This introduction sets the stage for the Special Issue and the manuscripts that follow. Interest in work hours, work intensification and work addiction has grown over the past decade. Several factors have come together to increase hours spent at work, the nature of work itself, and motivations for working hard, particularly among managers and professionals. The introduction first reviews some of the known causes and consequences of long work hours and the intensification of (...) class='Hi'>work. A case is then made as to why individuals, families, organizations and society should care about hours spent at work and work addiction. Individuals and organizations have some choice here. Most employees would in fact prefer to work fewer hours though few actually realize their preferences. This collection lays out these choices and hopefully encourages thought and discussion of their merits. Long work hours and work addiction harms individuals and their families and does not make organizations more effective. The introduction concludes with a brief summary of the diverse contributions of an international group of leading researchers in this area. (shrink)

Over his philosophical career, David Wiggins has produced a body of work that, though varied and wide-ranging, stands as a coherent and carefully integrated whole. In this book Ferner examines Wiggins’ conceptualist-realism, his sortal theory ‘D’ and his human being theory in order to assess how far these elements of his systematic metaphysics connect. In addition to rectifying misinterpretations and analysing the relations between Wiggins’ works, Ferner reveals the importance of the philosophy of biology to Wiggins’ approach. This book (...) elucidates the biological anti-reductionism present in Wiggins’ work and highlights how this stance stands as a productive alternative to emergentism. With an analysis of Wiggins’ construal of substances, specifically organisms, the book goes on to discuss how Wiggins brings together the concept of a person with the concept of a natural substance, or human being. An extensive introduction to the work of David Wiggins, as well as a contribution to the dialogue between personal identity theorists and philosophers of biology, this book will appeal to students and scholars working in the areas of philosophy, biology and the history of Anglophone metaphysics. (shrink)

Civil society organizations attempt to induce corporations to behave in more socially responsible ways, with a view to raising labour standards. A broader way of conceptualizing their efforts to influence the policies and practices of employers is desirable, one centred upon the concept of civil governance. This recognizes that CSOs not only attempt to shape the behaviour of employers through the forging of direct, collaborative relationships, but also try to do so indirectly, with interactions of various kinds with the state (...) being integral. Drawing on evidence derived from UK-based CSOs involved in work and employment relations, four types of civil governance are identified and characterized. By elaborating the concept of civil governance, and demonstrating how different types of civil governance operate, the research extends our knowledge and understanding of how CSOs, as increasingly prominent actors in the field of work and employment relations, operate within, and contribute to, systems of labour governance. (shrink)

This book provides an integrated and philosophically-grounded framework which enables a coherent approach to organizations and organizational ethics from the perspective of practitioners in the workplace, from the perspective of managers in organizations, as well as from the perspective of organizations themselves.

This article explores the state of the art in relation to the theme of living and working together in organizations and proposes a new theoretical model. A thorough examination of literature highlights that there are almost no works specifically coping with this theme, defining its theoretical perspective and specifying the choice of proposed indicators. Several, instead, are the works indirectly dealing with living and working together in organizations, mostly considered equivalent to the quality of interpersonal relationships, or developed starting from (...) the theme of diversity and conflict. In reference to the social context, an important defining effort was carried out by Renzo Carli, who defines living together [convivenza in Italian] as the symbolic component of a social relationship, generated by three components: belonging systems, strangers and rules of the game. Living together means integrating these three elements of a relationship in order to create innovative products. This article proposes a... (shrink)

In this paper, we demonstrate that the works of Franz Kafka provide an exemplary resource for the investigation of “moral distance” in organizational ethics. We accomplish this in two ways, first by drawing on Kafka’s work to navigate the complexities of the debate over the ethics of bureaucracy, using his work to expand and enrich the concept of “moral distance.” Second, Kafka’s work is used to investigate the existence of “ethical violence” within organizations which entails acts of (...) condemnation and cruelty purportedly in the name of ethics. Kafka’s work provides insight into the processes of moral distancing across a range of organizational contexts including highly formal as well as more informal settings. The paper enriches the concept “moral distance” by identifying the existence of facilitators of moral distance beyond the mechanisms of formal rationality that have been the focus of existing studies. We argue that Kafka’s intense portrayal of “ethical violence” points to an aporia at the very heart of organizational ethics. (shrink)

