The double-edged sword of pedagogy: Instruction limits spontaneous exploration and discovery

Motivated by computational analyses, we look at how teaching affects exploration and discovery. In Experiment 1, we investigated children’s exploratory play after an adult pedagogically demonstrated a function of a toy, after an interrupted pedagogical demonstration, after a naïve adult demonstrated the function, and at baseline. Preschoolers in the pedagogical condition focused almost exclusively on the target function; by contrast, children in the other conditions explored broadly. In Experiment 2, we show that children restrict their exploration both after direct instruction to themselves and after overhearing direct instruction given to another child; they do not show this constraint after observing direct instruction given to an adult or after observing a non-pedagogical intentional action. We discuss these findings as the result of rational inductive biases. In pedagogical contexts, a teacher’s failure to provide evidence for additional functions provides evidence for their absence; such contexts generalize from child to child (because children are likely to have comparable states of knowledge) but not from adult to child. Thus, pedagogy promotes efficient learning but at a cost: children are less likely to perform potentially irrelevant actions but also less likely to discover novel information.     

On the role of theoretical inquiry in psychology: A double-edged sword

Wachtel's article is as relevant today as it was over a quarter century ago, especially as public support for higher education has declined, and increased pressure to obtain external research funding is needed in order to support universities. Although Wachtel's observation that research and grant funding are more likely to be reinforced then theoretical inquiry, there is a serious question regarding whether theory can be effective in advancing the field of psychology and psychotherapy. Some of problems that typically have been associated with theory in our field are discussed, and the argument is made that theoretical inquiry be directed to the formulation of less abstract and more focal principles of human behavior and the therapy change process.     

The personal is the organizational in the ethics of hospital social workers

Understanding the social context of clinical ethics is vital for making ethical discourse central in professional practice and for preventing harm. In this paper, we present findings about clinical ethics from in-depth interviews and consultation with 7 members of a hospital social work department. Workers gave different accounts of ethical dilemmas and resources for ethical decision making than did their managers, whereas workers and managers agreed on core-guiding ethical principles and on ideal situations for ethical discourse. We discuss the research team's initial interpretations, the relevance of the extant ethics literature to organizational structures and dynamics, and alternative perspectives on clinical ethics.     

Work-life benefits and job pursuit intentions: The role of anticipated organizational support

The current study examined the impact of two work-life benefits, work schedule flexibility, and dependent care assistance, on applicants' intentions to pursue jobs with potential employers. The study also explored whether anticipated organizational support would mediate the relationships between these two work-life benefits and job pursuit intentions. Results indicated that although work schedule flexibility, dependent care assistance, and salary were all related to job pursuit intentions, only schedule flexibility, and dependent care were related to anticipated organizational support. Findings also indicated that anticipated organizational support fully mediated the effects of work schedule flexibility and dependent care assistance on job pursuit intentions. Findings are discussed in terms of the importance of organizational support as a mediating mechanism through which work-life benefits influence more distal outcomes, and in terms of implications for organizational recruiting strategies.     

Perceived organizational ethics and skepticism of women's employment

Using a national sample of business professionals, the relationship between two measures of perceived organizational ethics and individuals' overall skepticism about women's employment were examined. After controlling for several demographic factors, analysis of responses from a 9% return suggested that persons working for companies believed to have strong ethical practices are less likely to have negative perceptions of women's employment.     

Fulfilling institutional responsibilities in health care: organizational ethics and the role of mission discernment

In this paper we highlight the emergence of organizational ethics issues in health care as an important outcome of the changing structure of health care delivery. We emphasize three core themes related to business ethics and health care ethics: integrity, responsibility, and choice. These themes are brought together in a discussion of the process of Mission Discernment as it has been developed and implemented within an integrated health care system. Through this discussion we highlight how processes of institutional reflection, such as Mission Discernment, can help health care organizations, as well as corporations, make critical choices in turbulent environments that further the core mission and values and fulfill institutional responsibilities to a broad range of stakeholders.     

Work-life benefits and organizational attachment: Self-interest utility and signaling theory models

This study examines two competing theoretical explanations for why work-life policies such as dependent care assistance and flexible schedules influence organizational attachment. The self-interest utility model posits that work-life policies influence organizational attachment because employee use of these policies facilitates attachment. The signaling model posits that these policies facilitate attachment indirectly through perceived organizational support. Regression analyses explored both models using a sample of 286 full time employees. Results supported both the signaling model and the self-interest utility model. For women, the availability of work-life benefits influenced organizational attachment irrespective of use, and these effects were mediated by support perceptions, consistent with the signaling model. In contrast, the self-interest model was also supported for men only. Specifically, the availability and use of flexible schedules interacted in predicting affective commitment among men such that flexible schedule availability was positively related to commitment only when use was high and negatively related to commitment when use was low. Dependent care assistance and schedule flexibility also interacted in predicting affective commitment, turnover intentions, and perceived organizational support, suggesting that the effect of policy implementation may depend on what other policies are already offered by the organization. Findings are discussed in terms of implications for theory and organizational practice.     

