Fair Climate Research Articles

Actors have feelings too: An examination of justice climate effects on the psychological well-being of organizational authority figures

Although a substantial amount of research explores how work units collectively benefit from authority figures who adhere to the rules of justice (i.e., justice climate), virtually no research explores how authority figures themselves benefit from creating a climate of fairness. We draw from relational theories of human behaviour and psychological well-being to develop a theoretical model of the relationship between justice climate and authority figures' well-being. Using data from a sample of 1297 employees and 162 authority figures within 162 work units, we find that procedural justice ( PJ) and interactional justice ( IJ) climate relate to authority figures' occupational satisfaction and emotional exhaustion; IJ climate also relates to positive affect. In addition, in line with an agent-related justice perspective, IJ climate has a stronger overall impact than PJ climate on authority figures' well-being. Practitioner points Finding individuals who want to be organizational authority figures is difficult if there are perceived psychological costs associated with being an authority figure. The reported research suggests organizations may want to highlight the positive relationship between adherence to rules of justice and the psychological well-being of authority figures as a potential benefit of assuming authority positions., Whereas traditional approaches to job design suggest the redesign of significant portions of the job (which is not always practical), our results suggest large-scale changes may not be the only method for enhancing the positive feelings authority figures have about their job. Organizations could instead emphasize the positive impact that authority figures have on the work group as a whole. Given that working closely with the beneficiaries of one's efforts is intrinsically gratifying, such an emphasis might be enough to help create a more healthy and enjoyable environment for organizational authority figures., Managers should pay particular attention to the interpersonal interactions they have with their employees. Our results suggest it is the interpersonal component of justice climate, as compared to the more process- or policy-oriented components, that is the most beneficial to organizational authority figures. [ABSTRACT FROM AUTHOR]

Is Being Authentic Being Fair? Multilevel Examination of Authentic Leadership, Justice, and Employee Outcomes

To advance research on how leaders influence followers and organizational performance, we proposed and tested a multilevel mediation model whereby authentic leaders influence follower fairness perceptions and create a fair climate, which in turn relates to subordinate well-being, turnover intention, and organizational commitment. Survey data from 187 employees, clustered under 37 leaders, were tested using a multilevel structural equation modeling approach. Results show that authentic leaders relate to follower outcomes in part through directly relating to subordinates’ perceptions of justice and justice climate. Implications include development of authentic leadership as an actionable strategy for bolstering followers’ well-being and performance.

Relationship between organizational justice and trust among nurses in Assiut University Hospital

In the recent years, increasing attention has been paid to the issue of organizational justice and its impacts on organizational outcomes. The concept of justice is central to understanding a wide range of human behavior in the organizational setting. Organizational justice refers to employee's perceptions of fairness in the workplace. It has shown to be associated with several outcomes such as job satisfaction, work motivation This study was amid to assessing the organizational justice and trust in three university hospitals at Assuit. Relationship between organizational justice and trust Research design: was a cross-sectional descriptive correlation research design. Setting: The study was carried out at Assiut University Hospitals (main, pediatric and woman reproductive health hospital) Subject: included a representative sample (727) from the total number of nurses who working in the three hospitals. Tools: Three tools were used for data collection; Organizational Justice Questionnaire, and Organizational Trust Scale. Results revealed that there was a significant positive relationship between organizational justice and trust conclusions: The nurses' perception of organizational justice was significantly correlated with organizational trust. Recommendation: Organizational management should apply and create what is called climate of fairness and trust through working within a team contribution.

A Values‐Based Approach to Vulnerability and Adaptation to Climate Change. Applying Q methodology in the Ebro Delta, Spain

ABSTRACTOutcome and context‐focused approaches to climate change adaptation dominate the relevant literature. Taking into account values and perceptions of affected actors and decision‐makers is a fundamental and necessary prerequisite for a more effective, legitimate and fair climate policy and has not been given the necessary consideration. This paper uses Q methodology to explore such values in the context of climate change in the Ebro Delta, in Catalonia. The delta is an area highly vulnerable to climate change, mainly because of its topography, but also as a result of human intervention. The study identifies five discourses on vulnerability and adaptation held by delta inhabitants and decision‐makers. Social justice and security comprise shared values behind arguments; however, discourses differ in their approaches concerning the proper scale for applying these values with adaptation policy. Our results serve to improve policy dialogue and suggest that the adaptation policy agenda should focus on pursuing consensus over the crucial issue of scale. Our use of Q methodology to advance the incipient literature on value‐based climate change vulnerability and adaptation is innovative and suggests that the approach has a capacity to contribute to advancing deliberative environmental decision‐making on adaptation. Copyright © 2014 John Wiley & Sons, Ltd and ERP Environment

