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1.
Shannon DuBose 《The Southern journal of philosophy》1967,5(2):143-151
A discussion of W. K. C. Guthrie, A History of Greek Philosophy, Vol. I, The Earlier Presocratics and the Pythagoreans (xv/538 pp.); Vol. 11, The Presocratic Tradition from Parmenides to Democritus (xvii/553 pp.) Cambridge University Pres F. M. Cleve, The Giants of PreSophistic Greek Philosophy, An Attempt to Reconstruct Their Thoughts, Martinus Nijhoff D. E. Gershenson and D. A. Greenberg, Anaxagoras and the Birth of Physics, Blaisdell Publishing Company G. E. R. Lloyd, Polarity and Analogy, Cambridge University Press, 1966 (v/503 pp.) 相似文献
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Sebastian Stegmann Stephan Braun Nina Junker Rolf van Dick 《Journal of applied social psychology》2020,50(2):65-81
Age discrimination at work is a widespread destructive phenomenon that often takes subtle forms. Based on negative stereotypes about older employees, we argue that older employees often experience that they are perceived as less ideal followers than younger employees. We propose that older and younger employees do not differ in what they assume their supervisors expect of an ideal follower (implicit followership theories, IFTs). Thus, we hypothesize that older employees perceive that they compare less favorably to their supervisors' IFTs than younger employees (i.e., worse IFT-fit). This should entail lower quality of the relationship between leader and follower (leader-member-exchange, LMX), which, in turn, should have detrimental effects on employees' health (i.e., burnout) and job attitudes (i.e., job satisfaction, turnover intentions, and identification). We tested our model in a field study with 379 employees. Results differed for ideal and counter-ideal follower attributes. Concerning counter-ideal follower attributes (e.g., being incompetent), age had the proposed negative effect on psychological health and job attitudes that mediated through IFT-fit and LMX. Concerning ideal follower attributes (e.g., thinking ahead), older employees expected their supervisors not only to think less of them than of their younger colleagues, but also expected them to have less demanding IFTs—contrary to our expectations. Employee age was negatively related to psychological health and job attitudes, mediated through lower perceived IFTs, worse perceived appraisal of the actual employee and their joint effects on LMX. 相似文献
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Toni Alimi Elizabeth L. Antus Alda Balthrop-Lewis James F. Childress Shannon Dunn Ronald M. Green Eric Gregory Jennifer A. Herdt Willis Jenkins M. Cathleen Kaveny Vincent W. Lloyd Ping-cheung Lo Jonathan Malesic David Newheiser Irene Oh Aaron Stalnaker 《The Journal of religious ethics》2020,48(3):349-387
The editors of the JRE solicited short essays on the COVID-19 pandemic from a group of scholars of religious ethics that reflected on how the field might help them make sense of the complex religious, cultural, ethical, and political implications of the pandemic, and on how the pandemic might shape the future of religious ethics. 相似文献
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Wiener RL Hackney A Kadela K Rauch S Seib H Warren L Hurt LE 《The Journal of applied psychology》2002,87(4):747-764
Three studies used videotaped harassment complaints to examine the impact of legal standards on the evaluation of social-sexual conduct at work. Study 1 demonstrated that without legal instructions, college students' judgment strategies were highly variable. Study 2 compared 2 current legal standards, the "severity or pervasiveness test" and a proposed utilitarian alternative (i.e., the rational woman approach). Undergraduate participants taking the perspective of the complainant were more sensitive to offensive conduct than were those adopting an objective perspective. Although the utilitarian altemative further increased sensitivity on some measures, it failed to produce a principled judgment strategy. Finally, Study 3 examined the kinds of errors that full-time workers make when applying the "severity or pervasiveness" test to examine more closely the sensitivity of the subjective approach. 相似文献
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Major B Gramzow RH McCoy SK Levin S Schmader T Sidanius J 《Journal of personality and social psychology》2002,82(3):269-282
It was hypothesized that relative group status and endorsement of ideologies that legitimize group status differences moderate attributions to discrimination in intergroup encounters. According to the status-legitimacy hypothesis, the more members of low-status groups endorse the ideology of individual mobility, the less likely they are to attribute negative outcomes from higher status group members to discrimination. In contrast, the more members of high-status groups endorse individual mobility, the more likely they are to attribute negative outcomes from lower status group members to discrimination. Results from 3 studies using 2 different methodologies provide support for this hypothesis among members of different high-status (European Americans and men) and low-status (African Americans, Latino Americans, and women) groups. 相似文献
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The accuracy of abstracts in psychology journals 总被引:1,自引:0,他引:1
Harris AH Standard S Brunning JL Casey SL Goldberg JH Oliver L Ito K Marshall JM 《The Journal of psychology》2002,136(2):141-148
This article provides an empirically supported reminder of the importance of accuracy in scientific communication. The authors identify common types of inaccuracies in research abstracts and offer suggestions to improve abstract-article agreement. Abstracts accompanying 13% of a random sample of 400 research articles published in 8 American Psychological Association journals during 1997 and 1998 contained data or claims inconsistent with or missing from the body of the article. Error rates ranged from 8% to 18%, although between-journal differences were not significant. Many errors (63%) were unlikely to cause substantive misinterpretations. Unfortunately, 37% of errors found could be seriously misleading with respect to the data or claims presented in the associated article. Although deficient abstracts may be less common in psychology journals than in major medical journals (R. M. Pitkin, M. A. Branagan, & L. F. Burmeister, 1999), there is still cause for concern and need for improvement. 相似文献