Disagreeing with the (religious) skeptic

Some philosophers believe that, when epistemic peers disagree, each has an obligation to accord the other’s assessment equal weight as her own. Other philosophers worry that this Equal-Weight View is vulnerable to straightforward counterexamples, and that it requires an unacceptable degree of spinelessness with respect to our most treasured philosophical, political, and religious beliefs. I think that both of these allegations are false. To show this, I carefully state the Equal-Weight View, motivate it, describe apparent counterexamples to it, and then explain away the apparent counterexamples. Finally, I adapt those explanations to cases of religious disagreement. In the end, we reach the surprising conclusion that—even if the Equal-Weight View is true—in very many cases of religious disagreement between apparent epistemic peers, the parties to the disagreement need not be conciliatory. And what goes for religious beliefs goes for political and philosophical beliefs as well. This strongly suggests that the View does not demand an unacceptable degree of spinelessness.     

By any means necessary: the effects of regulatory focus and moral conviction on hostile and benevolent forms of collective action

In two studies, we investigate the effect of individuals' promotion and prevention focus on engagement in collective action. We show that responding to group-based disadvantage out of a sense of moral conviction motivates prevention-oriented- but not promotion-oriented- individuals to engage in collective action. Furthermore, holding such strong moral convictions about the fair treatment of their group causes the prevention-oriented to disregard societal rules against hostile forms of collective action (i.e., forms of action that are aimed at harming the interests of those held responsible for the group's disadvantage). Study 1 showed that prevention-oriented individuals, but not promotion-oriented individuals, with a strong moral conviction about the fair treatment of their group are willing to support both hostile and benevolent forms of collective action. Study 2 replicated this effect and showed that for prevention-oriented individuals but not for promotion-oriented individuals, holding a strong moral conviction about the fair treatment of the group overrides moral objections to hostile forms of collective action in the decision to support these forms of action.     

Independent effects of personality and sex on self-estimated intelligence: evidence from Austria

The effects of sex and personality traits on self-estimates of intelligence were examined in a sample of 302 Austrian adults (143 men, 159 women). Confirming previous research, men had higher self-estimates of logical and spatial abilities than did women, and these differences were partly explained in terms of women's higher Neuroticism scores. Neuroticism (negatively) and Openness (positively) accounted significantly for variances in self-estimates of spatial and logical intelligence. However, sex had stronger direct and indirect effects on self-estimates of intelligence. Sex and personality effects appear to be largely independent. Thus, being male, emotionally stable, and open to new experiences is likely to result in higher self-estimates of spatial and logical abilities.     

Personality and Intelligence: Gender,the Big Five,Self‐Estimated and Psychometric Intelligence

This paper reports on two studies that investigated the relationship between the Big Five personality traits, self‐estimates of intelligence (SEI), and scores on two psychometrically validated intelligence tests. In study 1 a total of 100 participants completed the NEO‐PI‐R, the Wonderlic Personnel Test and the Baddeley Reasoning Test, and estimated their own intelligence on a normal distribution curve. Multiple regression showed that psychometric intelligence was predicted by Conscientiousness and SEI, while SEI was predicted by gender, Neuroticism (notably anxiety) and Agreeableness (notably modesty). Personality was a better predictor of SEI than of psychometric intelligence itself. Study 2 attempted to explore the relationship between SEI and psychometric intelligence. A total of 130 participants completed the NEO‐PI‐R, the Baddeley Reasoning Test, and the S & M Spatial intelligence test. In addition, SEI and participants conceptions of intelligence were also examined. In combination with gender and previous IQ test experience, these variables were found to predict about 11% of the variance in SEI. SEI was the only significant predictor of psychometrically measured intelligence. Inconsistencies between results of the two studies, theoretical and applied implications, and limitations of this work are discussed.     

Exploring the Relation Between Memory, Gestural Communication, and the Emergence of Language in Infancy: A Longitudinal Study

The relationship between recall memory, visual recognition memory, social communication, and the emergence of language skills was measured in a longitudinal study. Thirty typically developing Swedish children were tested at 6, 9 and 14 months. The result showed that, in combination, visual recognition memory at 6 months, deferred imitation at 9 months and turn-taking skills at 14 months could explain 41% of the variance in the infants' production of communicative gestures as measured by a Swedish variant of the MacArthur Communicative Development Inventories (CDI). In this statistical model, deferred imitation stood out as the strongest predictor.     

