How Does the Difference Principle Make a Difference?

The paper examines the relationship between the two parts of Rawls’ second principle of justice. More specifically, it explores the ways in which the Difference Principle (DP) may constrain the range of acceptable social arrangements in light of the stated lexical priority of the requirement of fair equality of opportunity (FEO) over the DP. The paper discusses two possibilities. First, it examines the role the DP may play within an institutional scheme that satisfies the requirement of FEO. Second, it discusses the role the principle may play in selecting among different institutional schemes that satisfy FEO. The paper argues that the DP has an important role only if there is a range of institutional arrangements that are equivalent from the point of view of FEO but non-equivalent from the point of view of the DP. Next, it explores the possible sources of the variation among the different FEO-equivalent institutional schemes, and argues that on the most satisfactory reading of the requirement of FEO, there will not be much variation that is relevant from the point of view of the DP. The paper concludes that the role of the Difference Principle is at best very limited in constraining the range of social arrangements that are acceptable from the point of view of justice.     

Moral Development and Hawaiian Youths: Does Gender Make a Difference?

This study was designed to assess the moral reasoning of Hawaiian youths. The findings challenge C. Gilligan's (1982) theoretical proposition that gender differences exist in moral development. Implications for counseling theory, research, and practice are discussed.     

Situational Cues and Crime Reporting: Do Signs Make a Difference?1

Two field studies were conducted to assess the effect of signs describing how to report a shoplifting on bystander intervention to a staged theft. In the first study, signs providing directions and one of three rationales for reporting had a small effect on attitudes toward reporting and no effect on intervention. In the second study, a definition of the situation as a shoplifting by a confederate had a strong influence on subjects reporting, but presence or absence of signs describing how to report had no impact. Differences between interpersonal and nonpersonal influences are described, and implications for informational campaigns to increase crime reporting are discussed.     

Intensive OutPatient Therapy for Clergy Burnout: How Much Difference Can a Week Make?

A pre-test and post-test quasi-experimental matched pairs design was used to assess the effectiveness of a week-long multi-therapist intensive outpatient intervention process with clergy suffering from depression and burnout. Participants (n = 23) in the “Clergy in Kairos” program of the Pastoral Institute (Muse in J Pastor Care Couns 61(3):183–195, 2007) constituted the experimental variable. Clergy surveyed from United Methodist and Presbyterian denominations (n = 121) provided a control group from which 23 respondents were selected whose pre-test scores in depression and burnout were statistically equivalent to those in the experimental group. The treatment group consisted of clergy from three denominations who self-selected (or in some cases were referred by denominational officials) into the program. At the outset, clergy in both groups reported equivalent levels of conflict, emotional exhaustion, depersonalization, and depression. At the 6-months follow-up, clergy in the experimental group showed significant improvement of depression, emotional exhaustion, and depersonalization scores. By contrast, there was no change in the burnout and depression scores in the control group at 6-months post-test. Findings suggest the usefulness of a week-long multi-therapist intensive outpatient intervention in reducing burnout and depression.     

Does “Making a Difference” Still Make a Difference?: A Textbook Author’s Reflections

Drawing on my experiences with teaching Psychology of Women and writing three editions of a textbook across two decades starting in 1990, I reflect on the core feminist call to make the personal political. By tracing the chronology and interplay of my textbook writing with my teaching, research, and editing, I speculate about an apparent disconnection between my experiences and research with students (who embrace the feminist call to make a difference) and the textbook market to veer toward less women-centeredness and activism in the pursuit of gender studies. I make my case that the activist goal of making a difference continues to make a difference in individual women’s lives, in women’s relationships, and in a social justice agenda.     

Initiation Rites in the Contemporary Catholic Church: What Difference Do They Make?

Since 1988, well over one million individuals in the United States have been initiated into the Roman Catholic Church through the Rite of Christian Initiation of Adults (RCIA). Studying the RCIA today promises to enrich understanding of contemporary rites of initiation for both basic and applied researchers. To this end, this article asks and answers two key questions: Do individuals who participate in the RCIA process in the Catholic Church experience an increase in ecclesial involvement and spiritual practice? If so, is the extent of that growth explained by aspects of the RCIA process itself? To answer these questions, I employ a quasi-experimental (noequivalent group, pre-test/post-test) design??collecting data on individuals at the beginning of their involvement in the RCIA process and after their initiation (N?=?159)??to identify the extent of change in different domains of religiosity over the course of the RCIA process. I then use organizational-level data on characteristics of the RCIA process in 32 different parishes to explain differences in the extent of individual change. I find those who were initiated in parishes in which the RCIA process was more fully implemented were not only more actively engaged with their parishes (ecclesial involvement) but also grew in their level of spiritual practice. Substantive and methodological contributions of this research are discussed.     

