Employers seeking to control employee behavior outside of working hours is nothing new. However, recent developments have extended efforts to control employee behavior into new areas, with new significance. Employers seek to control legal behavior by employees outside of working hours, to have significant influence over employee’s health-related behavior, and to monitor and control employee’s social media, even when this behavior has nothing to do with the workplace. In this article, I draw on the work of (...) political theorists Jon Elster, Gerald Gaus and Michael Walzer, and privacy scholars Daniel Solove and Anita Allen, to show what is wrong with this extension of employer control of employee’s outside of work behavior. I argue that there are ethical limits on the controls that employers may put on their employees’ out of work behavior, and that many of these limits should be enshrined into legal protections which would prevent employers from conditioning employment on the regulations criticized. -/- (Please note that the version of this paper on SSRN is a pre-publication version. Please cite and refer to the published version when possible.). (shrink)

This study investigates transnational relations and global challenges which the European Industrial Relations have been facing recently. The paper, methodologically, was structured with taking into account both socio- political and judicial arguments. The social theory, and ergo, the practice in Europe were analyzed according to Marxist point of view. Basically, industrial relations and employment relationship were examined from the perspectives of employees, employee representatives and nation-states. The influence of the Charter of Fundamental Rights which is legally binding with the (...) Lisbon Treaty (TFEU) was examined. Likewise, the effectiveness of the acquis communautaire within the EU was argued with respect to the European Social Model; such as, social dialogue, tripartite and bipartite information exchange and consultation, collective bargaining and legal provisions regarding employment conditions and social protection. The importance of Europeanisation and convergence of national industrial relations was illustrated. (shrink)

his chapter discusses some of the basic tenets of a critical realist social ontology. It defines capitalism, which Roy Jacques conspicuously fails to do. Jacques argues that the very point of explanatory critique is to facilitate useful action. For Geoffrey Hodgson, the epsilon scenario could be described as beyond capitalism. A form of employment contract remains, but it is a mere shell of its former capitalist self. In the work process, the degree of control by the employer over the (...) employee is minimal. Hodgson argues that 'impurity' necessarily characterizes all socioeconomic systems. However, any assessment of feasibility depends crucially upon an adequate theoretical analysis of concrete socio-economic systems. The chapter explains the nature of disaggregative analysis, which is predicated upon a realist ontology. Transcendentally the social world is composed of internal and external social relations; disaggregative analysis enables thought experiments about alternative social arrangements. The chapter addresses the nature of division of labour, knowledge and Hayek. (shrink)

According to a recent survey by the HR Research Institute, as the presence of artificial intelligence (AI) becomes increasingly common in the workplace, HR professionals are worried that the use of recruitment algorithms will lead to a “dehumanization” of the hiring process. Our main goals in this paper are threefold: i) to bring attention to this neglected issue, ii) to clarify what exactly this concern about dehumanization might amount to, and iii) to sketch an argument for why dehumanizing the hiring (...) process is ethically suspect. After distinguishing the use of the term “dehumanization” in this context (i.e., removing the human presence) from its more common meaning in the interdisciplinary field of dehumanization studies (i.e., conceiving of other humans as subhuman), we argue that the use of hiring algorithms may negatively impact the employee-employer relationship. We argue that there are good independent reasons to accept a substantive employee-employer relationship, as well as an applicant-employer relationship, both of which are consistent with a stakeholder theory of corporate obligations. We further argue that dehumanizing the hiring process may negatively impact these relationships because of the difference between the values of human recruiters and the values embedded in recruitment algorithms. Drawing on Nguyen’s (2021) critique of how Twitter “gamifies communication”, we argue that replacing human recruiters with algorithms imports artificial values into the hiring process. We close by briefly considering some ways to potentially mitigate the problems posed by recruitment algorithms, along with the possibility that some difficult trade-offs will need to be made. (shrink)

When an employee’s off-duty conduct generates mass social media outrage, managers commonly respond by firing the employee. This, I argue, can be a mistake. The thesis I defend is the following: the fact that a firing would occur in a mass social media outrage context brought about by the employee’s off-duty conduct generates a strong ethical reason weighing against the act. In particular, it contributes to the firing constituting an inappropriate act of blame. Scholars who caution against (...) firing an employee for off-duty conduct have thus far focused primarily on due process related issues or legal concerns pertaining to free speech, lifestyle discrimination, and employment at-will. However, these concerns amount to only a partial, and contingent, diagnosis of what is at issue. I argue that even when due process considerations are met, firings in these contexts can be unjustified. Moreover, even if a business is not concerned with the unethical conduct per se, but is rather strictly concerned with PR, the argument I advance nevertheless provides one important ethical reason that counts against firings in mass social media outrage contexts. Given that managers are often under significant pressure to respond swiftly in cases where an employee is at the center of mass social media outrage, it is especially important that scholars begin to clarify the normative issues. This article builds on the burgeoning philosophical literature on the ethics of blame and provides a novel account of a distinctive ethical concern that arises with firings in mass social media outrage contexts. (shrink)

Purpose – With the growing demand for ethical standards in the prevailing business environment, ethical leadership has been under increasingly more focus. Based on the social exchange theory and social learning theory, this study scrutinized the impact of ethical leadership on the presentation of ethical conduct by employees through the ethical climate. Notably, this study scrutinized the moderating function of the person organization fit (P-O fit) in relation to ethical climate and the ethical conduct of employees. -/- Design/methodology/approach – (...) To evaluate the research hypotheses, two-wave data were collected from 295 individuals who are currently employed in various Iraqi organizations (i.e. manufacturing, medical, and insurance industries). -/- Findings – In line with the hypotheses, the outcomes from a sample of 295 workers working in different Iraqi entities exhibited a positive relationship between the ethical behavior of leaders and the ethical conduct of employees in the ethical climate. Moreover, it was observed that the P-O fit of employees moderated the relationship between ethical climate and the ethical conduct of employees such that the relationship was more robust for those with a high P-O fit in comparison to those with a low P-O fit. -/- Research limitations/implications – The primary limitation of this study is in the data, which was obtained from a single source. Although the study conducted two surveys and utilized a mediation and moderation variables model that was less likely to be influenced by common method bias (CMB) (Podsakoff et al., 2012), one cannot completely rule out CMB. Apart from the potential effects of the CMB, the consistency of the empirical findings could have also been compromised since self-reported data were utilized in measuring ethical behavior, which can be a very complex and sensitive issue. For this reason, the social desirability response bias cannot be ruled out completely. When possible, future studies must gather data from multiple sources. Furthermore, supervisors must evaluate the ethical behavior of employees. Another limitation was that the findings of this study were based on a sample in a Middle Eastern cultural context such as in Iraq. Perhaps, the particular cultural features of this context, which encompassed, among other things, strong adherence to religious values (Moaddel, 2010), could have influenced the findings of this study. It is true that the effects of differences (P–O fit) are highly likely to replicate across cultural contexts (Triandis et al., 1988). However, it can be seen that further studies are needed to evaluate the context-sensitivity of these findings (Whetten, 2009) by analyzing other cultures, where the importance of religiosity is on the decline (i.e. in Western countries, Ribberink et al., 2018) or where the cultural features are very much different from those that apply to Iraq. Lastly, other external factors were not taken into account by this study as it tried to explain ethical behavior. Ethics is a highly complex subject and is influenced by numerous variables at the organizational, individual, and external environment levels. Thus, caution must be observed when making inferences from the present study which, to a certain degree, offered a simplified version of ethical behavior by concentrating on a few variables such as the Arab culture’s traditional ideology, which dominates even science (Abu Khalil, 1992). In addition, there are political conflicts in the Middle Eastern cultural context such as what is happening in Iraq (Harff, 2018). Thus, it is important to include such aspects in future researches. -/- Practical implications – In terms of management, the findings send a clear signal to those in the upper echelon that, without ignoring the issue of ethics in organizations, employees are a critical aspect to be taken into account to encourage ethical behavior at the workplace. This study has important practical implications. First, this study determined that ethical leadership (here, of the supervisors) positively influences the behavior of subordinates (refers to the supervisors here); this, in turn, further improves the ethical behavior of employees. It is vital that managers or supervisors are motivated to practice ethical leadership because they directly influence the employees. It has been suggested that top managers, especially chief executive officers, have the ability to shape the ethical climate, which also influences the ethical behavior of employees further. This study offered several feasible ways that managers can apply to achieve that. In particular, top managers may utilize the ethical climate as a way of communicating the ethical values that they have to their subordinates, thereby serving as a motivation for the subordinates to adopt ethical behavior. It was also suggested by this study that ethical climate and the P–O fit may, to some degree, substitute each other as they influence the ethical behavior of employees. Therefore, firms that were identified to have a low level of ethical standards, practices, and policies, at least from the employees’ perspective, are better poised to conduct ethical issues in order to construct the ethical behavior of their subordinates. More importantly, it is highly essential that the value congruence between an organization and its followers be considered. -/- Social implications – This study highlighted the notion of ethics and how it’s essential for society. Ethics refers to the norms, standards, and values that direct the behavior of an individual. Ethical behavior is vital in society because we need to be treated with respect as human beings. -/- Originality/value – This study responds to recent calls for more research to identify factors that may strengthen or mitigate the influence of ethical behavior in the workplace such as ethical leadership, ethical climate, and Person–Organization. (shrink)