Creativity versus conscientiousness: which is a better predictor of student performance?

This paper examines the extent to which the incremental validity of creative thinking (over and above personality) in the prediction of academic performance may be a function of assessment methods. British university students (N = 307) completed the Alternate Uses Test and Big Five personality inventory at the beginning of the first academic year. Students' academic performance was assessed throughout a 4‐year period via written exams, continuous assessment (tutored seminars) and a supervised dissertation in the final year. Creative thinking was more related to final dissertation marks than to exam and continuous assessment performance (which were associated with Conscientiousness, rather than creative thinking). A follow‐up questionnaire on preferences for different assessment methods revealed that creative thinking was positively related to preference for viva voce (oral) exams, group projects and final dissertation, but negatively associated with preferences for multiple‐choice and essay‐type exams, as well as continuous assessment. Implications are discussed with regard to educational settings, in particular assessment methods. Copyright © 2005 John Wiley & Sons, Ltd.     

Factor structure of the Body Appreciation Scale among Malaysian women

The present study examined the factor structure of a Malay version of the Body Appreciation Scale (BAS), a recently developed scale for the assessment of positive body image that has been shown to have a unidimensional structure in Western settings. Results of exploratory and confirmatory factor analyses based on data from community sample of 591 women in Kuala Lumpur, Malaysia, failed to support a unidimensional structure for the Malay BAS. Results of a confirmatory factor analysis suggested two stable factors, which were labelled 'General Body Appreciation' and 'Body Image Investment'. Multi-group analysis showed that the two-factor structure was invariant for both Malaysian Malay and Chinese women, and that there were no significant ethnic differences on either factor. Results also showed that General Body Appreciation was significant negatively correlated with participants' body mass index. These results are discussed in relation to possible cross-cultural differences in positive body image.     

On the psychology of procedural justice: reactions to procedures of ingroup vs. outgroup authorities

Theorizing on procedural justice has assumed that people's reactions to outgroup authorities are to a large extent based on instrumental concerns. Therefore, attention is primarily directed to outcomes rather than procedures in encounters with outgroup authorities. In the current article we propose that in order for people dealing with outgroup authorities to be strongly affected by procedural fairness, the available outcome information should be ambiguous. Furthermore, we argue that people confronted with an outgroup authority react particularly negatively to unfair procedures that give them negative outcome expectancies. These patterns are not expected in encounters with ingroup authorities. Two experiments support our line of reasoning. The discussion focuses on the implications of these findings for the integration of theoretical perspectives on procedural justice. Copyright © 2004 John Wiley & Sons, Ltd.     

Leadership and Organizational Culture: Linking CEO Characteristics to Cultural Values

Purpose  The purpose of this study was to empirically examine organizational culture theorists’ assertions about the linkages between leadership and the cultures that emerge in the organizations they lead. Specific hypotheses were developed and tested regarding relationships between chief executive officers’ (CEO’s) personality traits, and the cultural values that are shared among their organization’s members. Design/Methodology/Approach  Thirty-two CEOs completed measures of the Big-Five personality traits and personal values. A total of 467 employees across the 32 organizations completed a competing values measure of organizational culture. Findings  Results indicate support for several hypothesized relationships between CEO personality and cultural values. Exploratory analyses indicated that several CEO personal values were related to culture values. Implications  Organizations need to seriously consider the “fit” between the current or desired organizational culture and CEO characteristics. Organizations attempting to change fundamental aspects of its functioning may need significant behavioral—or personnel—changes at the top of the organization in order to achieve those changes. Originality/Value  This is the first empirical study to establish a link between specific CEO characteristics and the cultural values of their organizations. This study provides evidence that CEO characteristics are felt throughout the organization by impacting the norms that sanction or discourage member behavior and decision making, and the patterns of behavior and interaction among members.