The ethics of organizations has received much attention in recent years. This raises the question of whether the ethics of organizations has also improved. In 1999, 2004, and 2008, a survey was conducted of 12,196 U.S. managers and employees. The results show that the ethical culture of organizations improved in the period between 1999 and 2004. Between 2004 and 2008 unethical behavior and its consequences declined and the scope of ethics programs expanded while ethical culture showed no significant improvement during (...) the same period. The article concludes with a discussion of the implications of these findings for future research and practice. (shrink)

The study of micro-organisms in Britain in the early twentieth century was dominated by medical concerns, with little support for non-medical research. This paper examines the way in which microbes came to have a place in industrial contexts in the 1920s and early 1930s. Their industrial capacity was only properly recognized during World War I, with the development of fermentation processes to make required organic chemicals. Post-war research sponsored by chemical and food industries and the D.S.I.R. established the industrial (...) significance of microbes. The primary focus here is the D.S.I.R. work which aimed to pull microbes away from medical concerns and promote the role of microbes in British industry. (shrink)

Abstract:It is argued that virtuous peers in work organizations have two elements of character no matter what the nature of the goods the organization produces: loyalty to common projects for their own sake and trustworthiness. Each of these is shown to be a uniquely human attribute, an element of character that contributes to a life well lived, and a trait that leads to the flourishing of an entire work community.

In our contemporary age, where a combination of individualism and mutual distrust is unhappily common among people and society is “liquid” and disoriented, so-called intermediate units are a precious resource that promotes positive coexistence within organizations and in local communities, too. The present contribution describes an example of such an intermediate unit, the Talent Club, located in a peripheral neighborhood of a metropolitan area in northern Italy. This case study shows the development of positive living and working together in organizations (...) and their transformation in the tool for community development and good coexistence. Qualitative and quantitative data show that the relational aspect is crucial because it promotes authentic exchange among people, supporting participation and social cohesion against self-referential habits and isolation. Although at present the Talent Club is mostly functioning in a affiliating coexistence among members, seeds of a more generativ... (shrink)

Most anymal activists are in some way affiliated with one or more activist organizations, whether as volunteers, donors, interns, employees, or members; many of the problems highlighted in previous chapters are most effectively addressed inside organizations. This chapter considers organizational changes necessary in order to address sexism in the movement, including the hiring of women, cross-pollination with other social justice organizations, an accountability process, creating and enforcing policies, and revisiting collective memory and group narratives. Finally, this chapter explores the makeup (...) and role of a hypothetical umbrella organization (Anymal Activist Umbrella Committee, or AUCC) designed to address movement-wide concerns, including sexism. (shrink)

Moving from the paradigms of “mentalization” and “reflective function”, this article develops the concept of “mentalizing” in organizations, understood as a process of construction of shared meaning in the work contexts, and whose absence or deterioration produces suffering in organizational experience, exposing individuals to significant psychosocial risks. This model converges in outlining a framework in which the absence of a reflective competence and the lack of symbolization of the experience of work fall on the perception of one's own (...) job, and on the relationship with colleagues and management, producing unsustainability of the work experience. The availability of reflective spaces that are inscribed in the ordinary dimension of work thus appears as a solution capable of promoting organizational well-being. (shrink)

“Work–life balance” is a relatively modern expression. However, there is no novelty in the core concept, as resistance to excessive incompatibility between work roles and personal roles has a history that predates contemporary struggles for a decline in unnecessary work–life conflict. The authors of this manuscript aim to convey a portion of this history by instilling, from an ethics perspective, an awareness of the efforts of early labor organizations, including labor unions, and a social organization that addressed (...) labor issues. They will also communicate the resolve of key individuals, especially women, including labor leaders and activists, who contributed to labor reform and served as early proponents for WLB. In addition, implications and suggestions for practice and future inquiry will be provided. (shrink)