Abstract: The aim of this paper is to establish how academic employees in technical, vocational education and training (TVET) College perceive the effects of psychological contract breach (PCB) in relations to job involvement and citizenship behaviour. Quantitative exploratory research design and a survey instrument were used to collect 170 samples from academic employees in a TVET College to share their perceptions of PCB. The findings confirm a significant (P-value .006) relationship between PCB and job involvement. There is a strong indication (...) that PCB has an effect on job involvement. The findings also revealed that there is a relationship between PCB and organisational citizenship behaviour. However, it is not significant since the (P-value was .119) in the regression analysis. These results are a consequence of academics not feeling a significant PCB, which might have explained better the relationship between PCB and organisational citizenship behaviour. Significantly, the paper established TVET College academics has a stable employer-employee relationship since there is minimal PCB. (shrink)

In her recent book Private Government, Elizabeth Anderson makes a powerful but pragmatic case against the abuses experienced by employees in conventional corporations. The purpose of this review-essay is to contrast Anderson’s pragmatic critique of many abuses in the employment relation with a principled critique of the employment relationship itself. This principled critique is based on the theory of inalienable rights that descends from the Reformation doctrine of the inalienability of conscience down through the Enlightenment in the abolitionist, democratic, (...) and feminist movements. That theory was the basis for the abolition of the voluntary slavery or self-sale contract, the voluntary non-democratic constitution (pactum subjectionis), and the voluntary coverture marriage contract in today’s democratic countries. When understood in modern terms, that same theory applies as well against the voluntary self-rental or employment contract that is the basis for our current economic system. (shrink)

The study aimed to know the relationship between the nature of the work and the type of communication among the Employees in the Palestinian universities. A comparative study between Al-Azhar University and Al-Aqsa University. The researchers used the analytical descriptive method through a questionnaire that is randomly distributed among the employees of Al-Azhar and Al-Aqsa universities in Gaza Strip. The study was conducted on a sample of (176) administrative employees from the surveyed universities. The response rate was (85.79%). The study (...) reached a number of results, the most important of which is that there is a high degree of satisfaction with the nature of work prevailing in the Palestinian universities in Gaza Strip from the point of view of the administrative staff, where the percentage was (68.15%). There is an Mean level of communication from the point of view of administrative staff, with a percentage of (67.50%). There is a direct correlation between the nature of the work and the prevailing pattern of communication. There is an absence of differences between the sample according to the gender variable in their perception of the nature of work and the prevailing pattern of communication. There is an absence of differences in the perception of Employees nature of work and the pattern of communication prevailing depending on the variables (age, years of service, job level, and university). There are statistically significant differences between Al-Azhar University and Al-Aqsa University in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the interest of the management of the Palestinian universities in Gaza Strip in general, and Al-Aqsa and Al-Azhar Universities in particular should be provided with a good nature of work and communication. There is a need for continuing the management of universities to pay attention and continuous improvement of the performance of employees. There is an importance of solving the problems of Employees and giving them the opportunity to contribute to solving their own problems. Staff rotation should be used periodically and the need to strengthen the democratic leadership style and empower university Employees. (shrink)

The dual labor market theory is one of the primary explanations for the gender differences in earnings. It shows that gender inequality and stereotypes lead to employment of men and women in different segments of the labor market characterized by various incomes. This theory is based on the hypothesis that such markets are divided into segments, which are divided by different rules of conduct for workers and employers. Differences also include production conditions, terms of employment, productivity of employees, and the (...) characteristics of the workers’ jobs. This labor division is related to employee characteristics such as gender, age, and race that define their work environment and lifestyle. (shrink)

Tracing graduates has become an imperative for higher education institutions much more during the pandemic. This tracer determined the employment and employability status of the 2019 BSE graduates and identified the competencies they adequately acquired and deemed vital for work. It used descriptive design, and data were collected from the 103 graduates through a google form with open and closed-ended questions administered between November and December 2020. Results revealed that most of the graduates had been employed in teaching and teaching-related (...) jobs but mostly in contractual arrangements within the first and second six months after graduation. Many had their first jobs with meager salaries from the private sector. Communication, pedagogy, information communication technology, time management, and flexibility were the top competencies they adequately acquired and were beneficial in work. The study concluded that these graduates had acquired 21st-century skills in their respective degree programs. These results have corresponding implications for future research in confirming the most employable skills in secondary teaching. As recommended, classroom instruction might emphasize the development of these skills. Eventually, these become the competitive advantage and employability capitals of future graduates. Administering the licensure examination and the release of its results can be done within the first three months after graduation to lessen the cost of waiting. (shrink)

The study aimed to comprehensively overview the experiences encountered by public school employees during the recruitment, selection, and placement (RSP) process within the DepEd Bohol Division. Employing a qualitative-descriptive research design, the researchers utilized a phenomenological approach to delve deeply into these experiences, shedding light on the nuances and intricacies of the division's RSP process. As Lambert et al. (2013) described, qualitative- descriptive studies aim to provide a comprehensive and detailed summary of specific events experienced by individuals or groups in (...) everyday terms. To achieve this, Colaizzi's (1978) data analysis method was applied, meticulously gathering, transcribing, and analyzing recorded participant responses. The rigorous analysis revealed that an overwhelming 81% of the participants recognized significant challenges within the current RSP system of the division, underscoring the pressing need for a renewed approach to address these identified challenges. This highlighted the necessity for an RSP policy that is responsive and innovative, tailored to meet the evolving needs and expectations of applicants, schools, and the division. By implementing improvements to the RSP process, a more efficient and timely filling of vacated and newly available positions is anticipated, contributing to the seamless functioning of the educational system and ultimately enhancing the prospects of success. (shrink)

Crisis prevention plans are usually evaluated based on their effects in terms of preventing or limiting organizational crisis. In this survey-based study, the focus was instead on how such plans influence employees’ reactions in terms of risk perception and well-being. Five different organizations were addressed in the study. Hypothesis 1 tested the assumption that leadership crisis preparation would lead to lower perceived risk among the employees. Hypothesis 2 tested the conjecture that it would also lead to a higher degree of (...) well-being. Both hypotheses were supported. The results and their implications are discussed. (shrink)

Discussions of whistleblowing and employee loyalty usually assume either that the concept of loyalty is irrelevant to the issue or, more commonly, that whistleblowing involves a moral choice in which the loyalty that an employee owes an employer comes to be pitted against the employee''s responsibility to serve public interest. I argue that both these views are mistaken and propose a third view which sees whistleblowing as entirely compatible with employee loyalty.

