Search results1 – 2 of 2
It is generally believed that supervisors would deter employee unethical behavior. However, drawing from social exchange theory and the theory of moral disengagement, we…
It is generally believed that supervisors would deter employee unethical behavior. However, drawing from social exchange theory and the theory of moral disengagement, we posit that supervisors are more willing to tolerate employee unethical behavior through moral disengagement when the perpetrator is a high performing employee.
Study 1, which measured employee unethical behavior in a specific group of doctors through a time-lagged survey, and Study 2, which manipulated employee unethical behavior with a diverse sample by a vignette-based experiment, provided convergent support for our hypothesized 1st-stage moderated mediation model. Hierarchical regression, bootstrapping and ANOVA are used to test our hypotheses.
Although supervisors generally showed a low social acceptance of an employee who engaged in unethical behavior, they were more likely to socially accept the perpetrator through moral disengagement when the employee was a high rather than a low performer.
Given that supervisor's tolerance of employee unethical behavior may be more dangerous than employee unethical behavior itself, organizations should set up an ethics committee to handle top managers' unethical behavior and consider morality equally important with performance in management practice.
The current research extends research on the interpersonal consequences of employee unethical behavior, explains how moral disengagement promotes social acceptance and identifies the moderating effect of job performance in the process.
Vibratory weld conditioning parameters have a great influence on the improvement of mechanical properties of weld connections. The purpose of this paper is to understand…
Vibratory weld conditioning parameters have a great influence on the improvement of mechanical properties of weld connections. The purpose of this paper is to understand the influence of vibratory weld conditioning on the mechanical and microstructural characterization of aluminum 5052 alloy weldments. An attempt is made to understand the effect of the vibratory tungsten inert gas (TIG) welding process parameters on the hardness, ultimate tensile strength and microstructure of Al 5052-H32 alloy weldments.
Aluminum 5052 H32 specimens are welded at different combinations of vibromotor voltage inputs and time of vibrations. Voltage input is varied from 50 to 230 V at an interval of 10 V. At each voltage input to the vibromotor, there are three levels of time of vibration, i.e. 80, 90 and 100 s. The vibratory TIG-welded specimens are tested for their mechanical and microstructural properties.
The results indicate that the mechanical properties of aluminum alloy weld connections improved by increasing voltage input up to 160 V. Also, it has been observed that by increasing vibromotor voltage input beyond 160 V, mechanical properties were reduced significantly. It is also found that vibration time has less influence on the mechanical properties of weld connections. Improvement in hardness and ultimate tensile strength of vibratory welded joints is 16 and 14%, respectively, when compared without vibration, i.e. normal weld conditions. Average grain size is measured as per ASTM E 112–96. Average grain size is in the case of 0, 120, 160 and 230 is 20.709, 17.99, 16.57 and 20.8086 µm, respectively.
Novel vibratory TIG welded joints are prepared. Mechanical and micro-structural properties are tested.