Evaluative processes have their roots in early evolutionary history, as survival is dependent on an organism’s ability to identify and respond appropriately to positive, rewarding or otherwise salubrious stimuli as well as to negative, noxious, or injurious stimuli. Consequently, evaluative processes are ubiquitous in the animal kingdom and are represented at multiple levels of the nervous system, including the lowest levels of the neuraxis. While evolution has sculpted higher level evaluative systems into complex and sophisticated information-processing networks, they do not (...) come to replace, but rather to interact with more primitive lower level representations. Indeed, there are basic features of the underlying neuroarchitectural plan for evaluative processes that are common across levels of organization—including that of evaluative bivalence. (shrink)

Picard, Fedor, and Ayzenberg (2016) provide a review of the existing literature on the relationship between electrodermal activity (EDA) and affective processes and present data from a number of studies suggesting strong lateralization in EDA reactivity to emotion. As the authors note, their manuscript extends previous work suggesting the concept of arousal is more complex than previously thought, and they provide a framework for interpreting such complexities within the context of a multiple arousal theory.

The precise relationship between the autonomic nervous system and emotion has been a topic of intense debate and research throughout the history of modern psychology. The present article considers some of the more influential theoretical frameworks that continue to drive contemporary research on the relationship between emotion and physiological processes. In particular, we highlight the multiple routes through which somatovisceral afference influences emotion and how this relates to the topic of emotion-specific patterns of autonomic nervous system activity.

Scholars theorize the effect of modernization on religious and familial institutions in a parallel way. Some argue that both are irreversibly in decline—as secularization and deinstitutionalization, respectively—while others argue that they have either merely changed or are in fact growing stronger. However, correctly interpreting institutional change depends not only on how one evaluates the empirical starts and endpoints but also on how one defines the domains under change themselves. In this paper, I examine these debates, detail the structural similarities in (...) their arguments, and outline a new analytical approach informed by recent work in institutional logics to better answer the definitional questions. Theorizing both institutions together and their parallel trajectories in modernity reveals unique insights about the scholarly discourse on modernization and is especially important given the unique influence of religion and family on one another as (seemingly) privatized spheres of social life. (shrink)

To protect the welfare and rights of participants in research and to facilitate research that will be of benefit, as well as protect them against litigation, universities and research-funding agencies in Australia adopted the National Statement on Ethical Conduct in Research Involving Humans (NHMRC 1999).1 In many other countries there are similar statements. However, the ways in which such statements are often implemented by Human Research Ethics Committees (HRECs) 2 are in conflict with an important stream of industrial sociological research. (...) This stream seeks to deconstruct workplaces and de-layer management rhetoric to understand the realities and complexities of the social relations of production. There is a pluralist basis for much industrial sociology that challenges the unitarist view of the workplace as essentially harmonious. While views of workplaces as being conflictual and exploitative have to be tempered with an understanding of the accommodative and cooperative nature of workplace relations, there is nevertheless a general recognition of acts of resistance, as well as those of cooperation. The way in which the National Statement is typically implemented in Australia means that many HRECs require written, informed consent, which in the first instance will usually be that of management. An unintended consequence is a research focus on consensus, which is at best one-sided and at worst seriously misleading. It is unlikely that managerial consent will be granted unless there is a ‘good news story’ guaranteed. This article explores the ways in which HRECs may influence workplace research. The publication of the revised National Statement provides a valuable opportunity not to be missed by HRECs to implement more effective and efficient practices which would not have the unintended consequences of the earlier version. This would deserve the support of researchers in industrial sociology and other branches of the social sciences. (shrink)

Rutherford and Lindell (2011) review an extensive literature on lateralization of emotion. As they note, an important issue surrounding this question is the nature of emotion, which bears on what, precisely, is lateralized. The present comments are intended to broaden the context of the review, by considering lateralization from the standpoint of a bivariate model of evaluative processes and a neuroevolutionary perspective.

Although CEO commitment is recognized as being crucial to organizational diversity efforts, we know little about how CEOs signal their priorities and mobilize key organizational actors to implement diversity management. We tested an integrative model in which CEO beliefs about diversity were theorized to predict the implementation of organizational diversity practices through two consecutive mediating steps—via greater CEO engagement in pro-diversity behavior, and in turn, higher perceived CEO commitment by their HR manager. In this model, we also proposed a moderating (...) effect such that when CEOs have less positive beliefs about diversity, CEOs espousing higher moral values will display greater pro-diversity behavior. Results supported the proposed model. Taken together, our findings indicate that a CEO’s words and actions alone are not sufficient for the implementation of diversity management practices. HR managers must view their CEOs as being committed to workplace diversity in order for diversity management practices to be implemented. (shrink)

