Transcendental Phenomenology and the Way to Happiness: Husserl’s Reply to Csikszentmihalyi

It is an unprecedented task to interpret Husserl’s transcendental phenomenology as a fundamental philosophy of happiness. Although happiness has been discussed in many psychologies, Csikszentmihalyi’s positive psychology defines happiness as “flow”, a psychic state of ongoing immersion guided by intrinsic motivations and rewards. In this paper, I interpret our transcendental consciousness as a radical “flow” maker and claim that in our transcendental life, happiness is what we ourselves are. Then, I propose this not only as an appeal to a change of attitude (i.e. reduction) for happiness, but also as a deep hermeneutics of the mental skills and activity designs suggested by positive psychology. In this way, worldly happiness dictums can be profoundly re-examined. Understood as such, Husserl’s transcendental phenomenology leaves us the task of how to make a concrete form of qualitative or hermeneutical research on happiness out of it.     

Ability in perceiving nonnative contrasts: performance on natural and synthetic speech stimuli.

The perception of the distinction between /r/ and /l/ by native speakers of American English and of Japanese was studied using natural and synthetic speech. The American subjects were all nearly perfect at recognizing the natural speech sounds, whereas there was substantial variation among the Japanese subjects in their accuracy of recognizing /r/ and /l/ except in syllable-final position. A logit model, which additively combined the acoustic information conveyed by F1-transition duration and by F3-onset frequency, provided a good fit to the perception of synthetic /r/ and /l/ by the American subjects. There was substantial variation among the Japanese subjects in whether the F1 and F3 cues had a significant effect on their classifications of the synthetic speech. This variation was related to variation in accuracy of recognizing natural /r/ and /l/, such that greater use of both the F1 cue and the F3 cue in classifying the synthetic speech sounds was positively related to accuracy in recognizing the natural sounds. However, multiple regression showed that use of the F1 cue did not account for significant variance in natural speech performance beyond that accounted for by the F3 cue, indicating that the F3 cue is more important than the F1 cue for Japanese speakers learning English. The relation between performance on natural and synthetic speech also provides external validation of the logit model by showing that it predicts performance outside of the domain of data to which it was fit.     

The value-congruence model of memory for emotional experiences: an explanation for cultural differences in emotional self-reports

In 3 studies, the authors found support for the value-congruence model that accounts for cultural variations in memory for emotional experiences. In Study 1, the authors found that in the made-in-the-U.S. scenario condition, European Americans were more accurate than were Asian Americans in their retrospective frequency judgments of emotions. However, in the made-in-Japan scenario condition, European Americans were less accurate than were Asian Americans. In Study 2, the authors demonstrated that value orientation mediates the CulturexType of Event congruence effect. In Study 3 (a daily event sampling study), the authors showed that the congruence effect was explained by the importance of parental approval. In sum, emotional events congruent with personal values remain in memory longer and influence retrospective frequency judgments of emotion more than do incongruent events.     

The dynamic relation between organizational and professional commitment of highly educated research and development (R&D) professionals

Researchers of the work-related commitment of professionals have investigated the possibility of conflict between organizational and professional forms of commitment. Drawing on the organizational socialization literature, the authors hypothesized that both forms of commitment would change with increasing organizational tenure. Specifically, the authors proposed that the patterns of change of the 2 forms of commitment would be complementary: Organizational commitment would take a U-shaped pattern of change, whereas professional commitment would take an inverse U-shaped pattern. The results, based on data collected from a sample of 204 research and development (R&D) professionals with PhDs, confirmed the U-shaped pattern of organizational commitment and the complementary relation between the 2 forms of commitment during the first 14 months after organizational entry. These findings suggest the importance of maintaining a balance between organizational and professional commitment and provide a method for identifying the critical period for interventions designed to increase retention of R&D professionals during their early organizational socialization.     

Measuring Person–Environment Fit: A further validation of the perceived fit scale

Perceived job fit typically encompasses an employee's suitability for the requirements of the job or the culture and values of the organization. This view of job fit overlooks another suitability judgment made by employees in which contribution to the organization is compared with the rewards received in return. Cable and DeRue referred to this type of fit as needs–supplies fit in their 2002 study. To distinguish needs–supply fit from the two more commonly examined types of fit, person–organization fit and person–job fit, the researchers developed the Perceived Fit Scale (PFS). The purpose of the current study was to examine the psychometric properties of the PFS by evaluating its reliability, concurrent validity, and factor structure via confirmatory factor analysis. Three hundred and seventeen certified public accountants participated in the study. The factor analysis results showed that the final model in this study was similar to the factor structure of the PFS reported by the developers, thus providing further support for need–supply fit as a viable dimension of perceived job fit.     

PROsetta: An R Package for Linking Patient-Reported Outcome Measures

A common problem when using a variety of patient-reported outcomes (PROs) for diverse populations and subgroups is establishing a harmonized scale for the incommensurate outcomes. The lack of comparability in metrics (e.g., raw summed scores vs. scaled scores) among different PROs poses practical challenges in studies comparing effects across studies and samples. Linking has long been used for practical benefit in educational testing. Applying various linking techniques to PRO data has a relatively short history; however, in recent years, there has been a surge of published studies on linking PROs and other health outcomes, owing in part to concerted efforts such as the Patient-Reported Outcomes Measurement Information System (PROMIS^®) project and the PRO Rosetta Stone (PROsetta Stone^®) project (www.prosettastone.org). Many R packages have been developed for linking in educational settings; however, they are not tailored for linking PROs where harmonization of data across clinical studies or settings serves as the main objective. We created the PROsetta package to fill this gap and disseminate a protocol that has been established as a standard practice for linking PROs.     

A Comparison of Hindsight Bias in Groups and Individuals: The Moderating Role of Plausibility

We compared the magnitude of the hindsight bias in individuals and groups with the prediction that the plausibility of an outcome would affect the magnitude of the group–individual difference. We provided groups and individuals with outcomes of scientific studies, and asked them to predict the probability of those outcomes as if they did not know the given outcomes and to report their level of surprise at the outcomes. Overall, groups were more prone to hindsight bias than were individuals, but the group–individual difference was present only when the given outcomes were relatively implausible (Study 1). Moreover, this difference was not eliminated even when participants were asked to consider alternative outcomes (Study 2). Implications are discussed.