Doping in Sport: Whether Perception of Fair Play Matters

2021 ◽  
Vol 18 (21) ◽  
pp. 11531
Author(s):  
Saulius Sukys ◽  
Ilona Tilindiene ◽  
Daiva Majauskiene ◽  
Diana Karanauskiene
Keyword(s):  
Indirect Effect ◽  
Research Evidence ◽  
Moral Identity ◽  
Future Research ◽  
Fair Play ◽  
Mediation Analyses ◽  
Research Perspectives ◽  
Personal Morality ◽  
Practical Implications

Research evidence suggests that athletes’ attitudes towards banned substances are among the strongest predictors of intention to use or actual practice of doping. Previous research has found that personal morality was negatively related to doping attitudes. However, less is known about the role of athletes’ perceptions of fair play on their attitudes towards doping. First, we examined whether moral identity was associated with athletes’ attitudes towards doping and whether their perceptions of fair play mediated this relationship. The second purpose was to determine whether these associations differed among non-athletes. Overall, 365 university students (49.9% males, 55.3% athletes) participated in this study (mean age 22.02, SD = 6.58). They completed questionnaires measuring the aforementioned variables. The results showed that athletes’ moral identity and endorsement of fair play were negatively associated with their attitudes towards doping. The mediation analyses showed that the effect of moral identity on attitudes towards doping was partially mediated by perceptions of fair play (indirect effect, β = −0.10, p < 0.05). Unlike student athletes, non-athletes’ moral identity negatively predicted attitudes towards doping only indirectly, via fair play perception (indirect effect, β = −0.08, p < 0.05). The study provides insights into how a person’s morality and perception of moral values in sport may act as factors related to doping in sport. The practical implications for the promotion of anti-doping attitudes for athletes and separately for student non-athletes were provided together with future research perspectives.

scholarly journals Leader Forgiveness and Employee’s Unethical Pro-organizational Behavior: The Roles of Gratitude and Moral Identity

2021 ◽  
Vol 12 ◽  
Author(s):  
Lu Lu ◽  
Yuchu Huang ◽  
Jia Luo
Keyword(s):  
Organizational Behavior ◽  
Questionnaire Survey ◽  
Survey Methodology ◽  
Moral Identity ◽  
Positive Influence ◽  
Point Of View ◽  
Mediating Effect ◽  
Dark Side ◽  
The Relationship ◽  
Practical Implications

Leader forgiveness refers to the abandonment of anger, resentment, and the desire to revenge against the offender, and it not only means forgiving errors or mistakes made by employees, but also means empathizing and understanding employees, and to see things from another point of view. This research examines the possible “dark side” of leader forgiveness by examining its influence on employee’s unethical pro-organizational behavior, as well as the mediating effect of gratitude and the moderating effect of moral identity. We used questionnaire survey methodology to collect data from 263 Chinese employees to test our hypotheses. Results show that leader forgiveness had a positive influence on employee’s unethical pro-organizational behavior, and gratitude mediated the influence of leader forgiveness on unethical pro-organizational behavior. The relationship between gratitude and unethical pro-organizational behavior, and the indirect influence of leader forgiveness on unethical pro-organizational behavior through gratitude, were moderated by moral identity. Theoretical and practical implications are discussed.

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