Philosophical Methodology and Conceptions of Evil Action

There is considerable philosophical dispute about what it takes for an action to be evil. The methodological assumption underlying this dispute is that there is a single, shared folk conception of evil action deployed amongst culturally similar people. Employing empirical research the authors undertook, this article suggests that this assumption is false. There exist, amongst the folk, numerous conceptions of evil action. Hence, the authors argue, philosophical research is most profitably spent in two endeavours. First, in determining which (if any) conception of evil action we have prudential or moral (or both) reason to deploy and, second, in determining whether we could feasibly come to adopt that conception as the single shared conception given our psychological make‐up and the content of the conceptions currently deployed.     

Psychological Safety: A Meta‐Analytic Review and Extension

Although psychological safety research has flourished in recent years, and despite the empirical support for the important role of psychological safety in the workplace, several critical questions remain. In order to address these questions, we aggregate theoretical and empirical works, and draw on 136 independent samples representing over 22,000 individuals and nearly 5,000 groups, to conduct a comprehensive meta‐analysis on the antecedents and outcomes of psychological safety. We not only present the nomological network of psychological safety but also extend this research in 4 important ways. First, we compare effect sizes to determine the relative effectiveness of antecedents to psychological safety. Second, we examine the extent to which psychological safety influences both task performance and organizational citizenship behaviors over and beyond related concepts such as positive leader relations and work engagement. Third, we examine whether research design characteristics and national culture alter validities within the nomological network, thus promoting a more accurate and contextualized understanding of psychological safety. Finally, we test the homology assumption by comparing the effect sizes of the antecedents and outcomes of psychological safety across individual and group levels of analysis. We conclude with a discussion of the areas in need of future examination.     

Conditionals,Context, and the Suppression Effect

Modus ponens is the argument from premises of the form If A, then B and A to the conclusion B (e.g., from If it rained, Alicia got wet and It rained to Alicia got wet). Nearly all participants agree that the modus ponens conclusion logically follows when the argument appears in this Basic form. However, adding a further premise (e.g., If she forgot her umbrella, Alicia got wet) can lower participants’ rate of agreement—an effect called suppression. We propose a theory of suppression that draws on contemporary ideas about conditional sentences in linguistics and philosophy. Semantically, the theory assumes that people interpret an indicative conditional as a context‐sensitive strict conditional: true if and only if its consequent is true in each of a contextually determined set of situations in which its antecedent is true. Pragmatically, the theory claims that context changes in response to new assertions, including new conditional premises. Thus, the conclusion of a modus ponens argument may no longer be accepted in the changed context. Psychologically, the theory describes people as capable of reasoning about broad classes of possible situations, ordered by typicality, without having to reason about individual possible worlds. The theory accounts for the main suppression phenomena, and it generates some novel predictions that new experiments confirm.     

The Effect of Upward Feedback on Managerial Behavior

Un feed-back de gratification a été donné par des subordonnés aux managers australiens d'une firme internationale de prestation de services. Dans cette recherche quasi-expérimentale, la perfomance au travail de ces managers, a pu être observée six mois plus tard par les subordonnés comme s'étant accrue par rapport à la performance initiale et à ceux obtenus par un groupe de comparaison. L'efficacité personnelle modère la portée de ces résultats suggérant qu'elle joue un rôle clé en déterminant des réactions comportementales au feed-back de gratification. L'orientation vers un but d'apprentissage fut corrélée de manière significative à leur performance subséquente.
Upward feedback from subordinates was provided to Australian managers in an international professional services firm. The job performance of the managers in this quasi-experimental study was observed by subordinates to be significantly higher six months later, compared to both initial performance and subordinate ratings of a comparison group. Self-efficacy moderated this finding, suggesting that it plays a key role in determining behavioral reactions to upward feedback. The managers' learning goal orientation correlated significantly with their subsequent performance.     

Entropy,semantic relatedness and proximity

Although word co-occurrences within a document have been demonstrated to be semantically useful, word interactions over a local range have been largely neglected by psychologists due to practical challenges. Shannon’s (Bell Systems Technical Journal, 27, 379–423, 623–665, 1948) conceptualization of information theory suggests that these interactions should be useful for understanding communication. Computational advances make an examination of local word–word interactions possible for a large text corpus. We used Brants and Franz’s (2006) dataset to generate conditional probabilities for 62,474 word pairs and entropy calculations for 9,917 words in Nelson, McEvoy, and Schreiber’s (Behavior Research Methods, Instruments, & Computers, 36, 402–407, 2004) free association norms. Semantic associativity correlated moderately with the probabilities and was stronger when the two words were not adjacent. The number of semantic associates for a word and the entropy of a word were also correlated. Finally, language entropy decreases from 11 bits for single words to 6 bits per word for four-word sequences. The probabilities and entropies discussed here are included in the supplemental materials for the article.     

The Influence of a Manager's Own Performance Appraisal on the Evaluation of Others

This study examined the possibility that the performance appraisal process is affected by a pervasive and inherent effect that has heretofore been unidentified. This effect derives from the results of the performance appraisal most recently performed on the manager who subsequently conducts appraisals of others. The nature of this effect was examined in four studies. In a case study, the ratings received by two area coordinators in a university academic department affected their subsequent ratings of faculty. In a simulation, 30 managers received hypothetical feedback regarding their own job performance. The managers subsequently evaluated an employee on videotape. Managers who received positive feedback about their performance subsequently rated the employee significantly higher than managers who received negative feedback regarding their own performance. This occurred despite the fact that the managers knew the evaluation of them was bogus. The results of two follow‐up field studies involving 74 manager–employee dyads in a manufacturing company in Canada and 39 manager–subordinate dyads in a retail organization in Turkey are consistent with the view that one's own performance appraisal is related to the subsequent appraisal of one's subordinates. Both anchoring with insufficient adjustment and a mood induction may explain this effect, but the results are more consistent with the former explanation than the latter.     

New Directions in Goal-Setting Theory

ABSTRACT— Goal-setting theory is summarized regarding the effectiveness of specific, difficult goals; the relationship of goals to affect; the mediators of goal effects; the relation of goals to self-efficacy; the moderators of goal effects; and the generality of goal effects across people, tasks, countries, time spans, experimental designs, goal sources (i.e., self-set, set jointly with others, or assigned), and dependent variables. Recent studies concerned with goal choice and the factors that influence it, the function of learning goals, the effect of goal framing, goals and affect (well-being), group goal setting, goals and traits, macro-level goal setting, and conscious versus subconscious goals are described. Suggestions are given for future research.     

The effect of training in verbal self-guidance on the self-efficacy and performance of Native North Americans in the selection interview

Native North Americans (n = 35) received training in verbal self-guidance (VSG) designed to increase self-efficacy in a selection interview. At the end of the training program, the trainees who acquired skills in VSG had higher self-efficacy than the participants in the control group (n = 31) regarding their interview performance. They also performed better in the selection interview as judged by managers who were blind to the experimental conditions.