The purpose of this research is to examine the notion of salesperson moral identity as a prosocial individual trait and its associated effects on customer and coworker relationships. In addition, this study examines the underlying processes in which these effects occur as well as the moderating role of internal competitive climate. Our empirical investigation of business-to-business (B2B) sales professionals reveals that moral identity has both direct and indirect effects on a salesperson’s customer- and team-directed outcomes. Specifically, our (...) results demonstrate that salesperson moral identity positively affects both salesperson-customer identification and organizational identification, which, in turn, impact customer service provision and teamwork. Our findings also indicate that internal competitive climate exacerbates the positive effects of salesperson moral identity on customer service provision and teamwork. (shrink)

"Law week soccer competition: 16-19 May 2005." Ethos: Official Publication of the Law Society of the Australian Capital Territory, (198), pp. 25.

While competition has become increasingly fierce in organizations and in the broader market, the research on competition at an individual level is limited. Most existing research focuses on trait competitiveness. We argue that employee competitiveness can be state-like and can be demonstrated as an attitude toward and behavior representative of competition. We therefore propose a dynamic model with two separate components: competitive attitude and competitive behavior. Drawing upon self-determination theory and the person-environment interaction perspective, we examine how employee (...) competitive attitude and competitive behavior can be influenced by both personal characteristics and team climate, which in turn leads to different work outcomes, as demonstrated in two studies. Study 1 developed measures for competitive attitude and competitive behavior. Study 2 collected data from salespeople in a large insurance company in three waves. The results showed that employee competitive attitude and behavior could be predicted by personality. Moreover, employee competitive attitude and behavior were related to sales performance in differential ways via job crafting, and these mediated relationships could be moderated by team climate. These findings support the two-component dynamic model combining competitive attitude and behavior, which helps promote understanding of the dynamics of competition and its consequences at the individual level. Theoretical and practical implications are also discussed. (shrink)

Patent strategy is increasingly recognized as a vital contributor in promoting core competitiveness of an enterprise. A top management team has been indicated as one of the key factors driving changes in patent strategy. Based on upper echelons theory, this study examines how TMT characteristics, including, team diversity, emotional intelligence, and safety climate, influence enterprise patent strategic change and, hence, the business outcome. The data from 930 top managers in 228 enterprises showed that the changes in patent (...) strategies are significantly influenced by the characteristics of top managers. These aforementioned internal TMT factors have diverse effects on the speed and scope of the enterprise patent strategic change, which in turn affects firm performance in a positive and negative way, respectively. (shrink)

Management literature has repeatedly shown that an absence of voice can have serious negative influences on team and organization performance. However, employees often withhold suggestions or advices when they have ideas, concerns, or opinions. The present study proposes leader behavioral integrity as a key antecedent of employee voice, and investigates how and when leader behavioral integrity influences employee voice. Specifically, we argue that leader behavioral integrity affects employee voice via team independence climate. In addition, we propose a (...) moderating effect of corporate ethical values. The results from a study of 134 managers and 408 employees provide support for this moderated mediation model. Leader behavioral integrity positively affects employee voice via team independence climate, but only when ethical values are emphasized in organizations. These results suggest that leader behavioral integrity, along with team independence climate and corporate ethical values, is very important for fostering employee voice. (shrink)

In this paper, we consider how the four key team emergent states for team learning identified by Bell, Kozlowski and Blawath (2012), namely psychological safety, goal orientation, cohesion, and efficacy, operate as a system that produces the team’s learning climate (TLC). Using the language of systems dynamics, we conceptualize TLC as a stock that rises and falls as a joint function of the psychological safety, goal orientation, cohesion, and efficacy that exists in the team. The (...) systems approach highlights aspects of TLC management that are traditionally overlooked, such as the simultaneous influence of and feedback between the four team emergent states and the inertia that TLC can have as a result. The management of TLC becomes an issue of controlling the system rather than each state as an independent force, especially because changing one part of the system will also affect other parts in sometimes unintended and undesirable ways. Thus the value is to offer a systems view on the leadership function of team monitoring with regards to team emergent states, which we term team state monitoring. This view offers promising avenues for future research as well as practical wisdom. It can help leaders remember that TLC represents an equilibrium that needs balance, in addition to pointing to the various ways in which they can influence such equilibrium. (shrink)

