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1.
TIMOTHY F. MURPHY 《Journal of applied philosophy》1987,4(2):195-204
ABSTRACT In this essay the argument set forth by Michael Levin regarding the abnormality of homosexual behaviour is reviewed and criticized. Against his argument which holds that homosexual behaviour is abnormal because it constitutes an evolutionary aberration, I argue that Levin's and all similarly constructed arguments fail to show that evolutionary origins of sexual behaviour have any significant normative force. I contend that his notion of homosexuality is confused and that he fails to consider alternative methods of how homosexuality might have indeed served evolutionary adaptive purposes or been the result of surplus adaptations. I argue, too, that Levin's linking of unhappiness with homosexual behaviour is spurious and ill-supported. Consequently, I reject Levin's claims that public policy ought to do what it can to minimize the incidence of such behaviour. I argue by contrast that if happiness is the end of public policy decisions, then society ought to take what measures it can to protect persons in respect of their homosexual behaviour and identities. 相似文献
2.
THE DECISION TO IMPLEMENT GAINSHARING: THE ROLE OF WORK CLIMATE, EXPECTED OUTCOMES, AND UNION STATUS
This study empirically examines several factors that may predict management decisions to implement high-involvement gainsharing plans, interventions that pay company-wide bonuses for performance improvements and encourage employee involvement in work decisions. It addresses the question: why does one facility that considers implementing a gainsharing plan decide to do so, while another facility does not? In 59 facilities (32 nonunion and 27 union) considering the implementation of a gainsharing plan, 485 upper-level managers evaluated the work climate in their facilities (participation, identity, cooperation, and expected plan support) and rated the anticipated outcomes of the intervention. Union status had no direct relationship with the implementation decision. A significant interaction showed that implementation was positively related to participation and expected outcomes in the nonunion facilities, but was unrelated to these variables in the unionized facilities. The results provided little support for a “transformation” model of plan implementation and moderate support for a "compatibility" model. 相似文献
3.
AN EMPIRICAL INVESTIGATION OF THE PREDICTORS OF EXECUTIVE CAREER SUCCESS 总被引:12,自引:0,他引:12
TIMOTHY A. JUDGE DANIEL M. CABLE JOHN W. BOUDREAU ROBERT D. BRETZ JR. 《Personnel Psychology》1995,48(3):485-519
This study examined the degree to which demographic, human capital, motivational, organizational, and industrylregion variables predicted executive career success. Career success was assumed to comprise objective (pay, ascendancy) and subjective (job satisfaction, career satisfaction) elements. Results obtained from a sample of 1,388 U.S. executives suggested that demographic, human capital, motivational, and organizational variables explained significant variance in objective career success and in career satisfaction. Particularly interesting were findings that educational level, quality, prestige, and degree type all predicted financial success. In contrast, only the motivational and organizational variables explained significant amounts of variance in job satisfaction. These findings suggest that the variables that lead to objective career success often are quite different from those that lead to subjectively defined success. 相似文献
4.
JOB SEARCH BEHAVIOR OF EMPLOYED MANAGERS 总被引:3,自引:0,他引:3
Job search typically has been thought of as an antecedent to voluntary turnover or job choice. This study extends existing literature by proposing a model of the job search process and examining the search behavior of 1,388 employed managers. Managers were surveyed about their job search and voluntary turnover activities. Survey data were matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that job satisfaction, compensation, and perceptions of organizational success were negatively related to job search, while desire for more work-family balance and ambition exhibited positive relations with search. Perceptions of greener pastures did not have much effect on job search among this group. Results also indicated that although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. 相似文献
5.
In recent years, many organizations have attempted to pursue continuous improvement through team-based employee involvement programs (EIPs). As a result, increased practical emphasis has been placed on how to design and administer EIPs, though empirical work has been slow to emerge. In the present research, a pilot study of 68 EIP administrators was used to identify those design and administrative variables thought to be associated with EIP effectiveness. Data were then collected from 72 EIP teams in two organizations and associated with participant and supervisory assessments of EIP effectiveness. Results suggest that the significant predictors of team effectiveness were the degree of openness of a team's information access structure, the degree of heterogeneity in the job functions performed by team members, and the team's size. Implications for EIP research and practice are discussed. 相似文献
6.
CATHERINE A. MARSHALL WILLIAM E. MARTIN TIMOTHY C. THOMASON MARILYN J. JOHNSON 《Journal of counseling and development : JCD》1991,70(1):225-234
American Indians exhibit health-related problems at younger ages, as compared with the general population. They also have a disproportionate number of deaths related to alcoholism, accidents, homicides, pneumonia, influenza, diabetes mellitus, and tuberculosis as compared with the general population. In terms of mental health, depression and adjustment reactions are common problems, with the suicide rate among American Indian adults being more than twice as high as that for the general population. This article delineates specific steps necessary to successfully recruit and retain American Indians in counselor training programs, proposes a curriculum for training counselors to effectively provide services to American Indians with disabilities, and discusses the responsibility of counselor educators to concern themselves with the “job placement” of their graduates. En comparación con la población engeneral, los indios americanos tienen problemas de salud a edades más jovenes y tienen un número de mortandad deproporcionada debida al alcoholismo, acidentes, homicidios, neumonía, gripe, diabetes mellitus, y tuberculosis. En terminos de salud mental, reaciones a depresión y adaptación son problemas comunes, con la media de suicidios superior al doble de la cifra para la población general. Este artículo delinea medidas específicas que son necesarias para atraer y retener indios americanos en programas de entrenamiento de consejería, propone un programa para entrenar consejeros para el suministro eficaz de servicios a indios americanos incapacitados, y discute la responsabilidad de los educadores de consejeros para implicarlos en la búsqueda de un empleo para sus graduados. 相似文献
7.
BOBBY J. PRIEST S. THOMAS KORDINAK TIMOTHY F. WYNKOOP 《Journal of Addictions & Offender Counseling》1991,12(1):2-11
The Defining Issues Test (DIT) was administered to three groups of adult male inmates in two categories to compare their levels of moral development. The distribution of DIT scores was found to be similar to those of nonfelonious samples. Implications for the treatment of offender populations are discussed. 相似文献
8.
9.
TIMOTHY WILLIAMSON 《Philosophy and phenomenological research》2011,82(2):534-542
10.
The purpose of this paper is to extend to the field of relationship science, recent discussions and suggested changes in open research practises. We demonstrate different ways that greater transparency of the research process in our field will accelerate scientific progress by increasing accuracy of reported research findings. Importantly, we make concrete recommendations for how relationship researchers can transition to greater disclosure of research practices in a manner that is sensitive to the unique design features of methodologies employed by relationship scientists. We discuss how to implement these recommendations for four different research designs regularly used in relationship research and practical limitations regarding implementing our recommendations and provide potential solutions to these problems. 相似文献