Inclusive infinity and radical particularity: Hegel,Hartshorne and Nishida

Three writers who utilize a similar metaphysics to understand the relationship between Ultimate Reality and conventional reality are compared. The metaphysics of what I call an inclusive Infinity is the common thread employed in comparing the thought of Hegel, Hartshorne and Nishida. I contrast the concept of inclusive Infinity with that of radical particularity and argue that people are private centers of conscious awareness who cannot be encompassed within an infinity or totality. Because of the individuality and uniqueness of particulars, there can be no absolutely inclusive Infinite.     

Aristotle on Pleasure and the Worst Form of Akrasia

The focus of this paper is Aristotle's solution to the problem inherited from Socrates: How could a man fail to restrain himself when he believes that what he desires is wrong? In NE 7 Aristotle attempts to reconcile the Socratic denial of akrasia with the commonly held opinion that people act in ways they know to be bad, even when it is in their power to act otherwise. This project turns out to be largely successful, for what Aristotle shows us is that if we distinguish between two ways of having knowledge (‘potentially’ and ‘actually’), the Socratic thesis can effectively account for a wide range of cases (collectively referred to here as ‘drunk-akrasia’) in which an agent acts contrary to his general knowledge of the Good, yet can still be said to ‘know’ in the qualified sense that his actions are wrong. However, Book 7 also shows that the Socratic account of akrasia cannot take us any farther than drunk-akrasia, for unlike drunk-akrasia, genuine akrasia cannot be reduced to a failure of knowledge. This agent knows in the unqualified sense that his actions are wrong. The starting-point of my argument is that Aristotle's explanation of genuine akrasia requires a different solution than the one found in NE 7 which relies on the distinction between qualified and unqualified ‘knowing’: genuinely akratic behaviour is due to the absence of an internal conflict that a desire for the ‘proper’ pleasures of temperance would create if he could experience them.     

Are there degrees of belief?

John Maynard Keynes claimed that not all probabilities were comparable. Frank Ramsey argued that they were, and that Keynes's views to the contrary rested on a confusion of degree of entailment and degree of belief. We will argue that Keynes and Ramsey largely talked past each other, and yet that there are issues of great significance underlying their dispute. In particular, the simple principle of maximizing expected utility may be seen in a new light as one step of a rich and complex process.     

中学生学业成就归因与学习动力的相关研究

用自编问卷对913名中学生学业成就归因和学习动力状况进行了调查,发现: (1)整体上看中学生较多使用内在原因和可控原因解释自己的学习成绩; (2)不同性别和不同年级学生有不同的归因倾向; (3)归因倾向与学习动力有明显联系,使用因子分析法得到“自挫因子”对学习动力有很大的消极影响。本文还就如何进行归因训练进行了讨论。     

背景知识对4~8岁儿童和大学生分类活动的影响

以4-8岁儿童和大学生为被试,用虚拟生物图片为材料,采用2(不提供背景知识和提供背景知识)×6(年龄)的实验设计,考察背景知识对被试分类活动的影响及其年龄特点。结果发现:(1)两种实验条件下均有显著的年龄差异。(2)提供背景知识与否对不同年龄被试分类活动的影响不同,对4-5岁儿童分类活动的影响不显著,对6-8岁儿童及大学生分类活动的影响显著。     

Group decision process and incrementalism in organizational decision making

In two studies examining resource allocation, support is found for the notion that group decisions are affected in systematic ways depending on whether or not there was individual consideration of the problem before meeting as a group. Specifically, compared to no prior consideration groups, prior consideration groups (1) escalate their commitment more in progress (i.e., ongoing) decisions, and (2) are less willing to concentrate resources on a single project in adoption (i.e., resource utilization) decisions. The findings challenge the blanket assertion that promoting divergent views in a group decision context is always related to better decisions.     

The Relationship Between Applicant Reactions, the Likelihood of Complaints, and Organization Attractiveness

This study examined the effect of applicants' reactions to selection measures on complaint intentions and perceptions of organizational attractiveness. Despite recent challenges to selection tests for invasion of privacy, limited research has examined the link between specific reactions and potential legal challenges. As predicted, perceived invasiveness was significantly related to perceived likelihood of complaints for three selection measures. Further, perceived job relatedness was negatively related to likelihood of complaints for a test battery and a math test, but not for an integrity test. On the other hand, neither job relatedness nor invasiveness was significantly related to organizational attractiveness for any of the tests. Limitations and implications for future research are discussed.