Ultimate is a competitive team sport that is played, even at the highest level of competition, without external referees. The key to Ultimate as a self-refereed sport is the so-called ‘Spirit of the Game’. As this paper aims to show, the Spirit of the Game closely resembles Habermas’s theory of communicative action. This suggests that Habermas’s theory might be used to spell out the philosophical presuppositions of the Spirit of the Game. Most importantly, the requirements for players to (...) serve as referees of their own game specified in the ‘Rules of Ultimate’ turn out to be reformulation of the four validity claims of communicative action. Moreover, the Spirit of the Game can be interpreted as aiming towards facilitating real-life decision-making procedures that resemble as much as possible Habermas’s concept of an ideal speech situation. On the other hand, Ultimate might serve as a case study for exploring how Habermas’s idea of rational deliberation works in the practice of a competitive sporting environment. Most importantly, it makes manifest that self-refereeing is a trust-based system. This suggests that communicative rationality can only unfold its power—the unforced force of the better argument—within a context in which participants trust that everyone participates in good faith towards the common goal of finding the best decision. Hence, investigating the case of Ultimate allows us to draw broader conclusions about the requirements for rational deliberation to work in practice. (shrink)

Personal competition among colleagues and co-workers has been observed in order to prove their professional superiority over others. Such behaviors have grave consequences on the overall team performance. The aim of this study was to investigate the role of personal competition on team performance incorporating the mediating role of the playing dumb behavior of knowledge hiding. The study has further checked the moderating effect of task interdependence on the relationship between personal competition and playing dumb. Data for the (...) present study had been collected through questionnaires from the sports players actively associated with games through their educational institutes in China. The sample size of the study was 339, selected on the basis of convenience sampling. Smart PLS had been employed to analyze the data through structural equation modeling. The results of the study showed a strong impact of personal competition on team performance and the playing dumb variable. Furthermore, playing dumb has been found to have a strong mediating impact on team performance. The study has theoretically contributed to the literature of competition and performance by investigating the mediating role of playing dumb. The study also offers certain practical implications to the managers of the corporate world to devise such human resource policies that take appraisals from the colleagues so as to rectify the negative workplace behaviors and could be worked out accordingly. (shrink)

This study explores how and when ethical leadership predicts three forms of team-level creativity, namely team creativity, average of member creativity, and dispersion of member creativity. The results, based on 230 members of 44 knowledge work teams from Chinese organizations, showed that ethical leadership was positively related to team creativity and average of member creativity but was negatively related to dispersion of member creativity. Consistent with the predictions of uncertainty reduction theory, psychological safety climate mediated the (...) relationship between ethical leadership and the three forms of team-level creativity. Furthermore, supervisor support for creativity positively moderated the effect of ethical leadership on psychological safety climate and the indirect effects of ethical leadership on the three forms of team-level creativity through psychological safety climate. The analysis offers significant theoretical and practical implications on ethical leadership and creativity in organizations. (shrink)

Drawing on the theoretical insights from the resource-based view of the firm, this paper explores how human resource systems may contribute to competitive advantage by facilitating the development and maintenance of five types of ethical climates, and conversely, how HR systems may hinder competitive advantage by inhibiting the development and maintenance of these climate types. In so doing, this paper contributes to the literature by highlighting the resource worthiness of a firm's ethical climates and showing how HR (...) systems may influence that value. In addition, it advances theory that underpins the concept of competitive advantage sustainability and provides a platform for future empirical research. (shrink)

Many countries around the world embrace freedom and democracy as part of their political culture. However, culture is at least in part a human response to the ecological challenges that a society faces; hence, it should not be surprising that the degree to which societies regulate the level of individual freedom is related to environmental circumstances. Previous research suggests that levels of societal freedom across countries are systematically related to three types of ecological threats: prevalence of pathogens, climate challenges, (...) and natural disaster threat. Though their incidence overlaps, the literature has not yet provided a competitive test. Drawing upon the ecocultural framework, we tested five rival hypotheses, alternately focused on the above ecological factors and their interactions with economic wealth in explaining country variations in socio-political freedom. Focusing on data from 150 countries, we performed a series of linear mixed-effects regressions predicting freedom in the domains of politics, media, and economy. We found that countries with higher pathogen prevalence were more likely to suppress democracy and media freedom. Economic wealth, however, moderated the effect of pathogen prevalence on economic freedom, with the main effect being only found among wealthy countries, but not among poor countries. In contrast, natural disaster threat predicted political freedom and press freedom only among poor countries, consistent with the idea that disaster threat accompanied by poor resources promote socio-political freedom as a means of increasing collective survival. Throughout our analyses, we found no support for hypotheses based on climatic challenges. In addition, our multilevel approach revealed that country scores for socio-political freedom were highly clustered within world regions, accounting for substantial portions of variance. Overall, the present research offers a nuanced view of the interplay between ecology and wealth in the emergence of socio-political freedom. We discuss new directions in future research considering methodological and theoretical contributions of the present findings. (shrink)

