Research concerning the relationship between psychological ethical climate and job satisfaction is popular in the literature. However, to date, no study in the literature has simultaneously investigated both the effects of individual-level and organization-level ethical climates on employees’ job satisfaction. On the basis of a multilevel analysis, the present study used a sample of 472 full-time employees from 31 organizations in Taiwan to examine the above two effects. Results from the analyses showed that within the organizations, individual employees’ instrumental climate (...) perceptions were negatively related to job satisfaction, whereas their caring climate perceptions and rules climate perceptions were positively related to job satisfaction. Also, the results indicated that between organizations, organizational instrumental climate was negatively related to job satisfaction, whereas organizational caring, independence, and rules climates were positively related to job satisfaction. Implications for research and managerial practices were derived from these findings. (shrink)
This study examined the relationships of perceived ethical leadership, workplace jealousy, and organizational citizenship behaviors directed at individuals and organizations. Survey responses were collected from 491 employee-coworker pairs from 33 hospitals in Taiwan. The employees provided assessments of their perceived ethical leadership and the workplace jealousy they experienced, while the coworkers provided information about the employees’ OCBI and OCBO. In the hypotheses testing, perceived ethical leadership was found to be negatively related to employees’ workplace jealousy and jealousy was negatively related (...) to their OCBI and OCBO. Workplace jealousy partially mediated the effect of ethical leadership on OCBI and OCBO. In addition, perceived ethical leadership was found to have a moderation effect on the jealousy-OCBI/ocbo relationship. This study contributes to the literature of ethical leadership as well as to the literature of OCB by relating workplace jealousy to OCB and by making sense of the effects of ethical leadership on OCB through the mediation of jealousy and through the moderation of ethical leadership on the jealousy-OCB relationship. (shrink)
At the twenty-second World Congress of Philosophy held in Seoul, Korea, from July 29 to August 5, 2008, a panel was convened to debate the ideas for a "democracy with Confucian characteristics'' in Daniel A. Bell's Beyond Liberal Democracy (Princeton: Princeton University Press, 2006). While all participants welcome the attempt to remedy the shortcomings of liberal democracy with Confucian teachings, Fred Dallmayr worries that Bell's political thinking for an East Asian context may "point beyond democracy tout court/' For Sor-hoon Tan, (...) Bell's chapter 6, "Taking Elitism Seriously: Democracy with Confucian Characteristics" may not be so much an alternative to liberalism as it is a challenge to the democratic value of equality that overlooks the dangers of an imperfect meritocracy. Chenyang Li, on the other hand, approaches Bell's proposal of combining a Confucianism-inspired Upper House of Talent and Virtue selected through competitive examinations with a lower house of democratically elected representatives from the concern that it surrenders the Confucian requirement of virtuous leadership. This feature review also concludes with a spirited reply from Daniel Bell. (shrink)
We investigate the class of those algebras in which is a de Morgan algebra, is a quasi-Stone algebra, and the operations \ and \ are linked by the identity x**º = x*º*. We show that such an algebra is subdirectly irreducible if and only if its congruence lattice is either a 2-element chain or a 3-element chain. In particular, there are precisely eight non-isomorphic subdirectly irreducible Stone de Morgan algebras.
This article examines the issue of the paradoxicality of institution, de-institutionalization, or the counter-institutionalization in classical Chan thought by focusing on the texts of Hongzhou School. It first analyzes the problem of 20th century scholars in characterizing the Chan attitude toward institution as iconoclasts, and the problem of the recent tendency to return to images of the Chan masters as traditionalists, as opposed to iconoclasts. Both problems are examples of imposing an oppositional way of thinking on the Chan masters. The (...) essay then introduces a new paradigm for interpreting the Chan attitude toward institution, the model of de-institutionalization, which borrows certain insights from Derrida’s idea of the counter-institutional. However, the new model is supported by the Chan heritage of Mahayana Buddhist philosophy. This model can more consistently construe the Chan understanding of the paradoxicality of institution, the subtle Chan relationship of being “with and against” institution, and the Chan “middle way” to make institution remain open to its outside and to transformation. (shrink)
This study examines the impact of bank corporate governance reforms in the wake of the financial crisis. These reforms correspond to criticism of shareholder-focused agency-based corporate governance practices and a renewed focus on the stakeholder impact of corporate governance lapses in the financial sector. This study differs from previous studies of corporate governance in the financial sector in using performance indicators that proxy the interests of customers and the community. Drawing on data from 134 countries over an eight-year period from (...) 2004 to 2011, we find that the post-crisis corporate governance reforms in the banking sector appear to be effective in promoting greater bank attention to non-shareholder stakeholders’ interests. This study provides a means to conceptualize measures of bank performance from a stakeholder perspective in order to test emerging ideas about governance effectiveness in the financial sector. (shrink)
