Abstract More than some other fields of ethics, climate ethics is related to pressing real-world problems. Climate ethicists have a responsibility to be precise about the status of the problems they discuss. The non-identity problem (NIP) plays are a prominent role in the climate ethics literature. In a widely discussed statement, Derek Parfit claimed that a risky climate policy is not harmful for (distant) future people. But this ignores the “insignificant-causal-factors rejoinder”. The Parfitian (...) assertion is still treated as serious problem to theories of climate justice in key philosophical texts, and this may mislead climate policy decision-makers. Philosophers should acknowledge that the NIP, when applied to climate change, is “just” a thought experiment and should communicate it in this way to people outside the philosophical community. (shrink)

This thesis explores the ethical challenges that a potential research program for solar climate engineering via Stratospheric Aerosol Injection (SAI) could incur. These ethical challenges are comprised of epistemic hurdles in relation to the research process, as well as societal questions of justice and the value of nature. The thesis proposes a variety of tools and approaches to assess and possibly govern the risks and uncertainties invoked by the research of SAI and its societal implications. The (...) methodological approach is based mainly on ethical and philosophical analysis and reflection and the main findings take the form of discursive argumentation and normative reflection. (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/ (...) class='Hi'>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)

As the planet’s largest ecosystem, oceans stabilise climate, produce oxygen, store CO2 and host unfathomable biodiversity at a deep time-scale. In recent decades, scientific assessments have indicated that the oceans are seriously degraded to the detriment of most near-future societies. Human-induced impacts range from climate change, ocean acidification, loss of biodiversity, eutrophication and marine pollution to local degradation of marine and coastal environments. Such environmental violence takes form of both ‘spectacular’ events, like oil spills and ‘slow violence’, occurring (...) gradually and out of sight. The purpose of this paper is to show four cases of coastal and marine forms of slow violence and to provide counter-accounts of how to reinvent our consumer imaginary at such locations, as well as to develop what is here referred to as ‘low-trophic theory,’ a situated ethical stance that attends to entanglements of consumption, food, violence, environmental adaptability and more-than-human care from the co-existential perspective of multispecies ethics. We combine field-philosophical case studies with insights from marine science, environmental art and cultural practices in the Baltic and North Sea region and feminist posthumanities. The paper shows that the oceanic imaginary is not a unified place, but rather, a set of forces, which requires renewed ethical approaches, conceptual inventiveness and practical creativity. Based on the case studies and examples presented, the authors conclude that the consideration of more-than-human ethical perspectives, provided by environmental arts and humanities is crucial for both research on nature and space, and for the flourishing of local multispecies communities. This paper thus inaugurates thinking and practice along the proposed here ethical stance of low-trophic theory, developed it along the methodological lines of feminist environmental posthumanities. (shrink)

This article posits and defends an argument that a cosmopolitan common mind approach is essential for resolving global challenges that cannot be resolved by individuals working independently from one another, such as achieving global peace, cleaning the environment, and improving public health. A ‘cosmopolitan common mind’ refers to an intersubjective recognition across states, cultures, or continents. This argument of the cosmopolitan common mind is centred on Philip Pettit’s theory of the common mind and ethical cosmopolitanism. Pettit argues that a common (...) mind is a shared mind. The standard account of cosmopolitanism claims all human beings are members of the human community. This account is based on three key ideals: individualism, egalitarianism, and universalism. Cosmopolitanism considers individuals rather than nations or states, giving them equal moral status across the world without any discrimination. A cosmopolitan common mind can direct collective action across cultures or continents to resolve global problems. Terrorism and climate change are global problems that are not the products of individual actions but collective actions. For instance, pollution is created by many people working together. If people all together create pollution, they all together can stop it. The problems of establishing global peace and clean ecology are similar to preventing pollution because they are beyond the ability of any lone individual to solve. If it is not impossible, there is a need to develop a cosmopolitan common mind to acquire the common good. The research concludes that the cosmopolitan common mind approach can be a promising framework for resolving contemporary challenges. In qualitative research methodology, I use empirically informed philosophical analysis to critically evaluate documentary resources, including journal papers, academic books, and the proceedings of conferences and congresses. (shrink)