A theory of justice for the basic structure of society may constrain though not directly govern colleges. The principle of "equal opportunity" commonly applied to jobs either does or does not apply to varsity opportunities. If it applies, it interdicts sex discrimination but, one fallacious argument notwithstanding, it states no obligation to expend resources on new teams. If it does not apply, an analogue of Rawls's difference principle may appropriately constrain inequalities between the sexes. In either case the preferences of (...) a majority of the sex affected by any inequality are pivotal in fashioning any tenable distributive policy. Those preferences are neglected by a government policy that assimilates equal opportunity to equality of (i) the ratio of male:female varsity athletes and (ii) the ratio of male:female students. It is argued that such policy rests on affirming the consequent. Its effects include misallocations of resources and overvaluation of athletics. It is argued that what should approximately be equal is competitive access, the ratio of available positions to aspirants, for each sex. Two versions of a principle of equal competitive access are proposed, the recommended one of which pertains to teams whose net consumption of resources is positive. (shrink)

The aim of this paper is to explore the role of ethical climate on the relationship between the paternalistic leadership and team identification at the team level. In contrast to the prior studies which tended to focus on ethical climate as a whole dimension, this paper further classified the domain of construct into the categories of egoism, benevolence, and principle using a sample from 143 teams in Mainland China and Taiwan. Hierarchical regression results showed that the (...) average paternalistic leadership had a significant impact on the team identification at the team level. Moreover, the results indicated that the ethical climate of benevolence fully mediated while the ethical climate of egoism partially mediated the relationship between authoritarian leadership and team identification. Also, the ethical climates of benevolence and principle had a partial mediating effect on the relationship between benevolent leadership and team identification as well as moral leadership and team identification, respectively, but the ethical climate of egoism did not play a significant role. The major findings, theoretical contributions, practical implications, and the limitations were discussed. (shrink)

Scholars have made great efforts to investigate the antecedents of knowledge sharing. In the current study, we applied the proactive motivation model (Parker, Bindl, and Strauss, 2010) to propose a theoretical model to advance this research line and examined the relationship between coaching and knowledge sharing. A total of 197 supervisor–subordinate dyads from a logistics company completed the survey questionnaire. Our results show that leaders’ coaching behavior positively relates to employees’ knowledge sharing behavior via psychological availability. Furthermore, our results show (...) that team psychological safety climate moderates the relationship between psychological availability and employees’ knowledge sharing behavior, as well as the indirect effect between leaders’ coaching behavior and employees’ knowledge sharing. (shrink)

Based on the social interdependence theory, we proposed that the distributive justice climate affects virtual team performance via high-quality relationships, and then we investigated the boundary effect of team proactive personality. The data used in this study were collected in China, including 327 virtual team members that belonged to 75 teams. The following results are obtained: Distributive justice climate and high-quality relationships have significant positive effects on virtual team performance. High-quality relationships mediate the relationship (...) between the distributive justice climate and virtual team performance. Team proactive personality strengthens the direct effect of the distributive justice climate on high-quality relationships. Team proactive personality strengthens the indirect effect of the distributive justice climate on virtual team performance through high-quality relationships. These empirical results have important theoretical significance for team climate construction, personnel selection, and team performance promotion. (shrink)

The establishment or nurturing of a supportive organizational climate encompasses various activities rooted in ethical commitments. This study focuses on the outcome of these activities, exploring how team members’ collective interpretation and evaluation of corporate social responsibility (CSR) initiatives’ presence and authenticity impact team empowerment as a driver of team performance. Drawing on the organizational climate literature, while integrating signaling theory and attribution theory, we hypothesize that the impact of CSR climate on team (...) performance through team empowerment hinges on two key factors. First, teams must perceive the presence of CSR initiatives, denoting CSR climate quality. Secondly, there must be a consensus regarding the authenticity of these initiatives, signifying CSR climate strength. Results from a partial least squares—structural equation modeling analysis of multi-informant data obtained from 537 team members within 73 teams of 35 retail organizations in Belgium support most of our hypotheses. The results reveal that both CSR climate quality and strength are important drivers of team empowerment in support of team performance. (shrink)