The fleeting gleam of praise: cognitive processes underlying behavioral reactions to self-relevant feedback

We propose that a preference for favorable social feedback (i.e., self-enhancement) requires only that feedback be characterized as favorable or unfavorable but that a preference for self-confirming feedback (i.e., self-verification) is based on a more elaborate set of cognitive operations that requires both the characterization of feedback and a subsequent comparison of that feedback to a representation of self stored in memory. Study 1 set the stage for testing this hypothesis by showing that depriving people of processing resources interfered with their tendency to access their self-conceptions. In Studies 2 and 3, participants who were deprived of resources preferred the favorable, self-enhancing evaluator, whereas control participants displayed a preference for the self-verifying evaluator, even if that evaluator was relatively unfavorable.     

论道教的法剑

道教的法剑 ,又称宝剑、神皆佩震灵之剑。”　世有黄金中国道教 2 0 0 2 /3长三尺六寸 ;洞真法师、大洞法师　　一粒能延千载寿 ,慢夸人《能改斋漫录》卷十一《许旌阳作铁柱镇蛟》说 :“晋许真君为旌阳观志序》评价说 :“许君积功江汉曰 :‘吾升天之后 ,留太上所赐宝中国道教 2 0 0 2 / 3许逊以法剑驱邪 ,明张宇初《白鹤师升天于云台山 ,告示天地万神般。” 阁皂山灵宝派元始宗坛的传于京师 ,“数日启棺 ,惟有一剑一物之类出入之处 ,这就是所谓“水中国道教 2 0 0 2 /3道士万振 ,于龙朔元年 (661 )尸解道教以地户为天地之气初生 ,凡卷一百五…     

The development of computer ethics: Contributions from business ethics and medical ethics

In this essay, we demonstrate that the field of computer ethics shares many core similarities with two other areas of applied ethics, Academicians writing and teaching in the area of computer ethics, along with practitioners, must address ethical issues that are qualitatively similar in nature to those raised in medicine and business. In addition, as academic disciplines, these three fields also share some similar concerns. For example, all face the difficult challenge of maintaining a credible dialogue with diverse constituents such as academicians of various disciplines, professionals, policymakers, and the general public, Given these similarities, the fields of bioethics and business ethics can serve as useful models for the development of computer ethics. A version of this paper was presented at ETHICOMP98, the Fourth International Conference on Ethical Issues of Information Technology, March 25–27, 1998, Erasmus University, the Netherlands. Kenman Wong, Ph.D., is an Associate Professor of Business Ethics; Gerhard Steinke, Ph.D., is Professor of Management and Information Systems. Both authors are at Seattle Pacific University's School of Business and Economics.     

Exploring organizational citizenship behaviour from an organizational perspective: The relationship between organizational learning and organizational citizenship behaviour

The present study explored the issue of organizational citizenship behaviour (OCB) as a context‐related phenomenon, from a multidimensional perspective. More specifically, it was hypothesized that organizational learning (structures and learning values) would be positively related to (a) OCB that benefited the organization as a whole (OCBO) and (b) OCB that immediately benefited particular individuals (OCBI). The hypotheses identified the school as the unit of analysis; so all variables were aggregates of individual responses to the organizational level of analysis. Justification for aggregation was provided by a within‐group similarity index (r_wg) and a within‐ and between‐entities analysis (WABA). Results from a sample of 31 schools confirmed the main hypotheses, and generally supported the notion that OCB could be treated as a context‐related phenomenon. These results should encourage researchers and practitioners to focus more attention on the organizational context and its characteristics as related to OCB.     

The armchair and the trolley: an argument for experimental ethics

Ethical theory often starts with our intuitions about particular cases and tries to uncover the principles that are implicit in them; work on the ‘trolley problem’ is a paradigmatic example of this approach. But ethicists are no longer the only ones chasing trolleys. In recent years, psychologists and neuroscientists have also turned to study our moral intuitions and what underlies them. The relation between these two inquiries, which investigate similar examples and intuitions, and sometimes produce parallel results, is puzzling. Does it matter to ethics whether its armchair conclusions match the psychologists’ findings? I argue that reflection on this question exposes psychological presuppositions implicit in armchair ethical theorising. When these presuppositions are made explicit, it becomes clear that empirical evidence can (and should) play a positive role in ethical theorising. Unlike recent assaults on the armchair, the argument I develop is not driven by a naturalist agenda, or meant to cast doubt on the reliability of our moral intuitions; on the contrary, it is even compatible with non-naturalism, and takes the reliability of intuition as its premise. The argument is rather that if our moral intuitions are reliable, then psychological evidence should play a surprisingly significant role in the justification of moral principles.     

Business ethics and computer ethics: The view from Poland

An Aristotelian approach to understanding and teaching business ethics is presented and defended. The newly emerging field of computer ethics is also defined in an Aristotelian fashion, and an argument is made that this new field should be called “information ethics”. It is argued that values have their roots in the life and practices of a community; therefore, morality cannot be taught by training for a special way of reasoning. Transmission of values and norms occurs through socialization — the process by which an individual absorbs not only values but also the whole way of life of his or her community. It follows that business ethics and information ethics can be considered kinds of socialization into a profession: role learning and acquiring a new self-identification. This way of understanding fields of applied ethics is especially important for their proper development in Central-Eastern Europe because of endemic factors which are the result of recent political developments there.