Researchers and other professionals unanimously agree that companies should become more sustainable, but this will not happen without the support of human resource management. Paradoxically, there is a lack of information on the support human resource management offers to organizational sustainability applied to real cases. Therefore, this research presents a case study on this topic that was carried out in a leading Brazilian company, which is considered as a model and has been selected as ‘the best place to work (...) in the country’. The results provide practical examples of how this family company has been working to guarantee an increasingly sustainable performance with the support of human resources, highlighting the achievements and challenges the company has faced. One of the main results indicates that companies seeking to achieve sustainability need the assistance of the human resource field in order to design a communication system which bridges the gap between practices and sustainable values. (shrink)

This article focuses on the micro-level phenomena related to emergent ways of organizing. It explores how new ways of organizing might be enabled or inhibited through the networking activities and knowledge flows that organizational members engage in within a multinational business organization after the set-up of an innovative Internet business unit. The article considers innovation and networking as social practices mediated in this particular case study through knowledge-sharing activities. This perspective on innovation, networking, and knowledge leads to a conceptualization of (...) organizations that stresses their inherent complexity and their interactive and co-evolving nature with their environments. (shrink)

This study in 29 Chinese organizations contributes to our understanding about work-related values in China. Empirical research in Chinese organizations indicates differences in work-related values between different age groups. The authors compared people (older age group) with work experience from the pre-reform period – pre-1978 China, with those who started their work life in a society that had already changed and become open to foreign investments (younger age group). The authors created a model of institutionally sensitive (...) work-related values. The results could help multinational companies achieve competitive advantage. (shrink)

Researchers and other professionals unanimously agree that companies should become more sustainable, but this will not happen without the support of human resource management. Paradoxically, there is a lack of information on the support human resource management offers to organizational sustainability applied to real cases. Therefore, this research presents a case study on this topic that was carried out in a leading Brazilian company, which is considered as a model and has been selected as ‘the best place to work (...) in the country’. The results provide practical examples of how this family company has been working to guarantee an increasingly sustainable performance with the support of human resources, highlighting the achievements and challenges the company has faced. One of the main results indicates that companies seeking to achieve sustainability need the assistance of the human resource field in order to design a communication system which bridges the gap between practices and sustainable values. (shrink)

Eleven organic and two conventionalSwedish livestock farmers and two initiators(non-farmers who took part in shaping earlyorganic livestock production in Sweden) wereinterviewed, using a semi-structured method.Respondents were selected through purposive andheterogeneous sampling with regard toconversion year, type of production, and sizeof farm. Conversion of the animal husbandrytook place between 1974 and 2000. All but twohad positive attitudes towards organiclivestock production and saw it as a wayforward for Swedish livestock production,although especially the latecomers did notperceive it as the only alternative. There (...) wasa distinct difference in values between thepioneers, who converted their farms early, andthose converting later. Pioneer farmers sharedthe values of the initiators. They expressed amore ecocentric view emphasizing a systemicapproach, and displayed a more holisticapproach to questions, interpreting them inlarger frameworks. They also had a moreecocentric understanding of animal welfare. Thelater the conversion, the more important theeconomic reason for conversion appeared to be.Those converting later also tended to have amore superficial relationship to organicprinciples. However, the farmers also tended tobe more influenced by organic values the longerthey worked with organic farming. (shrink)

It is argued here that large-scale organization and networked computing enable new divisions of communicative work aimed at shaping the content, direction, and outcomes of societal conversations. The challenge for argumentation theory and practice lies in attending to these new divisions of communicative work in constituting contemporary argumentative realities. Goffman’s conceptualization of participation frameworks and production formats are applied to articulate the communicative work of organizations afforded by networked computing that invents and innovates argument in all of (...) its senses—as product, process, and procedure. Communicative work, however, may be scaffolding argumentative contexts and practices that are quite different than what has constituted past argumentative realities. The computerization of argument happens as organizations invent and innovate argument practice relative to the demands and opportunities of interorganizational communication. The cases and examples examined here suggest that argument practice is evolving around the logic of conversation and the principle of personalization. The analysis challenges argumentation theory to seriously engage with the construction of communicative contexts and the realization of ideas about disagreement management in organizational practice and information infrastructures. Directions for integrating insights from a design perspective on argument with insights from organizational and information systems theory are proposed for coming to terms with an era of large-scale organization and computerization, in particular the evolution of argument practice, the inscription of argument in the built environment, and the absorption of socio-cultural argument practices by organizations and computation. (shrink)

