This study investigated the interaction between sampling behavior and preference formation underlying subjective decision making for like and dislike decisions. Two-alternative forced-choice tasks were used with closely-matched musical excerpts and the participants were free to listen and re-listen, i.e. to sample and resample each excerpt, until they reached a decision. We predicted that for decisions involving resampling, a sampling bias would be observed before the moment of conscious decision for the like decision only. The results indeed showed a gradually increasing (...) sampling bias favouring the choice before the moment of overt response for like decisions. Such a bias was absent for dislike decisions. Furthermore, the participants reported stronger relative preferences for like decisions as compared to dislike decisions. This study demonstrated distinct differences in preference formation between like and dislike decisions, both in the implicit orienting/sampling processes prior to the conscious decision and in the subjective evaluation afterwards. (shrink)

This first analysis of the Religious Fundamentalism Scale in Iran further examined findings that conservative religious commitments have positive adjustment implications outside the West. Religious Fundamentalism in a sample of 385 Iranian university students displayed direct relationships with Muslim religiosity and spirituality and correlated positively with the Transcendence and negatively with the Symbolism Post-Critical Beliefs factors. Religious Fundamentalism, and conservative religiosity more generally, predicted better mental health in relationship with variables related to self-regulation, narcissism, and splitting. PCB factors defined a (...) fundamentalist attitude of Literal Affirmation that also displayed some linkages with more adaptive psychological functioning. Iranians who self-identified as “both religious and spiritual” were more conservative religiously and more adjusted psychologically than three other religious-spiritual types. Conservative religiosity did predict the maladjustment of Exploitable Dependency. These data further suggested that conservative religiosity can have largely, though not wholly, positive mental health implications outside the West. (shrink)

We discuss here a series of testable hypotheses concerning the role of chromosome folding into topologically associating domains (TADs). Several lines of evidence suggest that segmental packaging of chromosomal neighborhoods may underlie features of chromatin that span large domains, such as heterochromatin blocks, association with the nuclear lamina and replication timing. By defining which DNA elements preferentially contact each other, the segmentation of chromosomes into TADs may also underlie many properties of long‐range transcriptional regulation. Several observations suggest that TADs can (...) indeed provide a structural basis to regulatory landscapes, by controlling enhancer sharing and allocation. We also discuss how TADs may shape the evolution of chromosomes, by causing maintenance of synteny over large chromosomal segments. Finally we suggest a series of experiments to challenge these ideas and provide concrete examples illustrating how they could be practically applied. (shrink)

With Religious Schema Scales in the West, Truth of Texts and Teachings correlates negatively with the commitment to interreligious dialogue recorded by Xenosophia. This measure of fundamentalism also predicts problematic religious and psychosocial functioning. The present project examined Religious Schema Scales in university students and Islamic seminarians in the Muslim cultural context of Iran. Truth of Texts and Teachings correlated positively rather than negatively with Xenosophia and predicted religious and psychological adjustment. The adaptive implications of Truth of Texts and Teachings (...) were especially evident in Islamic seminarians. These results supplemented previous Religious Schema data from India and Malaysia in suggesting that fundamentalism may have more positive implications outside the West. Cross-cultural differences in fundamentalism more generally support arguments of an Ideological Surround Model that the incommensurability of religious and other social rationalities requires careful research attention. (shrink)

Previous research indicates that spirituality expressed in tradition-specific terms may initiate, invigorate, and integrate Muslim religious commitments, suggesting a 3-I Model of Religious Spirituality. In a test of this model, Islamic seminarians, university students, and office workers in Iran responded to Muslim Experiential Religiousness, Religious Orientation, and mental health scales. The tradition- specific spirituality of MER displayed correlation, moderation, and mediation results with Intrinsic and Extrinsic Personal Religious Orientations that pointed toward initiation, invigoration, and integration effects, respectively. MER also clarified (...) the ambiguous implications of the Extrinsic Social Religious Orientation. These data most generally confirmed the heuristic potential of the 3-I Model. (shrink)

