First-year university students have multiple motives for studying and these motives may interact. Yet, past research has primarily focused on a variable-centered, dimensional approach missing out on the possibility to study the joint effect of multiple motives that students may have. Examining the interplay between motives is key to better explain student differences in study success and wellbeing, and to understand different effects that interventions can have in terms of wellbeing and study success. We therefore applied a student-centered, multidimensional approach (...) in which we explored motivational profiles of first-year university students by combining three dimensions of motives for studying which have been shown to be differently related to academic functioning. Using cluster analysis in two independent, consecutive university student cohorts, we identified four meaningful profiles and coined them motivational mindsets. We validated the four mindset profiles not only within each student sample but also found almost identical profiles between the student samples. The motivational mindset profiles were labeled: high-impact mindset, low-impact mindset, social-impact mindset, and self-impact mindset. In addition to validating the paradigm, we developed a mindset classification tool to further use these mindsets in practice and in future research. (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)

This study addresses the issue of artifact kinds from a psychological and cognitive perspective. The primary interest of the investigation lies in understanding how artifacts are categorized and what are the properties people rely on for their identification. According to a classical philosophical definition artifacts form an autonomous class of instances including all and only those objects that do not exist in nature, but are artificial, in the sense that they are made by an artĭfex. This definition suggests that artifacts (...) are classified primarily on the basis of the recognition of their artificial nature. Nevertheless, many psychological and cognitive studies maintain that artifacts are categorized mainly on the basis of the recognition of the function they have been made to accomplish. Since tools are also categorized primarily on the basis of their function, this would imply that artifacts and tools are represented in the same way. In the study participants categorized a set of objects (denoted by words) once as tools and once as artifacts. Results show that reaction times (RTs) are faster in the artifact categorization condition than in the tool categorization condition. This pattern indicates that artifacts and tools are not represented in the same way and that the identification of the members of each class is carried out in the basis of different criteria. (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)

A review of extent business ethics research uncovered well over 200 published articles that investigated the role of job functions within a business organization as an explanatory factor of ethical or unethical behavior. While an important body of work, ethical breaches are often found to cut across job functions and involve multiple disciplines embedded in a business organization. This research seeks to explore a crossfunctional explanation for ethical reasoning by using an instrument new to business ethics research, the Wason selection (...) task, but well-grounded and validated in cognitive research and evolutionary psychology, to assess an individual's ability to detect rule-based social contract violations. A sample of 276 full-time business practitioners, enrolled in part-time M.B.A. programs, from the accounting, finance, information technology, marketing, supply chain, and human resource management job functions were compared on their ability to detect rule violators across a series of production scenarios in the Wason selection task. Rates of cheater detection were calculated to determine if substantive differences existed across job functions. This was followed by a series of pairwise comparisons of percentages of cheater detection across the job functions using z-tests for assessing statistical significance. The data analysis showed differences in cheater detection, with most of the variance due to the marketing job function group. Insights from this study for scholars, educators, and practitioners in the business ethics field are discussed. (shrink)

Many previous studies have documented the detrimental effects of social loafing on others (_inter_personal impacts) at the between-person level. However, social loafing may carry underappreciated _intra_personal functional effects at the within-person level. Our research develops a novel theoretical framework to investigate _when_ and _how_ engaging in social loafing enhances one’s job performance. Drawing on the effort-recovery model and moral cleansing theory, we propose that social loafing may improve subsequent job performance by enhancing recovery and guilt. Specifically, we argue that among (...) employees who experience higher job demands or have higher moral identity, social loafing in the morning enhances their job performance in the afternoon by facilitating recovery or guilt in the morning. Two-wave daily data collected across ten consecutive workdays using the experience sampling method (ESM) supports this model. We discuss how this research identifies a functional basis for social loafing and provides implications for research and practice. (shrink)

A path space integral approach to modelling the job description of the cerebellum is proposed. This new approach incorporates the equation into a kind of generalized Huygens's wave equation. The resulting exponential functional integral provides a mathematical expression of the inhibitory function by which the cerebellum the intended control signal from the background of neuronal excitation.

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.

