Moore introduced the Mapping Reflection Principle and proved that the Bounded Proper Forcing Axiom implies that the size of the continuum is ℵ2\documentclass[12pt]{minimal} \usepackage{amsmath} \usepackage{wasysym} \usepackage{amsfonts} \usepackage{amssymb} \usepackage{amsbsy} \usepackage{mathrsfs} \usepackage{upgreek} \setlength{\oddsidemargin}{-69pt} \begin{document}$$\aleph _2$$\end{document}. The Mapping Reflection Principle follows from the Proper Forcing Axiom. To show this, Moore utilized forcing notions whose conditions are countable objects. Chodounský–Zapletal introduced the Y-Proper Forcing Axiom that is a weak fragments of the Proper Forcing Axiom but implies some important conclusions from the Proper Forcing Axiom, (...) for example, the P-ideal Dichotomy. In this article, it is proved that the Y-Proper Forcing Axiom implies the Mapping Reflection Principle by introducing forcing notions whose conditions are finite objects. (shrink)

In this study, we discuss the psychological acceptability of an utterance strategy used by the Driving Support Agent. Previous literature regarding DSA suggests that the adoption of a small robot as a form will increase acceptability. However, the agent’s utterance has been reported as a problem faced by the user. Therefore, in this study, we designed the agent’s utterance using politeness strategy as described by Brown and Levinson’s famous sociolinguistics and pragmatics theory and analyzed its acceptability through a participant-based experiment. (...) In this experiment, we used positive and negative politeness strategies. In general, PPS is utilized to reflect the desire to be liked/recognized by others, whereas NPS is utilized to reflect the need for not wanting to be disturbed by others. Based on our results, PPS was rated high compared to NPS. Therefore, many participants highly evaluated PPS. However, there was a group of participants who appreciated NPS. There were also participants who evaluated the two strategies equally. The number of participants in these three groups was observed at 4:1:1. This result contributes as an index on the utterance design of the DSA. (shrink)

Let T be an $\omega_{1}-Souslin$ tree. We show the property of forcing notions; "is $\lbrace\omega_{1}\rbrace-semi-proper$ and preserves T" is preserved by a new kind of revised countable support iteration of arbitrary length. As an application we have a forcing axiom which is compatible with the existence of an $\omega_{1}-Souslin$ tree for preorders as wide as possible.

Aspects of the Japanese human resources management system are discussed to illustrate the underly ing significance of human values in Japanese organizational management, with a particular aspect of Japanese human resource management used as an illustrative case. Relevant literature is reviewed to introduce the relational Japanese management and human resources management systems, and to explain the system of inter-firm employee transfer within the corporate group known as the 'shukko' system. The paper then discusses various impacts of this HRM practice upon (...) major stakehold ers and identifies otherwise redundant employees as major beneficiaries of the system, thereby demon strating that human values are critical to the conceptualization and application of Japanese human resources management practices. (shrink)

We show that a coding principle introduced by J. Moore with respect to all ladder systems is equiconsistent with the existence of a strongly inaccessible cardinal. We also show that a coding principle introduced by S. Todorcevic has consistency strength at least of a strongly inaccessible cardinal.