Against digital ontology

The paper argues that digital ontology (the ultimate nature of reality is digital, and the universe is a computational system equivalent to a Turing Machine) should be carefully distinguished from informational ontology (the ultimate nature of reality is structural), in order to abandon the former and retain only the latter as a promising line of research. Digital vs. analogue is a Boolean dichotomy typical of our computational paradigm, but digital and analogue are only “modes of presentation” of Being (to paraphrase Kant), that is, ways in which reality is experienced or conceptualised by an epistemic agent at a given level of abstraction. A preferable alternative is provided by an informational approach to structural realism, according to which knowledge of the world is knowledge of its structures. The most reasonable ontological commitment turns out to be in favour of an interpretation of reality as the totality of structures dynamically interacting with each other. The paper is the first part (the pars destruens) of a two-part piece of research. The pars construens, entitled “A Defence of Informational Structural Realism”, is developed in a separate article, also published in this journal.     

Introduction to the Special Issue on Clinical Psychology and Behavioral Science: Processes,Principles, and Analytic Strategies

The Psychological Record -     

From What to How: An Initial Review of Publicly Available AI Ethics Tools,Methods and Research to Translate Principles into Practices

Science and Engineering Ethics - The debate about the ethical implications of Artificial Intelligence dates from the 1960s (Samuel in Science, 132(3429):741–742, 1960....     

The Ethics of Digital Well-Being: A Thematic Review

Science and Engineering Ethics - This article presents the first thematic review of the literature on the ethical issues concerning digital well-being. The term ‘digital well-being’ is...     

Semantic information and the network theory of account

The article addresses the problem of how semantic information can be upgraded to knowledge. The introductory section explains the technical terminology and the relevant background. Section 2 argues that, for semantic information to be upgraded to knowledge, it is necessary and sufficient to be embedded in a network of questions and answers that correctly accounts for it. Section 3 shows that an information flow network of type A fulfils such a requirement, by warranting that the erotetic deficit, characterising the target semantic information t by default, is correctly satisfied by the information flow of correct answers provided by an informational source s. Section 4 illustrates some of the major advantages of such a Network Theory of Account (NTA) and clears the ground of a few potential difficulties. Section 5 clarifies why NTA and an informational analysis of knowledge, according to which knowledge is accounted semantic information, is not subject to Gettier-type counterexamples. A concluding section briefly summarises the results obtained.     

Examining the Factor Structure and Discriminant Validity of the 12-Item General Health Questionnaire (GHQ-12) Among Spanish Postpartum Women

In this study, the authors tested alternative factor models of the 12-item General Health Questionnaire (GHQ-12) in a sample of Spanish postpartum women, using confirmatory factor analysis. The authors report the results of modeling three different methods for scoring the GHQ-12 using estimation methods recommended for categorical and binary data. A discriminant function analysis was also performed to test the utility of a multiple factor model. A two-phase cross-sectional study was designed: (a) 1,453 women visiting at 6 weeks postpartum completed the GHQ-12 and the Edinburgh Postnatal Depression Scale questionnaire and (b) based on the Edinburgh Postnatal Depression Scale outcomes, participants were stratified and randomly selected within each stratum for clinical evaluation. Using the Likert-type scoring approach, Hankins's one-factor model with "method effects" obtained the best fit. In addition, Graetz's three-factor model provided little discrimination between diagnostic groups, the factors being highly correlated. These results support the presence of only one latent factor in the GHQ-12.     

Visuospatial asymmetry in dual‐task performance after subacute stroke

Various authors have referred to an association between neglect and non‐spatial components of attention. It has been suggested that an increase in attentional load could exacerbate neglect symptoms and reveal subtle, well‐compensated neglect. In the present study, 21 RH and 22 LH subacute stroke patients and 20 controls performed a computerized single‐detection task (CVRT) and a dual task (CVRT‐D) combining the detection task with a driving simulation task. Omissions, reaction times (RTs) and RT asymmetries were analysed to investigate the influence of increasing attentional load on neglect symptoms. RT asymmetries were most pronounced in RH patients. Although a clear increase in RT asymmetries between CVRT and CVRT‐D was observed, the amount of increase did not differ between both patient groups. Within both patient groups, correlations between RT asymmetries and ipsilesional RTs as a measure of general attention were significant in the single task but not in the dual task, indicating that increased attentional load may result in different degrees of lateralized and general attentional problems. Half of the patients with neglect on the BIT (Behavioural Inattention Test) showed increased RT asymmetries from CVRT to CVRT‐D. Moreover, two LH and RH patients without neglect symptoms on the BIT and CVRT showed distinctively increased asymmetries in the CVRT‐D, fostering the idea of an emergence of subtle neglect under increased attentional load. Dual‐task performance may draw attention towards patients who, without obvious signs of neglect, may show visuospatial attention deficits in complex situations.     

