A New Logic of Technical Malfunction

Aim of the paper is to present a new logic of technical malfunction. The need for this logic is motivated by a simple-sounding philosophical question: Is a malfunctioning corkscrew, which fails to uncork bottles, nonetheless a corkscrew? Or in general terms, is a malfunctioning F, which fails to do what Fs do, nonetheless an F? We argue that ‘malfunctioning’ denotes the modifier Malfunctioning rather than a property, and that the answer depends on whether Malfunctioning is subsective or privative. If subsective, a malfunctioning F is an F; if privative, a malfunctioning F is not an F. An intensional logic is required to raise and answer the question, because modifiers operate directly on properties and not on sets or individuals. This new logic provides the formal tools to reason about technical malfunction by means of a logical analysis of the sentence “a is a malfunctioning F”.     

Representations of interobject spatial relations in long-term memory

A growing body of evidence has indicated that human spatial memory is organized in terms of a small number of reference directions and that interobject spatial relations are represented in terms of these directions (e.g., McNamara, 2003). The goal of the present experiments was to investigate whether the selection of reference directions also affects the fidelity with which interobject spatial relations are represented in memory. In two experiments, participants memorized a layout of nine objects and then performed judgments of relative direction (e.g., “Imagine you are standing at the clock, facing the book. Point to the phone.”) at a remote location. Imagined heading (e.g., at the clock, facing the book) and allocentric target direction (e.g., the direction from clock to phone in the allocentric frame of reference used to define imagined heading) were manipulated independently. The results of both experiments showed that the same directions that were benefited in imagined headings were also benefited in allocentric target directions. These findings indicate that interobject spatial relations are preferentially represented when they coincide with a reference direction.     

Being and feeling liked by others: How social inclusion impacts health

This study examined the effects of perceived and actual social inclusion on health across and within individuals from a network perspective. During the first semester, 75 freshmen students provided bi-weekly ratings on their perceived social inclusion and health. To capture actual social inclusion, each student nominated liked and disliked fellow students. Perceived social inclusion mediated the effect of actual social inclusion on health. Specifically, students with more ‘likes’ perceived more social inclusion and those with higher perceived inclusion reported a better health status (between-person effect). In addition, at time points, when students received more ‘likes’ they also perceived more social inclusion. They reported better health at times when they felt more included (within-person effect). Thus, the perception of social inclusion is rooted in reality and actual social inclusion has an impact on health when passing the filter of perception.     

Silence is golden? Characteristics and experiences of self-reported whistleblowers

This study investigates the characteristics of whistleblowers, the prevalence and nature of whistleblowing, and the occurrence of retaliation after whistleblowing using a randomly selected and representative sample of Norwegian employees. The results showed that 12 per cent self-reported as whistleblowers according to an operational definition. Being a leader, or a union or personnel safety representative was significantly related to whistleblowing. The most frequently reported wrongdoing was harassment conducted by a single colleague. Wrongdoer(s) received mixed responses, from no reaction to reprimand. Even though most whistleblowers were not sanctioned, they reported less job satisfaction and more workplace bullying than did nonwhistleblowers. Only a few were rewarded. For the most part, wrongdoing was stopped or reduced. However, whistleblowing was only partially effective, because whistleblowers reported lack of feedback about the result of their report. Results also showed that the status of the wrongdoer was related to the reaction he or she received afterwards, as were the type of wrongdoing and the effect on the wrongdoing, and the type of wrongdoing and the effect on the wrongdoer(s). Potential explanations for the results, such as the type of sample and power distance, are discussed. Practical implications of the study are also addressed, such as the importance of providing feedback to whistleblowers.     

Assessing knowledge-intensive work environment: General versus situation-specific instruments

The aim of the present study is to examine to what extent general and situation-specific work environment instruments capture the salient work characteristics in a knowledge-intensive context. We conducted qualitative open-ended interviews with 30 employees (24 men and six women) from a Norwegian university department. The information from the interviews was content-analysed and coded on the scales of five work environment instruments; two general instruments (the General Nordic Questionnaire for Psychological and Social Factors at Work [QPSNordic] and the Job Diagnostic Survey [JDS]) and three situation-specific instruments (Assessing the climate for creativity [KEYS], Situational Outlook Questionnaire [SOQ], and the Organizational Climate Measure [OCM]). The results showed that situation-specific work environment instruments covered significantly more statements about the work environment than the general instruments. More statements could be categorized on the organization and individual levels, compared to group and leadership levels. The situation-specific instruments covered more statements than general instruments at the organization level. These statements were mainly related to the organizational context, social and relational characteristics, and encouragement of creativity and organizational impediments to creativity. The findings support the value of situation-specific instruments for assessing the work environment in knowledge-intensive organizations.