Transmission Failure Explained1

In this paper I draw attention to a peculiar epistemic feature exhibited by certain deductively valid inferences. Certain deductively valid inferences are unable to enhance the reliability of one’s belief that the conclusion is true—in a sense that will be fully explained. As I shall show, this feature is demonstrably present in certain philosophically significant inferences—such as GE Moore’s notorious ‘proof’ of the existence of the external world. I suggest that this peculiar epistemic feature might be correlated with the much discussed phenomenon that Crispin Wright and Martin Davies have called ‘transmission failure’—the apparent failure, on the part of some deductively valid inferences to transmit one’s justification for believing the premises.     

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.     

CONTINGENCIES IN THE EFFECTS OF PAY RANGE ON ORGANIZATIONAL EFFECTIVENESS

The degree of pay spread can influence many organizational level outcomes (e.g., workforce productivity and organizational performance), but empirical studies are inconsistent about the directionality of the effect. We argue that it is not simply the width of the pay range but also the factors responsible for the width that explain the effects of the pay range on employee and organizational outcomes. We expect that when wider pay ranges are attributable to the use of performance-based pay, the effects of the pay range on performance are positive, but narrower pay ranges attributable to performance-based pay reduce this effect substantially. By contrast, wider pay ranges attributable to politically based pay should have negative effects on performance, and this effect should be weakened when the pay ranges are narrower. Data from a sample of motor carriers generally support our predictions. Although wider pay ranges have positive effects, the results reveal a complex pattern of relationships among the basis of pay allocations and pay range width on the one hand and workforce productivity and organizational performance on the other. Implications for future compensation and strategic human resource management research are discussed.     

MAX STIRNER's EGOISM

My aim in what follows is to provide and criticise a consistent account of Stirnerian egoism. Despite the many obscurities and complexities surrounding Stirner's conception of self-interested action, a detailed examination of The Ego and Its Own does, I believe, offer us an interpretation that remains true to the overall aims of the book. My main concern throughout will be to focus on the interpretation of Stirner as a psychological egoist. I believe that the textual evidence in favour of viewing Stirner's brand of egoism in these terms is overwhelming. The result of this exegesis is at the same time a reply to David Leopold's claim that, in The Ego and Its Own , the evidence for Stirner's commitment to this version of egoism is scarce and unconvincing. If my understanding of Stirner's book is correct, his advocacy of psychological egoism is an unwelcome consequence for the Stirnerian viewpoint, given the weaknesses of psychological egoism as a theory of human motivation. It is also damaging for Stirner's conception of selfhood.     

EMOTION HELPERS: THE ROLE OF HIGH POSITIVE AFFECTIVITY AND HIGH SELF-MONITORING MANAGERS

Who provides help to employees suffering anxiety and emotional pain in organizations? From an interactionist perspective, we anticipated that increasing levels of managerial responsibility would unlock discretionary helping behavior related to differences in self‐monitoring and positive affectivity. Results from a study of 94 members of a recruitment firm confirmed that those active in providing emotional help to others in the workplace tended to possess a combination of managerial responsibility and a high self‐monitoring or high positive affectivity disposition. By contrast, when members were low in positive affect or self‐monitoring they provided less emotional help to others, irrespective of the level of managerial responsibility. These interaction results remained significant after taking into account centrality in friendship and workflow networks, as well as significant effects of gender.     

Reply to Skow

We have argued against a standard way of defining Humean supervenience about laws, and in favor of an alternative definition. Skow says that our argument against the standard definition makes a big mistake. He is right about this. But that mistake is correctable. Skow also argues that our alternative definition is seriously flawed. We think he is wrong about this.     

Age‐related variations and sex differences in gender cleavage during middle childhood

Gender cleavage, the segregation of the sexes, is a powerful phenomenon affecting socialization during childhood, but its developmental trajectory is far from clear. Sociometric responses by 299 boys and girls in Grades 3 to 6 from a group preference record were used to investigate age‐related variations and sex differences in gender cleavage. Moreno's (1953) developmental model of gender cleavage was examined in the light of sociocultural changes, as well as advances in the theory and measurement of gender cleavage. Sex differences were found in same‐gender preference, with older elementary girls showing greater same‐gender preference than boys of the same age. However, this finding, plus the absence of gender differences in cross‐gender evaluations, did not support more recent developmental accounts of gender cleavage. Linear trend analyses contradicted Moreno's basic precept of increasing same‐gender preference between Grades 3 and 6. While same‐gender acceptance and rejection were relatively similar regardless of grade level, cross‐gender acceptance was greater in higher than in lower grades and the reverse was true for rejection. Furthermore, weaker gender cleavage effects in rejection data than in acceptance data suggested that strong same‐gender liking does not infer equally robust cross‐gender dislike. Gender cleavage appears to be relative rather than absolute. A more complex model is proposed incorporating sex differences as well as rejection evaluations     

ON THE BIRTH AND DEVELOPMENT OF PSYCHOANALYTIC FIELD THEORY,PART 2

Advances in Contemporary Psychoanalytic Field Theory: Concept and Further Development. Edited by S. Montana Katz, Roosevelt Cassorla, and Giuseppe Civitarese. London/New York: Routledge, 2017. 212 pp.