ABSTRACT With few exceptions, the effectiveness of continuing education mandates has been measured by self-report assessments of the professional psychologists who fulfill them. The present investigation provided a longitudinal look at the number of approved CE providers and the incidence of licensing board complaints across a succession of two-year cycles prior to, and following, the 2012 implementation of CE mandates in the State of Illinois. Findings showed a substantial increase in the number of CE providers across that time, though no (...) significant change in the incidence of licensing board complaints, suggesting that the increased availability of CE did not translate into lower complaint rates. Possible reasons for these findings are noted, and recommendations for future work are detailed in support of an evidence-based approach to CE that better articulates and aligns its objectives with its outcomes in an era of renewed accountability in the health professions. (shrink)

—Grayson Hunt1In 2015, I visited Lake Cumberland in Kentucky for a day of boating and swimming with friends. At one end of the lake was an amazing waterfall. As I was swimming near it, I looked up and saw a man thirty feet above in the bushes on top of the falls. He waved. I waved back. Only he wasn’t boating; he was just standing there. So I stared at him, wondering what he was doing up there. Then I realized (...) he was masturbating. Stunned, I turned away to swim back to the boat, and I could feel shame sneaking into my chest and face. I began to feel responsible for what was happening to me, which was the very message I internalized after being sexually assaulted as a teen. This time, however, I decided that I... (shrink)

Drawing on strategic choice theory, we investigate the influence of CEO leadership styles and personal attributes on the implementation of organizational diversity management practices. Specifically, we examined CEO transformational and transactional leadership in relation to organizational diversity practices and whether CEO social values and age may moderate these relationships. Our results suggest that transformational leadership is most strongly associated with the implementation of diversity practices. Transactional leadership is also related to the implementation of diversity management practices when either CEO social (...) values or age are relatively high. These findings extend previous work examining predictors of diversity management in organizations and highlight the central role that organizational leaders may play in the successful implementation of these practices. (shrink)

Do continuing education (CE) mandates increase participation in ethics programs and enhance their perceived outcomes? In a study of 5,198 North American psychologists, significant differences were found between mandated and nonmandated psychologists in relation to their participation in ethics programs but not in the perceived outcomes associated with those trainings. Although 64.3% of those psychologists operating under ethics mandates reported completing at least one ethics training within the previous year, only 40.7% of those without such mandates reported doing likewise. Overall, (...) both groups tended to view their ethics training quite favorably in relation to its perceived outcomes, though they differed in relation to their endorsement of CE mandates. Results are discussed in relation to the ongoing development of evidence-based CE and its role in developing critical professional competencies. (shrink)

In the management and business ethics literatures, stakeholder engagement has been demonstrated to lead to more ethical management practices. However, there may be limits on the extent to which stakeholder engagement can, as currently conceptualized, resolve some of the more difficult ethical challenges faced by managers. In this paper we argue that stakeholder engagement, when seen as a way of reducing five types of knowledge problems—risk, ambiguity, complexity, equivocality, and a priori irreducible uncertainty—can aid managers in resolving such ethical challenges. (...) Using a practical illustration of the ethical challenges surrounding the development and application of genetic modification technologies, we demonstrate how stakeholder engagement enables managers to better address these knowledge problems, thereby to manage more ethically. In this way, we suggest that stakeholder engagement has an even more crucial role to play in business ethics research and practice. (shrink)

Consequence is at the heart of logic, and an account of consequence offers a vital tool in the evaluation of arguments. This text presents what the authors term as 'logical pluralism' arguing that the notion of logical consequence doesn't pin down one deductive consequence relation; it allows for many of them.

We are pluralists about logical consequence [1]. We hold that there is more than one sense in which arguments may be deductively valid, that these senses are equally good, and equally deserving of the name deductive validity. Our pluralism starts with our analysis of consequence. This analysis of consequence is not idiosyncratic. We agree with Richard Jeffrey, and with many other philosophers of logic about how logical consequence is to be defined. To quote Jeffrey.

A good argument is one whose conclusions follow from its premises; its conclusions are consequences of its premises. But in what sense do conclusions follow from premises? What is it for a conclusion to be a consequence of premises? Those questions, in many respects, are at the heart of logic (as a philosophical discipline). Consider the following argument: 1. If we charge high fees for university, only the rich will enroll. We charge high fees for university. Therefore, only the rich (...) will enroll. There are many different things one can say about this argument, but many agree that if we do not equivocate (if the terms mean the same thing in the premises and the conclusion) then the argument is valid, that is, the conclusion follows deductively from the premises. This does not mean that the conclusion is true. Perhaps the premises are not true. However, if the premises are true, then the conclusion is also true, as a matter of logic. This entry is about the relation between premises and conclusions in valid arguments. (shrink)

