Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership (N1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness this comprehensive (...) repertoire for quantitative organizational research, we undertook two more studies (N2a = 228; N2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)

Ethical leadership has so far mainly been featured in the organizational behavior domain and, as such, treated as an intra-organizational phenomenon. The present study seeks to highlight the relevance of ethical leadership for extra-organizational phenomena by combining the organizational behavior perspective on ethical leadership with a classical marketing approach. In particular, we demonstrate that customers may use perceived ethical leadership cues as additional reference points when forming purchasing intentions. In two experimental studies, we find that ethical leadership positively affects purchasing (...) intentions because of customers’ concerns for moral self-congruence. We show this by means of both mediation and moderation analyses. Interestingly, the effect of perceived ethical leadership on purchasing intentions holds over and above the ethical advertising claims that are commonly used in marketing. We conclude by discussing the possible ramifications of ethical leadership beyond its effects on immediate employees. (shrink)

Ideals (or ideal values) help people to navigate in social life. They indicate at a very fundamental level what people are concerned about, what they strive for, and what they want to be affiliated with. Transferring this to a leader-follower analysis, our first study (n = 306) confirms that followers' identification and satisfaction with their leaders are stronger, the more leaders match followers' ideal leader values. Study 2 (n = 244) extends the perspective by introducing the novel concept of counterideals (...) (i. e., how an ideal leader should not be) as a second, non-redundant point of reference. Results confirm that a leader's match on ideal and on counter-ideal values have independent effects in that both explain unique variance in followers' identification and satisfaction with their leader. Study 3 (n = 136) replicates the previous results in an experimental scenario study and provides evidence for the proposed causal direction of the underlying process. We conclude that counter-ideal values might be an additional point of reference that people use to triangulate targets above and beyond ideal values and discuss the implications of our findings for value research and management. (shrink)

Two large online surveys were conducted among employees in Germany to explore the importance employees and organizations place on aspects of interpersonal respect in relation to other work values. The first study (n = 589) extracted a general ranking of work values, showing that employees rate issues of respect involving supervisors particularly high. The second study (n = 318) replicated the previous value ranking. Additionally, it is shown that the value priorities indicated by employees do not always match their perceptions (...) of actual organizational practices. Particularly, interpersonal respect issues that involve employees’ supervisors diverge strongly negative. Consequences and potentials for change in organizations are discussed. (shrink)

Ideals (or ideal values) help people to navigate in social life. They indicate at a very fundamental level what people are concerned about, what they strive for, and what they want to be affiliated with. Transferring this to a leader–follower analysis, our first study (n = 306) confirms that followers’ identification and satisfaction with their leaders are stronger, the more leaders match followers’ ideal leader values. Study 2 (n = 244) extends the perspective by introducing the novel concept of counter-ideals (...) (i.e., how an ideal leader should not be) as a second, non-redundant point of reference. Results confirm that a leader’s match on ideal and on counter-ideal values have independent effects in that both explain unique variance in followers’ identification and satisfaction with their leader. Study 3 (n = 136) replicates the previous results in an experimental scenario study and provides evidence for the proposed causal direction of the underlying process. We conclude that counter-ideal values might be an additional point of reference that people use to triangulate targets above and beyond ideal values and discuss the implications of our findings for value research and management. (shrink)

Research on work values shows that respectful leadership is highly desired by employees. On the applied side, however, the extant research does not offer many insights as to which concrete leadership behaviors are perceived by employees as indications of respectful leadership. Thus, to offer such insights, we collected and content analyzed employees’ narrations of encounters with respectful leadership ( N 1 = 426). The coding process resulted in 19 categories of respectful leadership spanning 149 leadership behaviors. Furthermore, to also harness (...) this comprehensive repertoire for quantitative organizational research, we undertook two more studies ( N 2a = 228; N 2b = 412) to empirically derive a feasible item-based measurement of respectful leadership and assess its psychometric qualities. In these studies, we additionally investigated the relationships between respectful leadership as assessed with this new measurement and employees’ vertical and contextual followership as assessed via subordinates’ identification with their leaders, their appraisal respect for their leaders, their feeling of self-determination, and their job satisfaction. (shrink)

Two large online surveys were conducted among employees in Germany to explore the importance employees and organizations place on aspects of interpersonal respect in relation to other work values. The first study (n = 589) extracted a general ranking of work values, showing that employees rate issues of respect involving supervisors particularly high. The second study (n = 318) replicated the previous value ranking. Additionally, it is shown that the value priorities indicated by employees do not always match their perceptions (...) of actual organizational practices. Particularly, interpersonal respect issues that involve employees’ supervisors diverge strongly negative. Consequences and potentials for change in organizations are discussed. (shrink)