For decades, African senior club and national soccer teams, involved in world competitions, have failed to perform beyond mere honorable appearances. In this paper, we explore two of the fundamental causes underlying these disappointing performances. First, we examine the dilemma which forces almost all the African federations to overlook the Africa-based players in favor of those based outside the continent. Second, we show that the roots of the poor performances of the African teams go far beyond this crippling dilemma. Indeed, (...) we argue, the persistent underperformances of African teams appear to be rather consistent with the fate of postcolonial Africa itself, a continent marred in an acute identity crisis. In fact, this crisis essentially stems from the relentless brain drain inflicted on the African soccer world which has so far dispersed its best talents all across Europe and beyond through the naturalization of its soccer diaspora. In addition, Africa has shown no ability to offer any type of attractive alternatives to the talented sons and daughters of its diaspora as well as to any other world class players. This ineptitude, coupled with Africa’s inability to leave behind its nostalgic Senghorian soccer essentialism, condemns the continent to perpetual poor performances. Therefore, we suggest that the African national federations and their respective governments move away from their deeply held soccer essentialism in order to begin to move toward some kind of soccer existentialism alongside such European countries as France, Germany, Switzerland, and The Netherlands which appear to acknowledge, perhaps reluctantly, the invaluable contributions made by the African diaspora to the success of not only their local and national leagues but also their national teams. (shrink)

Climate Liberalism examines the potential and limitations of classical-liberal approaches to pollution control and climate change. Some successful environmental strategies, such as the use of catch-shares for fisheries, instream water rights, and tradable emission permits, draw heavily upon the classical liberal intellectual tradition and its emphasis on property rights and competitive markets. This intellectual tradition has been less helpful, to date, in the development or design of climate change policies. Climate Liberalism aims to help fill (...) the gap in the academic literature examining the extent to which classical-liberal principles, including an emphasis on property rights, decentralized authority and dynamic markets, can inform the debate over climate-change policies. The contributors in this book approach the topic from a range of perspectives and represent multiple academic disciplines. Chapters consider the role of property rights and common-law legal systems in controlling pollution, the extent to which competitive markets backed by legal rules encourage risk minimization and adaptation, and how to identify the sorts of policy interventions that may help address climate change in ways that are consistent with liberal values. (shrink)

A survey of the philosophy of sport literature reveals that arguments regarding the issue of sex segregation in athletics have been advanced from time to time, but there has been little sustained discussion, no consensus, and no change in existing practice. In this paper, an effort to advance the conversation, I begin with Jane English’s seminal 1978 article as a springboard and employ existing literature on the question of sex segregation in order to raise difficulties with English’s analysis and outline (...) the basic alternative positions that have been taken on the issue. My own contribution to the conversation is in the introduction of four distinctions – between individual and team sports, direct and indirect competition, contact and non-contact sports, and amateur and professional sports – that have not been part of the discussion about the conditions under which men and women might compete against one another. These distinctions resolve several difficulties noted by others and suggest a more nuanced conclusion about desirable changes to the structure of sporting competition. (shrink)

This article reports the findings from a study that investigates the relationship between ethical climates and police whistle-blowing on five forms of misconduct in the State of Georgia. The results indicate that a friendship or team climate generally explains willingness to blow the whistle, but not the actual frequency of blowing the whistle. Instead, supervisory status, a control variable investigated in previous studies, is the most consistent predictor of both willingness to blow the whistle and frequency of blowing (...) the whistle. Contrary to popular belief, the results also generally indicate that police are more inclined than civilian employees to blow the whistle in Georgia - in other words, they are less inclined to maintain a code of silence. (shrink)

Prior research has demonstrated a strong relationship between team performance and team members’ team efficacy beliefs and perceptions of social integration. Performing well increases the feelings of collective ability that comprise team efficacy and the feelings of psychological connectedness that make up social integration, while performing poorly erodes them. In this article, we draw from the social cognitive base of ethical leadership theory to argue that ethical leadership moderates the relationship between team performance and (...) class='Hi'>team efficacy beliefs, and between team performance and social integration, such that these important team attitudes are buffered against the negative effects of poor performance when leaders act ethically. Alternatively, when leaders act less ethically, team efficacy and social integration break down following poor performance. We test our hypotheses in a field study of U.S. military teams actively engaged in competition. The data support our arguments. We find that ethical leadership weakens the relationships among team performance and team efficacy and social integration, respectively, such that ethical leaders preserve team efficacy and social integration when their teams do not perform well. (shrink)