In Steve Jobs and Philosophy, sixteen philosophers take a close look at the inspiring yet often baffling world of Steve Jobs. What can we learn about business ethics from the example of Jobs? What are the major virtues of a creative innovator? How could Jobs successfully defy and challenge conventional business practices? How did Jobs combine values and attitudes previously believed to be unmixable? What does it really mean to “think different”? Can entrepreneurs be made or are they just born? (...) If Jobs didn’t make any major inventions, just what was his contribution? How is Jobs’s life illuminated by Buddhism? How does a counter-culture transform mainstream culture? What does Jobs teach us about the notions of simplicity and functionality in design? How do Jobs’s achievements alter the way we think about technology in relation to human life? (shrink)

Even if religiosity has long been introduced as the major cause for backwardness by anti-religion philosophers, the divine religion has been an important source of value for individuals and society, encouraging them to shape economic and sociocultural outcomes. In this manner, religiosity and religious capital (RC) are the stimuli for society-wide development. Against this background, religion can have positive implications for enriching individual and social economy. Assigning tasks, providing guidance on productivity and more effort, living a purposeful life, establishing effective (...) socio-economic institutions and assessing functional behaviours in organisational settings are accordingly among the ways in which RC induces economic behaviours. On the other hand, job engagement (JE) has been one of the relatively common concepts within the novel approaches to human resource management. Considering employment and the promotion of standard Islamic culture, how religion and JE are associated is thus of utmost importance. Hence, this study aimed to investigate the effect of RC on JE among 2500 Malaysian Muslim nurses working in Kuala Lumpur and Penang hospitals during the coronavirus disease 2019 (COVID-19) pandemic in 2021, as the statistical population selected via random sampling. A standardised questionnaire was also administered as the data collection tool, whose validity and reliability were confirmed. The SPSS and LISREL software packages were further utilised to analyse the data. The study results revealed that RC had a significant positive effect on nurses’ JE in the course of COVID-19 (p = 0.83, t = 11.94).Contribution: The research findings suggest that reinforcing RC in Islamic societies, such as Malaysia, even during the COVID-19 pandemic, affects nurses’ sense of hope, faith and beliefs regarding their capabilities to achieve career success. (shrink)

Intensified job demands originate in the general accelerated pace of society and ever-changing working conditions, which subject workers to increasing workloads and deadlines, constant planning and decision-making about one’s job and career, and the continual learning of new professional knowledge and skills. This study investigated how individual characteristics, namely negative and positive affectivity related to competence demands, and multitasking preference moderate the association between IJDs and cognitive stress symptoms among media workers. The results show that although IJDs were associated with (...) higher cognitive stress symptoms at work, that is, difficulties in concentration, thinking clearly, decision-making, and memory, competence demands-related negative affectivity explained the most variance in cognitive stress symptoms. In addition, IJDs were more strongly associated with cognitive stress symptoms at work in individuals with high competence demand-related negative affectivity, and low multitasking preference. Altogether, the present findings suggest that HR practices or workplace interventions to ease employees’ negative affectivity from increasing competence demands at work could usefully support employees’ effective cognitive functioning when confronted with IJDs. (shrink)

ABSTRACT This article addresses shortcomings in the way that philosophers and cultural critics have considered propaganda by offering a new genealogical account. Looking at figures such as Marx, Adorno, Marcuse, Habermas, Bourdieu, and Stanley, this article finds that their consideration of propaganda has not necessarily been wrong but has missed some of the most significant and important functions of propaganda. This text draws on archival and published materials from propagandists, most notably Edward Bernays, to elaborate a new governmentality of propaganda (...) and public relations. Through focusing on the concept of public opinion, I argue that propaganda is best thought of as an apparatus whose function it is to construct, modify, counter, and destroy relations of force within public opinion in order to produce the subjectivities and conduct that propagandists and their clients desire. (shrink)

This chapter concerns the ethics and metaphysics of occupations, such as teacher, waiter, and priest. It argues that teacher is a functional kind, but teachers are not functional objects. If you are a practising teacher, it is likely that you perform a function and serve a purpose, that of imparting knowledge and cultivating minds and skills. This is what teachers, generically, are for, and it is what your school is for. But it is not what you are for. Easily (...) confused senses of ‘job’ are distinguished: occupation, position, requirement, and function. The chapter explains that the requirements of your position and occupation do not entail ability, reasons, or fault (if not complied with), and that if you are not as your position and occupation require, you are not as you ought to be, but it does not follow that there is anything wrong with you. The chapter includes some metaphysical speculation about positions, and examines some sources of, and remedies for, workplace alienation and anxiety. (shrink)

