This paper aims to explore challenges of the Aristotelian friendship ( philia ) in multicultural society and in the specific industrial and organizational contexts. Data was collected from forty-eight participant interviews with managers and employees of four mining companies in Indonesia with twelve informants from each company, both management and employees. The paper found that the virtue of friendship within the mining companies has several drawbacks when an imbalance of power exists between managers and employees. This paper suggests that to understand virtue of friendship in a multi-ethnic and multicultural context, it is essential to ground the conceptual framework in both Aristotle’s views and specific cultural sensitivities, as only then can the full story be grasped. Thus, this paper contributes to bring insights into an under-explored, complex and, at times, paradoxical context, explaining that Aristotelian virtue ethics encounters cultural aspects and a specific context of human relationships which make challenges for business organizations to be virtuous. More importantly, this paper also paves the path towards further discussions and studies on virtue ethics to set a conceptual framework in both virtue ethics and specific cultural sensitivities for business ethics. Practically, this paper provides a valuable insight for business organizations especially business leaders, human resources (HR) and corporate social responsibility (CSR) practitioners, as it offers practice on how to avoid moral lapses in their day-to-day working relationships inside the organization as well as their relationships with the community.

中文翻译：

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矿业中友善之道的挑战（印度尼西亚）：以印度尼西亚的多元文化社会为例

本文旨在探讨多元文化社会以及特定行业和组织环境下的亚里士多德友好（philia）所面临的挑战。数据来自与印度尼西亚四家矿业公司的经理和雇员进行的四十八名参与者访谈，每家公司的十二名线人（包括管理层和雇员）都进行了访谈。该论文发现，当经理和员工之间存在权力失衡时，矿业公司内部的友谊优势有几个缺点。本文建议，要在多民族和多元文化的背景下理解友谊的美德，就必须以亚里士多德的观点和特定的文化敏感性为基础建立概念框架，因为只有这样才能掌握整个故事。因此，本文有助于将见解纳入尚未充分研究的领域，复杂的，有时甚至是自相矛盾的背景，这说明亚里士多德的美德伦理学遇到了文化方面的问题以及人际关系的特定背景，这给商业组织带来了挑战。更重要的是，本文还为美德伦理学的进一步讨论和研究铺平了道路，以建立美德伦理学和商业文化对特定文化敏感性的概念框架。实际上，本文为商业组织，尤其是商业领袖，人力资源（HR）和企业社会责任（CSR）的从业者提供了宝贵的见解，因为它提供了如何避免企业内部日常工作关系中道德失范的实践。组织及其与社区的关系。解释说，亚里士多德的美德伦理学遇到了文化方面的问题以及人际关系的特定背景，这给商业组织带来了挑战。更重要的是，本文还为美德伦理学的进一步讨论和研究铺平了道路，为美德伦理学和对商业道德的特定文化敏感性建立了概念框架。实际上，本文为商业组织，尤其是商业领袖，人力资源（HR）和企业社会责任（CSR）的从业者提供了宝贵的见解，因为它提供了如何避免企业内部日常工作关系中道德失范的实践。组织及其与社区的关系。解释说，亚里士多德的美德伦理学遇到了文化方面的问题以及人际关系的特定背景，这给商业组织带来了挑战。更重要的是，本文还为美德伦理学的进一步讨论和研究铺平了道路，以建立美德伦理学和商业文化对特定文化敏感性的概念框架。实际上，本文为商业组织，尤其是商业领袖，人力资源（HR）和企业社会责任（CSR）的从业者提供了宝贵的见解，因为它提供了如何避免企业内部日常工作关系中道德失范的实践。组织及其与社区的关系。