The food and package delivery workforce in China has grown substantially in the past decade. However, delivery drivers face volatile and stressful work conditions, which can give rise to high turnover and burnout. Past research has indicated that job demands and resources significantly predict burnout. Scholars have also found evidence that mindfulness may be a protective factor against negative outcomes like burnout. Using data collected from 240 food and package delivery drivers in Beijing, China, we examined the effects of JD-R (...) on burnout and whether these relations were moderated by mindfulness. Estimates produced by regression analyses indicated that job demands have significantly positive effects on burnout, while job resources have a significant negative effect on burnout. Mindfulness significantly moderated the effects of JD and JR on burnout. Results suggest that mindfulness is a protective factor for delivery drivers. Practice and policy implications are discussed. (shrink)

This study examines factors impacting organizational commitment of 214 employees working at a Chinese state-owned steel company. Ethical behavior of peers and ethical behavior of successful managers had a significant impact on organizational commitment. The four facets of job satisfaction (pay, coworker, supervision, and work itself) had a significant impact on organizational commitment. Respondent’s age also significantly impacted organizational commitment. Perceptions of ethical behavior of successful managers, satisfaction with work, and gender were significantly correlated with social desirability bias.

The objective of this research is to interaction between perception in job characteristic model, psychological well - being, and performance. Job characteristic model are explained by skill variety, task identity, task significan, autonomy, and feedback about the job. Psychological well - being is explained by autonomy, environment mastery, good relationship with others, self acceptance, and personal growth. Performance measured by how employee done their task according their responsibility. Subject of this research are employees of PT. X. The result of this (...) study shows that all of the variables have positive interaction between each other.  . (shrink)

This research uses structural equation modeling (SEM) to examine the direct and indirect relationships among caring climate, job satisfaction, organizational commitment, and job performance of 476 employees working in a Chinese insurance company. The SEM result showed that caring climate had a significant direct impact on job satisfaction, organizational command, and job performance. Caring climate also had a significant indirect impact on organizational commitment through the mediating role of job satisfaction, and on job performance through the mediating role of job (...) satisfaction and organizational commitment. In addition, job satisfaction had significant direct impact on organizational commitment, through which it also had a significant indirect impact on job performance. Finally, organizational commitment had a significant direct impact on job performance. (shrink)

Background: School meal programs are not only government initiatives but also community-driven efforts. Aiming to combat food insecurity among school-aged children effectively, these programs are executed in conjunction with food bank initiatives. Various community groups play a crucial role in the success of both food security initiatives. There is a need to improve community engagement to successfully link school meal programs with food banks to build program synergy, combating food insecurity through a two-sided approach. Aim: This study aims to examine (...) community engagement in school meals program by analyzing its purposeful focus on creating jobs and income-generating opportunities for different community groups, i.e., youths, women, and others. Methods: The Bayesian Mindsponge Framework, combining the reasoning strengths of Mindsponge theory and inference advantages of Bayesian analysis, was employed on a dataset of 126 government representatives who manage large-scale school meal programs in 126 different countries. Results: Findings showed that the school meals program’s purposeful focus on creating jobs and income-generating opportunities for women in the community was positively associated with community engagement, thereby supporting the linkage between the programs and food banks. In contrast, providing jobs and income-generating opportunities for youths and other community groups had an ambiguous association with community engagement in school meal programs. Conclusions: Findings underscore the importance of creating jobs and income-generating opportunities for women to improve community engagement in school meal programs. Formulating strategies that empower woman’s entrepreneurship may foster their involvement and engagement in school meal programs, promising to successfully link these programs with food bank initiatives among implementing countries. (shrink)