Self-employment merits protection and promotion, we often hear, because it confers independence from a boss. But what, if anything, is wrong with having a boss? On one of the two views that this chapter inspects, being under the power of a boss is objectionable as such, no matter how suitably checked this power may be, for it undermines workers’ agency. On a second view, which republican theorists favor, what is objectionable is subjection not to the power of a boss as (...) such but to their arbitrary power. The first view is unconvincing, I argue, as it entails (implausibly) that being under the power of others in realms like the family or the state is likewise objectionable as such. And although the second view yields compelling reasons for self-employment, it only does so when employers’ power is not suitably checked. When it is, such reasons are more easily outweighed by competing considerations, like those stemming from the further forms of dependence—on suppliers and purchasers—that self-employment may prompt. (shrink)

Employee is the main resource for organization. Recently, there were many concerns of staff resignation within industries. High staff turnovers cause increase of costs of hiring workforces. Owing this issue, “Assessment of Factor of Employee’s Turnover” was proposed for research with the objective of examination of factors causing staff resignation from MVi. In total 26 staff both women and men who resigned 2016 and 2017 was selected for interview. Quantitative data was used. Three main steps were done including (...) research questionnaires and material development, sampling technique and criteria and data analysis and reporting. There were four main parts: the degree of staff satisfaction of each of the variables (1 to 12), the correlation between each of variable (1 to 12) with overall satisfaction, the causes of staff resign of the variable (13-27) and the correlation between each of the staff resign causes (variable 13 to 27). All those data have been transformed into non-parameter with the Spearmen Rho. MVi staff members were appreciated working with MVi. The satisfaction of each variable was that the staff scored high for most factors like staff leave, communication with colleagues, staff capacity development opportunities, and roles and responsibilities. Former staff who worked in 2016 and 2017 was most appreciated with the factors above. Three factors scored by respondents were very low in comparison with other factors. Those are work overload, job security, and salary. All those factors were located between score 3 (neutral and score 4 (satisfied). Among 12 satisfaction variables, three of them were most significantly positively related to staff motivation. For internal factors, the average score was 3.19 which represents mostly true of the statement above. The variables which were significantly related to staff resignation were communication with superiors, finding a higher position with new agencies better salaries, and benefits from the new agency. The recommendations were produced including awarding for staff, review salary scale, tasks, maintaining staff. Qualitative research to explore what job security, salary, and work-overloads are not significantly related to staff satisfaction should be done. Qualitative research on factors of staff resign should be done. (shrink)

On a version of consent theory that tempts many, predatory sexual relations involving significant power imbalances (e.g. between professors and students, adults and teenagers, or employers and employees) are wrong because they violate consent-centric norms. In particular, the wronged party is said to have been _incapable_ of consenting to the predation, and the sexual wrong is located in the encounter’s nonconsensuality. Although we agree that these are sexual wrongs, we resist the idea that they are always nonconsensual. We argue instead (...) that it is possible for students, teenagers, employees, etc. to fully consent to sexually predatory encounters; denying as much renders survivors of predation vulnerable to compounding harms. Survivors face a dilemma: give up either their understanding of their experience as wrong, or their self-conception as an agent capable of consenting. We call the latter phenomenon _agential demotion_. (shrink)

This study aimed to determine the employability of Teacher Education graduates within the year 2016-2018 from a state university in Caraga Region, Philippines. The study made used of the descriptive method. The quantitative method used survey questionnaire to gather data from 179 Teacher Education graduates. The data gathering instrument used by the researchers is the Graduate Tracer Study approved by the university anchored on the educational philosophy of the Commission on Higher Education (CHED). There were 90 out of the 142 (...) (63.4%) respondents who were employed. Most of the respondents went into went into a non-teaching job for 2 months to a year before landing on a teaching career. Their primary reasons for their waiting time before they landed a teaching job were their preparations for Licensure Examinations for Professional Teachers (LEPT) and no available teaching item in the Department of Education (DepEd). However, at the time of the conduct of this study, 46.7%, (42 out of 90), were designated a teaching position and mostly working at DepEd which implies that the work acquired is related to the program completed. It can be deduced that the university is a great help in producing employed graduates in its community. Likewise, most of them have a permanent status, 48.9 % (44 out of 90) in their workplace, assigned in their related fields which means a good development in the graduates’ career since they have already obtained security tenure, in which, 37.8% (34 out of 90) have an expected income ranging from 21,000 to 30,000 pesos. When questioned whether or not the curriculum they had in college is relevant in their first job, majority of the respondents (57%) answered that the curriculum of the program they had in college is indeed related and applicable to their current jobs. In this study, one of the recommendations of the researchers is to conduct a periodic review of the Teacher Education curriculum to guarantee that graduates are equipped with the acquired necessary knowledge and skills to make them highly employable in their teaching field. (shrink)

This study aimed to trace the 2015 to 2019 MAME graduates in the College of Teacher Education for Graduate Studies of the University of Northern Philippines in terms of their personal profile, their work-related profile before and after taking their master’s degree, reasons of taking up the program, competency level before and after taking the program, appraisal of the most useful courses offered in the program, evaluation on the contribution of the program to their personal and professional growth and assessment (...) on the features of the program and suggestions of how to improve the program. The researcher utilized mixed method of research. The subjects were the MAME graduates, and a questionnaire and open-ended questions were sent to them thru various online flat forms. Based on the findings of the study, the following conclusions are derived: pursuing graduate studies chooses no sex, civil status or age as long as there is a will to improve one's self; students have math- related educational background and finished the program within the prescribed number of years; having master’s degree could contribute greatly in landing a permanent teaching job in public schools; professional and personal growth and development is the strongest drive to pursue advance education; the program offers subjects that are useful which enhanced the teaching competencies of the graduates and consequently contribute to the holistic development of the graduates; and that there are areas needing improvement in the MAME program. (shrink)

This study aims to investigate the relationship between job burnout and employee performance in the feed industry during the ASF outbreak. Further, the researchers employed a descriptive-correlational research design in order to analyze the acquired data and produce pertinent findings. Thus, the researchers gathered data from one hundred two (102) feed industry employees. The Maslach Burnout Inventory (MBI) and Individual Work Performance Questionnaire (IWPQ) were employed to ascertain the extent of job burnout experienced by the respondents and evaluate (...) class='Hi'>employee performance, respectively. Based on the statistical analysis, there is a significant relationship between job burnout and employee performance. Moreover, the study's findings were thoroughly analyzed and discussed. (shrink)

Globally, the population is ageing, which has serious consequences for businesses. The prosperity of companies is crucially dependent on the ability to effectively manage their employees, including older workers. Best practice in age management is defined as those measures that combat age barriers and/or promote age diversity. These measures may entail specific initiatives aimed at particular dimensions of age management; they may also include more general employment or human resources policies that help to create an environment in which individual employees (...) can achieve their potential without being disadvantaged by their age. Promoting early retirement is generally not encouraged. Companies now have to encourage longer working lives. Much needs to be done to ensure that work remains a positive experience for workers throughout their career trajectories, and it does not damage their health. It has been found by studies that health is significantly related to retirement timing, influences work performance, and health-related organisational policies can positively influence employee retention. The major contemporary challenges to health at work are those associated with the way work, and work organisations are designed and managed. This is especially true for older workers. A comprehensive and effective approach towards age management can be very beneficial for them. How should companies implement age management? Some possible ways are set out in this policy brief below, which focuses on best practices in age management regarding ergonomic aspects and health interventions for older workers at an organisational level. The intention is to discuss the current situation and to illustrate some organisational techniques in selected countries. This policy brief can serve as an inspiration for, among others, companies and policymakers. Recommendations for successful practice are included. In total, this policy brief covers 8 COST member countries to give a glimpse of the current situation of best practice in age management and show how companies in various states deal with ergonomic aspects, health interventions and the ageing of their labour force. (shrink)

