Topic
Situational ethics
About: Situational ethics is a research topic. Over the lifetime, 4023 publications have been published within this topic receiving 145379 citations.
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TL;DR: The authors used data from youths on the street and in school to test an integration of strain and control theories that spans background and situational factors, and found consistent evidence of the effects of adverse situational conditions: hunger causes theft, and problems of unemployment and shelter produce prostitution.
Abstract: Contemporary sociological theories of delinquency emphasize bakcground and developmental factors while neglecting adverse situational conditions. This study uses data from youths on the street and in school to test an integration of strain and control theories that spans background and situational factors. After background and situational factors. After background and street exposure variables are controlled for and after school and street samples are combined, there is consistent evidence of the effects of adverse situational conditions: hunger causes theft, and problems of unemployment and shelter produce prostitution. These findings broaden and increase theoretical understanding of street life and crime.
161 citations
TL;DR: The relationships among physical, verbal and/or sexual face-to-face violence and situational factors in prisons and closed psychiatric settings were reviewed and indicated that a range of situational factors may impact on institutional violence.
160 citations
15 Jul 2009
TL;DR: In this paper, a model of employee help-seeking that takes into account the potential direct and cross-level moderating effects of a variety of situational factors (e.g., the nature of the particular problem, organizational norms, support climate) was proposed.
Abstract: Although employee helping behaviors have been widely examined by organizational and human resource management scholars, relatively little is known about the antecedents and consequences of help-seeking in the workplace. Seeking to fill this gap, I draw from the social and counseling psychology literatures, as well as from research in epidemiology and health sociology to first conceptualize the notion of employee help-seeking and then to identify the variables and mechanisms potentially driving such behavior in work organizations. My critical review of this literature suggests that the application of existing models of help-seeking may offer limited predictive utility when applied to the workplace unless help-seeking is conceived as the outcome of a multi-level process. That in mind, I propose a model of employee help-seeking that takes into account the potential direct and cross-level moderating effects of a variety of situational factors (e.g., the nature of the particular problem, organizational norms, support climate) that might have differential influences on help-seeking behavior depending on the particular phase of the help-seeking process examined. Following this, I focus on two sets of help-seeking outcomes, namely, the implications of employee help-seeking on individual and group performance, and the impact of help-seeking on employee well-being. The chapter concludes with a brief examination of some of the more critical issues in employee help-seeking that remain to be explored (e.g., the timing of help solicitation) as well as the methodological challenges likely to be faced by those seeking to engage in such exploration.
160 citations
TL;DR: For instance, this paper found that goal importance and goal attainment were the best predictors of time spent in situations, followed by positive affect felt in the situation, and next by the satisfied outcome ratings.
159 citations
TL;DR: Shavitt et al. as discussed by the authors applied the identity-based motivation model to culture-contingent effects of power and found that broader identities are more likely to be cued than more narrow ones, and the consequences of salient identities for selfconstructive vs. self-destructive choices.
159 citations