There is a common belief that genuine awareness and acceptance of the existence of anthropogenic climate change (as opposed to either ignorance or denial) automatically leads one to develop political and moral positions which advocate for collective human action toward minimizing suffering for all and adapting human societies toward a fossil-free future. This is a mistake. Against the idea that scientific awareness of the facts of climate change is enough to motivate a common ethical project of humanity toward (...) a unifying good, I argue that climate change awareness can just as well equally motivate heightened divisions of humanity into anti-egalitarian, xenophobic, class-differentiated zones of competitive survival. I call this climate barbarism, and seek to explain its conceptual grounds. (shrink)

Digraph games are cooperative TU-games associated to domination structures which can be modeled by directed graphs. Examples come from sports competitions or from simple majority win digraphs corresponding to preference profiles in social choice theory. The Shapley value, core, marginal vectors and selectope vectors of digraph games are characterized in terms of so-called simple score vectors. A general characterization of the class of (almost positive) TU-games where each selectope vector is a marginal vector is provided in terms of game semi-circuits. (...) Finally, applications to the ranking of teams in sports competitions and of alternatives in social choice theory are discussed. (shrink)

Projections of future climate change cannot rely on a single model. It has become common to rely on multiple simulations generated by Multi-Model Ensembles (MMEs), especially to quantify the uncertainty about what would constitute an adequate model structure. But, as Parker points out (2018), one of the remaining philosophically interesting questions is: “How can ensemble studies be designed so that they probe uncertainty in desired ways?” This paper offers two interpretations of what General Circulation Models (GCMs) are and how (...) MMEs made of GCMs should be designed. In the first interpretation, models are combinations of modules and parameterisations; an MME is obtained by “plugging and playing” with interchangeable modules and parameterisations. In the second interpretation, models are aggregations of expert judgements that result from a history of epistemic decisions made by scientists about the choice of representations; an MME is a sampling of expert judgements from modelling teams. We argue that, while the two interpretations involve distinct domains from philosophy of science and social epistemology, they both could be used in a complementary manner in order to explore ways of designing better MMEs. (shrink)

Ethical climate (EC) has been broadly described as how well institutions respond to ethical issues. Developing a tool to study and evaluate EC that aims to achieve sustained improvements requires a contemporary framework with identified relevant drivers. An extensive literature review was performed, reviewing existing EC definitions, tools and areas where EC has been studied; ethical challenges and relevance of EC in contemporary paediatric intensive care (PIC); and relevant ethical theories. We surmised that existing EC definitions and tools designed (...) to measure it fail to capture nuances of the PIC environment, and sought to address existing gaps by developing an EC framework for PIC founded on ethical theory. In this article, we propose a Paediatric Intensive Care Ethical Climate (PICEC) conceptual framework and four measurable domains to be captured by an assessment tool. We define PICEC as the collective felt experience of interdisciplinary team members arising from those factors that enable or constrain their ability to navigate ethical aspects of their work. PICEC both results from and is influenced by how well ethical issues are understood, identified, explored, reflected on, responded to and addressed in the workplace. PICEC encompasses four, core inter-related domains representing drivers of EC including: (1) organisational culture and leadership; (2) interdisciplinary team relationships and dynamics; (3) integrated child and family-centred care; and (4) ethics literacy. Future directions involve developing a PICEC measurement tool, with implications for benchmarking as well as guidance for, and evaluation of, targeted interventions to foster a healthy EC. (shrink)

To study Earth’s climate, scientists now use a variety of computer simulation models. These models disagree in some of their assumptions about the climate system, yet they are used together as complementary resources for investigating future climatic change. This paper examines and defends this use of incompatible models. I argue that climate model pluralism results both from uncertainty concerning how to best represent the climate system and from difficulties faced in evaluating the relative merits of complex (...) models. I describe how incompatible climate models are used together in ‘multi-model ensembles’ and explain why this practice is reasonable, given scientists’ inability to identify a ‘best’ model for predicting future climate. Finally, I characterize climate model pluralism as involving both an ontic competitive pluralism and a pragmatic integrative pluralism. (shrink)

The present study expands on the growing literature concerning organizational politics by assessing the impact of team-level OP on employee performance outcomes as well as investigating the degree to which these effects are mediated by team conflict. The results, based on multilevel structural equation modeling with a sample of 349 employees from 78 firms in China, lent support for a cross-level mediating role for team conflict between political climate and employee performance. Further, moderator analyses demonstrated that (...) political climate acted as a condition for task conflict to trigger relationship conflict. Thus, the results of this study contribute to both the political climate literature and the conflict literature by clarifying the processes by which climate can influence employee performance. (shrink)