Despite the proliferation of research on ethical leadership, there remains a limited understanding of how specifically the assumingly moral component of this leadership style affects employee behavior. Taking an identity perspective, we integrate the ethical leadership literature with research on the dynamics of the moral self-concept to posit that ethical leadership will foster a sense of moral identity among employees, which then inspires followers to adopt more ethical actions, such as increased organization citizenship behavior. We further argue that these identity (...) effects should be more pronounced when leaders are perceived to be group prototypical, as their actions then speak louder to followers’ sense of identity. Two studies—a scenario experiment with 138 participants and a field study with 225 employees—provided support for our hypothesized moderated mediation model. Perceived ethical leadership positively affected OCB via followers’ moral identity but only under conditions of high perceived leader group prototypicality. We discuss how the identity pathway of ethical leadership can facilitate novel theorizing about moral transference. Our findings also suggest that, when hiring external ethical leaders or training internal managers, practitioners are well advised to consider that these individuals may only be effective in morally transforming followers when they are perceived as prototypical for the group. (shrink)

To advance current knowledge on ethical decision-making in organizations, we integrate two perspectives that have thus far developed independently: the organizational identification perspective and the ethical climate perspective. We illustrate the interaction between these perspectives in two studies, in which we presented participants with moral business dilemmas. Specifically, we found that organizational identification increased moral decision-making only when the organization’s climate was perceived to be ethical. In addition, we disentangle this effect in Study 2 from participants’ moral identity. We argue (...) that the interactive influence of organizational identification and ethical climate, rather than the independent influence of either of these perspectives, is crucial for understanding moral decision-making in organizations. (shrink)

Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values. We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as (...) polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence. (shrink)

Interpersonal respect can be differentiated into two kinds: horizontal respect, i.e. treating someone with dignity; and vertical respect, i.e. genuinely honoring someone’s merits. With the present research, we draw on motivation theory to explore their interplay in leadership relations. Specifically, we argue for a moderated mediation hypothesis in that leaders’ horizontal respect for their subordinates fundamentally speaks to subordinates’ self-determination and that the message of respectful leadership is enhanced by the vertical respect subordinates have for their leaders. As a result, (...) subordinates are more satisfied with their jobs, which should also show in a decreased willingness to leave. The proposed model was supported in two survey studies and an experimental scenario study —thus suggesting that perceived leader behavior needs to be complemented by leader standing. (shrink)

To describe leadership as ethical is largely a perceptional phenomenon informed by beliefs about what is normatively appropriate. Yet there is a remarkable scarcity in the leadership literature regarding how to define what is "normatively appropriate." To shed light on this issue, we draw upon Relational Models Theory (Fiske, 1992, Psychol Rev, 99:689-723), which differentiates between four types of relationships: communal sharing, authority ranking, equality matching, and market pricing. We describe how each of these relationship models dictates a distinct set (...) of normatively appropriate behaviors. We argue that perceptions of unethical leadership behavior result from one of three situations: (a) a mismatch between leader's and follower's relational models, (b) a different understanding about the behavioral expression, or preos, of the same relational model, or (c) a violation of a previously agreed upon relational model. Further, we argue that the type of relational model mismatch impacts the perceived severity of a transgression. Finally, we discuss the implications of our model with regard to understanding, managing, and regulating ethical leadership failures. (shrink)

Research on value congruence rests on the assumption that values denote desirable behaviors and ideals that employees and organizations strive to approach. In the present study, we develop and test the argument that a more complete understanding of value congruence can be achieved by considering a second type of congruence based on employees’ and organizations’ counter-ideal values. We examined this proposition in a time-lagged study of 672 employees from various occupational and organizational backgrounds. We used difference scores as well as (...) polynomial regression and response surface analyses to test our hypotheses. Consistent with our hypotheses, results reveal that counter-ideal value congruence has unique relations to employees’ trust in the organization that go beyond the effects of ideal value congruence. We discuss theoretical and practical implications of this expanded perspective on value congruence. (shrink)

To advance current knowledge on ethical decision-making in organizations, we integrate two perspectives that have thus far developed independently: the organizational identification perspective and the ethical climate perspective. We illustrate the interaction between these perspectives in two studies, in which we presented participants with moral business dilemmas. Specifically, we found that organizational identification increased moral decision-making only when the organization’s climate was perceived to be ethical. In addition, we disentangle this effect in Study 2 from participants’ moral identity. We argue (...) that the interactive influence of organizational identification and ethical climate, rather than the independent influence of either of these perspectives, is crucial for understanding moral decision-making in organizations. (shrink)