Due to ethical lapses of leaders, interest in ethical leadership has grown, raising important questions about the responsibility of leaders in ensuring moral and ethical conduct. Research conducted on ethical leadership failed to investigate the active role that the characteristics of ethical climate and organisational justice have an increasing or decreasing influence on the ethical leadership in the organisation’s outcomes of employees’ ethical behaviour. Thus, this study examined the dual-mediations of work ethical climate and organisational justice on the relation (...) of ethical leadership and ethical behaviour of employees. A total of 620 full-time employees from five Iraqi provinces working at 33 Iraqi organisations in the field of manufacturing, retailing, medical, insurance, information technology, legal, finance, and telecommunication responded to the questionnaire survey. Structural equation modelling (SEM) was used to test the model and data analysis was carried out using structural equation modelling-partial least square (SEM-PLS). The results revealed that there is a significant relationship between ethical leadership behaviour and the ethical behaviour of employees. Primarily, the study also found that ethical climate and organisational justice play a very significant mediating role between ethical leadership and employees’ ethical behaviour. (shrink)

The demand in the workplace is rapidly changing brought about by the educational reforms and the emergence of disruptive technology. The changes increase the importance of employability skills and literacy that would ensure career success and degree program relevance. On this premise, a study was carried out using a scoping review to examine the existing literature that published information related to employability skills of Teacher Education graduates in the Philippines. The review covered fifteen published articles that qualified in inclusion and (...) exclusion criteria. Results revealed the top employable skills which include communication; information and communication technology; problem-solving and critical thinking; collaboration, cooperation, and teamwork; research; and leadership. This study offers these skills as a framework in the curriculum enhancement of teacher education programs. It was recommended to Teacher Education Institutions to revisit their curriculum and find out if these competencies were given considerable emphasis in instruction. The partially employable skills of graduates from teacher education programs imply the furtherance of the inquiry to confirm if these skills are employable or not. Future tracer studies may take the lens of the framework in evaluating the responsiveness of the curriculum. (shrink)

The research aims to identify the reality of modern methods applied in the process of performance assessments of employees in the municipalities of Gaza-strip, Complete Census method of community study was used, (571) questionnaires were distributed to all members of the community study, (524) questionnaires were recovery with rate of (91.76%). The most important findings of the study: There were statistically significant relationship differences between the applications of modern methods in the performance assessments of employees in the municipalities of Gaza-strip. (...) There was statistically significant relationship between the evaluation criteria that fit the required performance and the application of standards evaluations on performance of employees in the municipalities of Gaza-strip. There was statistically significant relationship between the use of methods, models for the evaluation of appropriate functions and the application of the performance assessments of employees in the municipalities of Gaza-strip. There was statistically significant relationship between the feedback and the application of performance assessments of employees in the municipalities of Gaza-strip. There was statistically significant relationship between the efficient, professional assessors and the application of the performance assessments of employees in the municipalities of Gaza-strip. There was statistically significant relationship between the extent of awareness of subordinates, participation in the evaluation of their performance and the application of the performance assessments of employees in the municipalities of Gaza-strip. The research also concluded a series of recommendations, including: that the design of evaluation models must be done with the participation of the employees and inform them of it, and that a date must be set to provide feedback and discuss the results with them, that they should be allowed grievance in front of an ad hoc committee in accordance with the known system. Direct manager must inform employees of their performance assessment date, discuss the results of the evaluation with them, and others should be involved with the direct manager of employees in their performance evaluation. The application of modern methods of performance evaluation through the good and purposeful planning should be used, analyzing and employing the results in administrative decisions regarding the employees, and the application of modern methods must be used in an effective and efficient performance evaluation. (shrink)

Traditionally, learning organizations face certain constraints related to both exogenous and endogenous factors. This paper models three well-established constraints that employees face while being part of their organizations. One is an explicit constraint on their natural behavior, and two implicit constraints on their endeavor to acquire new knowledge and perform new actions. The implicit constraints, which are elaborated, are related to their relative performance in acquiring new knowledge and by their consecutive actions based on the new knowledge gained. Therefore, this (...) paper attempts to underline such limitations which the agents face under organizational culture and suggest possible strategic initiatives that would effectively counteract such binding limitations to stimulate positive performances from their end. (shrink)

In this paper, I examine why moral exemplars are useful and even necessary in moral education despite several critiques from researchers and educators. To support my point, I review recent AI research demonstrating that exemplar-based learning is superior to rule-based learning in model performance in training neural networks, such as large language models. I particularly focus on why education aiming at promoting the development of multifaceted moral functioning can be done effectively by using exemplars, which is similar to exemplar-based learning (...) in AI model training. Furthermore, I discuss the potential limitations and issues related to exemplar-applied moral education with findings from recent studies in AI research raising concerns about model biases and toxic outcomes. I attempt to propose ways to address the concerns regarding employing moral exemplars as well. As remedies, I suggest that autonomy-supporting deliberative and reflective learning processes should be utilized. Furthermore, based on the discussion, I examine how macroscopic socio-cultural aspects influence the effectiveness of exemplar-applied moral education. Suggestions for moral educators and future directions for research in moral education are briefly discussed. (shrink)

An implication relation between pictures is defined, it is then shown how conjunctions, disjunctions, negations, and hypotheticals of pictures can be formed on the basis of this. It is argued that these logical operations on pictures correspond to natural cognitive operations employed when thinking about pictures.

The paper contains the results of a theoretical analysis of the works devoted to the problem of interpersonal relations, mediated by the specifics of ethnic composition and organizational changes. The results of a semi-structured interview of 300 employees of mono and multi-ethnic work collectives of commercial and industrial enterprises of the Penza region are presented, during which their attitude to restructuring changes in the organization was studied.

Avant 1812, l'actuelle République de Moldavie, partie intégrante de la région roumaine appelée Moldavie, avait comme modèle et débouché culturel la France. Après cette date, rattachée à l'Empire Russe, elle a dû rentrer, sous le nom de Bessarabie dans un tout autre giron culturel, à la frontière des civilisations. Aujourd'hui, le discours relatif à la culture et à l'identité est-il double ou dédoublé ? Certains Moldaves plaident pour leur identité roumaine, d'autres pour leur identité moldave et ceci sur un fond (...) à nombreuses touches multiculturelles. Un représentant du quartier général d'une organisation internationale a demandé à un collaborateur moldave son avis quant à la nationalité qu'il faudrait indiquer sur la liste des employés. Puisqu'au moment où, pour les ressortissants de la République de Moldavie, il a été écrit «moldave», le représentant roumain a objecté que cette nationalité n'existe pas. Si vous étiez le représentant moldave, que répondriez-vous?Before 1812, the current Republic of Moldova, then a territory of the Rumanian region called Moldova, chose France as a cultural model and outlet. After this date, the territory became part of the Russian Empire under the name of Basarabia and thus entered a completely different cultural space at the border of civilizations. Nowadays, is the discourse related to culture and identity doubled or divided? Some Moldavans opt for a Rumanian identity and others a Moldovan one in a context with many multicultural aspects. A representative of the headquarters of an international organization asked a Moldavian colleague under which nationality he should be put down on a list of employees. “Moldavian” was chosen for citizens of the Republique of Moldova only for the Rumanian representative to object that this nationality did not in fact exist. What would have been your answer to this question had you been the Moldovan representative? (shrink)

