WHAT LIARS CAN TELL US ABOUT THE KNOWLEDGE NORM OF PRACTICAL REASONING

If knowledge is the norm of practical reasoning, then we should be able to alter people's behavior by affecting their knowledge as well as by affecting their beliefs. Thus, as Roy Sorensen (2010 ) suggests, we should expect to find people telling lies that target knowledge rather than just lies that target beliefs. In this paper, however, I argue that Sorensen's discovery of “knowledge‐lies” does not support the claim that knowledge is the norm of practical reasoning. First, I use a Bayesian framework to show that in each of Sorensen's examples, knowledge‐lies alter people's behavior by affecting their beliefs. Second, I show that while we can imagine lies that target knowledge without targeting beliefs, they cannot alter people's behavior. In other words, knowledge‐lies actually work (i.e., manipulate behavior) by targeting beliefs or they do not work at all.     

So You Want Your Employees to Quit Smoking?

Today more and more organizations are trying to limit or ban workplace smoking. These actions are prompted largely by the costs associated with employees who smoke. Despite the proliferation of these attempts, corporate efforts in this area have been generally unsuccessful. In this article the most common antismoking programs are reviewed. After this review, a multidimensional, broad-based smoking cessation program is described.     

Developmental Play Therapy: A Treatment Approach for Child Victims of Sexual Molestation

The author describes the use of developmental play therapy as a treatment approach for young children who have been sexually molested.     

The college recruitment interview: Topical content and applicant reactions*

The present study investigated several issues concerning organizations' use of the campus interview for applicant evaluation and recruitment. Results indicated that: (1) recruiters showed little agreement on which topics should be covered in the interview; (2) individual recruiters failed consistently to cover topics they believed were important; (3) applicants reported the most frequently mentioned content dealt with non-academic issues of university life and extracurricular activities; (4) applicants reacted more favourably to interview content concerning general job qualifications. Implications of the findings for recruitment interview effectiveness are discussed.     

Research on Family Interaction I: Static and Dynamic Models

A static and dynamic model of family structure are presented and illustrated in clinical application to a pilot study. The basic measure is a content-free assessment of the sequence of states of interaction in family sessions. Using Markov process concepts, certain parallels between the behavioral variables (state transitions) and the more abstract clinical concepts of family structure can be identified. By subsuming the latter structural concepts under a framework of "balance theory" (Heider; Cartwright and Harary) considerable reduction in complexity is achieved without sacrificing clinical relevance.
Still to be explored are the applications to the study of therapist-family interaction and of treatment-related changes in structural and behavioral measures.     

A PROCESS-ORIENTED INVESTIGATION OF RECRUITMENT SOURCE EFFECTIVENESS1

Two hypotheses explaining the causes of differences in recruitment source effectiveness, the realism of job information provided and the characteristics of individuals recruited, were tested on a sample of packaging plant employees. Seven recruitment sources used by the plant were found to differ in effectiveness as measured by attendance, performance and tenure. The hypothesis that recruitment sources differ because they reach individuals from different applicant populations received strongest support. Implications of the findings for future research and for organizational recruitment programs are discussed.     

A TALE OF TWO JOB MARKETS: ORGANIZATIONAL SIZE AND ITS EFFECTS ON HIRING PRACTICES AND JOB SEARCH BEHAVIOR

Small firms employ half the U.S. private sector workforce, yet recruitment research has traditionally focused on large firms. The present study attempts to advance knowledge on how recruitment practices vary with firm size. Results suggest that the recruitment practices of larger firms are generally more formal and bureaucratic than those of smaller firms. In addition, the study demonstrates that many job seekers have distinct preferences regarding firm size, and that preferred firm size is related to job search behavior. Taken together, these findings suggest that firm size is an overlooked and important aspect of the recruitment/job search context. The processes involved in matching employers and applicants differ so much as a function of firm size that one might argue that large and small firms comprise separate labor markets.