The Implicit Relationship Between Religious and Paranormal Constructs

Several decades worth of research have produced mixed results concerning the relationship between beliefs in religious and paranormal phenomena. While this previous work focused on the explicit measurement of these beliefs, these studies focused on a new level of analysis. Specifically, what is the implicit relationship between religious and paranormal constructs? In Study 1, participants completed a version of the Implicit Association Test (IAT) to assess the association between religious and paranormal stimuli, as well as completed measures of religiosity and paranormal belief. Results supported an association between these constructs that was moderated by intrinsic religiosity and faith in science. Study 2 again provided evidence for an association while addressing a methodological concern regarding the IAT. The results are discussed in their impact on the understanding of the cognitive representation of religious and paranormal constructs and the respective belief systems.     

Can Levinson's Intentional‐Historical Definition of Art Accommodate Revolutionary Art?

In this article, I examine whether Jerrold Levinson's intentional‐historical definition of art can successfully accommodate revolutionary art. For Levinson, an item is art if it was intended to be regarded as some prior art was regarded. But revolutionary art involves a regard that is “completely distinct” from preexisting art regards. I consider and reject Levinson's proposed solutions to the problem of accommodating revolutionary art. I then defend an alternative account of transgressive art regard. Unfortunately for the intentional‐historical definition, the acceptance of transgressive art regard in conjunction with some recent theories of the development of human behavioral modernity may commit the definition to including nonart, prehistoric tools.     

Mutuality of commitment in romantic relationships: Exploring a dyadic model

On the basis of the interdependence and interpersonal perception literatures, this article advanced and tested a dyadic model of mutuality of commitment. It is argued that mutuality of commitment is composed of 4 perceptions (i.e., A's self and other perceptions, and B's self and other perceptions) and 4 types of interconnections among the perceptions (i.e., actual, assumed, empathic, and reciprocal mutuality). Evidence for the presence of the 4 types of mutuality of commitment was found in a sample of 121 romantically involved couples. Furthermore, in several situations the perceptions and types of mutuality had significant associations with people's perceptions of relationship quality. Each of these results is discussed, as well as the utility of the new conceptualization of mutuality of commitment.     

SATISFACTION, CITIZENSHIP BEHAVIORS, AND PERFORMANCE IN WORK UNITS: A META-ANALYSIS OF COLLECTIVE CONSTRUCT RELATIONS

This paper offers theoretical development clarifying the structure and function of collective job satisfaction and uses meta-analytic methods ( k  = 73) to examine the satisfaction–performance relationship when both constructs are construed at the work unit level. Overall, our results suggest that the relationship between unit-level job satisfaction and unit-level performance is significant (ρ= .34). Specifically, significant relationships were found between unit-level job satisfaction and unit-level criteria, including productivity, customer satisfaction, withdrawal, and organizational citizenship behaviors (OCB). Furthermore, the satisfaction-performance relationship was moderated by the strength of unit consensus, performance criteria, industry type, and whether the sample was U.S. based. Although these moderators were identified, collective satisfaction positively predicted performance across all levels of moderators. In addition, results indicate that unit-level OCB has a moderately strong relationship with unit-level performance. Only limited support was found for the notion that OCB is a route through which satisfaction has an impact on performance. We elaborate on these findings and attempt to provide a more clear direction for future research in this area.     

Infallibilism and Gettier's Legacy

Infallibilism is the view that a belief cannot be at once warranted and false. In this essay we assess three nonpartisan arguments for infallibilism, arguments that do not depend on a prior commitment to some substantive theory of warrant. Three premises, one from each argument, are most significant: (1) if a belief can be at once warranted and false, then the Gettier Problem cannot be solved; (2) if a belief can be at once warranted and false, then its warrant can be transferred to an accidentally true belief: (3) if a belief can be at once warranted and false, then it can be warranted and accidentally true. We argue that each of these is either false or no more plausible than its denial. Along the way, we offer a solution to the Gettier Problem that is compatible with fallibilism.     

UNPROCTORED INTERNET TESTING IN EMPLOYMENT SETTINGS

As the Internet has become more accessible to individuals and organizations, the use of computerized testing has become more feasible. Computerized testing has brought with it a demand for unproctored testing that allows test takers to take employment tests at times and places convenient to them. However despite the advantages of costs and convenience, unproctored Internet testing (UIT) introduces a number of issues, many of which have not yet been resolved. These problems range from hardware and software issues to concerns about the security of the test content, the identity of candidates, and cheating. This article explores the pros and cons of unproctored, Internet testing. Six panelists share their opinions and experiences regarding issues around UIT and offer suggestions for appropriate use and future research.     

Free and Cheap Riding in Strict, Conservative Churches

Iannaccone (1994) uses rational choice theory to argue that strict rules (e.g., no smoking or drinking) raise average commitment levels in conservative churches because strictness discourages free riding. Tests of this assertion have been hampered, in part, by uncertainties concerning how free riding should be measured. We introduce a new, indirect measure of free (and cheap) riding, the level of positive skewness of a congregation's money contributions—that is, the extent to which a few members give much more than the mean amount while the majority gives much less. Using a study of giving in five denominations, we find that strict, conservative congregations have both higher mean giving and less skewness in the pattern of their giving. The higher mean-contribution levels at strict, conservative congregations are not simply due to each member giving more or a few members giving a lot more. Instead, as Iannaccone's model predicts, some combination of strict rules and/or conservative theology appears to systematically limit the proportion of free- and cheap-riding members giving far less than the mean and thus increase the proportion giving at or above the mean.     

DEVELOPMENT OF MULTIPLE JOB PERFORMANCE MEASURES IN A REPRESENTATIVE SAMPLE OF JOBS

The goal of criterion development in Project A was to construct multiple measures of the major components of job performance such that the total performance domain for a representative sample of the population of entry-level enlisted positions in the U.S. Army was covered. These measures were to be used as criteria against which to validate both experimental and existing predictors of job performance. The initial model specified that performance is multidimensional within two major categories of dimensions designated as organization-wide and job specific. The development strategy involved describing the total domain of job content via extensive task analyses and critical incident analyses, generating the critical performance dimensions that constitute it, constructing measures for each dimension, and evaluating each measure using expert judgment and field test data. The specific measures developed consisted of rating scales, tests of job knowledge, hands-on job samples, and archival records. The major steps in the job analyses, content sampling, instrument construction, and instrument evaluation are described, and the final array of criterion measures is presented.