Toward a Theory of Reinstatement: Seven Motivations for Reinstatement as Relationship Repair

There is a long, interdisciplinary tradition of examining why organizations remove privileges from members as a part of disciplinary action. In contrast, little is known about why organizations return privileges after disciplinary action has occurred. Nonetheless, such reinstatement is ubiquitous in organizations. This paper provides a starting point for a theory of reinstatement by using the emerging theoretical domain of relationship repair. Treating reinstatement as relationship repair highlights the importance of causal attribution, social equilibrium, relationship structure, and power as means of relationship repair. The paper uses these four bases of relationship repair to develop a series of specific motivations for why managers might reinstate privileges.     

Ethics and Ethos: The Buffering and Amplifying Effects of Ethical Behavior and Virtuousness

Logical and moral arguments have been made for the organizational importance of ethos or virtuousness, in addition to ethics and responsibility. Research evidence is beginning to provide, empirical support for such normative claims. This paper considers the relationship between ethics and ethos in contemporary organizations by summarizing emerging findings that link virtuousness and performance. The effect of virtue in organizations derives from its buffering and amplifying effects, both of which are described.     

中国农村大龄未婚男性的自慰行为——基于性别失衡背景的研究发现

利用2008年8月在安徽省CH市JC区27岁以上的农村男性调查数据,对中国性别失衡背景下的农村大龄未婚男性的自慰行为进行了深入研究.大龄未婚男性的自慰频度显著高于已婚男性,但性交频度和自慰性高潮均显著低于已婚男性.对于大龄未婚男性而言,自慰频度并不能替代性交频度,但却可能是正常或稳定性活动的有效替代;同时自慰频度能有效提高自慰性高潮,因而从一定程度上可以帮助大龄未婚男性释放性压抑,改善性福利.     

The Amplifying and Buffering Effects of Virtuousness in Downsized Organizations

Virtuousness refers to the pursuit of the highest aspirations in the human condition. It is characterized by human impact, moral goodness, and unconditional societal betterment. Several writers have recently argued that corporations, in addition to being concerned with ethics, should also emphasize an ethos of virtuousness in corporate action. Virtuousness emphasizes actions that go beyond the “do no harm” assumption embedded in most ethical codes of conduct. Instead, it emphasizes the highest and best of the human condition. This research empirically examines the buffering and amplifying effects of virtuousness in organizations. The study hypothesizes that virtuousness has a positive effect on organizations because amplifying dynamics make subsequent virtuous action more likely, and buffering dynamics reduce the harmful effects of downsizing. The study reveals that two types of virtuousness – tonic and phasic – are associated with these effects.     

Performance benefits of reward choice: a procedural justice perspective

Reward choice – employees' ability to exercise control over the formal rewards they receive from work – is an important part of many HRM strategies. Reward choice is expected to increase employee performance, but conflicting findings highlight the need to better understand how and when it will do so. Based on fairness heuristic theory, we predicted that procedural justice mediates reward choice's influence on performance, and that choice attractiveness moderates that influence. A field study and an experiment both had similar results, supporting our predictions. Reward choice can increase performance by as much as 40 per cent, but only when the available choices are attractive to employees.     

Typology of the Eight Domains of Discretion in Organizations

Discretion (an individual's latitude of action) is a fundamental element of work, with extensive individual and organizational consequences. Research has demonstrated the importance of discretion, but there is not yet a mature theory of discretion in organizations. Towards that end, this paper derives a multidimensional typology of discretion in organizations, integrating previous empirical results and archival interview data. It is found that discretion comprises eight distinct domains. This eight‐part typology casts new light on previous findings and contributes towards a mature theory of discretion. This article discusses the circumplex structure of the eight domains and their potential utility in characterizing fundamental aspects of work.