Job satisfaction is a core variable in the study and practice of organizational psychology because of its implications for desirable work outcomes. Knowledge of its antecedents is abundant and informative, but there are still psychological processes underlying job satisfaction that have not received complete attention. This is the case of employee emotion regulation. In this study, we argue that employees’ behaviors directed to manage their affective states participate in their level of job satisfaction and hypothesize that employee affect-improving and -worsening (...) emotion regulation behaviors increase and decrease, respectively, job satisfaction, through the experience of positive and negative affect. Using a diary study with a sample of professionals from diverse jobs and organizations, for the most part, the mediational hypotheses were supported by the results albeit a more complex relationship was found in the case of affect worsening emotion regulation. This study contributes to expanding the job satisfaction and emotion regulation literatures and informs practitioners in people management in organizations about another route to foster and sustain positive attitudes at work. (shrink)

Goldman (1967) proposed that a subject s knows p if and only if p is appropriately causally connected to s’s believing p. He later on abandoned this theory (Goldman, 1976). The main objection to the theory is that the causal connection required by Goldman is compatible with certain problematic forms of luck. In this paper we argue that Goldman’s causal theory of knowledge can overcome the luck problem if causation is understood along interventionist lines. We also show that the modified (...) theory leads to the correct results in contexts involving other prominent forms of epistemic luck and compare it with other accounts on the market. (shrink)

In recent years, the "science of science" has combined computational methods with novel data sources in order to understand the dynamics of research communities. As the name suggests, science of science is primarily focused on science and technology, with less attention to the humanities. However, many of the questions investigated by science of science are also relevant to academic philosophy: To what extent can the discipline be divided into subfields with different methods and topics? How are prestige and credit distributed (...) across the discipline? And how do these factors interact with other factors, such as gender, to shape job market outcomes? In this paper, we provide some empirically-informed answers to these questions by applying computational methods to job market data for Anglophone academic philosophy. We find, first, evidence that is consistent with the analytic-continental divide, but is also consistent with other, more complex ways of organizing academic philosophy into distinct intellectual traditions; second, a clear prestige hierarchy, dividing PhD programs into two distinct prestige categories; and third, evidence that gender, prestige, and country have notable effects on academic job market outcomes for recent philosophy PhDs. (shrink)

This study examines the impact of ethical climate types (professionalism, caring, rules, instrumental, efficiency, and independence) on various facets of job satisfaction (pay, promotions, co-workers, supervisors, and work itself) in a large non-profit organization. Professionalism was the most reported and efficiency was the least reported ethical climate type in the organization. Among various facets of job satisfaction, respondents were most satisfied with their work and least satisfied with their pay. None of the climate types significantly influenced satisfaction with pay. A (...) professional climate significantly influenced satisfaction with promotions, supervisors, and work. It also significantly influenced overall job satisfaction. Those respondents who believed that their organization had caring climate were more satisfied with their supervisors. An instrumental climate had a significant negative influence on overall job satisfaction and satisfaction with promotions, co-workers, and supervisors. Rules, efficiency, and independence climate types did not significantly affect any facets of job satisfaction. (shrink)

The creation account of Gen 1:1–2:3 is only one of several accounts featured in the Old Testament/hebrew Bible. The one account that most closely matches its cosmic orientation is the poetic description of creation given in Job 38–41. Nevertheless, both accounts are worlds apart regarding how they describe creation and what they find most important about creation. Their theological and literary differences make for a lively intertextual conversation, as entertained in the interpreter’s imagination. Let the dialogue begin.

Based on organizational justice theories and cognitive dissonance theories, the authors hypothesized that: (a) perceived top management support for ethical behaviors will be positively correlated with all facets of job satisfaction (supervision, pay, promotion, work, co-workers, and overall); and (b) the correlation will be highest with the facet of supervision. Empirical results (n = 77 middle level managers from two organizations in South India) supported only the second hypothesis. Implications for managing a global workforce are discussed.

Perhaps the most feared book of the Bible, Job generates more questions than answers. Yet for all its exegetical enigmas and conflicting perspectives, the book is about the painful journey of transformation— Job's, ours, and perhaps even God's.

