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961.
962.
Treating conditionals as probabilistic statements has been referred to as a defining feature of the “new paradigm” in cognitive psychology. Doing so is attractive for several reasons, but it complicates the problem of assessing the merits of conditional arguments. We consider several variables that relate to judging the persuasiveness of conditional arguments with uncertain (probabilistic) premises. We also explore ways of judging the consistency of people's beliefs as represented by components of conditional arguments. Experimental results provide evidence that inconsistencies in beliefs are more prevalent if the arguments’ components are spatially and temporally dispersed than if they are contiguous in space and time. This supports the idea that assuring the consistency among even a small number of beliefs is difficult to do, especially if the beliefs in question are not brought into consciousness at the same time; but consistency can be enhanced when beliefs are considered simultaneously or nearly so. 相似文献
963.
Caroline Knight Malcolm Patterson Jeremy Dawson 《European Journal of Work and Organizational Psychology》2019,28(3):348-372
Work engagement is associated with important individual and organisational outcomes (e.g. employee health and well-being, performance). This narrative systematic review aims to synthesise the increasing number of work engagement interventions and inform future research by exploring: (1) the specific intervention foci, delivery methods and content of engagement interventions; (2) intervention effectiveness; and (3) underlying mediators and moderators. A systematic search for interventions employing a validated engagement measure revealed 40 studies. Five were personal resource building, twelve job resource building, three leadership training, eighteen health promotion, and two job and personal resource building. Twenty (50%) studies observed significant positive effects on work engagement, two (5%) had a negative effect, and eighteen (45%) had no effect. Job and personal resources, job demands and well-being were important mediators. Moderators included the specific intervention focus and delivery method, employee participation, manager support, and intervention level (top-down vs bottom-up). Bottom-up interventions, and job crafting and mindfulness interventions particularly, were most successful. Implementation difficulties were common, including poor response and attrition rates, and adverse factors (e.g. organisational restructuring, redundancy, economic downturn). We highlight implications for research and practice and stress the need to test underlying theories to build knowledge around how, why, and when interventions work. 相似文献
964.
965.
966.
Keith Butler 《Synthese》1995,104(1):71-97
Connectionism provides hope for unifying work in neuroscience, computer science, and cognitive psychology. This promise has met with some resistance from Classical Computionalists, which may have inspired Connectionists to retaliate with bold, inflationary claims on behalf of Connectionist models. This paper demonstrates, by examining three intimately connected issues, that these inflationary claims made on behalf of Connectionism are wrong. This should not be construed as an attack on Connectionism, however, since the inflated claims made on its behalf have the look of cures for which there are no ailments. There is nothing wrong with Connectionism for its failure to solve illusory problems. 相似文献
967.
Journal of Philosophical Logic - This paper investigates a generalization of Boolean algebras which I call agglomerative algebras. It also outlines two conceptions of propositions according to... 相似文献
968.
Jeremy J. Oliver Andrew K. MacLeod 《Journal of Occupational & Organizational Psychology》2018,91(3):665-680
An online self‐help goal‐setting and planning (GAP) intervention to improve working adults’ well‐being was tested using a longitudinal, randomized crossover design. The study sought to (1) test the effectiveness of the intervention relative to wait‐list controls; and (2) test the stability of effects over a 3‐month follow‐up period. Participants were recruited from the UK Civil Service and were randomized to either a GAP intervention or a wait‐list control condition. Wait‐list participants then crossed‐over to receive GAP. Relative to wait‐list controls (N = 149), GAP participants (N = 158) reported significantly higher levels of positive affect (PA) and flourishing, but similar levels of negative affect (NA) and life satisfaction immediately after the intervention. Longitudinal data were analysed for the whole sample (N = 307). Compared to the start of the intervention, participants reported an increase in PA and flourishing directly after the intervention and 3 months later. NA and life satisfaction showed no change by the end of the intervention, but had improved by 3‐month follow‐up. Completing more modules predicted post‐intervention improvements in well‐being, accounting for pre‐intervention well‐being levels. The online self‐help format allowed the intervention to be offered with minimal therapeutic support, enabling convenient access by a large group of employees. The study provides an example of a successful adaptation of a clinically proven well‐being intervention to make it accessible to working adults.
Practitioner points
- Well‐being interventions proven in clinical settings can be effectively adapted for use in workplace settings with only minor alterations.
- Brief, online self‐help interventions can improve working adults’ well‐being.
- Goal‐based interventions can improve working adults’ well‐being when focused towards goals that are aligned with personal values and have been chosen by the individual.
969.
Jeremy Mitonga-Monga 《Journal of Psychology in Africa》2018,28(1):15-20
This study examined the extent to which an ethical climate moderates the relationship between job satisfaction and perceptions of organisational commitment. The study sample consisted of 839 employees of a railway organisation in the Democratic Republic of Congo (DRC) (women = 32%). Perceptions of the organisation’s ethical climate were measured using the Ethical Climate Questionnaire (Victor & Cullen, 1998), job satisfaction was measured using the Job Satisfaction Questionnaire (Lock, 1976), and organisational commitment was measured using the Organisational Commitment Scale (Meyer & Allen, 1997). Data were analysed by applying hierarchical moderator regression analysis to predict employee commitment from job satisfaction, in interaction with the ethical climate. The findings indicated that the ethical climate dimensions of caring, law and code, rule, independence, and instrumental predicted 72% of the variance in job satisfaction and 73% of the variance in employee commitment. Positive perceptions of an ethical work atmosphere and clear code of conduct would enhance employees’ levels of dedication, loyalty, and commitment to the organisation. 相似文献
970.
Jeremy E. C. Genovese Kenneth E. Sparks Kathleen D. Little 《The Journal of genetic psychology》2017,178(5):298-302
The authors tested the hypothesis that there is a correlation between hemispheric cognitive style and ear temperature. A sample of 100 participants completed a measure of hemispheric cognitive style, the Hemispheric Consensus Prediction Profile. Ear temperatures were taken in 2 sessions, 2 times for each ear at each session. Average left ear temperature was subtracted from average right ear temperature as an index of dominant temperature. Only 56 of the participants showed a stable dominant ear temperature. For these 56 participants, there was a statistically significant positive correlation between scores on the Hemispheric Consensus Prediction Profile and tympanic member temperature (Spearman's ρ =.29, 95% CI [.04,.51]). Individuals with a left hemispheric cognitive style tended to have a warmer left tympanic membrane temperature while those with a right hemispheric cognitive style tended to have a warmer right tympanic membrane temperature. Tympanic membrane temperatures are easily obtained using inexpensive and noninvasive technology. The relationship suggested by these findings may open new opportunities for the study of cerebral asymmetry. 相似文献