Background Ethical climate refers to the shared perception of ethical norms and sets the scope for what is ethical and acceptable behaviour within teams. Aim This paper sought to explore perceptions of ethical climate amongst healthcare workers as measured by the Ethical Climate Questionnaire (ECQ), the Hospital Ethical Climate Survey (HECS) and the Ethics Environment Questionnaire (EEQ). Methods A systematic review and meta-analysis was utilised. PSYCINFO, CINAHL, WEB OF SCIENCE, MEDLINE and EMBASE were searched, and papers (...) were included if they sampled healthcare workers and used the ECQ, HECS or EEQ. Ethical consideration Ethical approval was not required. Results The search returned 1020 results. After screening, 61 papers were included ( n = 43 HECS, n = 15 ECQ, n = 3 EEQ). The overall sample size was over 17,000. The pooled mean score for the HECS was 3.60. Mean scores of individual studies ranged from 2.97 to 4.5. For the HECS studies, meta-regression was carried out. No relationship was found between the country of the studies, the study setting (ICU v non-ICU settings) or the mean years of experience that the sample had. For the ECQ, sub-scales had mean scores ranging from 3.41 (instrumental) to 4.34 (law) and were all observed to have significant and substantial heterogeneity. Three studies utilised the EEQ so further analysis was not carried out. Conclusions The above results provide insight into the variability of scores as measured by the HECS, ECQ and EEQ. To some extent, this variability is not surprising with studies carried out across 21 countries and in a range of healthcare systems. Results also suggest that it may be that more local and context specific factors are more important when it comes to predicting ethical climate. (shrink)

It is common in contemporary sport to liken the notion of the team to that of the family. That is, the family is used to evoke team life. Portraying the team as a family usually implies a positive evaluation. Despite its prevalence, the team as a family equation has not been analyzed in the sport philosophy literature. Thus, the purpose of this article is twofold. First, it explores whether the team is to be equated with (...) the family. To discuss the nature of the family and the team, I draw together the work of several sport philosophers with that of Laura Wildemann Kane. Second, and considering what characterizes the team, this article investigates whether teammates have special responsibilities to one another by virtue of their relationship and the value attached to it. I propose that the team as a family equation does not align with the constitution of these two social groups and that teammates have special responsibilities to one another, but such responsibilities are different from those observed in the family. (shrink)

This paper examines the mechanisms that influence team-level performance, which is critical to organizational effectiveness. It investigates psychological safety, a shared belief that the team is safe for interpersonal risk-taking, and a causal model mediated by learning behavior and efficacy. This model hypothesizes that psychological safety and efficacy are related, which have been believed to be the same-dimension constructs. It also explains the process of how learning behavior affects the team’s efficacy. According to a study of 104 (...) field teams in a multinational enterprise in Korea, psychological safety did not affect team effectiveness. However, when mediated by learning behavior and efficacy, a full mediation effect was found. The result supports a well-known metaphor that psychological safety is the engine of performance, not the fuel. It also explains how individuals contribute to group performance under a psychologically safe climate, enhancing team processes. Based on the findings, this paper suggests theoretical and methodological implications for future research to maximize the effectiveness of teams. (shrink)

This article explores the consequences of falling costs of solar and wind power for the ethics of climate change mitigation. We suggest that price competitiveness of renewables reveals a divergence of interest between fossil fuel consumers and producers: cheap renewables strengthen precautionary arguments for aggressive mitigation for consumers but threaten the economic base of producers. As existing applications of the precautionary principle to climate change do not address this issue, we develop a novel approach based on lexical utilities. (...) Given the premise that climate catastrophe entails economic catastrophe but not vice versa, we argue that both producers and consumers should favor mitigation. (shrink)

Climate change is not a “natural” disaster, but a creation of the system that is aimed in pursuit of private profit at increasing scale. The implications and effects of climate change can be considered as one of the key factors in determining not only the welfare of human being but also the existence of other life forms and our planet. The principal submission of this paper is, extending and advancing the insight of Dr Mahbubul Haq and his (...) class='Hi'>team’s work on Human Development Index, to another important step by including the negative impact of climate change. This paper uses carbondioxide emission of a given country as a proxy to capture the adverse effects on climate change and incorporates that into the HDI in a way that higher carbondioxide emissions lowers the HDI and renamed it as Clean Air Adjusted HDI. The new index changes the current HDI ranking of countries by pushing down the countries with heavy air pollution. Findings of this study can be useful specifically to countries with higher level of emissions to reconsider their relative ranking in terms of Clean Air Adjusted HDI, to bring down the emission levels. Further, International Agencies work on Human Development can give country specific recommendations to improve HDI ranking and also to mitigate adverse consequences on the environment. (shrink)