Artificial intelligence is rapidly entering our daily lives in the form of driverless cars, automated online assistants and virtual reality experiences. In so doing, AI has already substituted human employment in areas that were previously thought to be uncomputerizable. Based on current trends, the technological displacement of labor is predicted to be significant in the future – if left unchecked this will lead to catastrophic societal unemployment levels. This paper presents a means to mitigate future technological unemployment through the introduction (...) of a Basic Income scheme, accompanied by reforms in school curricula and retraining programs. Our proposal argues that such a scheme can be funded by a special tax on those industries that make use of robotic labour; it includes a practical roadmap that would see a government take this proposal from the conceptual phase and implement it nationwide in the span of one decade. (shrink)

This study aims to investigate the relationship between job burnout and employee performance in the feed industry during the ASF outbreak. Further, the researchers employed a descriptive-correlational research design in order to analyze the acquired data and produce pertinent findings. Thus, the researchers gathered data from one hundred two (102) feed industry employees. The Maslach Burnout Inventory (MBI) and Individual Work Performance Questionnaire (IWPQ) were employed to ascertain the extent of job burnout experienced by the respondents and evaluate employee performance, (...) respectively. Based on the statistical analysis, there is a significant relationship between job burnout and employee performance. Moreover, the study's findings were thoroughly analyzed and discussed. (shrink)

A survey of middle level managers in India (n=150) showed that when respondents perceived that successful managers in their organization behaved unethically their levels of job satisfaction were reduced. Reduction in satisfaction with the facet of supervision was the most pronounced (than with pay or promotion or co-worker or work). Results are interpreted within the framework of cognitive dissonance theory. Implications for ethics training programs (behavioral and cognitive) as well as international management are discussed.

Job motivation remains an area of concern among researchers due to the rising issues of poor or lack of motivation among workers. This refers to one’s personal will or drives to perform a task at work. Meanwhile, job satisfaction refers to an employee’s sense of fulfillment with his or her work experience. Therefore, the current study utilized the descriptive- correlational research design to investigate the impact of job motivation on the job satisfaction of accountants. To gather essential data and achieve (...) the objectives of the study, Multidimensional Work Motivational Scale (MWMS) and Minnesota Satisfaction Questionnaire (MSQ) were administered to the target respondents. The collected data were then analyzed using a Multiple Regression Analysis; findings revealed that job motivation has a significant impact on the job satisfaction of accountants. Additionally, the results of this study were carefully evaluated and discussed, and recommendations were made to benefit the stakeholders of the study and contribute to the existing body of knowledge. (shrink)

This study examined whether it was possible to classify Australian public sector employees as either whistleblowers or non-reporting observers using personal and situational variables. The personal variables were demography (gender, public sector tenure, organisational tenure and age), work attitudes (job satisfaction, trust in management, whistleblowing propensity) and employee behaviour (organisational citizenship behaviour). The situational variables were perceived personal victimisation, fear of reprisals and perceived wrongdoing seriousness. These variables were used as predictors in a series of binary logistic regressions. It was (...) possible to identify whistleblowers on the basis of individual initiative, whistleblowing propensity (individual and organisational), fear of reprisals, perceived wrongdoing seriousness and perceived personal victimisation. It was concluded that whistleblowers are not markedly dissimilar to non-reporting observers. Based on the two most influential variables (perceived personal victimisation and perceived wrongdoing seriousness), the average Australian public sector whistleblower is most likely to be an ordinary employee making a good faith attempt to stop what they perceived to be a serious wrongdoing that was initially identified through personal victimisation. (shrink)

Comprehension of moral reasoning is important both for successful moral education and for Kohlbergian claims that moral reasoning development is cognitive in nature. Because a psychometrically appropriate moral comprehension instrument does not appear to exist, the Moral Comprehension Questionnaire (MCQ) was constructed in Study 1 and displayed some positive reliability and validity findings. Study 2 used this questionnaire to examine whether the increased Defining Issue Test (DIT) p scores shown by liberals is indicative of increased cognitive development. While liberals displayed (...) slightly greater moral comprehension than conservatives, moral comprehension and political orientation mostly appear to contribute independently to high p scores. Additionally, consistent with Kohlbergian theory, comprehension of Stage 5 moral reasoning is more challenging than comprehension of Stage 3 or 4 reasoning. Consequently, while p scores are somewhat cognitive developmental in nature, they also are independently predicted by political orientation. (shrink)

