BAKHTIN ON HEARING GOD'S VOICE

Bakhtin's dialogical (not dialectical) philosophy of the everyday, double‐voiced prosaic and poetic discourse of asymmetrically interrelated, embodied selves, each answerable to others and the world, found liberating wisdom in modern novelizing texts, notably those of Rabelais and Dostoevsky, with the Chalcedonian Christ prototype as background. He suggests how language is used in Christian contexts by attending to different voices in confessional utterances that may include God's voice/an interlocutory infinite “third”—heard in and through others’ voices—without collapsing perspectival pluralism into relativism. Current work on comparative theology, contrasted with old‐style comparative religion, echoes his insights.     

An Empirical Comparison of Three Theories of Nonverbal Immediacy Exchange

This study provides a contrastive test of three immediacy-exchange theories: Burgeon's expectancy violations theory (EVT), Cappella and Greene's discrepancy-arousal theory (DAT), and Andersen's cognitive valence theory (CVT). EVT predicts that high immediacy, by rewarding communicators, leads to an orientation response and positive behavioral and affective outcomes. In contrast, DAT and CVT predict aversive arousal and compensatory responses in response to high immediacy increases. Findings from opposite-sex friend dyads failed to find unequivocal support for a single theory. Targets showed a mix of reciprocal and compensatory responses in the higher immediacy condition, indicating that existing immediacy-exchange theories should consider incorporating elements from all three theories and perhaps from dialectics theory to explain the complex reactions that occur in response to high immediacy changes from friends.     

UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODEL

Historically, researchers have sought to identify environmental causes of employee turnover. This paradigm has led to the underemphasis of individual differences as being an important cause of individuals' turnover decisions. The results of the meta-analysis show that personality traits do have an impact on individuals' turnover intentions and behaviors. The trait of Emotional Stability best predicted (negatively) employees' intentions to quit, whereas the traits of Conscientiousness and Agreeableness best predicted (negatively) actual turnover decisions. A theoretically developed path model showed important direct effects from personality to intentions to quit and turnover behaviors that were not captured through job satisfaction or job performance. These direct effects indicate that employees who are low on Emotional Stability may intend to quit for reasons other than dissatisfaction with their jobs or not being able to perform their jobs well. The direct effects on turnover suggest that individuals who are low on Agreeableness or high on Openness may engage in unplanned quitting. Personality traits had stronger relationships with outcomes than did non-self-report measures of job complexity/job characteristics.     

Universals as Sense‐data*

This paper concerns the structure of appearances. I argue that to be appeared to in a certain way is to be aware of one or more universals. Universals therefore function like the sense‐data, once highly favoured but now out of fashion. For instance, to be appeared to treely, in a visual way, is to be aware of the complex relation, being tree‐shaped and tree‐coloured and being in front of, a relation of a kind which could be instantiated by a material object and a perceiver, which is thus instantiated in the veridical case but not in the non‐veridical.     

CONSEQUENCES OF INDIVIDUALS' FIT AT WORK: A META-ANALYSIS OF PERSON–JOB, PERSON–ORGANIZATION, PERSON–GROUP, AND PERSON–SUPERVISOR FIT

This meta-analysis investigated the relationships between person–job (PJ), person–organization (PO), person–group, and person–supervisor fit with preentry (applicant attraction, job acceptance, intent to hire, job offer) and postentry individual-level criteria (attitudes, performance, withdrawal behaviors, strain, tenure). A search of published articles, conference presentations, dissertations, and working papers yielded 172 usable studies with 836 effect sizes. Nearly all of the credibility intervals did not include 0, indicating the broad generalizability of the relationships across situations. Various ways in which fit was conceptualized and measured, as well as issues of study design, were examined as moderators to these relationships in studies of PJ and PO fit. Interrelationships between the various types of fit are also meta-analyzed. 25 studies using polynomial regression as an analytic technique are reviewed separately, because of their unique approach to assessing fit. Broad themes emerging from the results are discussed to generate the implications for future research on fit.     

SPECIESISM AND MORAL STATUS

Abstract: Many people believe that all human life is of equal value. Most of them also believe that all human beings have a moral status superior to that of nonhuman animals. But how are these beliefs to be defended? The mere difference of species cannot in itself determine moral status. The most obvious candidate for regarding human beings as having a higher moral status than animals is the superior cognitive capacity of humans. People with profound mental retardation pose a problem for this set of beliefs, because their cognitive capacities are not superior to those of many animals. I argue that we should drop the belief in the equal value of human life, replacing it with a graduated view that applies to animals as well as to humans.