Validation of the German version of the Career Adapt-Abilities Scale and its relation to orientations to happiness and work stress

Career adapt-ability has recently gained momentum as a psychosocial construct that not only has much to offer the field of career development, but also contributes to positive coping, adjustment and self-regulation through the four dimensions of concern, control, curiosity and confidence. The positive psychology movement, with concepts such as the orientations to happiness, explores the factors that contribute to human flourishing and optimum functioning. This research has two main contributions; 1) to validate a German version of the Career Adapt-Abilities Scale (CAAS), and 2) to extend the contribution of adapt-abilities to the field of work stress and explore its mediating capacity in the relation between orientations to happiness and work stress. We used a representative sample of the German-speaking Swiss working population including 1204 participants (49.8% women), aged between 26 and 56 (M_age = 42.04). Results indicated that the German version of the CAAS is valid, with overall high levels of model fit suggesting that the conceptual structure of career adapt-ability replicates well in this cultural context. Adapt-abilities showed a negative relationship to work stress, and a positive one with orientations to happiness. The engagement and pleasure scales of orientations to happiness also correlated negatively with work stress. Moreover, career adapt-ability mediates the relationship between orientations to happiness and work stress. In depth analysis of the mediating effect revealed that control is the only significant mediator. Thus control may be acting as a mechanism through which individuals attain their desired life at work subsequently contributing to reduced stress levels.     

Development and Validation of the False Disorder Score: The Focal Scale of the Inventory of Problems

Abstract

This article introduces the Inventory of Problems (IOP)—a new, computerized, 181-item tool designed to discriminate bona fide from feigned mental illness and cognitive impairment—and presents the development and validation of its focal, feigning scale, the False Disorder Score (IOP–FDS). The initial sample included (a) 211 patients and 64 offenders who took the IOP under standard conditions, and (b) 210 community volunteers and 64 offenders who feigned mental illness. We split this sample into three subsamples. The first (n?=?301) was used to select the variables to generate the IOP–FDS; the second (n?=?148) scaled the IOP–FDS into a probability score; and the third (n?=?100) tested its validity with an independent data set. In this third subsample, the IOP–FDS had sensitivity?=?.90, specificity?=?.80, and a greater area under the curve (AUC?=?.95) than the IOP–29 (.91). For 40 participants, the Personality Assessment Inventory (PAI) was available, too. Within this subgroup, the IOP–FDS outperformed the selected PAI validity scales (AUC?=?.99 vs. AUC ≤ .85).     

Self-determination at work: Understanding the role of leader-member exchange

Integrating self-determination theory (SDT) and leader-member exchange (LMX) theory, we explore the role of the leader in facilitating employee self-determination. We test a model of the linkages between employees’ leader-member exchanges, psychological need satisfaction (i.e., satisfaction of autonomy, competence, and relatedness needs), autonomous motivation, and attitudinal outcomes. We posit that high-quality leader-member exchanges facilitate satisfaction of employees’ fundamental psychological needs, which, in turn, enhance autonomous motivation and outcomes. Results for 283 working professionals supported this notion. Structural equation modeling indicated that the employee’s perception of the quality of the LMX was positively related to satisfaction of the needs for competence, autonomy, and relatedness. Satisfaction of competence and autonomy needs was positively related to autonomous motivation, which, in turn, was associated with higher levels of job satisfaction, affective organizational commitment, and subjective vitality. Our findings accentuate the role of leader-employee relationships in creating self-determination at work, and reinforce the importance of self-determination for employee attitudes and well-being. Limitations, implications, and directions for future research are discussed.