Intrateam competition is an inherently social and interactional process, yet it is not often studied as such. Research on competition is mostly limited to studying it as an individual state and assumes that the resulting team outcomes are equivalent across different competition types. Often overlooked in competition research are the means through which competition can lead to constructive outcomes for the team. Constructive competition occurs when the primary motivation is not to win at the expense of others, but (...) rather to make social comparisons and gain knowledge of relative competence. This study furthers insight into constructive competition by studying its interpersonal characteristics as it develops within a team, and its impact on task conflict, perceived performance, and team satisfaction. The conversations of 24 student project teams were recorded over 4 weeks and analyzed, operationalizing competition as an attempt to exert control and influence on the team. Each individual then provided sociometric ratings of perceived performance of each team member, and rated the level of task conflict and satisfaction of the team. The effects of competition on perceived performance and team satisfaction, both directly and indirectly through task conflict, were examined. Findings demonstrated a negative direct effect of competition on the range of perceived performance ratings, and a positive indirect effect of competition on team satisfaction as mediated through task conflict. The study broadens understanding on the construct of competition and underscores the positive implications competition can bring to the teams. (shrink)

Implicit coordination is an important research topic in the field of social cognition. Previous studies have studied implicit coordination behavior from the perspective of team mental model but ignored the internal mechanism of individual status competition motivation on implicit coordination behavior. Based on the differences of status competition motivation, the individual status competition motivation is divided into prestige-type and dominant-type. With knowledge sharing as the mediating variable and psychological safety as the moderating variable, this research constructed a process model (...) of the influence of status competition motivation on implicit coordination behavior. The empirical study was carried out with a sample of 367 employees of 44 enterprises. The research results show the following findings: Status competition has a differentiated impact on implicit coordination. Prestige-type status competition has a significant positive impact on implicit coordination behavior, while dominant-type status competition has a significant negative impact on implicit coordination behavior. Knowledge sharing plays a mediating role between status competition and implicit coordination. Psychological safety positively moderates the relationship between prestige-type status competition, dominant-type status competition, and knowledge sharing. The research results provide a new perspective for the field of implicit coordination; reveal the mechanism of status competition motivation in implicit coordination, which is of great significance to the practice of enterprise team management and human resource management. (shrink)

PurposeAs a new human resource management practice, idiosyncratic deals are personalized employment arrangements negotiated between employees and employers and intended to benefit them both. It plays an important role in attracting, retaining and motivating employees to promote breakthrough innovation. Based on the input-process-output model, this paper examines the relationship between team idiosyncratic deals and team breakthrough innovation, the mediating role of team exploratory-exploitative knowledge sharing, and the moderating roles of team transactive memory systems and team (...) cognitive flexibility.Participants and methodsIn order to reduce the effects of common method biases and causal lag effect, this study is divided into three stages for data collection, with a time interval of 1 month. Eighty teams from six enterprises in Shanghai and Hangzhou were selected as samples, and the hypothesis test was carried out by hierarchical regression analysis, bootstrap, and Johnson-Neyman method.ResultsThe results show that higher team idiosyncratic deals are associated with higher team breakthrough innovation through higher team exploratory-exploitative knowledge sharing, and that team transactive memory systems and team cognitive flexibility positively moderate the mediating effect of team exploratory-exploitative knowledge sharing in the relationship between team idiosyncratic deals and team breakthrough innovation in the first stage and the second stage, respectively. Under the joint effect of high team transactive memory systems and high team cognitive flexibility, the mediating effect of team exploratory-exploitative knowledge sharing is stronger.ConclusionThe research results break through the previous research framework of social exchange theory, and I-P-O model to explore the influence mechanism of team idiosyncratic deals, in order to promote the sustainable growth of team breakthrough innovation through this non-standard work arrangement. It is hoped that this research can inspire modern enterprises to create team idiosyncratic deals for valuable teams engaged in breakthrough innovation, which are more conducive to give full play to their heterogeneous talents, and finally help enterprises break through the industry bottleneck and win the market competition. (shrink)

Digraph games are cooperative TU-games associated to domination structures which can be modeled by directed graphs. Examples come from sports competitions or from simple majority win digraphs corresponding to preference profiles in social choice theory. The Shapley value, core, marginal vectors and selectope vectors of digraph games are characterized in terms of so-called simple score vectors. A general characterization of the class of (almost positive) TU-games where each selectope vector is a marginal vector is provided in terms of game semi-circuits. (...) Finally, applications to the ranking of teams in sports competitions and of alternatives in social choice theory are discussed. (shrink)