New work is used as a general term to summarize professional developments in contemporary work style, structure and modus of organizations and society—this means collaborative work and flexible working hours on individual levels, and flat hierarchies and participatory decision-making on organizational levels. Contemporary corporations strive to orient toward the concept of new work to keep up with stakeholder demands, for instance in their branding strategies as an employer. However, studies on organizational practices indicate that alongside explicit (...) values and agendas, organizations tend to slyly exert power to secure their interests. Constructive dismissal is one such instance where contractually protected employees are made to resign their positions because the work environment is altered to become increasingly unbearable. This research analyzes two case studies to explicate routine dismissal procedures at the managerial level in two internationally operating German corporations. Both corporations explicitly profile as new work environments and are structured according to democratic principles including flat hierarchies, feature institutionalized diversity management including control committees for equal opportunities, and emphasize values such as workplace dignity, employee agency, and equality. The data contain long-term participatory observation collected over a 6-month period from two managers of 5 and 8 years of experience in managerial duties. The content analysis of data reveals characteristics of everyday processes in these organizations especially in terminating managers. The findings are presented as the ‘model of the silent dismissal,’ containing seven types of managerial termination carried out by implicit power and symbolic conventions that circumvent subject participation and litigation in an effortless manner. After exposing the model’s mechanisms, we turn to discuss its meaning for both terminated and surviving subjects against a critical theoretical framework of neoliberalism, democracy, and power. (shrink)

Pauchant's book emerges from a forum on International Management, Ethics, and Spirituality, the first of its kind to be held at an internationally recognized business school, and represents the thinking of six CEOs and six scholars of ethics and spirituality from Australia, Canada, the United States, and Switzerland.

This study contributes to our understanding of how work-related values, including ethics, are connected with the readiness to change in Estonian organizations. Research in Estonian companies involved 747 respondents. The author examined the influence of work-related values on attitude towards change and organizational learning. Empirical research in Estonian organizations indicates that work-related values predict attitude towards change and organizational learning. This study indicates the need for ethical conduct to achieve a competitive advantage in Estonia. Guidelines for managers (...) and a model of value-based change management are subsequently developed. (shrink)

This article has come about from two considerations: on one hand, living together in a work environment is becoming more and more challenging; on the other, training professionals at work represents a used and relevant action incentive in order to support and improve individual, group, and organizational development. In light of the fact that organizations are asking more and more complex questions, this work aims at developing a reflection on how adopting a certain perspective and educational method (...) is particularly suitable to support the organization to achieve substantial outcomes, such as developing generative living and working together in organizations. In this article, we will analyze two illustrative cases, underlining evolution and learning process with a particular focus on the consequences of living and working together in organizations. (shrink)

The study examines how identities in general and moral identities in particular are related to ethical behavior in organizations and what aspects of such identities might drive actual ethical conduct versus only the appearance of such conduct. The study develops a psychoanalytic, specifically Lacanian, framework with which to explore such dynamics and illustrates this empirically by analyzing how employees from a range of organizations narrate their identities as good organizational citizens. The findings reveal that how individuals position themselves regarding common (...) struggles with self and desire affects how much they are confined to appearing to be ethical rather than to act ethically. The study discusses the implications of these findings offering new avenues for understanding organizational citizenship behavior, how ethical conduct in organizations can be explored from an identity perspective and how psychoanalysis may be foundational for the study of ethics. (shrink)

