Team Semantics for Interventionist Counterfactuals: Observations vs. Interventions

Journal of Philosophical Logic - Team semantics is a highly general framework for logics which describe dependencies and independencies among variables. Typically, the (in)dependencies considered...     

Elusive Propositions

Journal of Philosophical Logic - David Kaplan observed in Kaplan (1995) that the principle $\forall p \Diamond \forall q (Qq \leftrightarrow q = p)$ cannot be verified at a world in a standard...     

Closed Structure

Journal of Philosophical Logic - According to the structured theory of propositions, if two sentences express the same proposition, then they have the same syntactic structure, with corresponding...     

Belief in a Just World and Employee Voice Behavior: The Mediating Roles of Perceived Efficacy and Risk

Abstract

In this research, we hypothesized that employees’ belief in a just world (BJW) would be positively related to their voice behavior, i.e., the expression of ideas or opinions with the intention of engendering organizational improvement or change, and that this relation would be mediated by perceived voice efficacy and perceived voice risk. To test these hypotheses, we collected self-reported data from employees in two different countries: China (N?=?313) and Germany (N?=?190). The results revealed a positive association between BJW and employee voice behavior in both samples. The two-mediator model was confirmed in the Chinese sample, while only perceived voice efficacy played a mediating role in the German sample. Possible reasons for these differences may be related to differences in cultural dimensions and education levels between the samples. The findings emphasize the importance of bolstering employees’ belief in justice and the organizational climate, which influence perceived voice efficacy and risk, as means to increase organizational voice behavior.     

Why and for whom does the pressure to help hurt others? Affective and cognitive mechanisms linking helping pressure to workplace deviance

Scholars are paying increasing attention to the “dark side” of citizenship behavior. One aspect of this dark side that has received relatively scant attention is “helping pressure”—an employee's perception that s/he is being encouraged to, or otherwise feels that s/he should, enact helping behavior at work. Drawing from theory associated with work stress, we examine affective and cognitive mechanisms that potentially explain why helping pressure, counterintuitively, may lead employees to engage in deviant behavior instead. Beyond examining these possible mechanisms, we also answer calls to identify a potential buffer to these effects. Drawing from self-determination theory, we examine how an employee's intrinsic motivation for citizenship may lessen the deleterious consequences of helping pressure at work. In two studies (a within-individual experience-sampling study and a two-wave between-individual study), we find consistent evidence that helping pressure has a positive indirect relationship with deviant behavior through increased negative affect. Further, we find evidence that intrinsic motivation for citizenship weakens the positive relationship of helping pressure with negative affect, buffering the indirect effect on subsequent deviant behavior. Theoretical and practical implications of these findings for the study of helping pressure at work are discussed.     

Targets of the memorized position and visual contexts]

The goal of this study was to determine whether a sensorimotor or cognitive encoding is used to encode a target position and save it into iconic memory. The methodology consisted of disrupting a manual aiming movement to a memorized visual target by displacing the visual field containing the target. The nature of the encoding was inferred from the nature and the size of the errors relative to a control. The target was presented either centrally or in the right periphery. Participants moved their hand from the left to the right of fixation. Black and white vertical stripes covered the whole visual field. The visual field was either stationary throughout the trial or was displaced to the right or left at the extinction of the target or at the start of the hand movement. In the latter case, the displacement of the visual field obviously could only be taken into account by the participant during the gesture. In this condition, our hypothesis was that the aiming error would follow the direction of visual field displacement. Results showed three major effects: (1) Vision of the hand during the gesture improved the final accuracy; (2) visual field displacement produced an underestimation of the target distance only when the hand was not visible during the gesture and was always in the same direction displacement; and (3) the effect of the stationary structured visual field on aiming precision when the hand was not visible depended on the distance to the target. These results suggest that a stationary structured visual field is used to support the memory of the target position. The structured visual field is more critical when the hand is not visible and when the target appears in peripheral rather than central vision. This suggests that aiming depends on memory of the relative peripheral position of the target (allocentric reference). However, in the present task, cognitive encoding does not maintain the "position" of the target in memory without reference to the environment. The systematic effect of the visual field displacement on the manual aiming suggests that the role of environmental reference frames in memory for position is not well understood. Some studies, in particular those of Giesbrecht and Dixon (1999) and Glover and Dixon (2001), suggested differing roles of the environment in the retention of the target position and the control of aiming movements toward the target. The present observations contribute to understanding the mechanism involved in locating and grasping objects with the hand.