Without complete and accurate status information, a project manager’s ability to monitor progress, allocate resources effectively, and detect and respond to problems is greatly diminished, and this can lead to impaired project performance. Many different factors can contribute to intentional misreporting of status information by project members to the project manager. In this study, the impact of organizational ethical climate was assessed through the analysis of responses from 228 project members drawn from a variety of ongoing information systems projects. (...) Our results revealed that project members who perceived their organization to be one in which rules are followed strictly tended to misreport less, while those operating in an environment dominated by personal self-interest tended to misreport more. Somewhat surprisingly, the existence of a caring, team-spirited environment did not appear to have an impact on misreporting behaviors. Implications for researchers and project managers are discussed. (shrink)

We present a theory of cooperative-competitive intelligence (CCI), its measures, research program, and applications that stem from it. Within the framework of this theory, satisficing sub-optimal behavior is any behavior that does not promote a decrease in the prospective control of the functional action diversity/unpredictability (D/U) potential of the agent or team. This potential is defined as the entropy measure in multiple, context-dependent dimensions. We define the satisficing interval of behaviors as CCI. In order to manifest itself at (...) individual or team level, this capacity harnesses properties such as degeneracy, pleiotropy (pluri-potentiality), synergies, and metastability. Intelligence is embodied because intelligent behavior is deeply dependent on body functionalities, defined as entropy measures. We base our theory on three principles: (a) relativity of functional entropy/ information in agent (team)-environment systems, (b) tendency toward the satisficing level of D/U potential, and (c) tendency toward the non-decreasing D/U potential. The conjunction of these three principles provides existence of sub-optimal behaviors associated with CCI. First, we deal with the problem of how to reduce multidimensional behavior to a concept that accounts for the vast set of scenarios in which CCI is manifested. Secondly, we define and discuss the three interacting principles that underpin CCI behavior as well as providing an outline for a future CCI research program supported by agent￾based modeling and empirical research. Finally, we provide some preliminary practical issues that stem from the theory. (shrink)

Whether team task conflict is beneficial or harmful to team innovation has long been controversial, and empirical studies on the team task conflict–team innovation relationship were inconsistent. Drawing on the contingency model of team innovation, the current study examined how team task conflict interacts with two types of team supportive climates, namely team support for innovation (TSFI) and team psychological safety (TPS), in predicting team innovation via team information elaboration. (...) We tested our hypotheses using multi-source and lagged data collected from 361 employees working in 98 research and development teams. As expected, team information elaboration mediated the interaction effects between team task conflict and team supportive climates on team innovation. In particular, team task conflict had a positive indirect effect on team innovation via team information elaboration when TSFI or TPS was high. However, such indirect effect was negative when TSFI was low and was not significant when TPS was low. Residualized relative weight analysis comparing the moderation effects further suggests that TFSI and TPS are equally important team climates in activating the beneficial effect of team task conflict. Theoretical and practical implications are discussed. (shrink)

The paper deals with a practical approach to developing of law stu- dents’ communicative and professional competences within a one-term, optional, cross-curricular course. The author, whose principal occupation is teaching Le- gal English, was offered the opportunity to train a team of law students to take part in the national rounds of the International Client Consultation Com- petition. Since then, the author has been involved in coaching teams for law students’ competitions and the author’s three year work has resulted (...) in framing an experimental cross-curricular course “Client Consultation in English”. The background and necessity for the development of the course are outlined in the paper, along with a brief overview of teaching legal skills in Russia and general information about international competitions for law students. The basic ele- ments of the course are described, as well as the methods used by the author for training students’ teams. A similar framework is being used now for creating another cross-curricular course “Legal Negotiations in English”. (shrink)

One might think that nuclear energy is a simple issue, with economists loving it and environmentalists hating it. But climate change complicates matters. Global warming reveals fossil fuels as the real problem. For reining in climate change, it would make sense to use any and all solutions that work; and nuclear power might presumably serve as a stopgap measure until the global economy can run on renewables alone. However, decades of tinkering with fission have not led to engineering (...) breakthroughs. Fast breeder technology could not get off the ground, nuclear reprocessing turned out to be a dead end, safe underground storage facilities were never located, and what to do with nuclear waste continues to be an open question. Major accidents, as in Fukushima 2011, can happen. Insurance companies still demand liability protection when underwriting fission. And running nuclear reactors over time indicates that their economic competitiveness is not impressive. So climate change, engineering d .. (shrink)