The Elusiveness,Loss and Cruciality of Recovered Holiness: Some Biblical and Theological Observations

Abstract: While holiness is one of the motifs in theological discourse that can legitimately be said to entwine many others, the coinage it receives for such honour is being largely exiled from discussion. Thus, any contribution that could be made by considering Jesus Christ as the defining revelation of holiness is sidelined. Beginning with some biblical observations, and enlisting some help from Scottish Congregationalist P.T. Forsyth, this article seeks to encourage a reclaiming of holiness vocabulary as a distinctly christological reality and gift that finds expression first in the unique incarnate life and death of the Son, and then in the life and mission of the community created and sustained by that same Son.     

Expertise,Domains, and the Consensual Assessment Technique

The Consensual Assessment Technique (CAT) argues that the most valid judgments of the creativity are those of the combined opinions of experts in the field. Yet who exactly qualifies as an expert to evaluate a creative product such as a short story? This study examines both novice and expert judgments of student short fiction. Results indicate a need for caution in using non‐expert raters. Although there was only a small (but statistically significant) difference between experts' and novices' mean ratings, the correlation between the two sets of ratings was just .71. Experts were also far more consistent in their ratings compared to novices, whose level of inter‐rater reliability was potentially problematic.     

PAY SYSTEM CHARACTERISTICS AND QUIT PATTERNS OF GOOD, AVERAGE, AND POOR PERFORMERS

The relationship between pay dispersion and the quits patterns of good, average, and poor performers was explored among a sample of motor carriers. Results showed that under high pay system communication, pay dispersion was negatively related to good performer quits when performance-based pay increases were emphasized, and positively related when they were not. The results for seniority-based pay increases were different. Under high pay system communication, pay dispersion was negatively related to average performer quits when seniority-based pay increases were emphasized, and the relationship was attenuated when they were not. Contrary to expectation, pay dispersion was not consistently related to quit patterns when pay system communication was low. Predictions regarding quit patterns of poor performers were not supported. Implications of the research are addressed and future research directions identified.     

Modesty without Illusion

The common image of the fully virtuous person is of someone with perfect self-command and self-perception, who always makes correct evaluations. However, modesty appears to be a real virtue, and it seems contradictory for someone to believe that she is modest. Accordingly, traditional defenders of phronesis (the view that virtue involves practical wisdom) deny that modesty is a virtue, while defenders of modesty such as Julia Driver deny that phronesis is required for virtue. I offer a new theory of modesty—the two standards account—under which phronesis and modesty are reconciled. Additionally, since the two standards account involves reflection on moral ideals, I provide an account of the proper nature of moral ideals.     

Do advertised preferences predict the behavior of speed daters?

Because researchers are making increasing use of data gleaned from Internet dating sites, it is important to know if the preferences people specify in Internet advertisements predict the choices that they actually make. HurryDate, a commercial speed‐dating firm, collected data from over 10,000 people in their 20s, 30s, and 40s who participated in speed‐dating events in cities across the United States. The present analysis compared these speed daters’ advertised preferences with their decisions to attend particular events and their choices of potential partners at the events they attended. Findings indicated that speed daters’ advertisements reflect frequently replicated sex differences and assortative patterns and that these advertised mate preferences predicted their decisions to attend particular events. Advertised preferences did not, in contrast, substantially predict decisions within events. These results support the conclusion that advertised preferences predict behavior in the mating domain in some contexts but not others.     

Job Complexity,Performance, and Well‐being: When Does Supplies‐Values Fit Matter?*

We extend person–job fit research by investigating job performance as a moderator of the supplies–values fit relationship with strain outcomes (somatic complaints and depression). Drawing on cybernetic stress and psychological centrality perspectives, we argue that supplies–values misfit relates to lower well‐being levels when job performance is low but that this effect is attenuated when job performance is high. The results are consistent with this prediction across 3 studies that provide progressively more rigorous tests of the hypothesis. Implications of the results for theoretical and empirical person–job fit research are addressed.     

PERCEPTUAL PRESENCE

Plausibly, any adequate theory of perception must (a) solve what Alva Noë calls 'the problem of perceptual presence,' and (b) do justice to the direct realist idea that what is given in perception are garden-variety spatiotemporal particulars. This paper shows that, while Noë's sensorimotor view arguably satisfies the first of these conditions, it does not satisfy the second. Moreover, Noë is wrong to think that a naïve realist approach to perception cannot handle the problem of perceptual presence. Section three of this paper develops a version of naïve realism that meets both of the adequacy conditions above. This paper thus provides strong considerations in favor of naïve realism.