Grounding on person–job fit theory, we examined perceived overqualification relation with counterproductive work behavior by identifying job boredom as a mediator and job crafting as a moderator. Hierarchical linear regression and Hayes’ PROCESS macro-method were used to assess hypotheses in a three-wave survey of 317 textile sector employees. The findings show that perceived overqualification is positively related with CWBs. This study further examined the mediating function of job boredom and the moderating impact of job crafting in the association between (...) perceived overqualification and CWB. The findings suggest that job crafting moderates the positive relation between perceived overqualification and job boredom and the indirect connection between perceived overqualification and CWB via job boredom. The model was tested using 3-wave data; however, since the data were attained from a single source, questions of common method bias cannot be ruled out. Managers should look for changes in employee attitudes and promptly modify employees’ positions when they indicate that they have more experience, abilities, and talents required for their roles in their organizations. (shrink)

Job involvement as an attitude is an important variable that helps in maximizing organizational effectiveness. The higher the degree of job involvement of the members of an organization, the greater its effectiveness. In order to improve the degree of job involvement, one must have a realistic view of what determines it. Among the various views on job involvement, the most realistic one would be that it is a function of personality and organizational climate. Therefore, an attempt is made to (...) study on the relationship of personality, organizational climate and job involvement. To identify the personality types, an inventory is developed based on the Indian theory of psychological forces—the guna dynamics. Based on the analysis of the data collected, the concluding observation of the study is: ‘the less tamasic a person, the more will he be involved in his job’. (shrink)

Structural representations are increasingly popular in philosophy of cognitive science. A key virtue they seemingly boast is that of meeting Ramsey's job description challenge. For this reason, structural representations appear tailored to play a clear representational role within cognitive architectures. Here, however, I claim that structural representations do not meet the job description challenge. This is because even our most demanding account of their functional profile is satisfied by at least some receptors, which paradigmatically fail the job description challenge. Hence, (...) the functional profile typically associated with structural representations does not identify representational posits. After a brief introduction, I present, in the second section of the paper, the job description challenge. I clarify why receptors fail to meet it and highlight why, as a result, they should not be considered representations. In the third section I introduce what I take to be the most demanding account of structural representations at our disposal, namely Gładziejewski's account. Provided the necessary background, I turn from exposition to criticism. In the first half of the fourth section, I equate the functional profile of structural representations and receptors. To do so, I show that some receptors boast, as a matter of fact, all the functional features associated with structural representations. Since receptors function merely as causal mediators, I conclude structural representations are mere causal mediators too. In the second half of the fourth section I make this conclusion intuitive with a toy example. I then conclude the paper, anticipating some objections my argument invites. (shrink)

As implied by executive job demands theory, intensified job demands of a firm’s top executives limit their cognitive capacity and centralize the locus of decision-making, which may undermine corporate sustainability performance. The current study tests this effect, along with the impact of two contextual factors, to reveal that the negative influence of executive job demands is weaker if firms feature greater functional diversity and average tenure in their top management teams. In an extension of upper echelon theory, this study also (...) outlines the influence of task challenges that confront strategic leaders on corporate sustainability performance. (shrink)

Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning. Proactively shaping the job domain has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance (...) well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world. Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods. The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life. (shrink)

The aim of this study was to examine whether the relationship between the ratio of job-related positive to negative emotions and job burnout is best described as linear or curvilinear. Participants were 89 police officers and 86 firefighters. The positivity ratio was evaluated using the Job-related Affective Wellbeing Scale. Exhaustion and disengagement, two components of job burnout, were measured using the Oldenburg Burnout Inventory. The results of regression analysis revealed that curvilinear relationships between the positivity ratio and two components of (...) job burnout appeared to better fit the data than linear relationships. The relationship between the positivity ratio and exhaustion was curvilinear with a curve point at around 2.1. A similar curvilinear relationship, but with a lower curve point, i.e., around 1.8, was observed for disengagement. It seems that beyond certain values there may be hidden costs of maintaining positive emotions at work. Also, the unequal curve points for subscales suggest that different dimensions of work-related functioning are variously prone to such costs. (shrink)

The present study aims to connect more the I/O and the decision-making psychological domains, by showing how some common components across jobs interfere with decision-making and affecting performance. Two distinct constructs that can contribute to positive workplace performance have been considered: decision-making competency (DMCy) and decision environment management (DEM). Both factors are presumed to involve self-regulatory mechanisms connected to decision processes by influencing performance in relation to work environment conditions. In the framework of the job demands-resources (JD-R) model, the present (...) study tested how such components as job demands, job resources and exhaustion can moderate decision-making processes and performance, where high resources are advantageous for decision-making processes and performance at work, while the same effect happens with low job demands and/or low exhaustion. In line with the formulated hypotheses, results confirm the relations between both the decision-making skills, performance (i.e. in-role and extra-role) and moderators considered. In particular, employees with low levels of DMCy show to be more sensitive to job demands toward in-role performance, whereas high DEM levels increase the sensitivity of employees toward job resources and exhaustion in relation to extra-role performance. These findings indicate that decision-making processes, as well as work environment conditions, are jointly related to employee functioning. (shrink)

