Welcome to the Nexus of Ethics, Psychology, Morality, Philosophy and Health Care

Welcome to the nexus of ethics, psychology, morality, technology, health care, and philosophy
Showing posts with label Job Satisfaction. Show all posts
Showing posts with label Job Satisfaction. Show all posts

Friday, March 18, 2022

Parents think—incorrectly—that teaching their children that the world is a bad place is likely best for them

J. D. W. Clifton & Peter Meindl (2021)
The Journal of Positive Psychology
DOI: 10.1080/17439760.2021.2016907

Primal world beliefs (‘primals’) are beliefs about the world’s basic character, such as the world is dangerous. This article investigates probabilistic assumptions about the value of negative primals (e.g., seeing the world as dangerous keeps me safe). We first show such assumptions are common. For example, among 185 parents, 53% preferred dangerous world beliefs for their children. We then searched for evidence consistent with these intuitions in 3 national samples and 3 local samples of undergraduates, immigrants (African and Korean), and professionals (car salespeople, lawyers, and cops;), examining correlations between primals and eight life outcomes within 48 occupations (total N=4,535) . As predicted, regardless of occupation, more negative primals were almost never associated with better outcomes. Instead, they predicted less success, less job and life satisfaction, worse health, dramatically less flourishing, more negative emotion, more depression, and increased suicide attempts. We discuss why assumptions about the value of negative primals are nevertheless widespread and implications for future research.

From the General Discussion

When might very positive primals be damaging illusions (i.e., associated with negative outcomes)? Study 2 was a big-net search for these contexts. We examined eight outcomes, six samples, 4,535 unique subjects, and 48 occupations (n ≥ 30), including lawyers, doctors, police officers, professors, and so forth. This unearthed 1,860 significant correlations between primals and outcomes, and the overall pattern was clear. In 99.7% of these relationships, more negative primals were associated with worse outcomes, roughly categorized as slightly less job success, moderately less job satisfaction, much less life satisfaction, moderately worse health, much increased frequency of negative emotion and other depression symptoms, dramatically decreased psychological flourishing, and moderately increased likelihood of having attempted suicide. We also found no empirical justification for the popular moderation approach. In 297 of 297 significant differences in outcomes, those who saw the world as somewhat positive always experienced worse outcomes than those who saw the world as very positive. In sum, a robust correlational relationship exists between more negative primals and more negative outcomes, even when comparing positive beliefs to positive beliefs, even when comparing within occupation. The seemingly widespread meta-belief that associates negative primals with positive outcomes is unsupported.


Monday, May 8, 2017

Improving Ethical Culture by Measuring Stakeholder Trust

Phillip Nichols and Patricia Dowden
Compliance and Ethics Blog
Originally posted April 10, 2017

Here is an excerpt:

People who study how individuals behave in organizations find that norms are far more powerful than formal rules, even formal rules that are backed up by legal sanctions.[ii] Thus, a norm that guides people to not steal is going to be more effective than a formal rule that prohibits stealing. Therein lies the benefit to a business firm. A strong ethical culture will be far more effective than formal rules (although of course there is still a need for formal rules).

When the “ethical culture” component of a business firm’s overall culture is strong – when norms and other things guide people in that firm to make sound ethical and social decisions – the firm benefits in two ways: it enhances the positive and controls the negative. In terms of enhancing the positive,  a strong ethical culture increases the amount of loyalty and commitment that people associated with a business firm have towards that firm. A strong ethical culture also contributes to higher levels of job satisfaction. People who are loyal and committed to a business firm are more likely to make “sacrifices” for that firm, meaning they are more likely to do things like working late or on weekends in order to get a project done, or help another department when that department needs extra help. People who are loyal and committed to a firm are more likely to defend that firm against accusers, and to stand by the firm in times of crisis. Workers who have high levels of job satisfaction are more likely to stay with a firm, and are more likely to refer customers to that firm and to recruit others to work for that firm.

The blog post is here.