In the aftermath of various corporate scandals, management research and practice have taken great interest in ethical leadership. Ethical leadership is referred to as “normatively appropriate conduct” (Brown et al. in Organ Behav Hum Decis Process 97(2):117–134, 2005), but the prescriptive norms that actually underlie this understanding constitute an open question. We address this research gap by turning to relational models theory (Fiske in Structures of social life: the four elementary forms of human relations, Free Press, New York, 1991), which (...) contextualizes four distinct moralities in four distinct interactional norms (i.e., the relational models). We expect that the norms inherent in each model dictate the type of leader relationship that followers deem ethical. Specifically, we hypothesize that, for each norm, followers will perceive leaders as less ethical the more discrepant, i.e., the more incongruent, followers’ ideal relational norm is with the perceived norm that they attribute to their actual leader–follower interaction. We tested the respective incongruence hypothesis in a cross-sectional survey of 101 Dutch employees. Polynomial regression and surface response analyses provide support for the hypothesized incongruence effects in each of the four relational models, suggesting that normatively appropriate conduct should not be limited to caring (i.e., community-oriented) behaviors. Indeed, all four relational models can predict ethical leadership perceptions. We discuss the implications in the context of ethical leadership research and managerial practice. (shrink)

Although the proportion of women in leadership positions has grown over the past decades, women are still underrepresented in leadership roles, which poses an ethical challenge to society at large but business in particular. Accordingly, a growing body of research has attempted to unravel the reasons for this inequality. Besides theoretical progress, a central goal of these studies is to inform measures targeted at increasing the share of women in leadership positions. Striving to contribute to these efforts and drawing on (...) several theoretical approaches, the present study provides a contemporary examination of whether women and men differ in their levels of power motivation and whether potential gender differences in this motivation contribute to the unequal distribution of women and men in leadership positions. Results from four studies provide converging support for these assumptions. Specifically, we found that women consistently reported lower power motivation than men. This in turn mediated the link between gender and leadership role occupancy. These results were robust to several methodological variations including samples from different populations, diverse operationalizations of power motivation and leadership role occupancy, and study design. Implications for theory and practice, including ways to contribute to a more equal gender distribution in leadership positions, are discussed. (shrink)

Traditionally, conceptualizations of human values are based on the assumption that individuals possess a single integrated value system comprising those values that people are attracted by and strive for. Recently, however, van Quaquebeke et al. (in J Bus Ethics 93:293–305, 2010 ) proposed that a value system might consist of two largely independent value orientations—an orientation of ideal values and an orientation of counter-ideal values (values that individuals are repelled by), and that both orientations exhibit antithetic effects on people’s (...) responses to the social world. Following a call for further research on this distinction, we conducted two studies to assess the independent effects of ideal and counter-ideal values in leadership settings. Study 1 ( N = 131) finds both value orientations to explain unique variance in followers’ vertical respect for their leaders. Study 2 ( N = 136) confirms these results and additionally shows an analogous effect for followers’ identification with their leaders. Most importantly, we find that both value orientations exhibit their effects only independently when the content of the two orientations pertain to different value types in Schwartz’s (in J Soc Issues 50:19–46, 1994 ) circumplex model. Implications for theory and practice are discussed. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study (N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study (N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

In this article, we hypothesize that leaders who display group-oriented values (i.e., values that focus on the welfare of the group rather than on the self-interest of the leader) will be evaluated more positively by their followers than leaders who do not display group-oriented values. Importantly, we expected these effects to be more pronounced for leaders who are ingroup members (i.e., stemming from the same social group as their followers) than for leaders who are outgroup members (i.e., leaders stemming from (...) a different social group than their followers). We tested our hypotheses in two studies. Results of a field study ( N = 95) showed the expected relationship between leaders’ group-oriented values and followers’ identification with their leaders. A scenario study ( N = 137) replicated the results and extended it to followers’ endorsement of their leaders. Overall, these findings suggest that displaying group-oriented values pays off more for ingroup than for outgroup leaders. (shrink)

These articles and speeches by the Nobel Prize-winning physicist date from 1934 to 1958. Rather than expositions on quantum physics, the papers are philosophical in nature, exploring the relevance of atomic physics to many areas of human endeavor. Includes an essay in which Bohr and Einstein discuss quantum and_wave equation theories. 1961 edition.