When people seek to overcome discrimination in employment they often appeal to the principle that ‘one should be hired on the basis of qualifications alone’. But do we know what the principle means? And would applying it solve the problems of discrimination in employment? We may take the claim to mean that certain aspects of a person such as her race, religion and attractiveness that are thought to be irrelevant to almost all jobs should not be considered in employment decisions. (...) But in this we would be mistaken. This paper argues that the concept of ‘qualification’, far from being purely descriptive, is morally loaded and a function of an employer’s choices and purposes. As a result, appealing to the principle alone cannot prevent discrimination for issues of discrimination in employment are embedded in the ethical issues of ownership, management and the social responsibilities of a business. (shrink)

This article investigates the contribution made by indigenous employees to the work of the Hong Kong Observatory from its inception and into the early twentieth century. As has so often been the case in Western histories of science, the significance of indigenous workers and of women in the Hong Kong Observatory has been obscured by the stories of the government officials and observatory director(s). Yet without the employees, the service could not have functioned or grown. While the glimpses of their (...) work and lives are fleeting, often only revealed in minor archival references, this article seeks to interrogate these sources to make these workers’ lives visible and to offer an examination of everyday working relationships at this place and point in time. It focuses on three areas. First, an exploration of who these workers were, and the role they played at the observatory. Second, an investigation of their contribution to the nascent science of meteorology. Third, an examination of available evidence – levels of high staff turnover, complaints, instances of foot dragging, or working to rule, as well as the tenacity to continue for years under difficult working conditions – to demonstrate the ability of workers to reject or to negotiate with colonial/patriarchal authority. In profiling their stories, this article will add to the literature examining the lives of scientific workers and their contributions to science, the everyday cultural and social contexts of colonial meteorology, and the role of ordinary men and women in producing meteorological knowledge at this time. (shrink)

This study presented the policy of functional integration of the product planning team as a strategy for the development of the pharmaceutical industry in Palestine. The study population consists of all the workers in companies operating in the field of medicine in Palestine, which are (5) companies producing in the West Bank only for pharmaceuticals used by these companies, which are (296) employees, and was used a simple random sample to choose the sample and size (87) employees of the study (...) population, and to achieve the objectives of the study (87) questionnaires were distributed. The descriptive analytical method was used, and SPSS was used to answer and discuss the study's questions. The results showed that there is a significant relationship between the effectiveness of the policy of product development and the competitiveness of pharmaceutical companies in Palestine (West Bank), where the policy of product development efficiency accounts for 56.6% of the total change in the competitiveness of companies. The product quality component was most influential at all levels of product development effectiveness policy, followed by product identification, product cost reduction, packaging and product deletion. The weakest areas of strategic direction in pharmaceutical companies in Palestine (West Bank) are 67%. The weakest aspects of job integration are: non-regular meetings of representatives of different positions to participate in any project related to product development, to achieve spatial convergence of members of the product planning policy team in offices, laboratories and workplaces. (shrink)

This study probed a crucial assumption underlying much of the ethics theory and research: do managers perceive ethical behavior to be an important personal job requirement? A large sample of managers from a cross-section of industries and job functions indicated that, compared to other job duties, certain ethical behaviors were moderate to somewhat major parts of their jobs. Some noteworthy differences by industry, organization size, tenure and job function were also found. These findings underscore the importance of ethics for (...) business education. They also have implications for manager selection, training, and development by organizations. (shrink)

Job seekers find themselves increasingly duped and misled by fraudulent job advertisements, posing a threat to their privacy, security and well-being. There is a clear need for solutions that can protect innocent job seekers. Existing approaches to detecting fraudulent jobs do not scale well, function like a black-box, and lack interpretability, which is essential to guide applicants’ decision-making. Moreover, commonly used lexical features may be insufficient as the representation does not capture contextual semantics of the underlying document. Hence, this (...) paper explores to what extent different categorizations of fraudulent jobs can be classified. In addition, this paper seeks to find what type of features are most relevant in classifying the type of fraudulent job. In this paper, we develop and validate a machine learning system for identifying identity theft, corporate identity theft and multi-level marketing amongst fraudulent job advertisements. We utilized four classes of features: empirical rule set-based features, bag-of-word models, most recent state-of-the-art word embeddings and transformer models for various machine learning classifiers. The machine learning models were validated by evaluating them on a publicly available job description dataset. Our results indicate that the word embeddings and transformer-based features consistently outperformed the handcrafted rule-set based features class. Ultimately, a Gradient Boosting classifier with a combination of empirical rule-set based features, parts-of-speech tags and bag-of-words vectors achieved the best performance with an F1-score of 0.88. (shrink)

