Although the target article provides strong evidence against the locationist view, evidence for the constructionist view is inconclusive, because co-activation of brain regions does not necessarily imply connectivity between them. We propose a rigorous approach wherein connectivity between co-activated regions is first modeled using exploratory Granger causality, and then confirmed using dynamic causal modeling or Bayesian modeling.

This volume focuses on the gradual emergence of modern Indian philosophy through the cross-cultural encounter between indigenous Indian and Western traditions of philosophy, during the colonial period in India, specifically in the 19th and early 20th centuries. This volume acknowledges that what we take 'Indian philosophy' or 'modern Indian philosophy' to mean today is the sub-text of a much wider, complex and varied Indian reception of the West during the colonial period. Consisting of -twelve chapters and a thematic introduction, the (...) volume addresses the role of academic philosophy in the cultural and social ferment of the colonial period in India and its impact on the development of cross-cultural philosophy, the emergence of a cosmopolitan consciousness in colonial India; as also the philosophical contribution of India to cultural globalization. The issue of colonialism and emergence of new identities in India has engaged the critical attention of scholars from diverse fields of inquiry such as history, sociology, politics, and subaltern studies. However, till today the emergence of modern Indian philosophy remains an unexplored area of inquiry. Much of the academic philosophical work of this period, despite its manifest philosophical originality and depth, stands largely ignored, not only abroad, but even in India. This neglect needs to be overcome by a re-reading of philosophical writings in English produced by scholars located in the universities of colonial India. This edited volume will facilitate further explorations into the presence of colonial tensions as they are visible in the writings of modern Indian academic philosophers like B. N. Seal, Hiralal Haldar, Rasvihary Das,, G. R. Malkani, K. C. Bhattacharyya,. G. N. Mathrani and others. (shrink)

Resilience may be referred to as the capacity for positive adaptation and to quickly recover from difficulties and significant adversity. After examining operational definitions of related concepts, the article discusses resilience building exercises for functional fitness at the individual soldier level, to include among others, self-monitoring, self-evaluation, self-reinforcement, emotional regulation exercises, mindfulness training, relaxation and grounding exercises and importance of maintaining discipline and routine in the military. Using an acronym CARRIES, the article examines efforts to enhance resilience building through empirically (...) validated cognitive, behavioural and intrapersonal skills originating from best practices learned in the military. (shrink)

This study investigates factors impacting perceptions of ethical conduct of peers of 293 students in four US universities. Self-reported ethical behavior and recognition of emotions in others (a dimension of emotional intelligence) impacted perception of ethical behavior of peers. None of the other dimensions of emotional intelligence were significant. Age, Race, Sex, GPA, or type of major (business versus nonbusiness) did not impact perception of ethical behavior of peers. Implications of the results of the study for business schools and industry (...) professionals are discussed. (shrink)

This study examines the impact of various ethical climate types, dependency factors, and ethical training on ethical optimism of purchasing professionals (n = 151) in India. Instrumental and independence climate types had a significant negative impact on ethical optimism. Other climate types (professional, caring, rules, and efficiency) had no significant impact on ethical optimism. Among the dependency factors, while task uncertainty had a significant positive impact, monitoring had a significant negative impact on ethical optimism. None of the other factors significantly (...) impacted ethical optimism. (shrink)

This study examines factors impacting organizational commitment of 214 employees working at a Chinese state-owned steel company. Ethical behavior of peers and ethical behavior of successful managers had a significant impact on organizational commitment. The four facets of job satisfaction (pay, coworker, supervision, and work itself) had a significant impact on organizational commitment. Respondent’s age also significantly impacted organizational commitment. Perceptions of ethical behavior of successful managers, satisfaction with work, and gender were significantly correlated with social desirability bias.

