Situational ethics

About: Situational ethics is a research topic. Over the lifetime, 4023 publications have been published within this topic receiving 145379 citations.

Culture, self-identity, and work

Abstract: The focus of this book is the development and application of a middle-range theory of culture, self-identity and work behaviour. According to the authors' self-representative theory, three components are relevant to an individual's work behaviour: cultural and situational characteristics, cognitive representation of the self, and managerial practices and techniques used in an organization. Culture is viewed as a shared knowledge structure that results in decreased variability in individual interpretation of stimuli. The self is viewed as a dynamic interpretive structure that shapes an individual's interpretation of social milieu. Managerial practices influence work behaviour, and in this book the focus is on how these practices relate to the components of culture and the self. A final chapter provides a number of specific recommendations for how organizations might consider structuring their environment and managerial practices in order to match culture-self interaction.

Employee Voice Behavior: Integration and Directions for Future Research

Abstract: Within organizations, employees continually confront situations that put them face to face with the decision of whether to speak up (i.e., voice) or remain silent when they have potentially useful information or ideas. In recent years, there has been a rapidly growing body of conceptual and empirical research focused on better understanding the motives underlying voice, individual, and situational factors that increase employee voice behavior, and the implications of voice and silence for employees, work groups, and organizations. Yet this literature has notable gaps and unresolved issues, and it is not entirely clear where future scholarship should be directed. This article, therefore, is an attempt to review and integrate the existing literature on employee voice and also to provide some direction for future research.

Situationism in psychology: an analysis and a critique '

Abstract: This article critically analyzes the current tendency to account for human behavior largely in terms of the situation in which it occurs. This trend in effect substitutes a more or less behavioristic account of personality for a severely taxed trait conception. Although it is undoubtedly true that behavior is more situation specific than trait theory acknowledged, it is herein argued that situations are more person specific than is commonly recognized. The present article details metaphysical, psychological, and methodological assumptions and biases of situationism which have rendered it inattentive to the importance of the person in personality research. Finally, an interactionisl: account of personality is forwarded as an alternative to both a trait and a situationist position. Some recent and influential accounts of personality have emphasized the importance of the situational determinants of behavior while minimizing the importance of disposi1 Work on this article was begun when I was on sabbatical at Stanford University. Grateful appreciation is extended to Ernest R. Hilgard for his generous moral and financial support throughout the year, the latter under his Grant NIH MH 03859-10 from the National Institute of Mental Health. I would like to extend my thanks to Robert

Predicting voice behavior in work groups.

Abstract: This field study of 441 full-time employees in 95 work groups examined voice behavior (constructive challenge to the status quo with the intent of improving the situation rather than merely criticizing) as a function of person-centered (satisfaction with the work. group, global self-esteem) and situational factors (group size, self-managed vs. traditional style of management). Using a measure of voice with demonstrated construct validity, the study showed that these person and situation factors explained 10% of the variance in peer-rated voice assessed 6 months later. Significant Person x Situation interactions suggested that individuals with low global self-esteem or high satisfaction with their group were more responsive to the situational factors than individuals with high global self-esteem or low satisfaction. The authors discuss the importance of including personcentered characteristics, situational factors, and their interactions as predictors of voice. For over 50 years, scholars have recognized the importance of behavior that goes beyond normal role expectations or job requirements and that benefits or is intended to benefit the organization (Barnard, 1938; George &

Predisposing Factors and Situational Triggers: Exclusionary Reactions to Immigrant Minorities

Abstract: This paper examines the bases of opposition to immigrant minorities in Western Europe, focusing on The Netherlands. The specific aim of this study is to test the validity of predictions derived from two theories—realistic conflict, which emphasizes considerations of economic well-being, and social identity, which emphasizes considerations of identity based on group membership. The larger aim of this study is to investigate the interplay of predisposing factors and situational triggers in evoking political responses. The analysis is based on a series of three experiments embedded in a public opinion survey carried out in The Netherlands (n = 2007) in 1997‐98. The experiments, combined with parallel individual-level measures, allow measurement of the comparative impact of both dispositionally based and situationally triggered threats to economic well-being and to national identity at work. The results show, first, that considerations of national identity dominate those of economic advantage in evoking exclusionary reactions to immigrant minorities and, second, that the effect of situational triggers is to mobilize support for exclusionary policies above and beyond the core constituency already predisposed to support them.