Y. J. Hong

In business settings, decision makers facing moral issues often experience the challenges of continuous changes. This dynamic process has been less examined in previous literature on moral decision making. We borrow theories on learning strategies and computational models from decision neuroscience to explain the updating and learning mechanisms underlying moral decision processes. Specifically, we present two main learning strategies: model-free learning, wherein the values of choices are updated in a trial-and-error fashion sustaining the formation of habits and model-based learning, wherein the brain updates more general cognitive maps and associations, thus sustaining flexible and state-dependent behaviors. We then summarize studies explaining the neuro-computational processes of both learning strategies—the calculation of prediction errors and valuation. We conclude by emphasizing how the incorporation of dynamic aspects in moral decision making could open new avenues for understanding moral behaviors in a changing world.

ABSTRACT Most scholars' comprehension on labour are ambiguous because of the variety of philosophical contradictions embedded in their plausible theories being not explicitly stated but irrationally taken for granted. We, therefore, inquisitively direct sole attention to social spacetime in which, and by which, labour in totality takes place. And then consider the division of labour in natural spacetime as just the appearance of the alienation of labour in social spacetime by our Marxist renewal of the notion of labour - thus manifesting its benefaction to an essential up-to-date explanation of human being, on which a labourer could struggle to survive as still a human being within social spacetime, to fight against the almighty empire of capitalism in the era of globalisation. RESUMO A compreensão da maioria dos estudiosos acerca do trabalho é ambígua em razão da variedade de contradições filosóficas embutidas no fato de suas teorias plausíveis não serem explicitamente declaradas, mas presumidas de modo irracional. Nós, assim, inquisitivamente, dirigimos nossa total atenção ao espaço-tempo social no qual, e através do qual, o trabalho ocorre, em sua totalidade. Em seguida, consideramos a divisão de trabalho em espaço-tempo natural como apenas uma aparência da alienação do trabalho em espaço-tempo social, segundo nossa renovação marxista da noção de trabalho - assim manifestando seu benefício em uma explicação atualizada do ser humano, segundo a qual um trabalhador deve lutar para sobreviver como um ser humano parado dentro do espaço-tempo social, lutar contra o todo-poderoso império do capitalismo na era da globalização.

This study examined the relationship between workplace sexual harassment as perceived by female employees and the family satisfaction of their husbands. It also considered the mediating roles of employees’ job tension and work-to-family conflict and the moderating role of employees’ work–home segmentation preference in this relationship. The results, based on data from 210 Chinese employee–spouse dyads collected at four time points, indicated that employees’ perceptions of sexual harassment were positively related to their job tension, which in turn increased WFC. Moreover, WFC was negatively related to spouse family satisfaction. The negative relationship between sexual harassment and spouse family satisfaction was mediated by employees’ job tension and WFC. Finally, work–home segmentation preference attenuated the relationship between job tension and WFC. Our results provided insightful theoretical contributions and managerial implications for the sexual harassment and work–family literatures.

This study examined the relationship between CEO ethical leadership and corporate social responsibility by focusing on the mediating role of organizational ethical culture and the moderating role of managerial discretion. Based on a sample of 242 domestic Chinese firms, we found that CEO ethical leadership positively influences corporate social responsibility via organizational ethical culture. In addition, moderated path analysis indicated that CEO founder status strengthens while firm size weakens the direct effect of CEO ethical leadership on organizational ethical culture and its indirect effect on corporate social responsibility. Theoretical and managerial implications of these results are discussed.