Language‐Games and Relativism: On Cora Diamond's Reading of Peter Winch

We will look critically at three essays by Cora Diamond concerning Peter Winch's views on the possibility of communication and criticism between language‐games. We briefly present our understanding of Winch's approach to philosophy. Then, we argue that Diamond misidentifies Winch's views, taking them to imply language‐game relativism or linguistic idealism. When she does raise valid criticisms against language‐game relativism, her critical points mainly coincide with things that Winch has already stressed in his own work. That leaves us with the question what their real disagreement amounts to. Finally, we suggest that at the bottom of Diamond's objections lies her failure to appreciate Winch's insights about the place of logic in human intercourse.     

Infelicitous Cancellation: The Explicit Cancellability Test for Conversational Implicature Revisited

This paper questions the adequacy of the explicit cancellability test for conversational implicature as it is commonly understood. The standard way of understanding this test relies on two assumptions: first, that that one can test whether a certain content is (merely) conversationally implicated, by checking whether that content is cancellable, and second, that a cancellation is successful only if it results in a felicitous utterance. While I accept the first of these assumptions, I reject the second one. I argue that a cancellation can succeed even if it results in an infelicitous utterance, and that unless we take this possibility into account we run the risk of misdiagnosing philosophically significant cases.     

Breaking the Habit: On the Highly Habitualized Nature of Meat Consumption and Implementation Intentions as One Effective Way of Reducing It

Reducing meat consumption is an important element of an effective climate protection strategy, but meat consumption is highly habitualized and therefore difficult to change. This article uses an extended version of the theory of planned behavior with habit strength as additional predictor. In one longitudinal (N?=?227) and one prospective correlational study (N?=?212), attitudes toward and perceived ease of meat consumption reduction explained about 60% of variance of meat consumption reduction intentions, with habit strength being the strongest correlate of actual self-reported meat consumption. A third experimental study (N?=?192) demonstrated that implementation intentions can be an effective strategy for realizing reduction aims. We discuss the central role of habits for meat consumption.     

Affirmative Action Policies in Academic Job Advertisements: Do They Facilitate or Hinder Gender Discrimination in Hiring Processes for Professorships?

Evidence of female-favoring hiring preferences for assistant professorships suggests that universities can implement affirmative action programs successfully. However, research on the role of applicant gender and the actual use of affirmative action policies in hiring processes for high-level professorships remain scarce. A web-based experiment with 481 economic university members assessed whether evaluators perceived a female applicant as less qualified than a male applicant for an associate professorship position when the job advertisement highlighted the university’s commitment to affirmative action (gender-based preferential selection) but not when it solely highlighted its commitment to excellence (non-gender-based selection). Contrary to previous experimental findings that affirmative action would adversely affect female applicants, evaluators perceived the female applicant as more hirable and ranked her first for the job significantly more often than the male candidate. Furthermore, male evaluators had a stronger preference for the female candidate in the gender-based condition than in the non-gender-based condition and a stronger preference for the male candidate in the non-gender-based condition than in the gender-based condition. Overall, the results provide evidence that gender-based preferential selection policies can evoke their intended effect to bring highly qualified women to high-level professorships, especially when being evaluated by non-beneficiaries of these policies, such as men.

     

Modeling consensus emergence in groups using longitudinal multilevel methods

Organizational researchers have long been interested in studying bottom‐up multilevel processes where lower level units (e.g., employees) in organizations interact to jointly create characteristics of higher level units (e.g., work groups). This article contributes to the literature on bottom‐up processes by detailing a statistical approach—the consensus emergence model (CEM)—that allows researchers to study emergence of shared perceptions and feelings or climates in groups over time. The described methodological approach extends standard multilevel methodology by examining residual variances within a growth model to account for dynamic change in group consensus. The CEM provides a formal test for consensus emergence. The approach also allows researchers to test explanatory models of consensus emergence by including person‐level, group‐level, and observation‐level predictors. We illustrate the CEM by applying the method to data from two longitudinal studies of work units. The first study investigated job satisfaction in military companies. Our second study examined professional archeologists working in groups on a field excavation mission and focused on fatigue at the end of the work day. Our analyses demonstrate the CEM's ability to detect and study emergence, and suggest that the CEM may be a valuable tool to help extend the study of emergence in organizational research.     

Person-supervisor fit,needs-supplies fit,and team fit as mediators of the relationship between dual-focused transformational leadership and well-being in scientific teams

Team-based work structures have become prevalent in science. Scientific teams, however, are characterized by competing individual-level and team-level needs (i.e., by mixed-motive situations). This makes leading scientific teams particularly challenging: Balancing competing individual-level goals and common team-level goals requires a specific type of leadership that simultaneously considers both satisfying individual-level needs as well as team-level needs. The current study addresses this issue by combining the dual-focused model of transformational leadership with person-environment fit theory. Specifically, we investigated needs-supplies fit, person-supervisor fit, and team fit as mediators of the relationship between transformational leadership and scientific team members’ job satisfaction and work-related strain. In doing so, we provide a new perspective on leadership in scientific teams by explicitly differentiating individual-level and team-level effects of transformational leadership. We tested our hypotheses using a three-wave design with a sample of 134 members of 42 scientific teams. The relationships between individual-focused transformational leadership, job satisfaction, and work-related strain were mediated by needs-supplies fit and person-supervisor fit. Team-focused transformational leadership was positively related to job satisfaction and negatively related to work-related strain. Our findings contribute to further clarifying the mechanisms underlying the relationship between transformational leadership and members’ well-being in scientific teams.