Despite renewed interest in work, philosophers have largely ignored self-employment. This neglect is surprising, not just because self-employment was central to classic philosophizing about work, but also given that half of the global workforce today, including one in seven workers in OECD countries, are self-employed. We start off by offering a definition of self-employment, one that accounts for its various forms while avoiding misclassifying dependent self-employed workers as independent contractors, and by mapping the barriers to becoming and remaining self-employed (section (...) 2). We then examine five arguments why governments ought to promote self-employment, despite the forgone opportunities to promote employee work instead that this often entails (sections 3-7): the argument from job creation, the argument from job satisfaction, the argument from independence, the argument from occupational freedom, and the argument from subsistence under non-ideal circumstances. Some of these are unconvincing, we argue, but others are not. Although the strength of the latter arguments hangs on various context-dependent conditions, such that they need to be carefully weighed against considerations of efficiency and equality, they nonetheless offer compelling pro tanto reasons to promote, and not just to protect, self-employment. (shrink)

COVID-19 virus caused drastic changes in people's lives, especially in terms of employment. Employees were greatly impacted by this pandemic, as there were terminated from their jobs. This study investigated how depression affects terminated workers and how they manage it throughout the pandemic. -/- A qualitative design was employed to perform this study. A structured type of interview was conducted on five samples using an online platform. To establish the number of samples required for the investigation, convenience sampling was used. (...) The data was analyzed in-depth using a narrative technique, which resulted in the study's findings and conclusions. Five (5) terminated employees such as professional photographer, construction worker, hairdresser, driver, and varsity coach were among the participants. -/- The participants in this study were found to experience depression due to family financial issues caused by the loss of a job during the pandemic. Participants reported feelings of sadness and loneliness, as well as inability to think, low self-esteem, insomnia and hypersomnia, a lack of ambition to accomplish anything, and suicidal or negative thoughts. Accordingly, through their families' emotional support, the participants have been able to overcome their depression. (shrink)

The role of the Ready-made Garment (RMG) sector in transforming the lives of working women in Bangladesh has been controversial. This study examines the impact of paid employment in the RMG sector on the empowerment of its female workers. The fieldwork includes semi-structured interviews with female garment workers to explore their lived experiences and views. The primary qualitative data analysis draws principally on Kabeer's (1999) three inter-related dimensions (resources, agency, and achievements) of empowerment. The main findings of the research are (...) that women with access to employment opportunities in this sector have become economically empowered and independent. The higher economic capacity gives them greater autonomy and makes them confident to make some household and strategic life choices. Increased access to public spaces and consciousness about their right to make life choices have boosted their self-esteem. The study concludes that paid employment in the RMG sector has a significant positive impact on the economic, social, and psychological empowerment of female workers in the readymade garments sector. However, some critical constraints in the sector continue to limit their potential for being further empowered. The findings offer valuable insights for practitioners and policymakers. (shrink)

Addressing studies of the concepts of structure and agency, in 2008 sociologist François Dépelteau called for a ‘relational approach’ that compared the ‘trans-actions’ of actors, but notably left open the question of how such a study should be conducted. The present article attempts to operationalise Dépelteau’s call, albeit in a manner tailored specifically to meet the needs of researchers in the area of ‘lived ancient religion’. The study of ‘trans-action’ is operationalised here by employing key terms drawn from Staf Hellemans’s (...) ‘processing approach’ to the study of religion, in which agents ‘process’ their environments through selection, modification, assembly, performance, integration, and resonance. In the study of the religions of Mediterranean antiquity, questions of structure and agency can be addressed relationally by comparing the performances of specific actors, to the extent that such performances are accessible in the material evidence; for example, in the form of texts, statuary, art, and architecture. In an attempt to demonstrate the utility of this approach, a case study of the ritual of circumcision in ancient Judaism is offered. (shrink)

In recent decades, Vygotsky’s sociocultural theory (VST) has become particularly influential in the fields of education and educational psychology. Perezhivanie is an important concept in VST that stipulates a relative influence of environment on a person’s psychological development depending on their age or stage of development. However, perezhivanie has been differentially interpreted and applied in previous literature to suit the purposes of domain-specific research. The lack of a comprehensive theoretical understanding of the concept can undermine research findings and their implications (...) for educational practices. Drawing on a content analysis of Vygotsky’s key texts on perezhivanie, this paper provides a much-needed theoretical discussion that unpacks comprehensively the theoretical content of perezhivanie and the methodological principles guiding its application. The findings revealed that conceptually, perezhivanie can be defined as: (a) a theoretical relation between an individual and their environment, (b) an abstract experience of or attitude towards a life situation and (c) a concrete lived experience of an event within that situation. Four major discernible components of an individual’s perezhivanie include the environmental factor, personal characteristics mobilised, refraction prism and psychological influences. Five key methodological principles were conceived to assist the employment of perezhivanie in educational/psychological research: (1) utilising a perezhivanie as a unit of analysis, (2) analysing perezhivanie at different levels, (3) accounting for the perspective of the individual involved, (4) constructing the refraction prism and (5) determining the major personal characteristics mobilised in the perezhivanie. Implications for educational and research practices are then discussed. (shrink)

The Covid-19 virus has affected everyone, and some are still getting better. The changes the pandemic brought about pushed us to use conventional survival methods. It is necessary for both teachers and students to quickly switch to an entirely new method to carry on with their school program This study aims to ascertain the elementary teachers' attitude toward changes and how it mediates the job-related issues that the pandemic brought about, particularly in the mode of delivery of learning during these (...) times, as well as its impact on the coping response that the teachers use to cope up with these changes. To assess the current state of the variable, the research employs a descriptive survey methodology. The study revealed that teacher respondents’ profiles were significantly influenced by the coping response; the data presented that age is the only variable with a significant relationship with the coping response, while between job-related issues and coping strategies, the data show that the distribution/retrieval of modules influences all facets of coping strategy. It is also found that the respondent’s job-related issues significantly correlate with all the attitudes toward change. Most evidently the effect of the authentic assessment and students’ engagement with the teacher’s resistance to these changes in distance learning. This study recommends that school conduct seminars promoting work-life balance as well as administrators assisting teachers when it comes to the use of technology. (shrink)

One of the primary goals of Higher Education Institutions (HEIs) is to ensure that all students develop the skills necessary to respond to rapidly changing labor market requirements and conditions. Universities must consider how they train their students to be employable graduates. This study determined how Bachelor of Science in Medical Technology/Medical Laboratory Science (BSMT/BSMLS) and BS Physical Therapy (BSPT) programs prepared the graduates for employment in the Philippines. The study employed a descriptive-correlational research design to establish a relationship between (...) the graduates’ level of satisfaction with their education and the level of adequacy of the BSMLS and BSPT programs. An alumni survey was distributed to all Academic Year 2014-2018 program graduates via e-mail and Messenger. The survey revealed that the preparation for the board examination is the most common influencing factor in the transition from graduation to employment. The vast majority of graduates were employed locally and in positions that were relevant to their programs. The survey also revealed that the University adequately prepared graduates for jobs related to their degrees, and that graduates are satisfied with their education due to high-quality instruction and well-established student internship programs. Pearson correlation revealed that there is a moderate and positive relationship between the level of adequacy of the programs and the level of satisfaction. The study concludes that that graduates’ high employability both locally and globally is a result of the adequate academic preparation they received at the University. (shrink)