SummaryA short exposition is given of the foundation of the causal description in classical physics and the failure of the principle of causality in coping with atomic phenomena. It is emphasized that the individuality of the quantum processes excludes a separation between a behaviour of the atomic objects and their interaction with the measuring instruments denning the conditions under which the phenomena appear. This circumstance forces us to recognize a novel relationship, conveniently termed complementarity, between empirical evidence obtained under different (...) experimental conditions. An appropriate tool for a complementary mode of description is provided by the quantum‐mechanical formalism which allows us to account for regularities of definite or statistical character beyond the grasp of classical physical explanation. – N. B. (shrink)

On several occasions I have pointed out that the lesson taught us by recent developments in physics regarding the necessity of a constant extension of the frame of concepts appropriate for the classification of new experiences leads us to a general epistemological attitude which might help us to avoid apparent conceptual difficulties in other fields of science as well. Since, however, the opinion has been expressed from various sides that this attitude would appear to involve a mysticism incompatible with the (...) true spirit of science, I am very glad to use the present opportunity of addressing this assembly of scientists working in quite different fields but united in their striving to find a common ground for our knowledge, to come back to this question, and above all to try to clear up the misunderstandings which have arisen. (shrink)

v. 1. Atomic theory and the description of nature -- v. 2. Essays 1932-1957 on atomic physics and human knowledge -- v. 3. Essays 1958-1962 on atomic physics and human knowledge -- v. 4. Causality and complementarity.

Introductory survey -- Atomic theory and mechanics -- The quantum postulate and the recent development of atomic theory -- The quantum of action and the description of nature -- The atomic theory and the fundamental principles underlying the description of nature.

Given the assertion of a relation between two types, like: “Epidermis has part some Keratinocyte”, we define silent change as any kind of change of the instance-relata of the relation in question that does not change the truth-value of the respective type-level assertion. Such assertions are notoriously difficult to model in OWL 2. To address this problem, we distinguish different modes of type-level relatedness giving rise to this problem and describe a conservative extension to the BFO top-level ontology that allows (...) expressing these modes. (shrink)

pars 1. Quaestiones super librum topicorum.--pars 2. Opuscula: De aeternitate mundi. De summo bono. De somnis.

The purpose of this chapter is to clarify what the concept of digital media might add to the understanding of mediatization and what the concept of mediatization might add to the understanding of digital media. It is argued that digital media open an array of new trajectories in human communication, which were not anticipated in previous conceptualizations of media and mediatization. If digital media are to be included, the concept of mediatization has to be revised and new parameters must be (...) integrated in the concept of media. At the same time, it is argued that the concept of mediatization still provides a variety of perspectives of relevance to the study of digital media. The claim that the concept of mediatization has to be reinterpreted can only be legitimized if digital media are considered distinct from the media formerly referred to in mediatization theory. Such characteristics are presented and digital media are defined in section 2, while section 1 is devoted to theories of mediatization and the notion of media. Section 3 analyses the relation between mediatization and digitization. Finally, in section 4, medium theory is revisited with a view to harvest some missing fruits in contemporary mediatization theory. (shrink)

A possible way out of the conundrum of quantum gravity is the proposal that general relativity (GR) emerges from an underlying microscopic description. Despite recent interest in the emergent gravity program within the physics as well as the philosophy community, an assessment of the general motivation for this idea is lacking at the moment. We intend to fill this gap in the literature by discussing the main arguments in favour of the hypothesis that the metric field and its dynamics are (...) emergent. First, we distinguish between microstructure inspired from GR, such as through quantization or discretization, and microstructure that is not directly motivated from GR, such as strings, quantum bits or condensed matter fields. The emergent gravity approach can then be defined as the view that the metric field and its dynamics are derivable from the latter type of microstructure. Subsequently, we assess in how far the following properties of (semi-classical) GR are suggestive of underlying microstructure: (1) the metric's universal coupling to matter fields, (2) perturbative non-renormalizability, (3) black hole thermodynamics, and (4) the holographic principle. In the conclusion we formalize the general structure of the plausibility arguments put forward. (shrink)

A common adage runs that, given a theory manifesting symmetries, the syntax of that theory should be modified in order to construct a new theory, from which symmetry-variant structure of the original theory has been excised. Call this strategy for explicating the underlying ontology of symmetry-related models reduction. Recently, Dewar has proposed an alternative to reduction as a means of articulating the ontology of symmetry-related models—what he calls sophistication, in which the semantics of the original theory is modified, and symmetry-related (...) models of that theory are treated as if they are isomorphic. In this paper, we undertake a critical evaluation of sophistication about symmetries—we find the programme underdeveloped in a number of regards. In addition, we clarify the interplay between sophistication about symmetries, and a separate debate to which Dewar has contributed—viz., that between interpretational versus motivational approaches to symmetry transformations. (shrink)

