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ROBERT STERN 《Philosophy and phenomenological research》2004,69(2):296-326
This paper sets out to demonstrate that a contrast can be drawn between coherentism as an account of the structure of justification, and coherentism as a method of inquiry. Whereas the former position aims to offer an answer to the 'regress of justification' problem, the latter position claims that coherence plays a vital and indispensable role as a criterion of truth, given the fallibility of cognitive methods such as perception and memory. It is argued that 'early' coherentists like Bradley and Blanshard were coherentists of the latter kind, and that this sort of coherentism is not open to certain sorts of standard objection that can be raised against justificatory coherentism. 相似文献
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ROBERT FRANCESCOTTI 《Pacific Philosophical Quarterly》2008,89(1):21-31
Abstract: Those who endorse the Psychological Continuity Approach (PCA) to analyzing personal identity need to impose a non-branching constraint to get the intuitively correct result that in the case of fission , one person becomes two. With the help of Brueckner's (2005 ) discussion, it is shown here that the sort of non-branching clause that allows proponents of PCA to provide sufficient conditions for being the same person actually runs contrary to the very spirit of their theory. The problem is first presented in connection with perdurantist versions of PCA. The difficulty is then shown to apply to endurantist versions as well. 相似文献
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Pyburn, Ployhart, and Kravitz (this issue, 2008) introduced the diversity–validity dilemma: that some of the most valid predictors of job performance are also associated with large racioethnic and sex subgroup predictor score differences. This article examines 16 selection strategies hypothesized to minimize racioethnic and sex subgroup differences and adverse impact and, hence, balance diversity and validity. Rather than presenting a highly technical review, our purpose is to provide practitioners with a concise summary, paying particular attention to comparing and contrasting the effectiveness of the strategies and reporting new developments. The paper is organized around 4 key questions: (a) Which strategies are most effective for reducing subgroup differences? (b) Which strategies do not involve a validity tradeoff? (c) What are the major new developments in strategies for reducing adverse impact? (d) What are the major new developments in alternative predictor measurement methods (e.g., interviews, situational judgment tests, assessment centers) for reducing adverse impact? We then conclude with recommendations and caveats for how to best balance diversity and validity. These ideas are developed further in Kravitz (this issue, 2008) , who considers even broader approaches for solving the diversity–validity dilemma. 相似文献
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The use of validated employee selection and promotion procedures is critical to workforce productivity and to the legal defensibility of the personnel decisions made on the basis of those procedures. Consequently, there have been numerous scholarly developments that have considerable implications for the appropriate conduct of criterion‐related validity studies. However, there is no single resource researchers can consult to understand how these developments impact practice. The purpose of this article is to summarize and critically review studies published primarily within the past 10 years that address issues pertinent to criterion‐related validation. Key topics include (a) validity coefficient correction procedures, (b) the evaluation of multiple predictors, (c) differential prediction analyses, (d) validation sample characteristics, and (e) criterion issues. In each section, we discuss key findings, critique and note limitations of the extant research, and offer conclusions and recommendations for the planning and conduct of criterion‐related studies. We conclude by discussing some important but neglected validation issues for which more research is needed. 相似文献
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