ETHICS ON THE JOB guides the reader through a step-by-step analysis to help them make good decisions in the face of ethical conflict. With the RESOLVEDD strategy, the authors have devised a powerful system for ethical decision-making in the workplace, which they teach students to implement through timely case studies and detailed analyses. Students develop a working grasp of important philosophical principles and their application in ethical conflicts, and learn to apply the RESOLVEDD strategy to ethical issues in their own (...) lives. A classic text in ethical decision-making, ETHICS ON THE JOB is widely used in business ethics classes and corporate training programs across the country. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version. (shrink)

Attitudinal- and stress theory are used to investigate the effect of ethical climate on job outcomes. Responses from 208 service employees who work for a country health department were used to test a structural model that examines the process through which ethical climate (EC) affects turnover intention (TI). This study shows that the EC–TI relationship is fully mediated by role stress (RC), interpersonal conflict (IC), emotional exhaustion (EE), trust in supervisor (TS), and job satisfaction (JS). Results show that EC reduces (...) (RS) and increases TS. Lower stress levels result in lower EE, higher JS, and lower TI. Also, supervisor trust (TS) reduces IC and EE. The structural model predicts 53.9% of the variance of TI. (shrink)

Leaders play a critical role in setting the tone for ethical climate in organizations. In recent years, there has been an increased skepticism about the role played by corporate executives in developing and implementing ethics in business practices. Sales and marketing practices of businesses, particularly in the pharmaceutical industry, have come under increased scrutiny. This study identifies a type of leadership style that can help firms develop an ethical climate. Responses from 333 salespeople working for a North American subsidiary of (...) an international pharmaceutical company were used to analyze the impact of instrumental leadership on ethical climate. We also examined the effect of ethical climate on effort, satisfaction with the supervisor, and job satisfaction. Managerial implications are provided. (shrink)

There is much in James I. Porter's recent critique of Kristeller 's ‘ Modern System of the Arts ’ that is true and enlightening. But something— some things —of great moment in the history of aesthetics and philosophy of art transpired in the age of the Enlightenment, as badly described, and, no doubt, in some ways as badly misdescribed, as they may have been by Kristeller in his account. And it would be a grave disservice to the history of philosophy (...) to reject the whole package rather than to try to salvage what can be salvaged or repaired. It is that salvage job that I attempt in the present article. (shrink)

In medieval writers an important distinction was drawn between two applications of the term ‘logica’: there was logica utens, the practice of thinking logically about this or that subject-matter, and there was logica docens, the construction of logical theory. Of course the English word ‘logic’ and its derivative ‘logical’ have a corresponding twofold meaning, and we ignore the distinction at the risk of serious confusion. ‘Logical thought’ may mean thinking that is being commended as orderly, consistent, and consequent, whatever its (...) subject-matter; or it may mean the thinking of logicians about logic, which alas has not always exhibited these virtues. Similarly for ‘teaching logic’: there is trying to get people, by precept and example, to be orderly, consistent, and consequent in their thinking, and there is the endeavour to train logicians for the next generation. In any respectable philosophy department there will be someone teaching logic in the first sense; in my own university there are very many first-year undergraduates who do a course called Reason and Argument with this aim. But we hold that the teacher of such logica utens must himself have a sufficient skill in logica docens if he is to do his job properly; and we undertake the further task of training people in logical theory so that some of them, who have sufficient native ability and motivation, may take up the torch from their teachers. (shrink)

