Do Muslims Believe More in Protestant Work Ethic than Christians? Comparison of People with Different Religious Background Living in the US

This study examines the work ethic characteristics of Protestant, Catholic, and Muslim people who are living in the US. People originally from Turkey were targeted under the Muslim group. Since a significant number of people selected “none” as their religious affiliation in the survey, this group has also been included in the final analysis. Eight hundred and three people (313 Protestants, 180 “none”, 96 Muslims, 86 Catholics, and 128 other) participated in this questionnaire study. The analyses revealed that Muslim Turks reported greater scores on four of the five Protestant work ethic (PWE) characteristics. Protestants scored higher than Catholics on all characteristics, but there was no significant difference.     

CCPIT Work Principle and Work Focus in 2005

The CPC Central Commit tee and the State Council have made all the principles and policies; the Central Working Conference on scientific development point of view in an all-round way, to fully exert CCPIT‘s advantages of wide channels of international communications, and quality and level of service for the policy and enterprises,     

‘Activists in a Suit’: Paradoxes and Metaphors in Sustainability Managers’ Identity Work

Both sustainability and identity are said to be paradoxical issues in organizations. In this study we look at the paradoxes of corporate sustainability at the individual level by studying the identity work of those managers who hold sustainability-dedicated roles in organizations. Analysing 26 interviews with sustainability managers, we identify three main tensions affecting their identity construction process: the business versus values oriented, the organizational insider versus outsider and the short-term versus long-term focused identity work tensions. When dealing with these tensions, some interviewees express a paradoxical perspective in attempting to accept and maintain the two poles of each of them simultaneously. It emerges in particular that metaphorical reasoning can be used by sustainability managers in varied ways to cope with the tensions of identity work. We read these findings in light of the existing literature on the relation between paradoxes and identity work, highlighting and discussing their implications for both research and practice.     

Ethical Organisational Culture as a Context for Managers’ Personal Work Goals

The aims of this study were to investigate what kinds of personal work goals managers have and whether ethical organisational culture is related to these goals. The sample consisted of 811 Finnish managers from different organisations, in middle and upper management levels, aged 25–68 years. Eight work-related goal content categories were found based on the managers self-reported goals: (1) organisational goals (35.4 %), (2) competence goals (26.1 %), (3) well-being goals (12.1 %), (4) career-ending goals (7.3 %), (5) progression goals (6.8 %), (6) prestige/influence goals (4.2 %), (7) job change goals (4.2 %) and (8) employment contract goals (3.9 %). Ethical organisational culture operated as a context for personal goal setting: Those managers who evaluated their organisational culture as more ethical were more likely to report organisational goals (e.g. goals toward the success or performance of the organisation). However, if managers gave lower ratings regarding ethical culture, then they named job change and career-ending goals in more cases. Therefore, investing into ethical virtues of the organisational culture can promote managers’ personal work goals, which also benefit the organisation.     

Ethical Perspectives in Work Disability Prevention and Return to Work: Toward a Common Vocabulary for Analyzing Stakeholders’ Actions and Interactions

Many studies have emphasized the importance of medical, insurance, and workplace systems treating individuals fairly in work disability prevention (WDP) and return-to-work (RTW). However, ethical theories and perspectives from these different systems are rarely discussed in relation to each other, even though in practice these systems constantly interact. This paper explores ethical theories and perspectives that may apply to the WDP–RTW field, and discusses these in relation to perspectives attributed to dominant stakeholders in this field, and to potential differences in different jurisdictional contexts. Literature was sought primarily in biomedical ethics, business ethics, and public administration ethics. In biomedical ethics, four ethical principles are dominant: autonomy, beneficence, nonmalevolence, and justice. Business ethics involve theories on Corporate Social Responsibility (CSR), social contracts, and organizational justice. Public administration ethics focus on constitutional theory, citizenship, social equity, virtue, and public interest. Several concepts were identified as relevant for ethical analyses in the WDP–RTW field, including justice; individual autonomy; nonmalevolence; economic and social responsibility; and social contracts. These concepts provide a vocabulary that may be used to analyze stakeholders’ actions and interactions in RTW processes. It was also noted how the power balance between stakeholders will influence which ethical perspectives will influence RTW. Jurisdictional differences that influence RTW processes with regard to stakeholder responsibilities were identified, as well as varying beliefs as to who is the client in different compensation systems. A social contractual approach may inform an analysis of cultural and legal differences.     