ANALYSIS ON THE ENTROPIC MODEL OF THE INTELLECTUAL CAPITAL. CASE STUDY OF THE SMES IN THE NORTH EAST REGION

The intellectual capital in its dynamic approach focusses on the development of the entropic model, which expresses the dynamic transformation of the theoretical intellectual capital in a concrete and useful intellectual capital. The aim of the present paper is to perform a detailed analysis of the intellectual capital inside the SMES of the North-Est region of the country. It also speaks about the influence of the main integrators of the intellectual capital, divided into three elements: the cognitive, the emotional and the spiritual capital, about how they are acting as a field of forces upon the basic components of the intellectual capital, such as knowledge, intelligence and values and how they determine the generation and development of the intellectual capital in the eastern analyzed SMEs. Both jobs and teams inside the analyzed SMEs are stimulating the development of the intellectual skills, which reduces the need for involving the external experts, by appealing only those specialists who could transform the tacit knowledge into explicit knowledge. The organizational communication provides the necessary information and contributes to the establishment of a fair climate and of the effective relationships between managers and employees, between work mates, and also with the people outside the organization.

Climate Change and Oceans – Growing Threat and Implications for India

The paper focuses on the maritime aspects of climate change. It highlights the regulatory role that the oceans play in the global climate, through its absorptive and buffering capacities. Based on recent reports, the paper presents various observations on ocean warming, sea level rise, ocean acidification and de-oxygenation, and charts out their impacts on the oceans. Based on forecasts for the future, it observes that these changes will continue to degrade marine ecosystems further, unless considerable action is taken now. The paper notes that climate change poses substantial risks to human and natural systems, which have significant implications for India. As this poses challenges to the growth and development of the country, India needs to take action for adaptation as well as for mitigation. The paper also examines India's stand in climate negotiations and suggests that India needs to adopt a flexible approach while championing the cause of an equitable and fair climate deal. The paper concludes that there is a strong case for bringing oceans into the public debate and strengthening India's resilience capacity is the key to face the growing threat of climate change.

Do as I Say (and Do): Ethical Leadership Through the Eyes of Lower Ranks

This research expands what is currently known in the organizational sciences about the causes, consequences and unique role of ethical leadership in the workplace. In two different studies and two independent samples of approximately 1,500 workers each in field settings, ethical leadership was positioned as an antecedent, mediator and outcome of variables of pragmatic importance to the workplace. Ethical leadership was the central concept modelled across both studies. Social cognitive theory, social identity theory and leadership categorization theory were used to support a model of how follower rank influences workplace outcomes through the mediating effect of ethical leadership. In addressing the ethical imperative of the employment relationship, these studies contribute to ethical leadership research in two ways. First, findings indicated that a follower’s rank was positively associated with perceptions of ethical leadership, and second, that ethical leadership functioned as a partial mediator between rank/status and desirable workplace outcomes such as organizational fairness climate, career satisfaction and follower affective commitment. Implications for theory and practice are discussed.

National Discussions, Global Repercussions: Ethics in British Newspaper Coverage of Global Climate Negotiations

There is convincing evidence that the media have been responsible for questionable coverage on climate change, which has been blamed for undermining public consensus on the issue. However, less is known about the way in which the media communicate the key values, or ethical dimension, surrounding the debate over climate change and its global effects. It is generally argued that a strong notion of cosmopolitanism rather than narrow national self-interest will be fundamental to the achievement of a comprehensive international agreement on climate change. The media provide a crucial forum for discussing such challenges. The study examines how climate ethics form part of the debate on climate change in three British national newspapers leading up to, during, and following two key United Nations conferences. Through a quantitative and qualitative content analysis of climate change coverage, this article examines how the values of cosmopolitanism and communitarianism underpin the debate on climate ethics in the respective newspapers. This article argues that the possibility of reaching a fair climate agreement partially depends upon the ability of media to inform citizens of the inherent injustices of climate change and the importance of taking bold action. It is concluded that a more cosmopolitan perspective in the media could be useful in helping sway public opinion in favor of effective climate action.

Differentiated transformational leadership and knowledge sharing: A cross-level investigation

Building on theories of differentiated leadership and knowledge sharing, this study investigated the influence of dual-level transformational leadership on three group climates, leader–member exchange (LMX), and knowledge sharing. Using data from 275 employees of 71 work groups in five companies, we found that group-focused leadership and individual-focused leadership both facilitated knowledge sharing while the three group climates and LMX acted as mediators at the group level and individual level, respectively. In addition, our analysis showed an interesting finding in Chinese organizations: an innovativeness climate and a fairness climate contributed to an affiliation climate, which in turn promoted knowledge sharing.