Vygotsky’s sociocultural theory (VST) has been increasingly utilised as an effective framework to account for the role of emotions in learning and development. Yet, within VST, emotion has neither been systemically theorised nor investigated. This paper contributes to the literature by offering a theoretical discussion of Vygotsky’s perspective on emotion and its relation to cognition. Employing a content analysis approach, three of Vygotsky’s key texts on emotions were closely read and analysed with emerging themes grouped into a system of (...) interrelated theoretical tenets. The insights gained from this paper benefit scholars who are interested in understanding and researching emotions from a VST perspective as well as provide important implications for educational practices. (shrink)

The vital role of the private sector in the overall development of a country is crucial as proven by private tertiary industries. Despite its phenomenal success all over the world, private sectors are facing enormous challenges due to the frequent turnover of Generation Y (Gen Y). Such phenomena cause massive overt and covert losses. Gen Y workers are optimistic, practical and often have attrition tendencies at workplaces. Extensive literature indicates the turnover problem of Gen Y remains unresolved. Frustration acts as (...) the most crucial factor contributing to frequent turnover. The employers state similar effects. Turnover studies have been performed in the Western sense, though turnover problems exist all over the world, which include a developing country like Bangladesh. Another problem is the turnover rate in the public sector is lower than in the private sector. Since each company strives to achieve the best output and lower turnover to avoid brain drain, they refrain from high turnover costs and maintaining competent staff. This quantitative study discovers that there is an urgent need to establish retention-friendly approaches to mitigate Gen Y frustration and retain them in the workplace. Gen Y retention approaches, management initiatives, soft HRM, work-life balance, and employee satisfaction are vital resources for Gen Y retention in the private sector. (shrink)

In the present chapter I try to determine to what extent the public policies adopted by Romanian governments following the fall of the communist regime contributed to alleviating the most egregious past injustice, the Holocaust. The measures taken for memorializing the Holocaust will be analysed through the lens of a mixed reparatory justice – relational egalitarian account. Employing such a framework entails a focus on symbolic reparations, meant to promote civic trust, social solidarity, and encourage the restoration of social and (...) cultural capital in societies affected by historical injustices. Such symbolic reparations can include public atonement, changing street names, establishing memorials, funding museums, including Holocaust study in the national curriculum, setting national days for the commemoration of the Holocaust, etc. The need for symbolic reparation has become increasingly clearer in the literature on Holocaust memorialization, and the present paper intends to go a step further, by providing researchers with a theoretical approach that can be used to make better sense of the effects of measures taken as part of the process of Holocaust remembrance. In the chapter I also address the issue of determining who the duty-bearers should be. I argue that there could be several indicators for reparatory justice, including in this case compensation programs and the establishment of institutions that would allow dialogue between descendants of the victims and descendants of the perpetrators, a sine qua non condition for restoring social trust in communities marked by violations of human rights, especially of such a scale as the Holocaust. (shrink)

This paper examines Descartes' problematic relational theory of motion, especially when viewed within the context of his dynamics, the Cartesian natural laws. The work of various commentators on Cartesian motion is also surveyed, with particular emphasis placed upon the recent important texts of Garber and Des Chene. In contrast to the methodology of most previous interpretations, however, this essay employs a modern "spacetime" approach to the problem. By this means, the role of dynamics in Descartes' theory, which has often been (...) neglected in favor of kinematic factors, is shown to be central to finding a solution to the puzzle of Cartesian motion. (shrink)

This article explores the many offences (e.g. noise pollution, unlicensed performances, and Health and Safety offences) that may be committed by personnel in the music industry and their employers. It also explores the many breaches of Intellectual Property law that may be committed by others against the musician’s rights.

The purpose of this study is to explore, gauge and identify the criterion of selecting qualified applicants in Hotel and Tourism Industry amongst graduates from selected SUC’s and HEI’S: Basis for Employability. The data are collected from different hotel and tourism companies who are also considered partners of some SUC’S and HEI’s on On-the- Job Training where students are deployed to undergo trainings in different areas of hotel and tourism sector specifically asked 10 (ten) Five Star Hotels, 10 (ten) Travel (...) Agencies, 10 (ten) Restaurants, 5 (five) Airline and Aviation company and 5 (five) from Resort Operations as the respondents of this study. The study used descriptive survey research design and data collection was administered through Google Forms. Initially, participants were also invited to a Focus Group Discussion where their inputs were asked regarding their opinions about the resumption of face-to-face on-the-job training. Since they are already attended the Focus Group Discussion, they were also invited to answer the survey questionnaire related to this study. Questionnaire and documentary analysis were the data gathering tools employed in the study. There is a significant factors and criterions in selecting qualified applicants in Hotel and Tourism Industry as basis for employability. The challenges met by the researcher was respondents has different set of criterions in selecting qualified applicants thus, study may also recommend and suggest standardized or uniform criterion in selecting qualified applicants in hotel and tourism industry. (shrink)

The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the organizational (...) structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)

Liberalism is based on the juxtaposition of consent to coercion. Autocracy and slavery were based on coercion whereas today’s political democracy and economic “employment system” are based on consent to voluntary contracts. This article retrieves an almost forgotten dark side of contractarian thought that based autocracy and slavery on explicit or implicit voluntary contracts. The democratic and antislavery movements forged arguments not simply in favor of consent but arguments that voluntary contracts to alienate aspects of personhood were invalid—which made the (...) underlying rights inalienable. Once understood, those arguments apply as well to today’s self-rental contract, the employer-employee contract. (shrink)

The aim of this conceptual paper is to discuss the issue of managing fake news in the online environment, from an organizational perspective, by using reactive PR strategies. First, we critically discuss the most important definitions of the umbrella term fake news, in the so-called post-truth era, in order to emphasize different challenges in conceptualizing this elusive social phenomenon. Second, employing some valuable contribution from literature, we present and illustrate with vivid examples 10 categories of fake news. Each type of (...) fake news is discussed in the context of organizational communication. Based on existent literature, we propose a 3D conceptual model of fake news, in an organizational context. Furthermore, we consider that PR managers can use either reactive PR strategies to counteract online fake news regarding an organization, or communication stratagems to temporarily transform the organization served into a potential source of fake news. The existing typology of reactive public relations strategies from the literature allow us to discuss the challenge of using them in counteracting online fake news. Each reactive PR strategy can be a potential solution to respond to different types of online fake news. Although these possibilities seem to be extensive, in some cases, PR managers can find them ineffective. In our view, this cluster of reactive PR strategies is not a panacea for managing fake news in the online environment and different strategic approaches may be need, such as communication stratagems. In this context, communication stratagems consist in using organization as a source or as a vector for strategic creation and dissemination of online fake news, for the benefit of the organization. We conclude that within online environment PR managers can employ a variety of reactive PR strategies to counteract fake news, or different communication stratagems to achieve organizational goals. (shrink)

Background: Rumination, a tendency to focus on negative self-related thoughts, is a central symptom of depression. Studying the self-related aspect of such symptoms is challenging because of the need to distinguish self effects from the emotional content of task stimuli. This study employed an emotionally neutral self-related paradigm to investigate possible altered self-processing in depression and its link to rumination. Methods: People with major depressive disorder (n = 25) and controls (n = 25) underwent task-based electro-encephalogram recording. We studied late (...) event-related potentials, along with low-frequency oscillatory power. We compared electroencephalogram metrics between groups and correlated them with depressive symptoms and reported rumination. Results: Participants with major depressive disorder displayed a difference in late positive potentials across frontocentral electrodes between self-related and non-self-related conditions. We found no such difference in controls. The magnitude of this difference was positively correlated with depressive symptoms and reported rumination. Participants with major depressive disorder also had elevated theta oscillation power at central electrodes in self-related conditions, a finding that we did not see in controls. Limitations: Patients with major depressive disorder were medicated at the time of the study. The group studied was primarily female, so the observed effects may have been sex-specific. Conclusion: Rumination appears to be linked to altered self-related processing in depression, independent of stimuli-related emotional confounds. This connection between self-related processing and depression may point to a self disorder as a core component of depression. (shrink)