‘Psychopaths’ at Work? Implications of Lay Persons’ Use of Labels and Behavioural Criteria for Psychopathy

In attempting to explain or deal with negative workplace behaviours such as workplace bullying, the notion of ‘workplace psychopaths’ has recently received much attention. Focusing on individual aspects of negative workplace behaviour is at odds with more systemic approaches that recognise the contribution of individual, organisational and societal influences, without seeking to blame a person(s) for their behaviour or personality disorder. Regarding a coworker as a psychopath is highly stigmatising, and given the relatively low prevalence of psychopathy in the community, is likely to be incorrect. Sources promoting the notion of workplace psychopathy provide lists of diagnostic criteria and appear to encourage the perception that it is common. This research examines how lay persons use behavioural criteria consistent with psychopathy and the label ‘psychopath’ in relation to a coworker. 307 Australian workers completed an online survey concerning their experience of workplace bullying, which also asked them to rate a coworker’s behaviour on a range of scales to assess perceptions of psychopathy. Rates of psychopathy, when using labels and behavioural criteria, were found to be much higher than scientific estimates of prevalence, for both participants who had been bullied and those who had not. A higher proportion of non-bullied participants classified a coworker as a psychopath when using the label ‘psychopath’, compared to when using behavioural criteria. The notion that there are psychopaths in every workplace should be treated with caution to ensure that the potential for ‘misdiagnosis’ and stigmatisation do not cause further harm in situations of unacceptable workplace behaviours.     

The Effects of Professional Managers’ Credit on Their Work Performance: Firm Owners’ Trust and Credit Identification Mechanisms

Finding successors for private enterprises has become an urgent problem in recent years, partially because those firms’ owners lack trust in professional managers. Previous research on agents focuses on preventing opportunistic behavior and neglects the value of their entrepreneurship. In our research, professional managers’ credit is divided into three dimensions: personal credit, professional credit and operational credit. Using a sample of 379 firm owners from 27 provinces in China, we find that credit and its detailed dimensions are positively related to private owners’ trust in professional managers. We also found that a rigorous and effective credit identification mechanism positively moderate the above relationships. Furthermore, trust affects professional managers’ work performance in a positive way. Accordingly, we advise that (1) professional managers’ credit assessment system should be established and improved; (2) professional managers and enterprise owners should attach importance to enhancing professionalism and promoting rigorous credit identification mechanisms; (3) the closed-loop of the credit-trust psychologically interactive mechanism based on credit mechanisms and credit identification mechanisms should be put to use.     

Manufacturing：World Factory on Work

In the U-style trend of 2009, this year is predicted to face more difficulties and challenges in world and China＇s economic fields. China＇s Foreign Trade picks up several main industries, such as manufacture, energy, auto, high-tech industry and banking, to illustrate ＂the profile of industrial development in China far the new year.     

China‘s Work Safety Report

General Situation of China‘s Work Safety in 2004 　　In 2004, the national work safety situation remained stable as a whole and gained momentum to improve. The totality of accidents held the line and began to drop. The safety conditions in industrial,mining, and commercial/trading enterprises improved. Progress was made in ensuring work safety in the relevant industries and fields. The safety situation in most provinces (autonomous regions, municipalities directly under the Central Government) kept stable.……     

China＇s Work Safety Report

““Safe quality standardization campaigns were conducted in enterprises on wide scale. Larger investment on safety was made. Greater progress in safety-related scienceand technology was stimulated.Safety training was enhanced.““     

Chinese Traditionality Matters: Effects of Differentiated Empowering Leadership on Followers’ Trust in Leaders and Work Outcomes

Drawing on ethical principles of fairness and integrative social contracts theory, moral obligations of fair dealing exist between the firm and all shareholders. This study investigates empirically whether privileged investors of publicly traded firms engage in legal, but morally questionable, trading that at the expense of non-privileged institutional or atomistic investors. In this context, we define privilege as the access to material, nonpublic earnings surprise information. Our results show that the opportunity for procedural unfairness (e.g., the likelihood of an earnings surprise and information asymmetry) increases with the presence of privileged investors. However, this procedural unfairness does not appear to lead to distributive unfairness even though the level of abnormal trading also increases with the presence of privileged investors. That is, our findings suggest that other shareholders are in fact better off from an outcome perspective given that the abnormal stock price returns upon the announcement of an earnings surprise are either more positive (in response to a favorable surprise) or less negative (in the case of an unfavorable surprise) when the firm has a high proportion of privileged investors. We extract the important implications of our study for future research on the fairness of capital markets and information asymmetry amongst classes of investors, as well as for public policy.     