Music plays an important role in business because it affects consumer behavior. However, companies do not only value music as a tool to engrain their brands in the mind of their customers, they have also discovered the positive effects that music at work can have on employees’ job performance. The challenges of today’s organizations, nevertheless, are manifold and their responsibilities go much further than just to assure some reasonable financial results. Nowadays most stakeholders and customers expect companies to be (...) run ethically and in strict compliance with the law. Today’s leaders need to be equipped with strategies and instruments that ensure ethical behavior within their organizations. In this paper I argue that music can also represent a practical tool to foster ethical conduct at work. Music helps organizations to do good and well. (shrink)

In modern German ‘Anschauung’ is translated as intuition. But in Kant’s technical philosophical context, it means an intuition derived from previous visualizations of physical processes in the world of perceptions. The nineteenth century chemists’ predilection for Kantian Anschauung led them to develop an intuitive representation of what exists beyond the bounds of the senses. Molecular structure is one of the illuminating outcomes. (Ochiai 2021, pp. 1–51) This mental habit seems to be dominant among chemists even in the twentieth century, as (...) is illustrated by the electronic theory of organic chemistry and the frontier orbital theory as well. The former assumes that (1) bonds are paired electrons shared by bonded atoms—in fact, electrons in molecules are not localized in bonds; (2) the difference of electronegativities between bonded atoms causes electron drifts—expressed by the curly arrow—that result in bond formation or bond cleavage. The latter focuses on the orbitals that make the greatest contribution to the energy of a system undergoing electron delocalization, while the LCAO method says, as is suggested by the word Linear Combination of Atomic Orbitals, molecular orbitals should be constructed from all of the atomic orbitals that have the appropriate symmetry. In other words, every molecular orbital contributes to some extent to the electronic state of a molecule. The curly arrow in the electronic theory and the orbital lobe in the frontier orbital theory illustrate an intuitive character of these theories. Although both theories rely on such simple and qualitative models rather than mathematically rigid quantum mechanical calculations, they are successful in explaining, predicting, and designing chemical reactions. What makes these prima facie intuitive theories so successful? In this study we address this problem from a historical and philosophical as well as scientific point of view. The key to solve this problem is that they are concerned with only bond formation or bond cleavage, in which the localized-bond principle holds. (shrink)

This paper overviews the role of tradition in the structure, processes and behaviour of Chinese work organ izations. The traditional value frameworks combining Confucian, Taoist and Buddhist principles and prac tices had long been the surrogate of a well-defined legal structure in China. Social interaction based on the strong guanxi bonds dominates the managerial culture and such vehicles of social capital development are prerequisites of any substantive partnership building with China. The analysis presented in this overview attempts to explore (...) the reasons for relative underdevelopment of managerial autonomy and innovation, and the predominance of collective face and networking. It is suggested that there are a number of strengths in the Chinese traditions that may be helpful in the emerging managerial transitions, while pointing out areas where breaking with the past may be necessary. This paper signals the importance of more research in Asian management to alleviate the ethnocentric basis of Western-oriented mainstream management. (shrink)

Many biological investigations are organized around a small group of species, often referred to as ‘model organisms’, such as the fruit fly Drosophila melanogaster. The terms ‘model’ and ‘modelling’ also occur in biology in association with mathematical and mechanistic theorizing, as in the Lotka–Volterra model of predator-prey dynamics. What is the relation between theoretical models and model organisms? Are these models in the same sense? We offer an account on which the two practices are shown to have different epistemic characters. (...) Theoretical modelling is grounded in explicit and known analogies between model and target. By contrast, inferences from model organisms are empirical extrapolations. Often such extrapolation is based on shared ancestry, sometimes in conjunction with other empirical information. One implication is that such inferences are unique to biology, whereas theoretical models are common across many disciplines. We close by discussing the diversity of uses to which model organisms are put, suggesting how these relate to our overall account. 1 Introduction2 Volterra and Theoretical Modelling3 Drosophila as a Model Organism4 Generalizing from Work on Model Organisms5 Phylogenetic Inference and Model Organisms6 Further Roles of Model Organisms6.1 Preparative experimentation6.2 Model organisms as paradigms6.3 Model organisms as theoretical models6.4 Inspiration for engineers6.5 Anchoring a research community7 Conclusion. (shrink)