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job (...) satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance. (shrink)

This study examines the impact of various ethical climate types and job satisfaction on organizational commitment of 144 employees working at a Chinese private construction company. Both caring and independence climate types had a significant positive impact on organizational commitment. Instrumental climate had a significant negative impact on organizational commitment. Other climate types (professional, rules, and efficiency) had no significant impact on organizational commitment. Overall job satisfaction had a significant positive impact on organizational commitment. Overclaiming was significantly correlated with organizational (...) commitment, caring climate, rules climate, and job satisfaction. (shrink)

This study examines factors impacting ethical behavior of 208 employees of a Chinese state-owned steel company. Only rules climate had a significant impact on ethical behavior of respondents. Other ethical climate types such as professional, caring, instrumental, independence, and efficiency did not impact ethical behavior of respondents. Ethical behavior of peers, ethical behavior of successful managers, and overclaiming had a significant impact on ethical behavior of subjects.

This study examines factors impacting ethical behavior of 103 hospital nurses. The level of emotional intelligence and ethical behavior of peers had a significant impact on ethical behavior of nurses. Independence climate had a significant impact on ethical behavior of nurses. Other ethical climate types such as professional, caring, rules, instrumental, and efficiency did not impact ethical behavior of respondents. Implications of this study for researchers and practitioners are discussed.

This study examines factors impacting ethical behavior of 203 hospital employees in Midwestern and Northwestern United States. Ethical behavior of peers had the most significant impact on ethical behavior. Ethical behavior of successful managers, professional education in ethics and sex of the respondents also significantly impacted ethical behavior. Nurses were significantly more ethical than other employees. Race of the respondent did not impact ethical behavior. Overclaiming scales indicated that social desirability bias did not significantly impact the results of our study. (...) Implications of this study for researchers and practitioners are discussed. (shrink)

This study examined the impact of gender on perceptions of various business practices by male and female Russian managers. Female managers considered various activities such as doing personal business on company time, falsifying time/quality/quantity reports, padding an expense account more than 10 percent, calling in sick to take a day off, and pilfering organization materials and supplies more unethical than male managers. Female managers also perceived the acceptance of gifts and favors in exchange for preferential treatment more unethical than male (...) managers. (shrink)

This study investigated employee perceptions of ethical climates in a sample of Russian organizations and the relationship between ethical climate and behaviors believed to characterize successful managers. A survey of managerial employees in Russia (n = 136) indicates that "rules" was the most reported and "independence" was the least reported ethical climate type. Those who perceived a strong link between success and ethical behavior report high levels of a "caring" climate and low levels of an "instrumental" climate. Implications for practitioners (...) and researchers are discussed. (shrink)

In this article, researchers will introduce readers to the concept of leadership through perspectives of different schools of leadership thoughts. We intend to bring to notice an important discussion on leadership in military organisations and its implications on non-military organisations and institutions. There is a plethora of literature especially borrowing from military literature, which can set the stage for our understanding of what could make up for a robust leadership model comprising of competencies like- power of personal example and influence, (...) adaptive resilience, making critical decisions amid uncertainty, regulated leadership behaviors and thoughts, preparedness, communicating with teams and building trust. (shrink)

Festschrift in honor of 60th birtha anniversary of Ganesh Umakant Thite, Sanskritist; comprises contributed articles on various aspects of Vedic literature, Hinduism and Indic philosophy.

This research investigates the impact of various factors on ethical behavior of 180 not-for-profit hospital employees. Ethical behavior of peers, ethical behavior of successful managers, and emotional intelligence had a significant positive impact on ethical behavior of respondents. Physicians and hospital employees with political connections within the organization were significantly less ethical than other employees. The results have many implications for researchers and healthcare practitioners.