Compared with other biblical books that are named after its main protagonist, Job mentions many (at least 72) body parts. Yet hair is explicitly referred to only once, even when it plays a relatively significant role in other books in the Hebrew Bible. This virtual absence of hair in the book can at first glance be explained by the shaving of Job's 'head' as early as 1:20, using a different verb, •••, from the one in Leviticus 13:33 and 14:8.9, •–•, (...) where the context is that of —’—’–’—, wrongly translated as 'leprosy', but probably referring to the same skin problem from which Job is suffering. This connection to the skin is important, because the two body parts seem to be almost mutually exclusive, as also suggested by 1:21 immediately after the aforementioned shaving, where Job considers himself to be essentially –’—’– [naked]. This means that hair has, amongst other functions, also a clothing-like role in the book of Job. Three questions will hence be explored: how 'absence' is to be psychoanalytically interpreted and more specifically, what consequences all of this has on the virtual absence of hair in the Book of Job and, finally, what relevance this absence has for the South African context. CONTRIBUTION: Applying a psychoanalytical perspective to both the body and to absence, the biblical text is contextualised on a broader horizon than what the purely historical-critical approach can render. The additional African context widens the relevance of the ancient book even further. (shrink)

The COVID-19 epidemic in the early 2020s is making a big difference for educators around the world. For the past 2 years, the curriculum and working patterns have been overturned in response to this epidemic, which has brought unprecedented challenges and physical and mental stress to preschool teachers. This situation can have a drastic impact on the acquisition of job well-being for preschool teachers. During this special time, the leader’s management style will also influence the psychological feelings of the organization’s (...) staff. For example, empowering leadership is an important management function that empowers subordinates, emphasizes the meaning of work, promotes participation in decision-making, and expresses confidence. Therefore, in the current COVID-19 pandemic context, it is worthwhile to explore the topic of empowering leadership to ensure preschool teachers’ well-being, by balancing work demands and work resources in a way that facilitates a sense of organizational support and reduces job stress, while relatively fewer studies have been conducted on the relationship between preschool teachers’ job well-being in the context of the COVID-19 pandemic. Based on this, this study proposed a research model from the theoretical perspective of the Job Demands-Resources Model to explore the influence of empowering leadership, sense of organizational support, and job stress on preschool teachers’ job well-being in the context of the COVID-19 pandemic. To achieve the purpose of this study, a convenience sampling method was used to invite 500 preschool teachers in China to complete a questionnaire survey, and after removing invalid samples and data with incomplete answers, reliability and validity analyses and model fit tests were conducted, followed by a structural equation modeling method for path analysis. The results of the study showed that in the kindergarten work context, empowering leadership showed a significant negative effect on job stress, but a significant positive effect on job well-being and a significant positive effect on sense of organizational support. Sense of organizational support had a significant negative effect on job stress but a significant positive effect on preschool teachers’ job well-being. Preschool teachers’ job stress and job well-being showed a significant negative effect. The contribution of this study was to explore the relationship between understanding leadership empowerment and preschool teachers’ job well-being in the context of the COVID-19 pandemic based on the Job Demands-Resources Model, which will facilitate educational organizational contexts to empower preschool teachers to work harder to reduce their job stress as well as enhance their sense of organizational support and promote the acquisition of job well-being. (shrink)

The main purpose of this study was to map school leaders? perceptions concerning the cooperation of the leadership team, the distribution of leadership functions and participative decision?making, and to asses their relative weight in terms of predicting school leaders? job satisfaction. Also, the effect of demographical and structural school variables (i.e. seniority, job experience, school size, size of the leadership team, school type) on school leaders? job satisfaction was examined. A sample of 130 school leaders of 46 large secondary schools (...) completed a self?report questionnaire. The study results indicated that school leaders are highly satisfied with their job. Multiple regression analysis revealed that job satisfaction was significantly related to the cooperation of the leadership team and the school type. The amount of formal distribution of leadership functions and participative decision?making of teachers in the school policy did not have a significant influence on school leaders? job satisfaction. (shrink)