Purpose: Organ donation and transplantation are practices that are supported by all of the world's major religions, including Sikhism, Christianity, Hinduism, and Judaism. Recent developments in the fields of organ donation and organ transplantation have sparked a renewed sense of optimism for the treatment of critical illnesses. The jurists permitted organ transplants on the basis of certain principles, including ownership and categories of property. On the other hand, moralists strive to deny the ownership of human organs by using principles such (...) as faith and Almighty Allah’s absolute authority. Then main objective of this research paper is on one hand to identify and emphasize arguments for and against organ donation and transplantation in the framework of scared provisions of Islam and its corresponding legal requirements and on the other hand to understand and teach the people that not only Islam allows organ donation but also encourage its followers to assist one another and make an effort to promote organ donations in society. Methodology: The doctrinal methodology. Explanatory and analytical research approaches are used in this work. It is worth mentioning that this research study is entirely based on library sources. Most of the sources are reputable and trustworthy textbooks, scholarly published and unpublished journal articles, law reports, and online websites related to the research area. Findings: According to the arguments as well as clear and explicit rulings, principles and authentic evidence from the Holy Quran, it is clear that the donation and transplantation of human body organs is permissible. The Holy religion of Islam persuades its followers to participate in charity, assist people, and donate organs to save the lives of those patients who are waiting for organ transplant. Recommendations: Theoretically, this work is very useful in contributing to the existing body of literature of knowledge. Practically, this work identifies the circumstances in which Muslim jurists not only allow but encourage its followers to assist one another and make an effort to promote organ donations in society in order to save people’s life. It is recommended that both the donor and the recipient of an organ must belong to the same nationality or legal jurisdiction in order to prevent the growth of an international organ trade, which would be far more difficult to regulate. Additionally, in order to protect the health of both the recipients and the donors, it is imperative that transplants from unknown sources be prohibited. (shrink)

Leo Pardi was the initiator of ethological research in Italy. During more than 50 years of active scientific career, he gave groundbreaking contributions to the understanding of social life in insects, especially in Polistes wasps, an important model organism in sociobiology. In the 1940s, Pardi showed that Polistes societies are organized in a linear social hierarchy that relies on reproductive dominance and on the physiological and developmental mechanisms that regulate it, i.e. on the status of ovarian development of single wasps. (...) Pardi’s work set the stage for further research on the regulatory mechanisms governing social life in primitively eusocial organisms both in wasps and in other insect species. This article reconstructs Pardi’s investigative pathway between 1937 and 1952 in the context of European ethology and American animal sociology. This reconstruction focuses on the development of Pardi’s physiological approach and presents a new perspective on the interacting development of these two fields at the origins of our current understanding of animal social behavior. (shrink)

Beyond compliance -- Moral dilemmas -- Duties and outcomes -- Moral luck -- Two ethical principles -- The navigation wheel -- From responsible to responsive -- Loophole ethics -- Conflict of interest -- Character and circumstances -- Moral neutralization -- The invisible gorilla.

Through an examination of the actual research strategies and assumptions underlying the Human Genome Project (HGP), it is argued that the epistemic basis of the initial model organism programs is not best understood as reasoning via causal analog models (CAMs). In order to answer a series of questions about what is being modeled and what claims about the models are warranted, a descriptive epistemological method is employed that uses historical techniques to develop detailed accounts which, in turn, help to reveal (...) forms of reasoning that are explicit, or more often implicit, in the practice of a particular field of scientific study. It is suggested that a more valid characterization of the reasoning structure at work here is a form of case-based reasoning. This conceptualization of the role of model organisms can guide our understanding and assessment of these research programs, their knowledge claims and progress, and their limitations, as well as how we educate the public about this type of biomedical research. (shrink)

