Dialogue among Friends: Toward a Discourse Ethic of Interpersonal Relationships

Despite clear parallels between Jürgen Habermas's discourse ethics and recent scholarship in feminist ethics, feminists are often suspicious of discourse ethics and have kept themselves mostly separate from the field. By developing a sustained application of Habermas's discourse ethics to friendship, Keller demonstrates that feminist misgivings of discourse ethics are largely misplaced and that Habermas's theory can be used to develop a compelling moral phenomenology of interpersonal relations.     

Indirect interception actions by blind and sighted perceivers: The role of modality and tau

Vernat, J.‐P. & Gordon, M.S. (2011). Indirect interception actions by blind and sighted perceivers: The role of modality and tau. Scandinavian Journal of Psychology 52, 83–92. Acoustic and visual interceptive actions were tested in this research by comparing the performance of blind, blind‐folded, and sighted individuals. An indirect interception method was employed in which the participant had to roll an intercepting ball towards a moving target on a perpendicular track. The interception task used conditions that varied the speed, rolling distance, and target size/intensity. While performance was highly consistent and accurate for visual participants in this research, the blind and blind‐folded participants demonstrated much more performance variability in response to changes in speed and distance. Manipulation of target size and intensity did not affect judgments, however performance tended to be more accurate at shorter distances and with faster target speeds. Results from this research are discussed in terms of their implications for tau in acoustic interception, and the use of spatial and temporal cues for guiding interceptive actions.     

TRUST AND THE COMMUNICATION OF PERFORMANCE APPRAISAL INFORMATION: THE EFFECT OF FEEDBACK ON PERFORMANCE AND JOB SATISFACTION

The feedback of performance appraisal information is a critical communication activity in organizations. Research on the topic, however, has generally been limited to (1) treating feedback as an undifferentiated construct, and (2) not examining the important moderating impact of trust of the receiver in the sender. Using a sample of 100 managers, this study explores the dimensionality of the feedback construct, the relationships of feedback to individual performance and satisfaction, and the moderating effects of trust on these associations. Results indicate that various aspects of feedback are differentially related to performance and satisfaction under conditions of high and low trut. Importantly, the communication of performance appraisal information is found to be a more important correlate of satisfaction and performance for subordinates who express low trust in their superiors.