Quasi-set theory is a ZFU-like axiomatic set theory, which deals with two kinds of ur-elements: M-atoms, objects like the atoms of ZFU, and m-atoms, items for which the usual identity relation is not defined. One of the motivations to advance such a theory is to deal properly with collections of items like particles in non-relativistic quantum mechanics when these are understood as being non-individuals in the sense that they may be indistinguishable although identity does not apply to them. According to some authors, this is the best way to understand quantum objects. The fact that identity is not defined for m-atoms raises a technical difficulty: it seems impossible to follow the usual procedures to define the cardinal of collections involving these items. In this paper we propose a definition of finite cardinals in quasi-set theory which works for collections involving m-atoms. 相似文献
This article addresses the effects of flexible work-time designs on employee- and company-related aims. Using objective and self-reported quantitative and qualitative data the current study examines the effects of a flexible work-time design that was introduced in a service company in Germany. Building on the learning hypothesis of the job demands?–?control model, we predicted that a highly flexible work-time design that provides employees with high demands but at the same time also with a high degree of autonomy, and self-determination over their working time leads to positive effects on employee's personal development and learning opportunities. The results supported this hypothesis. However, in addition to employee-related benefits the results also suggested benefits for the company, such as an increase in adherence to company goals. Moreover, the objective data showed a lower degree of absenteeism and higher work quality compared to the control group working with the traditional work-time design. Theoretical and practical implications are discussed. 相似文献
This paper provides an ethnographic account of both hardships and religious coping strategies of Philippine migrant workers in Hong Kong. It will argue that intensified coping needs that arise from the migration process may lead to a reorientation towards more charismatic religious groups, which in turn seem to promote coping strategies specifically tailored towards the (relatively homogenous) experiences of these migrants. It will also argue that, while the “disempowering” implications of religious coping rest ambiguous, it may assist the toleration of exploitative patterns in migration by reducing their emotional cost. 相似文献
Several proponents of the ‘buck-passing’ account of value have recently attributed to G. E. Moore the implausible view that goodness is reason-providing. I argue that this attribution is unjustified. In addition to its historical significance, the discussion has an important implication for the contemporary value-theoretical debate: the plausible observation that goodness is not reason-providing does not give decisive support to the buck-passing account over its Moorean rivals. The final section of the paper is a survey of what can be said for and against the buck-passing account and Moore's views about goodness and reasons. 相似文献
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
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
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.