COGNITIVE ENCODING PROCESSES: EVIDENCE FOR A GRAPHEMICALLY BASED SHORT-TERM MEMORY

Three competing models of word recognition processes currently receive psycholinguistic research support: direct encoding (i.e., word recognition proceeds from graphemes); indirect encoding (i.e., word recognition proceeds from a phonemic translation of graphemes); and dual access (i.e., word recognition can proceed from either graphemes or phonemes). Resolution of the conflict between these models has been hampered by methodological problems common to research techniques in this area. The two experiments reported in this study analyzes the competing models via the SLIP technique, which avoids those methodological problems. Support is yielded for the direct encoding model. Implications are discussed.     

FORCED DISTRIBUTION RATING SYSTEMS AND THE IMPROVEMENT OF WORKFORCE POTENTIAL: A BASELINE SIMULATION

Through simulation we investigate how characteristics of forced distribution rating systems (FDRS), which require firing a certain percentage of the workforce each year, might interact with ratings reliability, selection validity, selection ratio, and voluntary turnover to improve average workforce performance potential. Results suggest that a FDRS could lead to noticeable improvement in workforce potential, that most of the improvement should be expected to occur over the first several years, and that improvement is largely a function of the percentage of workers to be fired and the level of voluntary turnover. Greater improvement is associated with higher numbers being fired and lower levels of voluntary turnover. The effects of bundling FDRS with recruiting and retention initiatives are also investigated.     

Universalizability for Collective Rational Agents: A Critique of Agentrelativism

This paper contends that a Kantian universalizability constraint on theories of practical reason in conjunction with the possibility of collective rational agents entails the surprisingly strong conclusion that no fully agent-relative theory of practical reason can be sound. The basic point is that a Kantian universalizability constraint, the thesis that all reasons for action are agent-relative and the possibility of collective rational agents gives rise to a contradiction. This contradiction can be avoided by either rejecting Kantian universalizability, the possibility of collective rational agents, or the tenability of a fully agent-relative theory of practical reason; we cannot have all three.     

What's NOT Wrong with Foundationalism

One thing all forms of foundationalism have in common is that they hold that a belief can be justified noninferentially –i.e., that its justification need not depend on its being inferred from some other justified (or unjustified) belief. In some recent publications, Peter Klein argues that in virtue of having this feature, all forms of foundationalism are infected with an unacceptable arbitrariness that makes it irrational to be a practicing foundationalist. In this paper, I will explain why his objections to foundationalism fail.     

INCREMENTAL VALIDITY OF PERCEPTUAL SPEED AND ACCURACY OVER GENERAL MENTAL ABILITY

This study extends previous research by examining the incremental validity of a specific aptitude, perceptual speed and accuracy (PS), when it is operationalized as both the number correct (NC) and the number wrong (NW). We test the hypotheses that the NC on the PS test predicts the criterion of task performance and the NW predicts (negatively) rules compliance (RC). Based on the responses of 133 warehouse workers, hierarchical regression analyses supported both hypotheses. After controlling for respondents' demographic characteristics (race, gender, and age) and general mental ability (GMA), the NC on the PS test accounted for incremental validity in prediction of task performance (Δ R = .06, 15% increase), and the NW on the PS test accounted for substantial incremental validity in prediction of (lack of) RC (Δ R = .16, 73% increase). In addition, after controlling for demographic characteristics and both GMA and the specific ability, Conscientiousness accounted for unique validity in prediction of both task performance (Δ R = .07, 15% increase) and RC (Δ R = .06, 16% increase). Practical and theoretical implications for selection practices and models of job performance are discussed.