David Hull’s book (1988) provides an evolutionary account of the development of science which pays attention to both the social and conceptual aspects of that process. Unlike most philosophers who only invoke Darwinian metaphors in a casual way, Hull takes the analogy between the biological evolution of species and the growth of scientific knowledge quite seriously and by providing abstract definitions of terms such as replicator, interactor and lineage, he makes it possible for us to see clearly the structural similarities (...) between the two historical processes.Other symposiasts will comment on how tight that analogy really is. I must remark in passing that I have never understood the intense interest which evolutionary epistemologists take in this comparison. Surely our major job is to understand how science works, perhaps by using evolutionary theory as a fallible heuristic, but nothing seems to hinge on the extent of the formal analogy. (shrink)

Success in job interviews depends largely on the interviewers' favourable opinion of the candidates' presentation, and how well candidates have managed to build solidarity with their interviewers. This article explores the ways in which candidates shape their talk to interact interpersonally with their interviewers, so as to construct affiliation and solidarity. Drawing on Systemic Functional Linguistics Appraisal theory, in particular its system of Attitude, this article examines a set of authentic job interviews in French, or French and English. The interview (...) analyses are complemented by the candidates' comments on the impressions they had tried to convey and the interviewers' comments about their impressions of the candidates. The analysis identifies two strategies whereby candidates may construct affiliation and solidarity with their interviewers: expressing their enthusiasm for and interest in their work and profession, and demonstrating their professional ability. It also highlights the damaging effect of expressing negative feelings and opinions. (shrink)

Medical technology, specialization, and the corporatization of health delivery systems in the late twentieth century have all helped give birth to an unwelcome but unavoidable responsibility for individuals with family or friends—serving as a health care proxy. The responsibility comes without monetary compensation, is often involuntary, and lacks any real guidelines beyond the duty to make life-and-death decisions in circumstances over which the proxy has little control.The parameters of the proxy's job have evolved somewhat awkwardly in statutes and case law, (...) as lawmakers and judges have tried to apply conventional concepts to novel circumstances. This article examines the legal and functional status of the proxy, as well as the strengths and weaknesses of current public policy as reflected by state advance directive and surrogate decision-making laws. The first section of the article provides a historical perspective of our current notions of agency law as relevant to health care proxies. (shrink)

Medical technology, specialization, and the corporatization of health delivery systems in the late twentieth century have all helped give birth to an unwelcome but unavoidable responsibility for individuals with family or friends—serving as a health care proxy. The responsibility comes without monetary compensation, is often involuntary, and lacks any real guidelines beyond the duty to make life-and-death decisions in circumstances over which the proxy has little control.The parameters of the proxy's job have evolved somewhat awkwardly in statutes and case law, (...) as lawmakers and judges have tried to apply conventional concepts to novel circumstances. This article examines the legal and functional status of the proxy, as well as the strengths and weaknesses of current public policy as reflected by state advance directive and surrogate decision-making laws. The first section of the article provides a historical perspective of our current notions of agency law as relevant to health care proxies. (shrink)

Positive psychology has received increasing attention in the field of education. Therefore, it would be of utmost importance to analyze the relationship between the constructs falling under the category of positive psychology and other constructs to pave the way for both educational authorities and teachers themselves. Reviewing the previous studies, it turned out that there have been no studies to discuss the interplay between teachers’ psychological capital and their job commitment and academic optimism particularly in the context of China. To (...) fill this gap, the current study set out to inspect the function of Chinese English as a Foreign language teachers’ psychological capital in promoting their job commitment and academic optimism. To accomplish this, 316 Chinese teachers were asked to complete “Psychological Capital Scale,” “Job Commitment Scale,” and “Academic Optimism Scale.” The results of regression analyses revealed that Chinese EFL teachers’ psychological capital can strongly predict their job commitment and academic optimism. The conclusion and implications of the results are finally discussed and it is mentioned that both educational authorities and teachers can benefit from this study and make the experience of teaching much more productive. (shrink)

Due to the COVID-19 pandemic having radically changed the way we now work, many recent studies have focused on employees’ experiences and well-being, their performance and job satisfaction, and ways to ensure the best support for them when working from home. However, less attention has been given to managers’ experiences in adapting to the new role of distance management and supporting them with this transition. This study aims to explore how managers experienced distance management, and the perceived organizational support, and (...) the effect of organizational support has on their JSA during the first year of the COVID-19 pandemic. Data from 1,016 line, middle and top managers in Danish workplaces were collected in March 2021, 1 year after the start of the COVID-19 pandemic. We applied descriptive statistics, ANOVA, and partial least square structural equation modeling to investigate the relation of perceived organizational support and the JSA of distance managers. Control variables were the respondents’ demographic characteristics, specifically gender, age, and management level. The study offers insights into the managerial experiences of becoming a distance manager, helps to understand the relationship between POS and managers’ JSA, and shows a positive relationship similarly for the managers as for employees. The study shows that most managers found their work as distance managers more demanding and worked more hours. The data demonstrate that managers received the most support from their own employees and manager peers, whereas administrative support was largely lacking. The data also show that the majority of the managers prefer to manage from the office, but similarly, they can continue managing from a distance if needed post-pandemic. The study adds to the literature on workplaces’ transitioning to distance management and hybrid work and contributes to understanding the role of POS and managers’ JSA during this transition. Consequently, if an organization aims to offer hybrid work, improving support from top management and in-house support functions would help maintain or increase managers’ JSA. (shrink)

