The last 20 years or so has seen an intense search carried out within Dempster–Shafer theory, with the aim of finding a generalization of the Shannon entropy for belief functions. In that time, there has also been much progress made in credal set theory—another generalization of the traditional Bayesian epistemic representation—albeit not in this particular area. In credal set theory, sets of probability functions are utilized to represent the epistemic state of rational agents instead of the single probability function of traditional Bayesian theory. The Shannon entropy has been shown to uniquely capture certain highly intuitive properties of uncertainty, and can thus be considered a measure of that quantity. This article presents two measures developed with the purpose of generalizing the Shannon entropy for (1) unordered convex credal sets and (2) possibly non-convex credal sets ordered by second order probability, thereby providing uncertainty measures for such epistemic representations. There is also a comparison with the results of the measure AU developed within Dempster–Shafer theory in a few instances where unordered convex credal set theory and Dempster–Shafer theory overlap. 相似文献
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.
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. 相似文献
Drawing on the sensitivity to mean intentions model, we hypothesized that sensitivity to injustice from a victim's perspective (victim sensitivity) is negatively related to the acceptance of political reforms due to an inclination to attribute ulterior motives to policy makers. In Study 1 with a Canadian sample, initial evidence for this mediational model was obtained, as victim sensitivity uniquely predicted distrust of policy makers through general trait suspiciousness. In Study 2, victim‐sensitive Austrians and Germans ascribed sinister motives to initiators of an economic reform when contextual cues of initiators' untrustworthiness were given. This situational suspiciousness led them to subsequently oppose this particular reform, and it even generalized to the whole economic system by reducing economic‐system justification. However, in both studies, mutually suppressive tendencies toward both opposing and justifying the system occurred. This suggests that victim‐sensitive individuals may be torn between distrusting and endorsing the system because it can not only victimize but also promote a sense of security from victimization by conferring order. 相似文献
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. 相似文献
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. 相似文献
Range restriction corrections require the predictor standard deviation in the applicant pool of interest. Unfortunately, this information is frequently not available in applied contexts. The common strategy in this type of situations is to use national‐norm standard deviation estimates. This study used data from 8,276 applicants applying to nine jobs in German governmental organizations to compare applicant pool standard deviations for two cognitive ability tests with national‐norm standard deviation estimates, and standard deviations for the total group of governmental applicants. Results revealed that job‐ and organizational context‐specific applicant pool standard deviations were on average about 10–12% smaller than estimates from national norms, and about 4–6% smaller than standard deviations for the total group of governmental applicants. 相似文献
In the debate over what determines the reference of an indexical expression on a given occasion of use, we can distinguish
between two generic positions. According to the first, the reference is determined by internal factors, such as the speaker’s intentions. According to the second, the reference is determined by external factors, like conventions or what a competent and attentive audience would take the reference to be. It has recently been
argued that the first position is untenable, since there are cases of mismatch where the intuitively correct reference differs from the one that would be determined by the relevant internal factors. The
aim of this paper is to show that, contrary to this line of argument, it is the proponent of the second position that should
be worried, since this position yields counterintuitive consequences regarding communicative success in cases of mismatch. 相似文献