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In this paper, I introduce what I call relational virtue and defend it as an important subcategory of virtue. In particular, I argue that it offers a valuable resource for answering questions concerning the value of intimate relationships such as parent-child relationship or friendship. After briefly sketching what I mean by relational virtue, I show why it is a virtue and in what sense we can meaningfully distinguish it from other sorts of virtue. I then describe some distinctive features of relational virtue in more detail and discuss their implications. Next, I present filial piety as the paradigmatic example of relational virtue. I argue that a child's being filial should be understood as an appropriate response to her parent's being virtuous as a parent. I conclude by showing how my relational virtue theory of filial piety can avoid the difficulties faced by previous theories of filial piety such as gratitude theory and friendship theory.

This study investigated religiousness and couple well-being as mediated by relational virtue and equality. Relational spiritual framework theory posits that religiousness is associated with couple well-being through relational virtues (e.g., forgiveness, commitment, and sacrifice). Theories of relational inequality postulate that religion decreases couple well-being and indirectly lessens couple well-being. Data from a 3-year longitudinal community sample of 354 married couples were used. The authors found that religiousness's relationship to couple well-being was fully mediated by relational virtue but was not connected to relational inequality. They also found that relational inequality was associated with women's conflict, men's conflict, and marital instability. They did not find that higher religiousness benefits marital outcomes directly. Although these findings do not support the idea that religious activities are directly associated with stronger relationships, the data did show that religiousness can contribute to expressed relational virtue, and relational virtue in turn is associated with marital well-being.

Confucius (551–479 b.c.e.) was one of the world’s most influential ethical thinkers. His vision still provides the moral compass for populations throughout East Asia and beyond. Although striking parallels have been drawn between some of the concerns of Confucius and those of the ancient Greek philosophers, particularly in their emphasis on achieving harmony within the state, the Confucian tradition is distinctive.¹ While Western approaches to ethics have traditionally emphasized individual ethical agents and their actions, Confucian thought aims instead at nurturing human relationships. Loyalty, accordingly, figures centrally in the Confucian worldview, for it is an indispensable ingredient in the

This study examines a moderated/mediated model of ethical leadership on follower job satisfaction and affective organizational commitment. We proposed that managers have the potential to be agents of virtue or vice within organizations. Specifically, through ethical leadership behavior we argued that managers can virtuously influence perceptions of ethical climate, which in turn will positively impact organizational members' flourishing as measured by job satisfaction and affective commitment to the organization. We also hypothesized that perceptions of interactional justice would moderate the ethical leadership-to-climate relationship. Our results indicate that ethical leadership has both a direct and indirect influence on follower job satisfaction and affective commitment. The indirect effect of ethical leadership involves shaping perceptions of ethical climate, which in turn, engender greater job satisfaction and affective organizational commitment. Furthermore, when interactional justice is perceived to be high, this strengthens the ethical leadership-to-climate relationship.

Current conceptualizations of the nature of character development, including its content, structure, and function, are consistent with the relational developmental systems metatheory. However, there is more conceptual consensus than empirical support for these ideas. With the intention of promoting programmatic research about the nature of character development, we present ideas pertinent to devising a relational developmental systems-derived model of character development, and we suggest ways in which research testing such a model might proceed. We discuss the implications of tests of this model for the enhancement of theory and for programs aimed at promoting different facets of character.

Environmental virtue ethics is about how things (nature) matter, and this is explicated through the virtues (character and dispositions of the agent). It has been suggested that human virtue should be informed by what constitutes our flourishing and by what constitutes nonhuman entities flourishing. Our flourishing, in other words, involves recognising their flourishing and autonomy. My purpose in this paper is to elucidate the notion of mutual flourishing through a study on the relational space that a recognising attitude or disposition of a loving and caring subject creates in its interactions with ‘earth others’.

Since their emergence in the 1980s, environmental virtue ethics (EVEs) have aimed to provide an alternative to deontological and consequentialist approaches for guiding ecological actions in the context of the global environmental crisis. The deterioration of the ecological situation and the challenges in addressing collective action problems caused by global changes have heightened interest in these ethics. They offer a framework for meaningful individual actions independently of the commitment of other actors. However, by shifting the focus onto individuals, EVEs appear to grapple with the tension between anthropocentrism and respect for nature, as well as between self-flourishing and concern for other living beings. This article argues that this difficulty is rooted in the neglect within EVEs of the communitarian aspect of ancient virtue ethics. Drawing from Baird Callicott’s ecocentric approach and Val Plumwood’s works, this paper explores the possibility of conceiving ecological communities as collective frameworks in which both public and private virtues are defined and practiced.

How important is it for managers to have the “nice” virtues of modesty, civility, and humility? While recent scholarship has tended to focus on the organizational consequences of leaders having or lacking these traits, I want to address the prior, deeper question of whether and how these traits are intrinsically morally important. I argue that certain aspects of modesty, civility, and humility have intrinsic importance as the virtues of relational equality – the attitudes and dispositions by which we relate as moral equals. I provide a novel account of the normative grounds of the virtues of relational equality and develop a corresponding framework for how these virtues can be enacted by managers. The virtues are grounded in the value of opposing objectionable forms of social hierarchy, which requires social norms that grant all persons the same personal authority over their lives and interactions. I show how this view of virtue contrasts with prevailing Aristotelian, Personalist, and Smithian views in business ethics. I then explain how, for managers, sustaining and enacting the virtues of relational equality involves a distinctive cluster of role-specific traits: respect for employees’ equal personal authority, a commitment to express such respect, and a disposition to give equal weight and deference to employees’ relevant interests.

As research on hospital experiences of religious minorities in the Global North increases, we still have scarce empirical knowledge about the role of religion and spirituality during crisis situations in hospitals. This study poses the following question: How do Muslim patients hospitalized with a severe disease express gratitude and how can it be interpreted? This was performed through a qualitative empirical method where twelve patients (eight males and four females) were interviewed at Danish hospitals during the COVID-19 pandemic. A thematic analytical approach was used to interpret and discuss the results. This study found that gratitude is channeled in different directions (God, family, and hospital staff). Patients express shukr, an Islamic theological concept, which means to thank, praise, and commend a benefactor—humans and God—in the Muslim worldview. Ultimately, shukr recognizes a blessing—especially its point of origin—and the response humans need to make for the act of Divine benefaction. Hence shukr for patients is not just a positive emotion but also a practice and a virtue with relational implications.

In this paper, we offer a conceptualization of leadership as contemplative. Drawing on MacIntyre's perspective on virtue ethics and Levinas' and Gilligan's work on the ethics of responsibility and care, we propose contemplative leadership as virtuous activity; reflexive, engaged, relational, and embodied practice that requires knowledge from within context and practical wisdom. More than simply offering another way to conceptualize the ethics of leadership (e.g., what leaders ought to do), this research contributes to understanding the ethics of leadership in practice. Empirically, we analyze the narratives of those in positions of formal authority and other organizational members in churches. We illustrate contemplative leadership as driven by a good purpose, derived from the unique organizational and broader societal context in which leadership occurs, and grounded in an ethical concern for the other. Contemplative leadership accounts for the complexity of experience and is discerned in mundane and everyday practices. We conclude with the implications for leadership theory, practice, and education.