Although charismatic leadership theorists have long argued that leader–follower value congruence plays a central role in the development of charismatic relationships, few studies have tested this proposition. Using data from two studies involving a total of 329 CEOs and 1807 members of their top management teams, we tested the hypothesis that value congruence between leaders and their followers is empirically linked to follower perceptions of the charisma of their leader. Consistent with a relational perspective on charismatic leadership, strong support was (...) found for the hypothesis that perceived value congruence between leaders (CEOs) and their followers (members of their top management teams) is positively related to follower perceptions of the degree of charisma possessed by the leader. Conversely, only limited support was found for the hypothesis that actual value congruence is linked to perceptions of charismatic leadership. Implications of these findings for research and practice are discussed. (shrink)

In this paper, we investigate the link between audit committees and earnings management providing a more comprehensive simultaneous analysis of the influence of audit committee features using a sample of 485 firm-years from Singapore's publicly traded firms during the 2000 2001 calendar period. Empirical findings indicate firms with a higher proportion of independent audit committee members are more effective at constraining earnings management. Firms with audit committees that are more diligent and/or lack the presence of independent directors serving simultaneously on (...) a substantial number of boards and committees are more effective at constraining earnings management. These findings are robust to alternative income-incentives facing corporate management. Overall, our findings have implications for stakeholders, regulators, and corporate governance. For example, our findings infer policymakers may need to focus on other audit committee characteristics to strengthen the committee's ability to constrain earnings management rather than continue the present fixation with independence. (shrink)

Victorian physics meets industrial capitalism Content Type Journal Article Pages 1-6 DOI 10.1007/s11016-011-9554-0 Authors Bruce J. Hunt, History Department, University of Texas at Austin, 1 University Station B7000, Austin, TX 78712-0220, USA Journal Metascience Online ISSN 1467-9981 Print ISSN 0815-0796.

Understanding terrestrial carbon metabolism is critical because terrestrial ecosystems play a major role in the global carbon cycle. Furthermore, humans have severely disrupted the carbon cycle in ways that will alter the climate system and directly affect terrestrial metabolism. Changes in terrestrial metabolism may well be as important an indicator of global change as the changing temperature signal. Improving our understanding of the carbon cycle at various spatial and temporal scales will require the integration of multiple, complementary and independent methods (...) that are used by different research communities. Tools such as air sampling networks, inverse numerical methods, and satellite data allow us to study the strength and location of the global- and continental-scale carbon sources and sinks. Bottom-up studies provide estimates of carbon fluxes at finer spatial scales and examine the mechanisms that control fluxes at the ecosystem, landscape, and regional scales. Bottom-up approaches include comparative and process studies that provide the necessary mechanistic information to develop and validate terrestrial biospheric models. An iteration and reiteration of top-down and bottom-up approaches will be necessary to help constrain measurements at various scales. We propose a major international effort to coordinate and lead research programs of global scope of the carbon cycle. (shrink)

The paper reviews a number of approaches for handling restricted quantification in relevant logic, and proposes a novel one. This proceeds by introducing a novel kind of enthymematic conditional.

This study explores the connection between dominant psychological type preferences and reader interpretations of biblical texts. Working in type-alike groups, a group of 40 Anglican clergy were invited to employ their strongest function to engage conversation between Mark’s account of Jesus sending out the disciples and the experience of ministry in today’s world. The data supported the hermeneutical theory proposed by the SIFT approach to biblical interpretation and liturgical preaching by demonstrating the four clear and distinctive voices of sensing, intuition, (...) feeling and thinking. (shrink)

In this article I review attempts to define the term “ad hoc hypothesis,” focusing on the efforts of, among others, Karl Popper, Jarrett Leplin, and Gerald Holton. I conclude that the term is unhelpful; what is “ad hoc” seems to be a judgment made by particular scientists not on the basis of any well-established definition but rather on their individual aesthetic senses. Further, a hypothesis considered ad hoc can apparently be retroactively declared non–ad hoc on the basis of subsequent data, (...) rendering the term meaningless. (shrink)

We examine market reactions to publicly held multinational firms announcing their affiliation with the United Nations Global Compact (UNGC). The UNGC is a voluntary initiative to support four areas of United Nations viz. Human Rights, Labor, Environmental, and Anti-Corruption. Because firms must file annual Communication on Progress (COP) reports toward these initiatives, we argue this creates a differentiating transparency of interest to stakeholders. Using a sample of 175 global firms, we find support to the theory for joining the UNGC. Returns (...) differ markedly, however, between multinational firms headquartered in the United States (negative) and Europe (positive). We also find that failing to complete the annual COP generates a negative market reaction. (shrink)