In this article it is argued that the relation between the socalled Gutenberg galaxis of print culture and the Turing galaxis of digital media is not one of opposition and substitution, but rather one of co-evolution and integration. Or more precisely: that the Gutenberg galaxis on the one hand can be inscribed into the Turing galaxis, which on the other hand is textual in character since it is based on linear and serially processed representations manifested in a binary alphabet. In (...) continuation of this text and hypertext is described as notions of related but different sorts of complex systems and it is argued that both texts and hypertexts are best thought of as sequentially organised. The first part of the paper contains a description of the basic properties of computers and digital representation answering the question: what are the properties common to all kinds of use of computers – whether used for one purpose or another? The second part is concerned with the relationship between printed and electronic text. The third part addresses the idea of hypertext as systems which exploits modal shifts between node-mode and link-mode as a significant part of the semantics of the system. (shrink)

We discuss the status of gravitational radiation in Newtonian theories. In order to do so, we consider various options for interpreting the Poisson equation as encoding propagating solutions, reflect on the extent to which limit considerations from general relativity can shed light on the Poisson equation’s conceptual status, and discuss various senses in which the Poisson equation counts as a dynamical equation.

The empirical coherence problem of quantum gravity is the worry that a theory which does not fundamentally contain local beables located in space and time—such as is arguably the case for certain approaches to quantum gravity—cannot be connected to measurements and thus has its prospects of being empirically adequate undermined. Spacetime functionalism à la Lam and Wüthrich is said to solve this empirical coherence problem as well as bridging a severe conceptual gap between spatiotemporal structures of classical spacetime theories on (...) the one hand, and the non-spatiotemporal structures in quantum gravity approaches on the other hand. The aim of this essay is to offer a deflationary account of both the empirical coherence problem and the spatiotemporal gap problem as they are claimed to arise at least prima facie for current theories of quantum gravity by Huggett and Wüthrich :276–285, 2013), Lam and Wüthrich and Le Bihan. I defend the view that spacetime functionalism is set up to address a problem which can usually be solved without it; and that it is wrongly claimed to solve another problem which for any actual account of quantum gravity is in fact currently non-existent anyway. (shrink)

Systemic therapy considers the complex dynamics of relational factors and resources contributing to psychological symptoms. Negative maintaining factors have been well researched for people suffering from Alcohol-use Disorders. However, we know little about the complex dynamics of these negative factors and resources. We interviewed fifty-five participants suffering or fully remitted from Alcohol-use disorders in this cross-sectional study. The interviews focused on relational factors referring to a Support Social Network and a Craving Social Network. The CSN included all significant others who (...) were associated with craving situations. We compared the network characteristics of the group suffering from Alcohol-use Disorders to a fully remitted control group. The abstinent group with full remission named on average fewer individuals in the CSNs. They had lower social negativity mean scores in the Support Social Network compared to the non-remitted group. In the CSN, the mean scores of social support were significantly higher than the median for both groups. These findings reveal the complex interplay of relational patterns contributing to the etiology, maintenance, and recovery from Alcohol-use disorders. A successful recovery can be linked to increased social resources and reduced relations associated with craving. However, craving-associated relations represent an important source of social support. Future research should investigate this ambivalence for the systemic perspective on the explanation and treatment of Alcohol-use disorders. (shrink)

The empirical coherence problem of quantum gravity is the worry that a theory which does not fundamentally contain local beables located in space and time—such as is arguably the case for certain approaches to quantum gravity—cannot be connected to measurements and thus has its prospects of being empirically adequate undermined. Spacetime functionalism à la Lam and Wüthrich is said to solve this empirical coherence problem as well as bridging a severe conceptual gap between spatiotemporal structures of classical spacetime theories on (...) the one hand, and the non-spatiotemporal structures in quantum gravity approaches on the other hand. The aim of this essay is to offer a deflationary account of both the empirical coherence problem and the spatiotemporal gap problem as they are claimed to arise at least prima facie for current theories of quantum gravity by Huggett and Wüthrich :276–285, 2013), Lam and Wüthrich and Le Bihan. I defend the view that spacetime functionalism is set up to address a problem which can usually be solved without it; and that it is wrongly claimed to solve another problem which for any actual account of quantum gravity is in fact currently non-existent anyway. (shrink)