Previous studies showed inconsistent results on the association between searching for calling and its psychosocial functioning outcomes. The link of searching for calling to its psychosocial functioning outcomes may be influenced by the presence of calling because the search for and presence of calling can co-exist within individuals. Thus, the present study employed a person-centered method to identify subgroups combining the search for and presence of a calling and then explore the identified profiles' differences in work meaning and job satisfaction. (...) Study participants were Chinese kindergarten teachers. Latent profile analysis revealed four different groups: actively maintaining calling, unsustainable calling, moderately increasing calling, and actively increasing calling. Subsequent analyses showed notable differences across the four groups on work meaning and job satisfaction. Participants in profile 1 with both the highest searching for and presence of calling would experience more work meaning and job satisfaction than those in the other profiles whose strengths of searching for and presence of calling were relatively low. Participants in profile 4 had higher searching for and presence of calling than those in profile 3, and they experienced more meaningfulness at work and were more satisfied with their job. These findings indicate that actively searching for calling is closely associated with more work meaning and job satisfaction among people who already perceive intensive calling. Implications, limitations, and future directions of the results are discussed. (shrink)

During Abbasid Dynasty, Shurta Institution (Police) was one of the disciplinary and security systems whose duty was establishing order and security as well as fighting against the corrupt people and criminals i.e. Ayyaran. During the third period of Abbasid dynasty, which is known as Buyids era, the institution of Shurta experienced a number of changes in comparison with the first Abbasids periods, some of which were. the direct interference of the governors of buyids in appointing Sahib Al-Shurta (Shurta administrator), paying (...) the guaranty fee of this job to the treasury of Buyids in order to accept those jobs by those who were appointed to do so, and also political considerations in appointing Sahib Al-Shurta. In addition, at the end of the dominance of Buyids on caliphate of Abbasids and the beginning of their decline, another period of caliph’s interference was observed in appointing the administrators of the Shurta of Baghdad. This paper is aims at to study and analyze the function of this institution during the period of Buyids dominance on Caliphate of Abbasids in Baghdad (955-1068) and some of its consequences, as well as dealing with security circumstances of that period. (shrink)

The current challenges of implementing responsible innovation can in part be traced back to the assumptions behind the ways of thinking that ground the different pre-existing theories and approaches that are shared under the RI-umbrella. Achieving the ideals of RI, therefore not only requires a shift on an operational and systemic level but also at the paradigm-level. In order to develop a deeper understanding of this paradigm shift, this paper analyses the paradigm-level assumptions that are being brought forward by the (...) different conceptualizations of RI. To this purpose it deploys a pragmatic stance on paradigms that allows discerning ontological and axiological elements shared by the RI community and an accompanying critical hermeneutic research approach that enables the profiling of paradigmatic beliefs and assumptions of accounts of RI. The research surfaces the distance of four salient RI accounts from the currently dominant techno-economic innovation paradigm RI seeks to shift. With this, our contribution helps to raise the self-awareness of the RI community about their presuppositions and the paradigm level barriers and enablers to reaching the RI ideal. This insight is needed for a successful transition to responsible research and innovation practices. (shrink)