Climate governance, justice, and transnational civil society

Justice dilemmas associated with climate change and the regulatory responses to it pose challenges for global governance, arguably hampering progress and raising concerns over efficacy and relevance. Scholarly literature suggests that transnational civil society groups can help address problems of governance and injustice that cross borders and pit states against each other. Findings of a comparative, qualitative study of climate justice advocacy suggest, however, that civil society groups' work in the US and EU is significantly shaped by institutional factors specific to those regimes, limiting advocates' broader impact. Moreover, political opportunities for the pursuit of climate action, and justice particularly, have diminished in those settings. By contrast, the United Nations Framework Convention on Climate Change (UNFCCC) provides greater opportunities for discussions of justice, although civil society actors are significantly constrained within it. It is argued that greater roles for civil society in the UNFCCC could prove constructive in the face of current challenges connected with justice issues. Three themes in civil society advocacy linking principles of global justice with current climate policy debates are summarized. Finally, it is suggested that the first iteration of the UNFCCC Periodic Review provides timely opportunities to more fully draw upon civil society's potential contributions toward a fair and effective global climate regime.Policy relevanceThe roles of civil society organizations in climate governance were examined in three policy contexts: the UNFCCC, the US, and the EU, with special attention to advocacy addressing issues of equity and justice, identified as key challenges for a post-2012 global agreement. Findings suggest that (1) civil society roles are significantly constrained in each context, and (2) political opportunities for climate advocacy have diminished since 2009 in the US and EU, underlining (3) the continued salience of the UNFCCC as a forum for engagement and the construction of effective and equitable climate policy. Potential exists for increased civil society involvement at the UNFCCC to help resolve obstacles based in divergent national priorities. Three areas of justice-focused civil society activity are reviewed for current negotiation topics and the governance structure of the institution. The current UNFCCC Periodic Review is identified as an opportunity to increase civil society involvement.

Outcome favorability in the link between leader–member exchange and organizational citizenship behavior: Procedural fairness climate matters

The study developed an integrated model of the relationship among leader–member exchange (LMX), outcome favorability, procedural fairness climate and employee organizational citizenship behavior (OCB). Using three-phrase multilevel data from multiple sources collected from 238 employees working with 42 supervisors at manufacturing firms in China, we found that (1) LMX was positively related to outcome favorability and OCB, (2) procedural fairness climate moderated the relationship between outcome favorability and OCB, and (3) the indirect effect of LMX on OCB (via outcome favorability) was stronger when procedural fairness climate was high rather than low. The study provides insight on the LMX–OCB relationship and the integration of LMX and fairness research.

Ground Water Use Across Command Area of Pabnawa Minor of Bhakra Irrigation System

The northwest Indo-Gangetic plain of India endowed with fertile soil, defined seasons and fair climate produces about 52 % of the national food requirement. Currently, this plain is facing a number of second generation problems, declining water table being the major one. The paper presents the status of ground water table, and looks at the scope of conjunctive use of water at field scale in the command area of the Pabnawa minor of the Bhakra irrigation system. The study showed that there is a steep decline in water table after 1998 in middle and tail reaches. The study revealed that ground water contribution to irrigation and productivity in the canal command is very high. While canal irrigated area is shrinking, ground water irrigated area is increasing every year. The contribution of shallow and medium depth tube wells is negligible /limited, and the area covered by deep tube wells is large in all the reaches of the command area. This system of intensive irrigated agriculture is unsustainable in the long run because of declining water tables and high use of energy.

Behind the veil of ignorance: Self-serving bias in climate change negotiations

AbstractSlowing climate change will almost certainly require a reduction in greenhouse gas emissions, but agreement on who should reduce emissions by how much is difficult, in part because of the self-serving bias—the tendency to believe that what is beneficial to oneself is also fair. Conducting surveys among college students in the United States and China, we show that each of these groups displays a nationalistic self-serving bias in judgments of a fair distribution of economic burdens resulting from mitigation. Yet, we also show, by disguising the problem and the identity of the parties, that it is possible to elicit perceptions of fairness that are not influenced by national interests. Our research reveals that the self-serving bias plays a major role in the difficulty of obtaining agreement on how to implement emissions reductions. That is, the disagreement over what constitutes fair climate policy does not appear to be due to cross-national differences in what constitutes a fair distribution of burdens. Interventions to mitigate the self-serving bias may facilitate agreement.

The Fortaleza noise mapping project: A tool for the definition of noise action plans for the airport, the light rail system, and the Ceara musical event.

The Fortaleza noise mapping project was set up for the spatial representation of environmental noise indicators to obtain an essential tool to analyze and define strategies for noise pollution control in Fortaleza, Brazil. This is the first large‐scale noise map drawn for a large city in Brazil. Noise emissions from the most important sources contributing to the sound environment of the city, namely, road traffic, railway noise, aircraft noise, industrial noise, and noise from entertainment areas, were included. The method followed a hybrid approach, essentially calculation complemented with experimental measurements for validation and calibration. The large‐scale noise assessment allowed detailed studies of the noise impact of the Fortaleza International Airport, located well within the urban city area, the impact of the passage of the underground access light rail tunnel on the local soundscape, and the impact of the Ceará musical event, which, though being part of the city cultural program, takes place in central and seaside areas close to a public hospital. These studies will be presented and discussed in the context of a geographical area where the fair climate allows long hours spent outdoors.