This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected (...) from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article. (shrink)

Globalization has made it easier for people to migrate, thus increasing diversity within organizations. One problem with this migration is that 1st and 2nd generation immigrants may prefer different leadership styles than those of the mainstream culture. The purpose of this survey-based quantitative comparative study was to investigate the effects of acculturation on the work-related cultural values and leadership style preferences of Mexican immigrants living in the United States. The research question that guided this study focused on the differences in (...) work-related cultural values and preferred leadership styles between 2 generations of Mexican immigrants, Mexicans, and U.S.-born Caucasians. Two hundred and forty-five participants completed the survey. The researcher used a Likert-type self-assessing questionnaire adapted from existing instruments to measure the work-related cultural values and preferred leadership styles of two generations of Mexican immigrants, native Mexicans, and U.S.-born Caucasians. Statistical tools, such as correlations, Cronbach’s alpha, t-test, and analysis of variance (ANOVA) were used to test measurement reliability and to test for differences in the mean scores of the criterion variables among the 4 groups. The researcher found that, in the aggregate, Mexican immigrants did not acculturate to the mainstream values of the United States, 2nd generation Mexican immigrants’ scores were similar to those of U.S.-born Caucasians in work-related values, and all groups prefer the servant leadership style. Implications for social change may include raising the awareness of human resource managers of the differences and similarities in values and preferences of their staff, which may help improve the relationships between managers and the employees. (shrink)

Purpose: Illicit financial flows are targeted by the United Nations’ (UN) Sustainable Development Goals (SDGs). However, these illicit flows are not entirely understood. Furthermore, they can benefit from economic norms, laws, and regulations that lack mechanisms to detect and penalize them. This paper investigates whether a recent test, the embezzler test, can be used to identify regulatory architectures that facilitate illicit financial flows and related financial crimes. -/- Design/methodology/approach: To develop a more advanced version of the embezzler test in terms (...) of definitions and practical implementation methodology. -/- Findings: In this test, the definition of embezzlement can be understood to be the occurrence of illicit financial flows crossing the boundaries of organizations and/or countries. This is a multi-stage test, which intentionally simulates illicit financial flows to observe how well equipped is the regulatory architecture to deal with other financial offences that are related with these flows, such as theft, money laundering, fraud, corruption, market manipulation, and tax evasion. -/- Originality: This is the first explicit test that has been presented to identify norms, laws, and regulations that facilitate illicit financial flows and related financial crimes. -/- Research implications: Future research can employ the version of this test to stress test a large range of economic norms, laws, and regulations. -/- Practical/Social implications: This test’s new version can assist achieve the UN SDGs’ illicit financial flow reduction target. Furthermore, it can be used to study both existing and proposed norms, laws, and regulation. (shrink)

