Mental Causation: Unnaturalized but not Unnatural

The central problem for a realist about mental causation is to show that mental causation is compatible with the causal completeness of physical systems. This problem has seemed intractable in large part because of a widely held view that any sort of systematic overdetermination of events by their causes is unacceptable. I account for the popularity of this view, but argue that we ought to reject it. In doing so. I show how we thereby undermine the idea that mental causes must be naturalizable in order to be legitimate. Thus I argue that a non-naturalist conception of mental causation is compatible with a plausible kind of physicalism.     

PLACING PEER RATINGS IN CONTEXT: SYSTEMATIC INFLUENCES BEYOND RATEE PERFORMANCE

Performance evaluation research indicates that variance in ratings may be attributable to systematic sources beyond the actual performance of the ratee. However, the majority of prior work compares ratings across sources and uses ratings from a single rating event. Using confirmatory factor analysis and multivariate latent growth modeling (MLGM), we specifically examine peer ratings from 740 participants on 5 performance dimensions across 3 distinct performance situations for systematic sources of variance beyond ratee performance. Results demonstrate that both ratee performance and the performance context have systematic effects, with contextual effects varying by how "strong" or "weak" the situation is for a given performance dimension. Furthermore, MLGM results suggest that the influence of performance dynamism is only meaningfully interpreted when contextual effects are modeled.     

The Impact of Negative Campaign Ads

We compared negative and positive ads in the context of a fictitious election. Participants read a strong or weak message supporting one candidate (positive ad) or derogating the opposition candidate (negative ad). The strong positive message had a greater impact on attitudes toward the candidates than the weak positive message, but message strength had no significant effect for negative messages, suggesting that positive messages are centrally processed, and negative messages serve mainly as peripheral cues. Accordingly, a strong positive message was more effective than a weak positive message, but a weak positive message was less effective than a weak negative message. We conclude that negative political ads are advisable only when candidates cannot provide strong arguments to support their candidacy.     

FROM PAPER TO PIXELS: MOVING PERSONNEL SURVEYS TO THE WEB

Practitioners are not adequately prepared to handle concerns related to the acceptability of the online survey medium from the worker's viewpoint because the literature has only begun to address this issue. This study assessed reactions to Web-based questionnaires while moving an organization's climate survey online. Initial questions, posed via a paper-and-pencil instrument, gathered opinions concerning online surveys ( n = 437). A Web-based climate survey was then created and piloted (n = 98). Afterwards, die finalized instrument was administered ( n = 403), and a follow-up questionnaire was disseminated ( n = 175) to further gauge workers' reactions. Despite some initial anonymity concerns, most personnel were amenable to online surveying, and the Web-based medium did not appear to discourage participation from any subgroup (based on gender, race, military versus civilian classification, and workgroup size comparisons). This article, which is intended for practitioners considering the transition to Web-based surveys as well as those interested in evaluating and improving current Web-based survey processes, outlines issues regarding online survey implementation, offers a tool for evaluating survey software, and concludes with lessons learned and avenues for future research/practice.     

USING WEB-BASED FRAME-OF-REFERENCE TRAINING TO DECREASE BIASES IN PERSONALITY-BASED JOB ANALYSIS: AN EXPERIMENTAL FIELD STUDY

We identify sources of biases in personality-based job analysis (PBJA) ratings and offer a Web-based frame-of-reference (FOR) training program to mitigate these biases. Given the use of job analysis data for the development of staffing, performance management, and many other human resource management systems, using biased PBJA ratings is likely to lead to a workforce that is increasingly homogenous in terms of personality but not necessarily a workforce with improved levels of performance. We conducted a field experiment (i.e., full random assignment) using 2 independent samples of employees in a city government and found evidence in support of the presence of biases as well as the effectiveness of the proposed solution. Specifically, FOR training was successful at decreasing the average correlation between job incumbents' self-reported personality and PBJA ratings from .27 to .07 (administrative support assistants) and from .30 to .09 (supervisors). Also, FOR training was successful at decreasing mean PBJA ratings by d = .44 (administrative support assistants) and by d = .68 (supervisors). We offer the entire set of Web-based FOR training materials for use in future research and applications.     

Career Counseling with Gay Men: Issues and Recommendations for Research

This article reviews the available literature on career issues facing gay men, identifies potentially crucial issues confronting practicing career counselors, and suggests how to work with gay men regarding career issues. Suggestions for future research are also presented.     

DO THE SELF‐DECEIVED GET WHAT THEY WANT?

Abstract: Two of the most basic questions regarding self‐deception remain unsettled: What do self‐deceivers want? What do self‐deceivers get? I argue that self‐deceivers are motivated by a desire to believe. However, in significant contrast with Alfred Mele's account of self‐deception, I argue that self‐deceivers do not satisfy this desire. Instead, the end‐state of self‐deception is a false higher‐order belief. This shows all self‐deception to be a failure of self‐knowledge.