The study aimed at measuring the dominant pattern of leadership and its relation to the performance of the administrative staff in the Palestinian universities. The study community consists of all the administrative staff from Al-Azhar University and the Islamic University, and through the census of the study society it was found to consist of (655) administrative staff. In order to achieve the objectives of the study, the researchers used the method of random sample in the study, and the study was (...) conducted on a sample of (221) administrative staff of the surveyed universities and the response rate was (82.35%). The study found that there is a high degree of satisfaction with the Dominant Pattern of Leadership in the Palestinian universities in Gaza Strip from the point of view of the administrative staff, which reached (71.67%). There is a high level of performance from the point of view of administrative staff, with a percentage of (82.53%). There is a direct correlation between the dominant pattern of leadership and the functional Performance of Administrative Staff, the absence of differences between the sample according to the gender variable in their perception of the dominant pattern of leadership and the functional Performance of Administrative Staff, the absence of differences in the perception of employees of the dominant pattern of leadership and the functional Performance of Administrative Staff depending on the age variable. There are differences of statistical significance according to the variable of scientific qualification in the Dominant Pattern of Leadership, while there were no differences in performance, the differences in the dominant pattern of leadership according to the scientific qualification were in favor of those who obtained the diploma degree compared to other practical qualifications, the absence of differences in the perception of employees of the dominant pattern of leadership and the functional Performance of Administrative Staff depending on the variable years of service, the absence of differences in the perception of employees of the dominant pattern of leadership and the functional Performance of Administrative Staff depending on the variable level of career (Director, Head of Department, and Administrative Officer). There were differences in the perception of workers to the dominant pattern of leadership depending on the variable of the workplace, where there were differences in favor of workers in deanships and colleges compared with the workers in the technical departments. While there were no differences in job performance according to the workplace variable, the existence of differences in the perception of workers to the dominant pattern of leadership depending on the university in which they work in favor of the Islamic University and the absence of differences in performance between the Islamic University and Al-Azhar University. The study reached a number of recommendations, the most important of which is that the interest of the managements of the Palestinian universities in improving the dominant pattern of leadership, to give universities the opportunity to participate in decision-making, the continued administration of universities interest and continuous improvement of the performance of its employees, enhance the periodic evaluation of job performance and to inform employees and express their opinion, solving workers' problems and giving them the opportunity to contribute to solving their own problems, the use of the staff rotation method periodically and strengthening the democratic the dominant pattern of leadership and empowering university staff. -/- . (shrink)

In this article I examine whether an influential theory of mechanisms proposed by Peter Machamer, Lindley Darden and Carl Craver can accommodate polygenic effects. This theory is both interesting and problematic, I will argue, because it ascribes a central role to activities. In it, activities are needed not only to constitute mechanisms but also to perform their causal role. These putative functions of activities become problematic in certain situations where several causes or elements of a mechanism contribute simultaneously, i.e. with (...) certain forms of polygenic causation. The problematic form of polygeny, polygeny 2, occurs when the polygenic contribution concerns one and the same property or aspect of the affected object. When the result of such causation is that nothing happens, the theory suggested by Machamer and his colleagues cannot be applied. More generally, it seems that, whenever polygeny 2 is involved, the Machamer approach leads to an impoverished conception of mechanism. (shrink)

Among epistemologists, it is not uncommon to relate various forms of epistemic luck to the vexed debate between internalists and externalists. But there are many internalism/externalism debates in epistemology, and it is not always clear how these debates relate to each other. In the present paper I investigate the relation between epistemic luck and prominent internalist and externalist accounts of epistemic justification. I argue that the dichotomy between internalist and externalist concepts of justification can be characterized in terms of epistemic (...) luck. Whereas externalist theories of justification are incompatible with veritic luck but not with reflective luck, the converse is true for internalist theories of justification. These results are found to explain and cohere with some recent findings from elsewhere in epistemology, and support a surprising picture of justification, on which internalism and externalism are complementary rather than contradictory positions. (shrink)

Some business schools have integrated business ethics issues into their core functional courses rather than simply offering a separate ethics course. To accommodate such a strategy, functional faculty members usually teach ethical issues, a task for which they are rarely trained. However, learning materials are available: some core course textbooks provide additional coverage of ethics, and case studies (and accompanying teaching notes for instructors) are also available which cover ethical issues.This paper reports on an analysis of these materials. We find (...) that a sample of the leading textbooks provides only very superficial coverage of ethical issues. Cases provide a wide range of issues suitable for class discussion, but their teaching notes in many cases provide little guidance for instructors unfamiliar with teaching ethics. Thus there remains a need for teaching resources for business faculty new to teaching ethics. (shrink)

This is the introduction to the special issue on Responsible innovation (RI). The special issue presents five philosophical analyses into the foundational concepts and assumptions of RI. This paper explores the common themes that emerge across these five analyses by mapping them onto the ontological and axiological dimensions of the newly emerging RI paradigm. This way, we are able to articulate the (known) shortcomings of RI as well as the possible way forward suggested by the authors to remedy them.

The concept of luck is important in various areas of philosophy. In this paper, I argue that two prominent accounts of luck, the modal and the probabilistic account of luck, need to be combined to accommodate the various ways in which luck comes in degrees. I briefly sketch such a hybrid account of luck, distinguish it from two similar accounts recently proposed, and consider some objections.