This study examines perceptions of ethical climate and ethical practices of 118 successful Chinese managers among business students and managen in the Zhejiang province of China. The impact of different ethical climate types on perceived ethical practices of successful managers was also investigated. The "rules'* was the most reported, and '' independence'' was the least reported, among the various climate types. A majority of the respondents perceive successful managers as ethical. In addition, those who believed that their organization had a (...) "rules" climate perceived a strong positive link between success and ethical behavior. None of the other climate types had an impact on the link between success and ethical behavior. (shrink)

This study explores if managerial dependencies and organizational independence impact ethical behavior of employees. Survey data was collected from 203 employees working for three hospitals in Midwestern and Northwestern United States. Managerial dependencies like specialized expertise, political connections, and performance visibility significantly impacted ethical behavior. Organizational independence and ethical behavior of peers also had a significant impact on ethical behavior. Implications of this study for researchers and practitioners are discussed.

In the last few years, several scholars have attempted to analyze the historical circumstances of Bhaṭṭoji Dīkṣita and the development of his specific stances in the area of Pāṇinian grammar. This paper seeks to broaden that investigation by exploring Bhaṭṭoji Dīkṣita’s relationship to Appayya Dīkṣita. Appayya Dīkṣita’s works, such as the Madhvatantramukhamardana, were the direct source of inspiration not only for the critique of the Mādhva Vedānta that appears in Bhaṭṭoji Dīkṣita’s Tantrādhikārinirṇaya and Tattvakaustubha. They may also be seen as (...) the ideological source for Bhaṭṭoji Dīkṣita’s grammatical fundamentalism, in rejecting any views that are not strictly in agreement with the views of the three founding sages of Sanskrit grammar, namely Pāṇini, Kātyāyana and Patañjali. (shrink)

Considerations of justice and concern for well-being support conducting mental health research and addressing ethical concerns specific to mental health research are critical. We discuss these concerns, provide recommendations to enable the ethical conduct of mental health research, and argue that participants’ interests should be given primary weight in resolving apparent dilemmas. We also comment on provisions of two legislative actions in India relevant to mental health research: Rights of Persons with Disability Act 2016 and the Mental Health Care Act (...) 2017. Both conform to the 2006 United Nations Convention on Rights of Persons with Disabilities of which India is a signatory. Both provide protections and enumerate rights relevant to people with mental health conditions but with differing focus. The commonalities and differences between the three are discussed in the background of international literature on research in mental health conditions. Studies involving deception and future directions for ethical requirements regarding genetic research are discussed. (shrink)

Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.

v. 1. Pillars of Sri Gurudeva's sampradaya and Heart-homages to Sri Gurudev.--v. 2. Shri Gurudeva's philosophy of God-realisation.

A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.

This study examined the impact of sex, age, and level of education on the perception of various business practices by managers of a large non-profit organization. Female managers perceived the acceptance of gifts and favors in exchange for preferential treatment significantly more unethical than male managers. Older managers (40 plus) perceived five practices significantly more unethical than younger managers (giving gifts/favors in exchange for preferential treatment, divulging confidential information, concealing ones error, falsifying reports, and calling in sick to take a (...) day off). The practice of padding expense account by over 10% was reported to be significantly more unethical by managers with a graduate degree. (shrink)

This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A (...) professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction. (shrink)

This study examines the ethical climate and ethical practices of successful managers (n=206 managers) of a large non-profit organization. The influence of different dimensions of ethical climate on perceived ethical practices of successful managers were also investigated. Results show that a majority of the respondents perceive successful managers as ethical. Compared to previous research, managers in our sample were less optimistic about the relationship between success and ethical behavior. Those who believed that their organization had a caring climate perceived a (...) strong positive link between success and ethical behavior. Those who believed that their organization had an instrumental climate perceived a strong negative link between success and ethical behavior. (shrink)

This study examines the impact of impression management and overclaiming on self-reported ethical conduct of 174 managers (67 male, 107 female) who worked for a large not-for-profit organization. As anticipated, impression management and overclaiming positively influenced perceived unethical conduct of managers. Female managers were more prone to impression management than male managers. There was no significant difference in perceived unethical conduct or level of overclaiming of male and female managers.