Personal values and academic achievement

Using data from two studies, we investigate the role of basic values in predicting academic achievement. We focus on self-direction and conformity, two-value domains that have been neglected or understudied in earlier research on academic success. In line with the refined value theory, we split self-direction into independence of thought and of action, and conformity into compliance with rules and formal obligations (Rules), and avoidance of upsetting others (Interpersonal). We obtained grades as measures of academic achievement in two samples of Italian high-school students. In Study 1 (n = 234), we measured values with the PVQ-40 and academic motivation. In Study 2 (n = 215), we measured values with the PVQ-RR and both attendance rates and classroom conduct. Results: Both self-direction–thought and conformity–rules correlated with higher grades. These two values related to grades through a different path. Self-direction thought promoted grades through autonomous forms of academic motivation. Conformity rules promoted grades through better teachers’ evaluations of students’ classroom behaviour. Self-direction–action and conformity–interpersonal were unrelated to grades. Regarding the other values, hedonism and stimulation related negatively to grades. Theoretical and practical implications of results are discussed.     

Rational Actions and the Integration of Knowledge

Summary  The paper emphasizes the role of knowledge dimensions of an action which could be regarded as rational. Rational action usually results of specific decision – making process including selection, evaluation and acceptance of a preferred alternative. This process should integrate not only various types of knowledge but also the interdisciplinary or interdepartmental knowledge integration. The integration of knowledge may cover various forms, especially integration of knowledge relating to different domains, of different quality, of knowledge connected with different goal-orientations. The paper stresses the role of the hitherto known and recognized alternatives. The integration procedures should also include the integration of various spheres and types of knowledge with accepted and justified systems of values.     

Work values system development during adolescence

Work values stability, change, and development can be appreciably reduced to a living system model [Ford, D. H. (1994). Humans as self-constructing living systems: A developmental perspective on behavior and personality (2nd ed.). Hillsdale, NJ: Lawrence Erlbaum Associates]. This theoretical model includes discrepancy-reducing and cohesion-amplifying mechanisms that interact to govern the change in standard- and goal-oriented work values over time [Boldero, J., & Francis, J. (2002). Goals, standards, and the self: reference values serving different functions. Personality and Social Psychology Review, 6(3), 232-241]. Employing longitudinal data from a sample of adolescents (n = 1010) spanning the 9th through the 12th grades, the results demonstrate that the value system develops in a theoretically predictable fashion during the adolescent period. Discrepancy reduction and cohesion mechanisms interact to either maintain or increase the integrity of and harmony between standard-oriented values associated with high school part-time work experiences and goal-oriented work values related to anticipated career-oriented work during adulthood. Exploratory analyses suggest that adolescents’ educational expectations influence the relative salience of standard- and goal-oriented work values and the discrepancy reduction process linking the two over time.     

Person-organization fit: Testing socialization and attraction-selection-attrition hypotheses

Using the socialization and attraction-selection-attrition (ASA) frameworks, this study examined the relation between employees’ work values and their organization’s values (person-organization fit). With a two year time interval, 140 respondents participated in a longitudinal study. After entry, socialization served to enhance homogeneity. The work values underwent small changes and the perception of fit with the organization grew. Despite high retention rates results confirmed the attrition effect. Results indicated that the lower the perceived match between own and organizational values at entry, the more likely it was that someone left the organization over time. We concluded that socialization as well as attrition mechanisms were present at the same time.     

On Vagueness,Truth Values and Fuzzy Logics

Some aspects of vagueness as presented in Shapiro’s book Vagueness in Context [23] are analyzed from the point of fuzzy logic. Presented are some generalizations of Shapiro’s formal apparatus. Presented by Daniele Mundici     

初中生家庭功能类型与其价值观形成的关系探讨

采用亲密度与适应性量表中文版（FACESⅡ-CV）和价值观自测问卷对259名绍兴市区初中生进行了调查,结果发现：（1）亲密度高、情感联系强的家庭更容易形成符合社会规范的价值观,而情感联系弱的家庭容易形成自我中心的价值观;（2）适应性强、应变功能高的无规律型家庭有利于自律、内控的自我导向价值观的形成,并对从众型和冷漠型价值观的形成具有抑制作用;（3）家庭亲密度与适应性功能水平和踏实型价值观类型存在显著的正相关,适应性功能水平与功利型和冷漠型价值观类型存在显著的负相关。     

What Do Happiness Studies Study?

What do, or should, happiness studies study? Everything to which we refer with the word ‘‘happiness’’ is worth some study. But the study of subjective states covers only part of the ground covered by the word ‘‘happiness’’ and by no means all the ground central to understanding happiness. On the central use of ‘‘happiness,’’ to be happy is to be glad or satisfied or content, which suggests subjectivity, with having a good measure of what is important in life, which suggests objectivity. We find the same suggestion of both subjectivity and objectivity in the list of what enhances the quality of life. There are strong arguments in favour both of the subjectivity of what enhances life and of its objectivity. I argue that neither is right, that the story is more complicated. The conclusion of the story is that there is a list of several non-reducible features that contribute to the quality of a characteristic human life, and that anything that contributes to the quality of any human life will be one or other of these features. But there is a problem. When we speak of the quality of a human life, there may be no one thing we have in mind. Perhaps some of us are not disagreeing with one another over the nature of a ‘‘happy’’ life but speaking of different things.     

Stability and change in work values among male and female nurses and engineers

Gender related changes of work values were analyzed in a longitudinal questionnaire study of 173 male and 48 female engineers and 353 female and 31 male nurses at three measurement occasions covering about four and half years from the end of their vocational education. At all occasions, Social relations were rated as more important by women than by men and Altruism was given higher ratings by the nurses than by the engineers. Within both occupations women's mean Altruism ratings were higher than men's mean ratings, and in all groups except male engineers the mean ratings dropped between the three occasions. Women's ratings of Benefits and career and Influence were strengthened in both occupations, thereby eliminating an initial gender difference. The stability of work values is discussed in terms of challenges and norms in working life.     

生育价值观的理论构建及问卷的初步编制

通过文献综述、开放式调查、专家咨询和小样本测试的统计分析等提出了生育价值观的理论构想,以此为基础自编了育龄青年生育价值观问卷,并对正式问卷调查结果进行了探索性因素分析和验证性因素分析,结果表明：生育价值观是一个多层次和多维度的体系,包括3个二阶因素和9个一阶因素。该研究所构建的生育价值观理论结构比较合理,初步编制的量表需修订和完善。本研究可以为继续探讨人们的生育价值观特征提供有意义的基础。     

Science, Values and the Human Dimensions

The presented paper substantiates the principle that values are an immanent component of science and any rational cognitive activity. This principle belongs to the European cultural tradition starting from the book of Genesis of the Old Testament, the values of certainty in the antique Greek philosophy and Francis Bacon's coincidence of knowledge and power. Values in science form complicated structures inconnection with different types of knowledge including “the knowledge that”, empirical evidence, various types of generalizations or rules, methods, directions, algorithms, “the knowledge how”, “the knowledge why” or other types of knowledge. Since the assignments of different types of values are the products of a decision-making, it is useful to distinguish many types of decision-making, especially semantic decision-making, information decision-making and decision-making with distinctly pragmatic dimensions. The values assignable to scientific activities and their results also include their social recognition, respect and prestige granted to knowledge and bearers of knowledge by society and social groups or communities. Knowledge generation and the rational and justified application of the achieved and acceptable impacts are also connected with decision-making procedures, values and criteria of social acceptance. This revised version was published online in August 2006 with corrections to the Cover Date.