Is it always fallacious to derive values from facts?

Since the time of David Hume, many philosophers have held that there is a logical Is/Ought gap. According to the doctrine of the Is/Ought gap, there are no valid (i.e., non-fallacious) arguments from purely factual premises about whatis the case to moral or normative conclusions about whatought to be. Occasionally, this doctrine has been challenged, but frequently it has been accepted without argumentation. Charles Pigden has recently argued for a logical Is/Ought gap on the grounds of the conservativeness of logic. I offer a counter-example which shows that Pigden's argument is unsound and that there need be no logical gap between Is-premises and an Ought-conclusion. My counter-example is an argument which is logically valid, has only Is-premises and an Ought-conclusion, and does not purport to violate the conservativeness of logic. Moreover, my argument does not rely, as other alleged counter-examples do, on controversial assumptions from Aristotelian biology about natures or ends, or about institutions such as promise-making.     

Age variations in the suicide rates and self-reported subjective well-being of married and never married persons

Previous research has established that people who never marry have higher suicide rates and lower self-reported subjective well-being than the married. The present study examines how the differences between: (1) never married persons who live alone, (2) never married cohabitees; and (3) currently married people, vary between age groups. The relevance of such age variations for status integration theory and theories of marital selection is discussed. Summing up results from previous studies of suicide rates, the relative position of the never married is found to be most unfavourable for people in their 30s and 40s; the differences are smaller among the young and the old. Data on self-reported well-being are taken from a large-scale survey of the population of one of Norway's 19 counties (n = 51 000), and are analysed by means of ordinary multiple regression. With regard to single people who were married or who never married, the results are largely consistent with the suicide findings; the advantage of marriage increases until about 40 years of age, then declines. The survey data also provide information about unmarried cohabitation, which seems to be more or less equivalent to marriage in most age groups. Neither status integration theory nor any other single theory of marriage effects or marital selection seems to be able to account for these findings in a satisfactory way.     

Faith, Doubt, and Well-Being in Later Life

This paper examines doubt-within-faith or quest religiosity in relation to religious commitment in later life. Although quest religiosity has been labeled by some as religious negativism, we examine the validity of quest as a measure of religious doubt in later life and respond to such criticisms. In addition, we attempt to determine the relationship between religious doubt, measures of religious commitment and involvement, and mental health. An association between quest religiosity, religious involvement, and mental health has not been empirically demonstrated in later life.     

The History of Family Therapy in South Africa

The history of family therapy in South Africa is presented from 1960 up to the present. The early days leading to the establishment of the South African Association of Marital and Family Therapy, national conferences, publications, national and international links are discussed.     

Sexual and nonsexual marital aggression: Legal considerations, epidemiology, and an integrated typology of perpetrators

In this paper, the legal history of marital rape and the current status of “marital rape allowances” to sexual assault statutes are reviewed. The prevalence of marital rape and its comorbidity with nonsexual violence, as well as the physical and psychological sequelae found to be specifically associated with sexual aggression in marriage is reviewed. Our current limited theoretical understanding of the relationship between sexual and nonsexual violence in marriage is extended by integrating marital rape and marital violence batterer typology research. Specifically, we offer a four-type batterer typology integration (i.e., family-only, dysphoric/borderline, generally violent/antisocial, and sexually obsessive batterers) that fully describe husbands that are only nonsexually violent, both physically and sexually violent, or only sexually violent. Theoretical and practical implications of this integration are identified. Future research directions are outlined, and the need for greater clinical attention to the phenomena of sexual violence in marriage is highlighted.     

新手—熟手—专家型教师心理特征的比较

为了更深入地了解教师的教学专长发展,采用了量表法分别对433名和469名新手型、熟手型、专家型教师进行了教学策略、成就目标定向、人格特征和职业承诺、职业倦怠两个比较研究。结果表明：⑴在教学策略、成就目标、人格特征上,专家型教师均优于熟手型教师,而熟手型教师又优于新手型教师;在职业承诺和职业倦怠上,专家型教师均优于熟手型教师和新手型教师,而熟手型教师与新手型教师不存在差异。⑵重视课前准备,成绩目标是其重要的工作动机是新手型教师的主要特征;课中策略水平较高,任务目标成为重要的工作动机,具有随和、宽容、乐群、能关心他人的人格特点是熟手型教师的主要特征;教学策略以课前计划、课后的评估、反思为核心,具有鲜明的情绪稳定性、理智、着重实际、自信心和批判性强的人格特点,职业的情感投入程度和职业成就感高是专家型教师的主要特征。⑶三类教师在课后的补救策略、成绩目标、内外向、继续承诺和情绪耗竭上没有显著差异是其共同点。     

Organizational citizenship behavior and organizational commitment in Nepal

The present study examines the structure of organizational citizenship behavior (OCB) and its relation to organizational commitment in Nepal. Four-hundred and fifty employees of five Nepalese organizations filled out standardized questionnaires. Exploratory and confirmatory factor analyses revealed two factors of OCB, altruism and compliance, replicating Western models of extra-role behavior. Structural equation analysis showed a positive relation between affective and normative commitment on the one hand and both citizenship factors on the other. Continuance commitment was negatively related to compliance and unrelated to altruism. The findings thus confirmed the structure and usefulness of the concepts in an under-researched geographical area. Findings of the research are discussed within the Nepalese sociocultural context.     

说服效应的理论模型、影响因素与应对策略

说服效应是指面临说服性信息时, 个体态度发生转变并影响其决策行为的一种现象, 该现象普遍存在于政治选举、生活消费及商业广告等领域, 具有重要的应用价值。说服效应的两个主要理论模型包括双加工模型和自我功效理论。信息源的可信度、情绪、信息框架、社会网络、事件卷入度等是影响说服效应的主要因素。说服效应的应对策略包括公开承诺和自我控制。未来的研究应该从说服效应的产生根源、特征成分及应用领域等方面进行深入地探讨。     

Affective and normative commitment to organization, supervisor, and coworkers: Do collectivist values matter?

Employees’ commitment to their organization is increasingly recognized as comprising of different bases (affect-, obligation-, or cost-based) and different foci (e.g., supervisor, coworkers). Two studies investigated affective and normative commitment to the organization, supervisor and coworkers in the Turkish context. The results of Study 1 confirmed that employees differentiate between affect versus obligation-based commitment towards the organization, supervisor and coworkers. Study 2 tested the “cultural hypothesis” which argues for the moderating influence of collectivistic values on the relationship between person (local) commitments and organizational-level (global) outcomes. The results failed to support the cultural hypothesis and showed that commitment to organization was predictive of organizational-level outcomes (e.g., turnover intentions), and commitment to supervisor was predictive of supervisor-related outcomes (e.g., citizenship towards supervisor). These findings suggest that the influence of culture may be less straightforward and may require a more sophisticated measurement of the nature of relationships and organizational characteristics in general.     

Are facilitated mentoring programs beneficial? A randomized experimental field study

Results from a pretest–posttest randomized field experiment study with a control group comparing the impact of high- and low-level-facilitated mentoring programs on new employees’ performance and perceptions about their jobs and organization were reported in this paper. Results indicated increases in job satisfaction, organizational commitment, person-organization fit and performance by participants in both mentoring programs with larger gains made by the high-level-facilitated group. These results suggest that a formal mentoring program can have positive effects on employee’s work-related attitudes, cognition and behavior with significantly greater gains made by formal mentoring programs with higher levels of facilitation.