What Difference Does It Make?

Abstract. The Wabash Center for Teaching and Learning in Theology and Religion has its most direct influence on faculty members who teach in colleges, universities, and theological schools. These faculty members, in turn, have an impact upon churches through their leadership and teaching in local communities. Wabash workshops encourage faculty to continue to develop four qualities that make a difference in their teaching and scholarship, in the lives of students who become community and church leaders, and ultimately in the life of the church: these are the abilities to (1) help pastoral leaders integrate multiple kinds of knowledge, (2) value context and particularity, (3) strengthen their skills as public theologians and community leaders, and (4) cultivate the encouragement to live lives of wholeness. The gift of hospitality at Wabash workshops provides the environment and space for faculty to engage these qualities in their teaching, research, scholarship, and living.     

Employment of Recent University Business Graduates: Do Age,Gender, and Minority Status Make a Difference?

This study examined differences in the process of job search based on age, gender, and minority status. A sample of 398 recent business graduates of a southern university completed a survey on their current status and job search process, which was matched to their academic record. Results showed that women had higher GPAs than did men, but fewer women went on to graduate school immediately after graduation. African Americans had lower GPAs at graduation, were more likely to have used the university placement center, and were less likely to have had internships than Whites. These results are discussed in terms of providing better preemployment opportunities for women and African Americans and in terms of a realistic employment preview mechanism for all students.     

Do We Need Toleration as a Moral Virtue?

In this essay, I reconstruct tolerance as a moral virtue, by critically analysing its definition, circumstances, justification and limits. I argues that, despite its paradoxical appearance, tolerance qualifies as a virtue, by means of a restriction of its proper object to differences that are chosen. Since this excludes the most important and divisive differences of contemporary pluralism from the scope of the virtue of tolerance, the moral model of toleration cannot constitute the micro-foundation of the corresponding political practice. However, if the political ideal of toleration must be founded on independent political reasons of justice, the moral model can bridge the gap between private morality and public reason, providing citizens with moral motives to supplement the political obligation to neutrality. This revised version was published online in August 2006 with corrections to the Cover Date.     

Reactions to Creative Problem Solving Training: Does Cognitive Style Make a Difference?

Creative Problem Solving (CPS), a well‐documented methodology for developing creative‐thinking skills, has often been the focus of studies that have examined the impact of creativity training. The purpose of the present study was to extend this line of research in two ways. The first objective was to evaluate participants' reactions to specific elements of a CPS course. Here participants were asked to rate the CPS components, stages, principles, and tools for enjoyment and future value. The second objective was to examine whether participants' reactions to the CPS training varied in accordance to their cognitive style preferences. The inventory used to measure cognitive style is called FourSight. FourSight identifies respondents' preferences in terms of four key elements of the creative process: problem identification (i.e., Clarifier), idea generation (i.e., Ideator), solution development (i.e., Developer), and implementation (i.e., Implementer). Eighty‐four participants were enrolled in various graduate and undergraduate courses in CPS. Participants completed FourSight at the beginning of their respective course and at the conclusion they responded to a survey in which they evaluated various aspects of CPS for enjoyment and value. Overall evaluation of the CPS courses indicated that participants associated the greatest enjoyment and future value with tools, principles, and stages that were primarily orientated towards divergent thinking. Analysis of participants' reactions in light of their FourSight preferences revealed two distinct types of reactions to the course content. One form of response was labeled true‐to‐type, for example, individuals who expressed high Clarifier preferences found learning the Gather Data stage of CPS to be more enjoyable than those with low Clarifier preferences. The second type of reaction was referred to as a complementary relationship. This type of relationship between the course and the participant's style seemed to indicate a desire to develop a skill that is perhaps outside of one's style preference. For example, participants with strong Ideator preferences were more likely to associate higher levels of future value with the Prepare for Action component of the CPS process. The implications of these and other findings are discussed.     

Team–Member Exchange and Work Engagement: Does Personality Make a Difference?

Purpose

Adopting a person–situation interactionist framework, this study examined the joint effects of employee personality (i.e., extraversion, neuroticism, and conscientiousness) and social exchange relationships with peers (i.e., team–member exchange; TMX) in predicting work engagement.

Methodology

This study is based on survey responses from 235 Chinese employees collected at two time points with 3 months in between. We conducted moderated regression analyses to test the hypotheses that employees higher in extraversion or conscientiousness or lower in neuroticism would demonstrate a stronger TMX–work engagement relation.

