WHY I BELIEVE IN AN EXTERNAL WORLD

Abstract: I claim in this article that if my experience is such that it seems to me that there is an external object before me, then I have reason to believe that there is an external object before me. The sceptic argues that since my having the experience is compatible both with there being and with there not being an external object before me, I have no reason to believe that the former possibility obtains and not the latter. I respond that the sceptic has ignored a relevant difference between the two possibilities: I can make sense of the former possibility but not of the latter. I examine two broad categories of sceptical possibilities (dreams and hallucinations), explain why I cannot make sense of them, and explain why my inability to make sense of them gives me reason to believe they do not obtain.     

AN EXAMINATION OF IMPRESSION MANAGEMENT USE AND EFFECTIVENESS ACROSS ASSESSMENT CENTER EXERCISES: THE ROLE OF COMPETENCY DEMANDS

We report 2 studies that examine how promotional candidates use verbal and nonverbal impression management (IM) tactics across several structured assessment center exercises that differ in the competency demands they place on candidates. Based on the competency-demand hypothesis ( Shoda, Mischel, & Wright, 1993a, 1993b ), it was predicted that IM use would occur most frequently and have the strongest effects on assessor evaluations in exercises that place greater demands on candidates' interpersonal skills than in exercises that depend primarily on technical skills. In both studies, IM tactics were generally used more frequently and there was more variability in IM use for those exercises requiring candidates to display interpersonal competencies (i.e., the role-plays and mock presentation) relative to the exercise that did not (i.e., the tactical exercise). The relationship between IM use and assessor evaluations was also influenced by the competencies assessed by the exercises, and IM use related to both interpersonal and noninterpersonal ratings of performance.     

Challenges in a Dialectical Conception of Career Evolution

This article seeks to clarify the differences between traditional and dialectical perspectives on career development. The application of a dialectical model to career evolution is based on the assumption that an individual's work experiences and other life experiences exert an ongoing, reciprocal effect on career development.