Encouraging Upward Ethical Dissent in Organizations: The Role of Deference to Embodied Expertise

2018 ◽  
Vol 33 (2) ◽  
pp. 139-159 ◽  
Author(s):  
Ryan S. Bisel ◽  
Elissa Arterburn Adame
Keyword(s):  
Organizational Ethics ◽  
Working Adults ◽  
Communication Anxiety ◽  
Embodied Knowing ◽  
Gut Feelings ◽  
Intellectual Reasoning

This article demonstrates that when supervisors encourage subordinates to defer to their embodied expertise, subordinates are more likely to voice explicitly moralized upward dissent to an unethical business request. Working adults ( N = 312) were randomly assigned to respond to an unethical business request from their boss in one of three scenarios that varied by how much the supervisor was known for encouraging deference to (a) embodied knowing, (b) intellectual reasoning, or (c) neither (i.e., a baseline control condition). Analyses revealed that participants were more than twice as likely to voice their private moral concerns explicitly with their boss when the supervisor was known for valuing subordinates’ embodied expertise (e.g., “going with your gut feelings”). In addition, participants also reported feeling significantly less communication anxiety in that same condition. Implications for leading organizational ethics conclude the article.

The role of cognitive “performance orientation” in communication anxiety

1993 ◽  
Vol 41 (2) ◽  
pp. 198-209 ◽  
Author(s):  
Melanie Booth‐Butterfield ◽  
Steve Booth‐Butterfield
Keyword(s):  
Cognitive Performance ◽  
Performance Orientation ◽  
Communication Anxiety

Conscience and its Counterfeits in Organizational Life: A New Interpretation of the Naturalistic Fallacy

2000 ◽  
Vol 10 (1) ◽  
pp. 189-201 ◽  
Author(s):  
Kenneth E. Goodpaster
Keyword(s):  
Deep Level ◽  
Organizational Ethics ◽  
Naturalistic Fallacy ◽  
Organizational Life ◽  
Ethical Awareness ◽  
Organizational Settings ◽  
Moral Systems ◽  
New Interpretation ◽  
Level 2

Abstract:This paper explains and defends three basic propositions: (1) that our attitudes (particularly American attitudes) toward organizational ethics are conflicted at a fairly deep level; (2) that in response to this conflict in our attitudes, we often default to various counterfeits of conscience (non-moral systems that serve as surrogates for the role of conscience in organizational settings); and (3) that a better response (than relying on counterfeits) would be for leaders to foster a culture of ethical awareness in their organizations. Some practical suggestions are made about fostering such a culture, and a comparison is made between this late-20th-century response to the problem of counterfeits and the classic “naturalistic fallacy” identified in early-20th-century ethics by G. E. Moore.

Underemployment and Meaningful Work: The Role of Psychological Needs

2019 ◽  
Vol 28 (1) ◽  
pp. 76-90 ◽  
Author(s):  
Taewon Kim ◽  
Blake A. Allan
Keyword(s):  
Meaningful Work ◽  
Well Being ◽  
The United States ◽  
Psychological Needs ◽  
The Self ◽  
Self Determination ◽  
Unique Role ◽  
Working Adults ◽  
Economic Recessions

Underemployment is a global problem that is increasing in the context of recovering economic recessions and insecure job markets. In this context, vocational psychologists can play a unique role by determining the processes by which underemployment relates to aspects of work well-being, such as meaningful work. Therefore, the goal of this study was to examine the relation between underemployment and meaningful work as well as to investigate potential mediators of this relation. Specifically, with a sample of 351 working adults in the United States, we investigated how underemployment related to the meaningful work via the self-determination needs of autonomy, competence, and relatedness. Partially supporting hypotheses, underemployment was negatively related to autonomy and relatedness but positively related to competence. In turn, autonomy and competence were positively related to meaningful work, whereas relatedness was unrelated to meaningful work. These results offer insights into how underemployment might affect the meaningfulness of work and how employers and practitioners can help underemployed workers.

