Articles scientifiques

American psychological isolationism

E. L. UHLMANN

Review of General Psychology

2012, vol. 16, n°4, pp.381-390

Départements : Management et Ressources Humaines

Mots clés : American culture, Protestantism, Implicit puritanism, Moral values, Isolationism


The United States possesses a distinctive cultural mindset characterized by a lack of regard for and even lack of awareness of the perspectives of other countries, coupled with a passionate desire to spread American values throughout the world. We term this mindset American psychological isolationism. Like American moral values more generally, this psychological outlook has its roots in America's unique religious and cultural history. The American Puritans' religious zeal contributes to America's ideological self-certainty and lack of regard for the values of others. At the same time, America's sense of divine mission in spreading its values, whether other countries like it or not, is traceable to the Puritans' view of themselves as a “shining city on a hill” destined to save all the world

Blood is thicker: Moral spillover effects based on kinship

E. L. UHLMANN, L. Zhu, D. Pizarro, P. Bloom

Cognition

août 2012, vol. 124, n°2, pp.239-243

Départements : Management et Ressources Humaines

Mots clés : Moral cognition, Spillover effects, Kinship, Blood ties, Psychological essentialism


Three empirical studies document the intuitive spillover of moral taint from a person who engages in immoral acts to another individual who is related by ties of blood kinship. In Study 1, participants were more likely to recommend that the biological grandchild of a wrongdoer, compared to a non-biological grandchild, help the descendants of his grandfather’s victims. In Study 2, participants were more willing to hold two long-lost identical twins in custody for a crime committed by one twin than to hold two perfect look-alikes for a crime committed by one look-alike. Study 3 provides direct evidence that spillover effects based on blood kinship are manifested in an intuitive sense of moral taint

Desirable ethical climates impacts on organizational effectiveness: Moderations by firm characteristics

F. CHEVALIER, K. PARK, M. ALI

African Journal of Business Management

2012, vol. 6, n°14, pp.4848-4857

Départements : Management et Ressources Humaines


This empirical study examines the relationships between ethical climates and organizational effectiveness moderated possibly by job satisfaction (JS), organizational commitment (OC), and organizational citizenship behavior (OCB). The sample consisted of 383 employees in four companies operating in South Korea. The study focused on desirable ethical climates, rather than all the nine types of Victor and Cullen, along with the firm characteristics. The results found that the impacts of desirable ethical climates are effective and positive, except on OC. Contrary to the antecedent research consequences, the impact of social responsibility climate on OC is negative. In addition, the results indicate that the firm's characteristics (size and nationality) differentiate their impacts on organizational effectiveness especially, on the factors of OC. Key words: Desirable ethical climate, firm characteristics, organizational effectiveness, organizational commitment.

Getting Explicit About the Implicit: A Taxonomy of Implicit Measures and Guide for Their Use in Organizational Research

E. L. UHLMANN, K. Leavitt, J. Menges, M. Howe, J. Koopman, R. Johnson

Organizational Research Methods

octobre 2012, vol. 15, n°4, pp.553-601

Départements : Management et Ressources Humaines

Mots clés : Implicit measures, Indirect measures, Nonconscious processes, Automaticity


Accumulated evidence from social and cognitive psychology suggests that many behaviors are driven by processes operating outside of awareness, and an array of implicit measures to capture such processes have been developed. Despite their potential application, implicit measures have received relatively modest attention within the organizational sciences, due in part to barriers to entry and uncertainty about appropriate use of available measures. The current article is intended to serve as an implicit measurement “toolkit” for organizational scholars, and as such our goals are fourfold. First, we present theory critical to implicit measures, highlighting advantages of capturing implicit processes in organizational research. Second, we present a functional taxonomy of implicit measures (i.e., accessibility-based, association-based, and interpretation-based measures) and explicate assumptions and appropriate use of each. Third, we discuss key criteria to help researchers identify specific implicit measures most appropriate for their own work, including a discussion of principles for the psychometric validation of implicit measures. Fourth, we conclude by identifying avenues for impactful “next-generation” research within the organizational sciences that would benefit from the use of implicit measures

L'activité au coeur de l'intervention psychosociologique / The interaction towards a sociopsychological approach

D. Lhuilier, G. AMADO

Bulletin de Psychologie

mai-juin 2012, vol. 65 (3), n°519, pp.263-276

Départements : Management et Ressources Humaines


Cet article propose de préciser une démarche psychosociologique, plaçant l'activité au c'ur d'une intervention, liée à une situation de crise et à une commande de traitement de la souffrance au travail. Après avoir décrit la commande et son contexte institutionnel (une association de défense des droits de l'homme), les auteurs présentent les principes de base de leur démarche, puis décrivent les processus à l''uvre dans leur intervention, ainsi que la dynamique de l'une des séances. Le cas rapporté ici permet de souligner la fécondité de l'entrée, par l'activité, dans son contexte organisationnel, ainsi que son rôle médiateur dans l'articulation entre vie psychique, pratique professionnelle et fonctionnement organisationnel.

Contacts  

Département Management et Ressources Humaines

Campus HEC Paris
1, rue de la Libération
78351 Jouy-en-Josas cedex
France

Faculté  

Nathalie LUGAGNE

Management et Ressources Humaines

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