Food insecurity and the loss of soil nutrients and productive capacity in Africa are serious problems in light of the rapidly growing African population. In semi-arid central Tanzania currently practiced traditional crop production systems are no longer adaptive. Organic crop production methods alone, while having the capacity to enable food security, are not feasible for these small-scale farmers because of the extra land, skill, resources, and 5–7 years needed to benefit from them—particularly for maize. Maize, grown by 94 % (...) of farmers, has substantial nitrogen needs. The most practical ways of satisfying maize nutrient needs is via integrated soil fertility management, a combination of organic and Green Revolution methods. Maize has been shown in research to outyield the indigenous crops millet and sorghum in nearly all situations including drought. Conservation Agriculture (CA) in Africa has two main categories—organic and herbicide-mediated. The organic version of CA, despite years of promotion, has had a low rate of adoption. Herbicide-mediated zero tillage CA via backpack sprayer can substantially increase conventional maize yields while at the same time nearly eliminating erosion and increasing rainwater capture up to fivefold. Glyphosate herbicide is a non-proprietary product produced in Africa and approved for small farm use. The systemic nature of glyphosate allows the killing of perennial grasses that would otherwise need deep plowing to kill. The rooted weed residues protect the soil from erosion. The risks of glyphosate use are substantially outweighed by the benefits of increased food security and crop system sustainability. (shrink)

This paper examines how employees’ career aspirations benefit organizations, i.e., contribute to strengthening organizational capabilities and connections, by means of two aspects of contemporary work: proactive and relational. Data were collected from alumni of a public university in Amsterdam, the Netherlands, in two waves with a one-year time lag. The results showed that employees with career aspirations strengthen: a) organizational capabilities; and b) organizational connections through their instrumental and psychosocial relationships. Interestingly, although employees’ career aspirations were positively associated with (...) taking charge, we did not find that taking charge mediates the relationship between career aspirations and employees’ individual contributions to organizational capabilities. This study is the first to examine how individual career aspirations benefit organizations, and it discusses the results in light of their novel contributions to theory and practice. (shrink)

The purpose of this article is to review spirituality at work literature and to explore how spirituality improves employees' performances and organizational effectiveness. The article reviews about 140 articles on workplace spirituality to review their findings on how spirituality supports organizational performance. Three different perspectives are introduced on how spirituality benefits employees and supports organizational performance based on the extant literature: (a) Spirituality enhances employee well-being and quality of life; (b) Spirituality provides employees a sense of purpose and meaning (...) at work; (c) Spirituality provides employees a sense of interconnectedness and community. The article introduces potential benefits and caveats of bringing spirituality into the workplace; providing recommendations and suggestions for practitioners to incorporate spirituality positively in organizations. (shrink)

I present a bipartite model of organ stewardship that places it at the intersection of resource stewardship and gift stewardship. Though both forms of stewardship are grounded in relationships of trust, they are importantly distinct, as are the duties they confer. This bipartite model of organ stewardship functions as a beneficial instrument for understanding and resolving conflicts among transplant stakeholders. As proof of concept, I apply the bipartite model of organ stewardship to a controversial case of conditional organ donation, showing (...) that we can better understand the underlying moral conflict if we recognize that it involves a tension between resource and gift stewardship. Then, demonstrating that the model can do more than just explanatory work, I use it to resolve the long‐standing debate over whether organ transplant recipients are organ stewards. Although some transplant recipients are gift stewards, I argue, none are resource stewards, and they therefore do not owe anything to members of the transplant team. (shrink)

Gender scholars draw on the “theory of gendered organizations” to explain persistent gender inequality in the workplace. This theory argues that gender inequality is built into work organizations in which jobs are characterized by long-term security, standardized career ladders and job descriptions, and management controlled evaluations. Over the past few decades, this basic organizational logic has been transformed. In the so-called new economy, work is increasingly characterized by job insecurity, teamwork, career maps, and networking. Using a case study (...) of geoscientists in the oil and gas industry, we apply a gender lens to this evolving organization of work. This article extends Acker’s theory of gendered organizations by identifying the mechanisms that reproduce gender inequality in the twenty-first-century workplace, and by suggesting appropriate policy approaches to remedy these disparities. (shrink)