The world of work has been severely affected by the COVID-19 pandemic due to the high instability observed in the labor market, bringing several new challenges for leaders and employees. The present study aims to analyze the role of organizational and job resources in predicting employees’ job insecurity during the first wave of the COVID-19 outbreak, through the mediating role of work engagement. A sample of 207 Portuguese employees participated, of which 64.7% were women. Data was collected using an online (...) survey, including self-report measures of organizational resources, job resources, job insecurity, and work engagement. Data showed that job and organizational resources negatively influenced job insecurity. Moreover, work engagement was a significant mediator of the relation between performance feedback and job insecurity. Findings suggest that investing in job and organizational resources can act as protective factors to minimize feelings of job insecurity. Likewise, leaders should foster work engagement among employees to help them balance the relation between these resources and job insecurity, especially in crisis situations. Overall, this study takes a new, underexplored perspective, theoretically bridging organizational and job resources with job insecurity and work engagement during a time of great uncertainty, such as the COVID-19 pandemic. (shrink)

IN this note I propose to make some general remarks concerning the analytical forays carried out into moral discourse by some leading figures in the modern ‘linguistic’ tradition. The philosophers I am going to speak of, may all be said to be attempting some sort of ‘descriptive’ analysis, but my thesis is that philosophers such as Toulmin and Baier are attempting something that is significantly different from what a philosopher such as Nowell-Smith is attempting. I will suggest, in the following (...) section, that the expression—‘the logic of moral discourse’—seems to be understood by these two groups of linguistic philosophers in two different ways and that one of these ways involves a more ambitious claim, than does the other, on behalf of the philosopher embarking upon a conceptual analysis of moral discourse. The manner in which, it seems to me, Toulmin and Baier understand this expression is the one that involves the more ambitious claim. In the final section of this paper I suggest that the more ambitious claim involves overloading the so-called Linguistic method to force it do a job that it seems at least not suited to perform. (shrink)

While leading through goals is usually associated with a task-oriented leadership style, the present work links goal setting to transformational leadership. A longitudinal field study was conducted to investigate the influence of transformational leadership on followers’ job satisfaction, organizational commitment, and proactive behavior via goal attributes. Findings indicate that transformational leaders influence the extent to which followers evaluate organizational goals as important and perceive them as attainable. Multiple mediation analysis revealed that these goal attributes transmit the effect of transformational leadership (...) on followers’ job attitudes and proactive behavior. However, goal importance and goal attainability seem to be of differential importance for the different outcomes. (shrink)

What should maximin egalitarians think about seniority privileges? We contrast a good-specific and an all-things-considered perspective. As to the former, inertia and erasing effects of a seniority-based allocation of benefits from employment are identified, allowing us to spot the categories of workers and job-seekers made involuntarily worse off by such a practice. What matters however is to find out whether abolishing seniority privileges will bring about a society in which the all-things-considered worst off people are better off than in the (...) seniority rule's presence. An assessment of the latter's cost-reduction potential is thus needed, enabling us to bridge a practice taking place within a firm with its impact on who the least well off members of society are likely to be. Three accounts of the profitability of seniority privileges are discussed: the “(firm specific) human capital”, the “deferred compensation” and the “knowledge transfer” ones. The respective relevance of “good-specific” and “all-things-considered” analysis is discussed. It turns out that under certain circumstances, a maximin egalitarian case for seniority privileges could be made. Senior: Do you know that they are planning layoffs? Of course, it is only fair that they lay-off the newcomers first! After all, I have been loyal to the company for many years. Junior: Did I choose to be a newcomer? Footnotes1 Many thanks to two anonymous referees, to P.-M. Boulanger, B. Cockx, C. Fabre, L. Jacquet, E. Lazear, I. Robeyns, G. Vallée, Y. Vanderborght, Ph. Van Parijs, V. Vansteenberghe and J. de Wispelaere for their help and critical comments. Earlier versions of this paper were presented in Louvain-la-Neuve, Ghent, Montevideo and London. I am very grateful to these audiences. Special thanks to G. Brennan for his extensive and extremely valuable comments on earlier drafts of this paper. The usual disclaimers apply. (shrink)