Findings

Results from this study showed that the three focal personality traits moderated the TMX–engagement relation simultaneously. Specifically, the positive TMX–engagement relation was stronger for employees with higher extraversion or lower neuroticism than that for their counterparts. Interestingly, the TMX–engagement relation was positive for employees lower in conscientiousness but negative for those higher in conscientiousness.

Implications

These findings support the notion that lateral social exchange relationships in the workplace (i.e., TMX) are an important antecedent of work engagement and, more importantly, their beneficial effects on work engagement are contingent on certain types and/or levels of personality traits.

Originality/Value

This study not only advances our understanding of presumed antecedents of work engagement but also opens a new door for future research on work engagement by highlighting the importance of a person–situation interactionist framework.     

How is Moral Disagreement a Problem for Realism?

Moral disagreement is widely held to pose a threat for metaethical realism and objectivity. In this paper I attempt to understand how it is that moral disagreement is supposed to present a problem for metaethical realism. I do this by going through several distinct (though often related) arguments from disagreement, carefully distinguishing between them, and critically evaluating their merits. My conclusions are rather skeptical: Some of the arguments I discuss fail rather clearly. Others supply with a challenge to realism, but not one we have any reason to believe realism cannot address successfully. Others beg the question against the moral realist, and yet others raise serious objections to realism, but ones that—when carefully stated—can be seen not to be essentially related to moral disagreement. Arguments based on moral disagreement itself have almost no weight, I conclude, against moral realism.

Recruiter Evaluation of Candidates for Employment: Does Study Abroad Make a Difference?

This analog study investigated recruiters’ evaluation of candidates for employment in regard to whether study abroad experience advantaged some in being selected for certain positions. Results found that candidates who completed study abroad and a relevant internship were ranked highest, with preference given by recruiters to long‐term Western experiences. However, the data also suggested that recruiter assessments varied somewhat depending on recruiters’ study abroad experience and their own characteristics. Overall, the effect of study abroad on the evaluation of candidates was simply one part of a complex of considerations.     

Body-Image Attitudes: What Difference Does Gender Make?1

Attitudinal body image is a multidimensional construct that includes body-image evaluation, cognitive-behavioral investment, and affect. This study examined the nature and extent of gender differences in body-image attitudes. College students (n = 277) completed 2 standardized measures of each of the 3 facets of body image. As hypothesized, relative to men, women had more negative body-image evaluations, greater investments in their appearance, and more frequent, cross-situational body-image dysphoria. Gender differences on body-image affect (d= .76) surpassed those on evaluation (d = .51) and investment (d= .40). Body weight and body-image evaluation/affect were linearly related for women, but curvilinearly related for men. For both genders, body-image affect was a predictable function of evaluation and investment combined. Scientific and clinical implications are discussed.     

Adolescents’ Change in Motivation as a Result of Buddhist Education: How Does It Make a Difference in Their Learning Outcomes?

Motivation significantly influences students’ learning outcomes. Changing their learning motivation improves their performance. This study used an exploratory sequential mixed methods approach, with the participation of 140 adolescents attending retreats at three Zen monasteries belonging to the Truc Lam (Bamboo Forest) Zen sect, to examine how they changed their motivation, what made them change, and how the change improved their learning outcomes. The study also evaluated the effect of gender and age on changes in motivation. The results indicated that many teenagers had changed from extrinsic to intrinsic motivation thanks to Dharma lessons, teacher support, and leisure activities. Compared to students who maintained their extrinsic motivation unchanged, they had better learning outcomes. Age, but not gender, had a considerable effect on changes in teenagers’ motivation. These findings provide more evidence for extending Buddhist education and conducting further research on young Buddhist learners’ motivation in various contexts.     

Mobile Persuasion: Can Screen Size and Presentation Mode Make a Difference to Trust?

Guided by the Modality, Agency, Interactivity, and Navigability (MAIN) model of technology effects and the heuristic–systematic model (HSM) of information processing, this study explicates underlying mechanisms by which variations in screen size (large vs. small) and presentation mode (video vs. text) contribute to user perceptions of media content on their smartphones. Results from a between‐subjects experiment (N = 120) indicate that large screen size and video mode promote heuristic processing while small screen size and text mode encourage systematic processing. Heuristic processing leads to greater affective and behavioral trust while systematic processing is associated with cognitive trust. Phantom model analysis reveals the effects of large screen size and video mode on purchase intentions are sequentially mediated by type of information processing and multidimensional trust.