Mikel Burley (ed.): Wittgenstein,religion, and ethics

International Journal for Philosophy of Religion -     

Authority Argument Schemes,Types, and Critical Questions

Authority arguments generate support for claims by appealing to an agent’s authority status, rather than to reasons independent of it. With few exceptions, the current literature on argument schemes acknowledges two basic authority types. The epistemic type grounds in knowledge, the deontic type grounds in power. We review how historically earlier scholarship acknowledged an attractiveness-based and a majority-based authority type as equally basic type. Crossing these with basic speech act types thus yields authority argument sub-schemes. Focusing on the epistemic-assertive sub-scheme (‘an epistemic authority A_E asserts a proposition P’), we apply a meta-level approach to specifying critical questions. Results improve the evaluation of this sub-scheme and show how similar improvements are obtainable for other schemes.

     

自我-他人决策差异：问题、研究与思考

目前关于自我-他人决策差异的研究在采用的任务、得到的发现及理论解释上均存在诸多矛盾或不一致的地方, 且缺乏对此种现象深层心理机制的探讨。虽然一些研究者试图用心理距离假设来解释相关结果, 但由于对心理距离的实验操纵过于简单, 难以形成解释力较强的理论模型。近年来我们的一系列研究发现：得失情境下自我-他人决策差异存在不对称性; 直接操纵心理距离比操纵决策者角色和社会距离对诱发自我-他人决策差异更有效; 决策者个体的自尊水平影响自我-他人决策差异。未来的研究需要进一步探讨自我-他人心理距离的本质、决策者角色转换引起的心理距离变化及自我-他人决策差异的脑机制等问题。     

Organizational Culture: Critical Questions for Researchers and Practitioners

Abstract

The idea of career self-management is part of the growing move to encourage individuals to take ownership of their own development. The article explores why this makes sense both for individuals and for organizations, and defines specific initiatives individuals and organizations should take to make the concept work successfully. It is argued that most people are unlikely to take responsibility for themselves unless there is sound organizational support, but that with the right practical initiatives they can become energized by the process. There is, however, a need for organizations to centre much more closely on understanding people as individuals if performance levels at work are to be raised from competence to excellence.