This practical and essential text, co-authored by an engineer and an ethicist, covers ethical dilemmas that any engineer might encounter on the job, emphasizing the responsibility of a practicing engineer to act in an ethical manner. To illustrate the complexities involved, the authors present characters who encounter situations that test the engineering code of ethics. The dialogue between the characters highlights different perspectives of each dilemma. As they proceed through the book, students see how the code of ethics can help (...) in decision making, as well as the implications of various decisions. The philosophical theory that supports the ethical situations encountered is presented as boxed material following each section. Important Notice: Media content referenced within the product description or the product text may not be available in the ebook version. (shrink)

A questionnaire on the attitudes towards the functions of research ethical committees was sent to members of selected research ethical committees in Wessex and some controls. Almost all respondents felt there was a need for ethical review of research projects; 42 per cent thought there was a need for some training before joining a committee; 67 per cent thought the system could be improved and 47 per cent thought that monitoring or follow-up procedures should be adopted. Ethical committees were thought (...) to be purely advisory, as opposed to mandatory, by 33 per cent, and 63 per cent thought they should restrict their review to ethical problems as opposed to scientific or design problems. Views about the function of non-medical members ranged from 'none at all' to 'very important'. Of the 10 controls who were asked whether they would become a member of an ethical committee if asked, seven said that on balance they would and the reasons stated varied from the view that it was a 'very important committee' to the feeling that it was 'a necessary but irksome job'. (shrink)

Novikov is one of Russia's leading logicians and the appearance of this fine textbook is a good indicator of increasing American interest in Soviet logic. The book contains some new material, including a new independence proof of the rule of complete induction from the remaining axioms of first-order arithmetic. The first third of this work consists in chapters on propositional algebra and the propositional calculus. The first-order predicate calculus comes next under discussion: here a number of important classical results—Gödel's incompleteness (...) theorem, the Compactness theorem, Skolem-Löwenheim theorem—are proved rigorously. The author throughout the book leans fairly heavily on model-theoretic techniques, hence knowledge of some algebra, especially elementary field theory, will be useful. The last two chapters are concerned with first order arithmetic and the elements of proof theory. The only shortcoming is the lack of a bibliography and related scholarly apparatus; the student using this text may have difficulty locating material in other publications relevant to that in the book without outside assistance. The translation is very smooth and clear. Altogether, a first-class job.—P. J. M. (shrink)

This is a textbook in symbolic logic comprising sentential and quantificational theory only. The logic of the propositional calculus is developed in a natural-deduction form reminiscent of Fitch's technique; therefore, most of the theorems take the form of metamathematical assertions and possess corresponding meta-proofs. The classical propositional calculus SCc is then formulated in the Hilbert-style axiomatic way which naturally leads to consistency, completeness, and decidability theorems for the system. The theory of quantifiers is also first set up in natural deduction (...) form, and then reformulated classically. Leblanc spends considerable time in a careful treatment of satisfiability and validity in first-order logic, this leading naturally to the Löweheim-Skolem [[sic]] theorem and related completeness results. There is an appendix containing some relevant results from set theory. In general this is a most thorough and neat job which succeeds admirably in giving in semantical form a rigorous introduction to logic.—P. J. M. (shrink)

Within the cognitive sciences, most researchers assume that it is the job of linguists to investigate how language is represented, and that they do so largely by building theories based on explicit judgments about patterns of acceptability – whereas it is the task of psychologists to determine how language is processed, and that in doing so, they do not typically question the linguists' representational assumptions. We challenge this division of labor by arguing that structural priming provides an implicit method of (...) investigating linguistic representations that should end the current reliance on acceptability judgments. Moreover, structural priming has now reached sufficient methodological maturity to provide substantial evidence about such representations. We argue that evidence from speakers' tendency to repeat their own and others' structural choices supports a linguistic architecture involving a single shallow level of syntax connected to a semantic level containing information about quantification, thematic relations, and information structure, as well as to a phonological level. Many of the linguistic distinctions often used to support complex (or multilevel) syntactic structure are instead captured by semantics; however, the syntactic level includes some specification of “missing” elements that are not realized at the phonological level. We also show that structural priming provides evidence about the consistency of representations across languages and about language development. In sum, we propose that structural priming provides a new basis for understanding the nature of language. (shrink)

