Knowledge and availability

The mentioning of error-possibilities makes us less likely to ascribe knowledge. This paper offers a novel psychological account of this data. The account appeals to “subadditivity,” a well-known psychological tendency to judge possibilities as more likely when they are disjunctively described.     

Metameric Whiteness and Absence of Causal Factors

Olaf Müller presents a supposedly empirically equivalent theory to Newtonian optics, which in his view is therefore threatened by underdetermination. This threat could even be expanded to modern physics, since this branch of physics is partly based on Newton’s theory. In this paper, I will show that Müller’s alternative theory contains an ill-defined concept, viz. the definition of whiteness as the absence of optical causal factors. This results from a fundamental property of whiteness: for every source of white light there exist metameric sources. I further argue that this cannot be reconciled by borrowing other concepts from modern physics, as is, I will show, tacitly presupposed in Müller’s argument. As a consequence, his alternative theory is not empirically equivalent to Newtonian optics and his argument in favour of underdetermination fails.     

Adolescent Mental Health Resilience and Combinations of Caregiver Monitoring and Warmth: A Person-centred Perspective

Journal of Child and Family Studies - Caregiver monitoring and warmth have protective mental health effects for adolescents, including vulnerable adolescents. However, combinations of the aforesaid...     

Abusive Supervision from an Integrated Self‐Control Perspective

We investigate the relationship between supervisors’ irritation and follower perceptions of abusive supervision. Based on the integrated self‐control framework, we propose a positive relationship between supervisor irritation and abusive supervision. Moreover, we propose this relationship to be buffered by supervisors’ self‐control capacities and by external monitoring of the supervisor by upper management. We tested our hypotheses in a two‐source survey study with 96 supervisor‐follower dyads. Our results show a positive relationship between supervisor irritation and abusive supervision and an interaction between supervisor irritation and supervisor self‐control. The interaction pattern revealed a positive relationship between supervisor irritation and abusive supervision if supervisor self‐control is low. We also found an interaction between supervisor irritation and external monitoring in predicting active but not passive forms of abusive supervision. Our findings underline the role of self‐control processes in explaining abusive supervision.     

In defense of the disjunctive

Are there any disjunctive properties—features of things such as being either red or round, or Nelson Goodman’s infamous example of being grue (i.e. either green if observed on or before 2500 A.D. or blue otherwise)? As esoteric as the question may seem at first, central issues about the metaphysics of properties hinge upon its answer, such as whether reductive views about special science properties can handle the phenomenon of multiple realizability. A familiar argument for a negative answer is that disjunctive properties fail to guarantee that their instances are similar in some genuine respect. In this paper, I respond to a novel, sophisticated version of this argument developed in recent work by Paul Audi. Along the way, I develop two new accounts of what it is for a property to be disjunctive—which rely on important recent work on the nature of essence and analysis—and clarify what one is committed to in believing that there are any disjunctive properties at all.     

The Effects of a Couples‐Based Health Behavior Intervention During Pregnancy on Latino Couples’ Dyadic Satisfaction Postpartum

Many couples tend to report steadily decreasing relationship quality following the birth of a child. However, little is known about the postpartum period for Latino couples, a rapidly growing ethnic group who are notably underserved by mental and physical health caregivers in the United States. Thus, this study investigated whether a brief couples’ intervention focused on helping couples support each other while increasing healthy behaviors might improve dyadic functioning postpartum. This study presents secondary analyses of data regarding couple functioning from a larger randomized controlled trial with 348 Latino couples to promote smoking cessation. Portions of the intervention taught the couple communication and problem‐solving skills to increase healthy behavior. Couples participated in four face‐to‐face assessments across 1 year starting at the end of the first trimester. Latent growth curve analyses revealed that the treatment group reported an increase in relationship satisfaction and constructive communication after the intervention, which diminished by 1‐year follow‐up, returning couples to their baseline levels of satisfaction. Results suggest that incorporating a brief couple intervention as part of a larger health intervention for Latinos may prevent postpartum decreases in relationship satisfaction.     

Making a Good Impression at Work: National Differences in Employee Impression Management Behaviors in Japan,Korea, and the United States

Impression management has important implications for success at work. This study explores differences in impression management in the East and West by examining the use of self-promotion, ingratiation, and exemplification directed towards three targets: supervisors, peers, and subordinates among 945 company employees from Japan, Korea, and the United States. Our results show that Korean employees used all three strategies most frequently, followed by United States, and then Japanese employees. Japanese and Korean employees used impression management strategies differentially across the three targets, and U.S. employees used impression management equally across targets. This elucidates how cultural trends in hierarchical relationships impact social behavior within the workplace. A follow-up mediation analysis found that relational or labor mobility fully mediated country differences in impression management, suggesting that culture is also reflected in larger social ecological trends in employee's ability and likelihood to change jobs, which also account for impression management strategy usage. Theoretical and practical implications for international business are discussed. This research may be useful in aligning strategies foreign employees might employ for using impression management when in Japan, Korea, and the United States.