The following are the characteristics of a genus: 1. Those to which the same figure of predication applies are one in genus. (Met. , Δ, 1016b32-35) 2. Things that are one in genus are all one by analogy while things that are one by analogy are not all one in genus. (Met, Δ, 1016b35-1017a3) 3. A genus includes contraries. (Met., Δ, 1018a25-31) 4. All the intermediates are in the same genus as one another and as the things they stand between. (...) (Met., I, 1057a18-30; 1057b31-34) 5. Not every predicate is a genus of what it is predicated on; for this would equate a genus with one of its own species. (PsA., A, 22, 83b7-10) 6. The opposite of the genus should always be the genus of the opposite. (To., Δ, 4, ^125a27-29) 7. A genus divides the object from other things. (To., Z, 3, 140a^24) 8. None of unity and being is a genus. (Met., B, 998b22-27; Met., K, 1059b31-34; PsA., B, 7, 92b12-14) 9. There is no necessity or even no possibility that things that are the same specifically or generically should be numerically the same. (To., H, I, 152b30-) 10. To be called one due to having one genus is in a way similar to be one due to having the same matter. (Met., Δ, 1016a24-28) 11. The substance of a thing involves its genus, and thereby all the higher genera are predicated of the lower. (To., Z, 5, 143a^20- ) 12. Being falls immediately into genera. (Met., Γ, 1004a4-6) A. Characteristics of relations between genera The characteristics of relations between genera, the relations between genera and species excluded, are as follows: 1. Genus is not an element in the composition of things. (Met., I, 1057b20-22) 2. Things resulting from the same division of the same genus are simultaneous by nature. (Cat., 13, 15a3-4) 3. Processes of proof cannot pass from one genus to another. (PsA., A, 23, 84b14-18) 4. It is not necessary for subordinate genera to have different accounts. (To., I, 15, ^107a19-) E.g. when we say a raven is a bird, we also say it is a certain kind of animal. 5. It is necessary for genera that are not subordinate one to the other to have different accounts. (To., I, 15, ^107a27-30) E.g. whenever we call a thing an engine, we do not call it an animal, nor vice versa. 6. If one of the genera is predicated in what it is, all of them, both higher and lower than this one, if predicated at all of the species, will be predicated of it in what it is; so that what has been given as genus is also predicated in what it is. (To., Δ, 2, ^122a10) 7. The same object cannot occur in two genera of which neither contains the other. (To., Z, 139b32-140a2) 8. Those to which the same figure (σχῆμα) of predication applies, are the same in genus. (Met., Δ, 1016b32-35) 9. Attributes that inhere always in each several things can be divided to two groups: those that are wider in extent but not wider than its genus and those wider than its genus. (PsA., B, 13, 96a24-27) 10. The relation between A and B must be extendable in respect of all the genera of A. Thus, if A is double of B, it must also be in excess, the genus of double, to B. Aristotle accepts, however, that this may be objectable in some cases: while knowledge is called knowledge of an object of knowledge, it cannot be called a state and disposition (which is the genus of knowledge) of an object of knowledge. In fact, it is a state and disposition of the soul. (To., Δ, 4, 124b28-34) B. Characteristics of species The following are the characteristics of species: 1. Things are said to be other in species if they are of the same genus but are not subordinate the one to the other. (Met., Δ, 1018a38-b2; Met., I, 1057b35-37) 2. Contraries are other than one another in species. (Met., Δ, 1018b5-7; Met., I, 1058b26-) 3. It is not sufficient for a difference to be the basis of distinguishing species in a genus because it belongs to the genus in virtue of its nature as, e.g., the difference between men and women belongs to animal in virtue of its nature. It must also be a modification peculiar to the genus (οἰκεῖα πάθη τοῦ γένους) in the strongest sense. (Met., I, 1058a29-37) Thus, contraries which are in the formula (ἐν τῷ λόγῳ) make a difference in species, but those which are in the compound material thing do not make one as e.g. being male and female is a difference in matter. (Met., I, 1058a37-b23) 4. Some things are peculiar to the species as distinct from genus: there are attributes peculiar to each distinct species. (PrA., A, 27, 43b27-29) 5. There is no necessity or even no possibility that things that are the same specifically should be the same numerically. (To., H, I, 155b30-) C. Characteristics of relations between genera and species The following are the characteristics of relations between genera and their species: 1. Although species predicated of individuals seem to be principles rather than the genera, it is hard to say, Aristotle asserts, in what sense species are to be taken as principles. (Met., B, 999a14-21) 2. Things that are one in species are all one in genus, while things that are one in genus are not all one in species. (Met., Δ, 1016b35a1) 3. The relation of a species to its genus is like the relation of primary substance to all others: the species is a subject for the genus (ὑπόκειται γὰρ τὸ εἴδος τῷ γένει) and the genera are predicated of the species but the species are not predicated of them. (Cat., 5, 2b17-22) 4. Of the species themselves- those which are not genera- one is no more a substance than another: a certain horse is no more a substance than another horse. (Cat., 5, 2b22-26) 5. Genera are prior to species since they do not reciprocate as to implication of existence (κατὰ τὴν τοῦ εἶναι ἀκολούθησιν). For example, if there is a fish there is an animal, but if there is an animal there is not necessarily a fish. (Cat., 13, 15a4-7) 6. What belongs both to a species and to its genus, it belongs to the species more properly indeed than to the genus. (PrA., A, 27, 43b29-32) 7. A predicate drawn from the genus is never ascribed to the species in a derived form and as its genus. Thus, e.g. coloured cannot be a genus of ‘white’ when we say ‘white is coloured.’ (To., B, I, ^109b1-5) 8. Genera are predicated of their species synonymously because the species take on both the name and the account of their genera. (To., B, I, ^109b3-6) 9. All the attributes that belong to the species belong to the genus as well but there is no necessity that all the attributes that belong to the genus should belong also to the species. (To., B, 4, 111a20-32) 10. Those things of which the genus is predicated must also of necessity have one of its species predicated of them. (To., B, 4, 111a33-) 11. The higher genus should be predicated of the species in what it is. (To., Δ, 2, ^122a6) 12. The species, or any of the things which are under the species, is not predicated of the genus because the genus is the term with the widest range of all. (To., Z, 6, 144a27f.) 13. The same species cannot be in two genera neither of which contains the other. (To., Z, 6, 144b14f.) 14. None of the species of a genus is prior or posterior to other species but they are thought to be simultaneous by nature. (Cat., 13, 14b38-15a1) 15. Daniel W. Graham points that sometimes Aristotle speaks of species as classes (Cat., 5, 2a14-17) and sometimes as properties or a certain character (ποιόν τι) of substances, which is difficult to be distinguished from the category of quality. (Cat., 3b13-22) D. Characteristics of differentia 1. The last differentia will be the substance, the definition and the form of the thing. (Met., Z, 1038a18-28) 2. If we divide according to accidental qualities, there will be as many differentiae as there are processes of division. (Met., Z, 1038a25-28) 3. The differentia divides the object from any of the things contained in the same genus. (To., Z, 3, 140a24-) 4. A. C. Lloyd argues that Aristotle’s logic of classification contains a vicious circle because: ‘For a genus to be predicated unequivocally and essentially of a species the specific differentiae have to be ‘appropriate’; but in order to know whether a proposed differentia is appropriate we have to know whether the genus is predicable essentially of the species thus defined.’ The predication of differentia on primary substance seems to make difficulties in Aristotle’s system, as Terence Irwin points out. It seems to violate the distinction of strong predication and inherence, a distinction between predication of count-nouns and predication of characterizing adjectives. Irwin says that this violation is only apparent because although the differentia-term is an adjective, its gender agrees with the gender of the understood genus-term and not with that of the subject term. ‘Man is biped’ is indeed ‘Man is a biped animal.’ This shows, Irwin asserts, ‘why Aristotle can still mention that strong predication is nominal and inherence is adjectival.’ Differentiae are not, however, secondary substances, as Aristotle himself insists. A differentia does not say what the thing is, as secondary substances do, but only what it is like or what sort it is. (ποιον: To., 122b12-17; 128a20-29; 139a28-31; 142b25-29) Nonetheless, differentiae are not qualities because they are not inherent. Thus, they cannot be regarded in any of the ten categories. Irwin thinks that this anomaly is unnecessary because Aristotle could give good reasons for taking differentiae to be second substances. E. Characteristics of relations between differentia and genera or species 1. It is not possible for the genus to be predicated of the differentia taken apart from the species. (Met., B, 998b23-25; Met., K, 1059b31-33; To., VI, 6, 144a32-b1) 2. It is not possible for the species of the genus to be predicated of the proper differentiae of the genus. (Met., B, 998b24-26) 3. Where the differentia is present, the genus accompanies it, but where the genus is, the differentia is not always present. (Met., Δ, 1014b12-14) 4. The number of species are equal to the number of differentiae. (Met., Z, 1038a15-18) 5. The differentiae of genera which are different and not subordinate one to the other are themselves different in kind. (Cat., 3, 1b16-20; To., I, 15, ^107b19-) 6. There is nothing to prevent genera subordinate one to the other from having the same differentia. (Cat., 3, 1b20-22) 7. Since the higher genera are predicated of the genera below them, all differentiae of the predicated genus will be differentia of the subject also. (Cat., 3, 1b21-24) 8. The definition of the differentia is predicated of that of which the differentia is said. (Cat., 5, 3a25-28) 9. In giving what a thing is it is more fitting to state the genus than the differentia. For example, anyone who says that man is an animal shows what man is better than who describes him as terrestrial. (To., Δ, 6, ^128a24-27) 10. The differentia always signifies a quality of the genus, but the genus does not do this of the differentia. (To., Δ, 6, 128a27-29; To., Z, 6, 144a20-23) 11. A specific differentia, along with the genus, always makes a species. (To., Z, 6, 143b^1-) 12. A genus is always divided by the differentiae that are co-ordinate with it in a division and the differentiae that are co-ordinate in a division are all true of the genus. (To., Z, 6, 143b^1-) 13. Differentia cannot be predicated of the genus because genus is the term with the wider range. (To., Z, 6, 144a27-) In fact, genus is predicated, not of the differentia, but of the object of which the differentia is predicated. (To., Z, 6, 144a^31-b3) 14. Neither species nor the objects under it can be predicated of the differentia because the differentia is a term with a wider range than the species. (To., Z, 6, 144b4-) 15. The differentia is posterior to genus but prior to the species. (To., Z, 6, 144b^9-) 16. The same differentia cannot be used of two genera neither of which contains the other and if they do not both fall under the same genus. Otherwise, the same species will be in two genera neither of which contains the other, which is impossible. (To., Z, 6, 144b14-) 17. Genus and differentia are prior to and more familiar than the species: ‘For annul the genus and the differentia; and the species too is annulled, so that they are prior to the species. They are also more familiar; for if the species is known, the genus and differentia must of necessity be known as well (for anyone who knows what a man is knows also what animal and terrestrial are), whereas if the genus or the differentia is known it does not follow of necessity that the species is known as well; thus the species is less intelligible.’ (To., Z, 4, 141b15-) F. Characteristics of relations in series of classes 1. Mutually exclusive series. If no term in the series ACD… is predicable of any term in the series BEF…, and if G- a term in the former series- is the genus of A, clearly G will not be the genus of B; since, if it were, the series would not be mutually exclusive. (PsA., A, 15, 79b6-11) 2. Atomic disconnection of series. Of two mutually exclusive series ACD and BEF, if neither A nor B has a genus and A does not inhere in B, this disconnection must be atomic. (PsA., A, 15, 79b6-14) G. Characteristics of relations of individuals 1. No individual in a species is more substance than another individual in another species. (Cat., 5, 2b26-28) An individual man, for instance, is no more a substance than an individual ox. 2. Each attribute is wider than every individual it is predicated on, though several attributes, collectively considered, might not be wider but exactly the substance of a thing. (PsA., B, 13, 96a32-b1) 3. Not distinguishing between class membership and class inclusion? Some commentators like Vlastos and Ackrill (1963, 76) criticized Aristotle because he, they believe, did not distinguish between class membership (between species and particulars) and class inclusion (between genera and their species). Having accepted this point, Daniel W. Graham believes it is ‘question-begging in a curious way.’ Phil Corkum thinks that Aristotle employs mereological notions. (This criticism seems so strange because all the Aristotle’s point in distinguishing species 2 from genera is strictly the distinction of class membership and class inclusion as they call them so. (shrink)