Meeting mirth: The critical role of impression management and humor style in meetings

2019 ◽  
Vol 32 (1) ◽  
pp. 23-48
Author(s):  
John Crowe ◽  
Michael Yoerger ◽  
Mackenzie Harms ◽  
Nale Lehmann-Willenbrock ◽  
Joseph A. Allen
Keyword(s):  
Impression Management ◽  
Online Survey ◽  
Critical Role ◽  
Management Strategies ◽  
Humor Styles ◽  
Working Adults ◽  
Positive Effects ◽  
Aggressive Humor ◽  
Meeting Satisfaction

Abstract Drawing from theory on humor styles, impression management, and workplace meetings, we conducted two survey studies of working adults to examine the role of positive and negative humor on meeting satisfaction. We began by investigating the positive effects of humor on meeting satisfaction as moderated by impression management. In an online survey of working adults, we found that humor use in meetings was positively related to meeting satisfaction. Impression management moderates this relationship, such that the positive relationship between the use of humor in meetings and meeting satisfaction is significantly stronger for individuals who report relatively low impression management. In a second study, we investigated perceptions of impression management use in meeting humor. Using an experimental 2×2 factorial design, we investigated how use of impression management strategies differentially impacts meeting attendees’ perceptions of humor styles. We found that affiliative humor resulted in greater meeting satisfaction than aggressive humor. Furthermore, use of impression management enhanced meeting satisfaction following aggressive humor and diminished meeting satisfaction following affiliative humor.

scholarly journals The paradox of being on the glass cliff: why do women accept risky leadership positions?

2018 ◽  
Vol 23 (4) ◽  
pp. 397-426 ◽  
Author(s):  
Maral Darouei ◽  
Helen Pluut
Keyword(s):  
Decision Makers ◽  
Risk Averse ◽  
Job Seekers ◽  
Leadership Positions ◽  
Apparent Paradox ◽  
Content Type ◽  
Working Adults ◽  
Glass Cliff ◽  
Shed Light

PurposeRecent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions.Design/methodology/approachIn Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job.FindingsTogether, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon.Originality/valueGlass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

scholarly journals The Role of Work-Family Conflict and Relationship Satisfaction in the Sexual Well-Being of Working Adults

2020 ◽  
Vol 29 (4) ◽  
pp. 621-641
Author(s):  
Luka Jurković
Keyword(s):  
Relationship Satisfaction ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Work Family Conflict ◽  
Men And Women ◽  
Working Adults ◽  
Work Family ◽  
The Relationship

Juggling the responsibilities of work and family domains has become a part of everyday life for most working adults. Research has shown that work-family conflict can potentially have negative effects on general well-being, health, relationship quality and job satisfaction. However, the potential effects of work-family conflict on sexual well-being of working adults is presently unknown. The primary aim of this study is to analyze the association between two directions of work-family conflict (work-to-family conflict – WIF, and family-to-work conflict – FIW) and sexual well-being among working adults, while taking into account the mediating role of relationship satisfaction. Data was collected in an online survey on a sample of 584 Croatian men and women that are currently living with a partner. The data was analyzed within a structural equations modelling framework. The analyses show that WIF conflict was negatively associated with sexual well-being, but only among women. On the other hand, relationship satisfaction mediated the relationship between FIW conflict and sexual well-being for both men and women. This study contributes to sparse and inconsistent knowledge on the relationship between work- -family conflict and sexual well-being among working adults.

scholarly journals The diagnostic role of gut feelings in general practice A focus group study of the concept and its determinants

2009 ◽  
Vol 10 (1) ◽  
Author(s):  
Erik Stolper ◽  
Marloes van Bokhoven ◽  
Paul Houben ◽  
Paul Van Royen ◽  
Margje van de Wiel ◽  
...  
Keyword(s):  
General Practice ◽  
Focus Group ◽  
Focus Group Study ◽  
Gut Feelings ◽  
Diagnostic Role

Do Employees Prefer to Receive Ratings? The Role of Justice Perceptions and Justice-Related Factors

2020 ◽  
Vol 19 (3) ◽  
pp. 103-112
Author(s):  
Sylvia G. Roch ◽  
Kimberly L. Braddock
Keyword(s):  
Performance Ratings ◽  
Performance Rating ◽  
Related Factors ◽  
Perceived Justice ◽  
Working Adults ◽  
Justice Perceptions ◽  
To Receive

Abstract. We empirically investigated whether employees would rather not receive performance ratings, as often claimed by those advocating the elimination of ratings. We also investigated whether rating preference is colored by perceived justice/injustice and whether factors antithetical to positive reactions to ratings – politics, low previous performance rating, and lack of a perceived link between ratings and outcomes – relate to employee rating preference. A survey of working adults indicated that most would rather receive ratings than not. The results also suggest that justice perceptions have a stronger influence on rating preference than injustice perceptions and that the perceived rating–outcome link has an especially robust relationship with rating preference.

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