Doha to Host World Economic Forum's Arab World Competitiveness Roundtable

Doha, QATAR - The World Economic Forum was in Doha for the second time in two years for its highly-acclaimed Arab World Competitiveness Roundtable 2007 in April.     

How Do China's Economic Policies Work?

All the indicators of China's economic data in the first half of 2008 have shown that the fast growth is not going to translate into overheating.But given the complicated economic situation now,it remains a headache to maintain a steady economic growth.What challenges will there be in China's economic development in the second halfofthis year?And what policy would be the key to the problems?     

Relational Well-Being and Wealth: Māori Businesses and an Ethic of Care

Care is at the heart of the Māori values system, which calls for humans to be kaitiaki, caretakers of the mauri, the life-force, in each other and in nature. The relational Five Well-beings approach, based on four case studies of Māori businesses, demonstrates how business can create spiritual, cultural, social, environmental and economic well-being. A Well-beings approach entails praxis, which brings values and practice together with the purpose of consciously creating well-being and, in so doing, creates multi-dimensional wealth. Underlying the Well-beings approach is an ethic of care and an intrinsic stakeholder view of business.     

Does Alibaba's Magic Work Outside China?

Alibaba was an established e‐commerce giant in the Chinese online retail industry. In 2014, it recorded the world's largest initial public offering (IPO), raising a total of $25 billion. Alibaba's groundbreaking IPO and continuous growth in China had raised speculation on its imminent and potential expansions into other countries including the United States. On the other hand, Amazon and eBay had been leaders in the e‐commerce industry of the United States, arguably the world. This case seeks to weigh the potential success of Alibaba should it choose to expand outside its home country, China, including the United States. This case also helps understand how the Chinese business environment influenced the success of Alibaba, relative to other countries. © 2015 Wiley Periodicals, Inc.     

How Employees’ Perceptions of CSR Increase Employee Creativity: Mediating Mechanisms of Compassion at Work and Intrinsic Motivation

This study aims to examine how service employees’ perceptions of corporate social responsibility (CSR) affect their creativity at work and its mediated link through compassion at work and their intrinsic motivation. Working with a sample of 250 hotel employees in South Korea, structural equation modeling is employed to test research hypotheses. The results of this research suggest that employees’ perceptions of CSR are positively related to employee creativity. Second, compassion at work mediated the positive relationship between employees’ perceptions of CSR and creativity. Third, employees’ intrinsic motivation also mediated the positive relationship between employees’ perceptions of CSR and employee creativity. Finally, the relationship between employees’ perceptions of CSR and employee creativity is sequentially and fully mediated by compassion at work and their intrinsic motivation. The theoretical and managerial implications of the results and limitations of the study are discussed, and future research directions are suggested.     

Grasp Golden Opportunity to Work Out Economic Blueprint

Thousands of outstanding Chineseentrepreneurs will gather in Nanjing forthe 6th World Chinese EntrepreneursConvention this autumn to exchangeviews on current business trade andeconomy.Playing an active role in the interchange of China and the worldeconomy, Chinese entrepreneurs havemade great contributions to China'seconomic development. Thanks to thesupport and cooperation of many overseas Chinese, a flourishing economyhas grown robustly since 1978. Theamount of foreign investment absorbe…     

Ten Numbers to Interpret the Government Work Report

As the term of this session of Chinese government approaches its end in the year 2012,this year's government work report,as always an important part of the two conferences (NPC and CPPCC),has grabbed the public attention again.     

The Interactive Effect of Authentic Leadership and Leader Competency on Followers’ Job Performance: The Mediating Role of Work Engagement

The effect of authentic leadership and leader competency on employee job performance has received growing attention in the past decades; however, few studies have simultaneously integrated these two leadership perspectives. We have thus developed a mediated moderation model to test the interactive effect of authentic leadership and competency on followers’ job performance through work engagement. Based on a sample of 248 subordinate–supervisor pairs, hierarchical regression analyses reveal that (1) authentic leadership positively relates to followers’ task performance and organizational citizenship behavior (OCB); (2) leader competency moderates the relationship between authentic leadership and OCB; (3) and followers’ work engagement mediates the main effect of authentic leadership and the interactive effect of authentic leadership and competency on followers’ task performance and OCB. All the three results are consistent with our hypotheses.