The issues treated in this book derive a certain degree of unification from their relation to the general theme of the completeness of scientific theories. Unfortunately, when a philosopher addresses himself to the question of the completeness of an empirical theory, it is far from clear at the outset just what the problem is. Schlegel, to be sure, explicates three different notions of completeness which may be relevant here: the logical, physical, and pragmatic aspects. By the first, Schlegel means the (...) usual set of issues having to do with the deductive and semantic structure of formal theories, the second refers to "the problems that are to be answered in terms of what is discovered by science about the natural world," and the third refers to "the factors in the completeness of science that seem to be chiefly dependent on the interests of scientists." As these formulations suggest, the level of logical and philosophical rigor is hardly commensurate with the kind of investigation one would expect. An early chapter deals with an epistemology of physics in which a class of entities called "constructs" plays the central role. Unfortunately, it is never clear whether constructs denote objects, properties, facts, sentences, or something else. On the other hand, the materials in this chapter are largely irrelevant to the subsequent discussion. Schlegel does an admirable job of scientific exegesis on the present state of quantum physics and cosmology. With regard to the former, he is an advocate of the "Copenhagen view," and he argues that a sort of natural limit of description and explanation has been reached. As to cosmology, Schlegel looks forward to a narrowing of the range of alternate theories as more data become available. In the chapter on purely formal questions a number of oversights seem to have been committed. The exposition of Gödel's incompleteness theorem is inaccurate in that it is not shown that provability can be defined intra-systematically. Schlegel's discussion of how the theorem might apply to scientific theories is suggestive, but also confusing. The chapter on infinity treats the continuum hypothesis as a proven fact, thus ignoring the very important questions raised by the work of Paul Cohen and others. Finally, and most distressingly, the Hebrew letter aleph is printed upside down at all of its occurrences.--H. P. K. (shrink)

This is undoubtedly one of the most well-conceived and nicely executed introductory books on special relativity ever written. The authors take the view that relativity theory is no longer an advanced and esoteric branch of physics, but ought to be part of the basic intellectual equipment of any bright college student. To this end, the theory of special relativity is presented as a complete and unified set of concepts and not merely as a kind of gloss on classical Newtonian mechanics. (...) This is accomplished in a manner which captures the flavor and excitement of theoretical physics and makes it available to persons of modest mathematical means, and at the same time avoids the overpopularizing and lack of rigor which so often afflict works of this kind. The text is accompanied by numerous non-trivial problems, many with solutions, and a large number of helpful drawings. There is also a reasonable amount of discussion of matters of philosophic interest, and of the most recent experimental inquiries, including a section on the significance of the Mössbauer effect. Altogether, a first-rate job.—H. P. K. (shrink)

Employee attitudes to change are key predictors of organizational change success. In this article, change engagement is defined as the extent to which employees are enthusiastic about change, and willing to actively involve themselves in ongoing organizational change. A model is tested showing how change-related organizational resources influence change engagement, in part through their influence on change-related job resources. Confirmatory Factor Analysis and Structural Equations Modeling results yielded good fit to the data in two independent samples: 225 Australian working professionals, (...) and 201 employees from a Prolific sample. As proposed, change-related organizational resources were positively associated with higher order change-related job resources. Change-related job resources were positively associated with change engagement. In contrast to expectations, organizational resources were not directly associated with change engagement. Instead, change-related job resources fully mediated the relationship. Overall, the study provides empirical support for new measures of organizational change resources and employee change engagement. By drawing from well-established models in the change and engagement literatures, the study provides a promising research direction for those interested in further understanding positive employee attitudes to organizational change. Practical implications and future research opportunities are discussed. (shrink)