DIFFERENTIATED LEADER-MEMBER EXCHANGES: THE MODERATING ROLE OF JUSTICE CLIMATE.

The article proposes that the effects of leader-member exchange (LMX) variation depends on the fairness climate within a group. The relationship of LMX differentiation to employee attitudes and beh...

Investigating Tacit Knowledge Acquisition and Sharing from the Perspective of Social Relationships-A Multilevel Model

Several researchers have frequently regarded tacit knowledge sharing among employees as a process of social interaction. This study employs the perspective of social relationship for investigating an employee's tacit knowledge acquisition and sharing within a workgroup. We propose a multilevel research model that includes both individual- and group-level variables and collect data through a multi-informant questionnaire design. Analyses are based on data collected from 279 respondents participating in 93 work groups across 58 organizations in Taiwan. The results are presented in terms of four aspects as follows. First, tacit knowledge acquisition is found to be facilitated by relational embeddedness. Second, tacit knowledge acquisition has both direct and indirect effects on the tacit knowledge sharing intention. Third, descriptive norms and self efficacy have a positive effect on tacit knowledge sharing intention. Finally, the results of cross-level analyses indicate that an affiliation climate rather than a fairness climate is positively related to tacit knowledge sharing intention.

International trade and forest sequestration as components of fair climate policy

International trade and forest sequestration as components of fair climate policy

International trade and forest sequestration as components of fair climate policy

This article was submitted without an abstract, please refer to the full-text PDF file.

Petroleum Industry 2020: Leadership and Industry Image

Have you ever been confronted in public with contentious questions about the industry you work in, likeAre we running out of oil and gas?When is the next wave of layoffs?Why do your companies pollute the environment?Is global warming bad enough to steer away from using fossil fuels?Why does "big oil" only produce hydrocarbons from poor countries but never contribute to their development? Did you answer with confidence and clarity, or did you freeze up? Questions like these have been asked for many years. Are they grounded in incorrect perceptions or do they hold partial truths? Either way, such questions reflect a major disconnect between our industry and the public, one that continues to erode our image. What can we do to polish this impaired image? Is it only communication? I believe the industry needs to do a lot more than communication. Our traditional training approach for management explains part of the industry's reluctance to take on global issues. Most managers in the petroleum industry start as technical experts, but are then intensively trained to climb the management ladder. Management training is obtained in cross-industry classes that rarely focus on strategic issues specific to the petroleum industry. The presumption is that our industry's challenges are well addressed within the company. To bridge this gap, senior management normally invites experts to address major issues such as market outlook and scenario planning. This training framework yields excellent operations managers. Unfortunately, it is not conducive to grooming industry-wide leaders who can articulate clear positions on critical industry issues. Managers are also advised to avoid the media. Indeed, most corporations limit media interaction to public relations personnel who, most of the time, are not experts in the debated subject. This leaves a huge vacuum, with our industry lacking credible, well-informed spokespersons on its behalf. So our industry image continues to suffer because we are not offering persuasive rebuttals nor true solutions. What is the way forward? It's a matter of leadership. The distinction between leaders and managers is obvious. Leaders exhibit global awareness and magnetic appeal, and hold bold, visionary positions. They are very charismatic and persuasive communicators who can energize and mobilize widespread support for their goals. Leaders do not need to exert their position's power, or take a command/control approach to run the business. Indeed, they motivate people, and multiply the power of their subordinates through a climate of respect, care, fairness, and integrity. To enrich our leadership pool, we should hold intensive leadership seminars that focus on contemporary strategic issues. These seminars will serve to polish the leadership skills of the participants and at the same time develop industry-wide positions that can be carefully articulated and then shared with the public. Action plans to help prepare our industry for the future can also be developed.

Moral Reasoning in Public Service: Individual, Organizational, and Societal Determinants

This study is to explore not only the moral reasoning of public administrators but also the determinants of moral reasoning and behavior in government. This study argues that information about the level of moral reasoning of public employees does not explain how to achieve ethical behavior in organizations. Systematic moral reasoning study and how it relates to other variables is needed. Although some research on moral reasoning exists, it generally focuses on the level of moral reasoning according to gender, race, education, age, and responsibility. The article concludes that the main factors influencing the moral reasoning public employees are the length of service, self-sacrifice, collaborative atmosphere, participative atmosphere, fairness, and ethical climate.