Conflicting Intuitions about Causality1

In this article I examine five kinds of conflicting intuitions about the nature of causality. The viewpoint is that of a probabilistic theory of causality, which I think is the right general framework for examining causal questions. It is not the purpose of this article to defend the general thesis in any depth but many of the particular points I make are meant to offer new lines of defense of such a probabilistic theory. To provide a conceptual framework for the analysis, I review briefly the more systematic aspects of the sort of probabilistic theory of causality I advocate. I first define the three notions of prima facie cause, spurious cause, and genuine cause. The technical details are worked out in an earlier monograph (Suppes 1970) and are not repeated.     

MEASUREMENT ERROR IN RESEARCH ON HUMAN RESOURCES and FIRM PERFORMANCE: HOW MUCH ERROR IS THERE AND HOW DOES IT INFLUENCE EFFECT SIZE ESTIMATES?

Studies of the relationship between human resource (HR) practices and firm performance typically use a single respondent to assess firm level HR practices or HR effectiveness. However, previous research in other substantive areas suggests that rater differences are a potentially important source of measurement error. We demonstrate analytically the potential consequences of both random and systematic measurement error in research on HR and firm performance. However, our main focus is on random error and we show how generalizability theory can be applied to obtain better estimates of reliability by simultaneously recognizing multiple sources (e.g., items, raters) of random measurement error. These more inclusive reliability estimates, in turn, offer the possibility of more precisely quantifying substantive relationships in the HR and firm performance literature. In our sample, reliabilities (as estimated by generalizability coefficients) for single-rater assessments of HR variables were generally below .50. This degree of measurement error, if present in substantive studies on HR and firm performance, could lead to considerable bias, given that an unstandardized regression coefficient is corrected for measurement error in the independent variable by dividing by its reliability coefficient (not its square root). We also found only limited convergent validity between HR and line managers ratings of a second type of HR measure, HR effectiveness. In general, our findings suggest that future researchers need to devote greater attention to measurement error and construct validity issues. Our study provides an example of how generalizability theory can be useful in this pursuit.     

A Dilemma of Late Life Memory

ABSTRACT Unexpected but vivid and compelling memories are a wide-spread experience in late life. The experience has often been described in literature, and in recent years has been the object of extensive gerontological research under the label ‘life review’. Such memories often include a reversal of judgment about a past act, relationship, event, etc. What earlier was judged to be so is, in the retrospect of late life, judged not to have been so after all. This presents a question: which judgment—the earlier or the later—has better epistemological credentials in such cases? Some obvious possible answers are considered and rejected. It would seem that the issue is not resolvable on epistemological grounds. A parallel dilemma seems to appear in other dimensions of experience. An example from aesthetic experience is briefly considered.     

THE MORAL REQUIREMENT IN THEISTIC AND SECULAR ETHICS

One of the central tasks of meta‐ethical inquiry is to accommodate the common‐sense assumptions deeply embedded in our moral discourse. A comparison of the potential of secular and theistic ethics shows that, in the end, theists have a greater facility in achieving this accommodation task; it is easier to appreciate the action‐guiding authority and binding nature of morality in a theistic rather than in a secular context. Theistic ethics has a further advantage in being able to accommodate not only this essential conceptual feature of morality, but also the existence of moral requirements and their source of normativity.     

EDUCATION AND THE EVOLUTION OF SOCIETY

Various systemic aspects of animal and human minds are explored. Formulation of a replicative evolutionary model of the mind is presented which is based upon the recognition of this entity as a component system. It can be demonstrated that interactions of neurons have replicative organization. It was concluded that intelligent activity of the animal brain manifest itself in producing and maintaining a kind of environmental model. The environmental model is a higher organization above the level of neurons, its basic functional units are called concepts. Each single concept consists of three parts: (1( cue; (2) referential‐structure; and (3) behavioral‐instructions. Interactions among the various concepts of the brain create a concept‐superstructure which behaves as a dynamic replicative component system in controlling animal and human actions. It is assumed that selection operating in the replicative process of concept making which acts as the main factor in creating ontogenetic variability of behavior. The essential process of learning is selection of concepts generated by the brain and in that way the construction of the evolutionary dynamic concept‐superstructures of the brain's environmental model.     

THE IMPACT OF MOTIVATION,EMPOWERMENT, AND SKILL‐ENHANCING PRACTICES ON AGGREGATE VOLUNTARY TURNOVER: THE MEDIATING EFFECT OF COLLECTIVE AFFECTIVE COMMITMENT

This study advances research on macro human resource management by examining collective commitment as a mediator of motivation, empowerment, and skill‐enhancing practices and aggregate voluntary turnover. Findings from 20 top HR managers and 1,748 employees in 93 different job groups suggest collective affective commitment independently mediates the negative relationships between motivation and empowerment‐enhancing practices and aggregate voluntary turnover. Human resource practices functioning to enhance the knowledge, skills, and abilities of the workforce are positively associated with voluntary turnover but are not mediated by collective affective commitment. Functionally, this paper resolves the divergent thinking of 4 streams of research regarding HR practices, collective commitment and aggregate turnover. The implications for macro‐HRM theory and practice are discussed.     

JOHN HENRY NEWMAN AND WILLIAM FROUDE,F.R.S.

I discuss John Henry Newman's correspondence with William Froude, F.R.S., (1810–79) and his family. Froude remained an unbeliever, and I argue that Newman's disputes with him about the ethics of belief and the relationship between religion and science not only reveal important aspects of his thought, but also anticipate modern discussions on foundationalism, the ethics of beliefs and scientism.     

IS THERE METHOD TO THE MADNESS? EXAMINING HOW RACIOETHNIC MATCHING INFLUENCES RETAIL STORE PRODUCTIVITY

This article considers the efficacy of matching the racioethnicity of employees and the customer base as a human resource strategy within service organizations. Despite being advocated widely, the literature on its effectiveness is scant and riddled with conflicting findings. We revisit the theoretical rationale underlying this strategy, formulate new theory, and introduce the demographic representativeness construct (i.e., the congruence between employee and customer base profiles) to the organizational literature to test our hypotheses. Using multisource data pertaining to 739 stores of a U.S. retailer, the results indicate a positive effect of racioethnic representativeness on productivity, which is accounted for by improved customer satisfaction. Moreover, additional analyses showed this indirect relationship to be more pronounced in stores with larger minority customer bases.