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The roles of moral intensity and moral emotions in the ethical decision-making process: A study of human resource management professionals.

机译：道德强度和道德情感在道德决策过程中的作用：人力资源管理专业人员的研究。

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摘要

Employee health and wellness are significant considerations for organizations today and have gained renewed focus with the movement in positive psychology (Snyder & Lopez, 2002). Not only are businesses required to comply with health-related rules and regulations, they are also concerned about how these issues impact the costs associated with human resources. In instances where regulations do not exist, human resource professionals are often faced with difficult decisions affecting various individuals and stakeholders.; These types of dilemmas are infused with ethical implications. Many researchers have investigated individual and organizational characteristics that influence ethical decisions. Additionally, studies have examined issue-contingent characteristics, thoughts, attitudes, and values that affect the ethical decision-making process. More recently, feelings and emotions have been posited to impact the way in which individuals make ethical decisions.; The purpose of this research was to determine the extent that moral intensity factors (Jones, 1991) and moral emotions (i.e., empathy, guilt) influence the ethical decision-making process (Rest, 1986). Two research questions were addressed: (1) How do dimensions of moral intensity affect the ethical decision-making process? (2) What is the role of moral emotions in the ethical decision-making process?; These relationships were examined by analyzing data from vignettes and questionnaires administered to a sample of human resource professionals (n = 95). The findings suggest that psychological proximity was more strongly related to elements of the ethical decision-making process compared to social proximity and physical proximity, particularly when magnitude of consequences was low. Additionally, cognitive empathy and affective empathy significantly and positively influenced moral evaluations. Integration with previous literature, future research directions, implications for human resource managerial decisions, and strengths and weaknesses are discussed.
机译：对于当今的组织来说，员工的健康和健康是重要的考虑因素，并且随着积极心理学运动的发展，人们的工作也得到了新的关注（Snyder＆Lopez，2002）。企业不仅需要遵守与健康相关的法规，而且还担心这些问题如何影响与人力资源相关的成本。在没有法规的情况下，人力资源专业人员经常面临影响各个个人和利益相关者的困难决策。这些两难困境充满了道德含义。许多研究人员调查了影响道德决策的个人和组织特征。此外，研究还检查了影响道德决策过程的或有条件的特征，思想，态度和价值观。最近，人们认为情绪和情感会影响人们做出道德决策的方式。这项研究的目的是确定道德强度因素（Jones，1991）和道德情感（即同情，内lt）对道德决策过程的影响程度（Rest，1986）。解决了两个研究问题：（1）道德强度的维度如何影响道德决策过程？ （2）道德情感在道德决策过程中的作用是什么？通过分析对人员资源专业人员样本（n = 95）进行的小插图和问卷调查的数据，检查了这些关系。研究结果表明，与社会亲密关系和身体亲密关系相比，心理亲密关系与道德决策过程的要素关系更密切，特别是当后果的程度较低时。此外，认知移情和情感移情显着并积极影响道德评估。讨论与以前的文献，未来的研究方向，对人力资源管理决策的意义以及优点和缺点的整合。

著录项

  • 作者

    Mencl, Jennifer.;

  • 作者单位

    The University of Nebraska - Lincoln.;

  • 授予单位 The University of Nebraska - Lincoln.;
  • 学科 Business Administration Management.
  • 学位 Ph.D.
  • 年度 2004
  • 页码 112 p.
  • 总页数 112
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类 贸易经济;
  • 关键词

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