Interfaith Dialogue and the Science-and-Religion Discussion

The science-and-religion dialogue has so often assumed that the key issues for discussion are those that have arisen within the Western Christian religious and intellectual tradition that little interest has been devoted to the possible insights that the presence of non-Christian voices in the dialogue might bring. In the following I explore the benefits of a truly multireligious dialogue on science and religion and offer a model for integrating various religious perspectives into the science-and-religion dialogue. Of course, taking the multifaith perspectives of the religions seriously also means making a dialogue between religions a component of the science-and-religion dialogue, and I discuss how such a dialogue might unfold along with key ideas that might emerge in ever more interesting ways once the dialogue begins.     

Natural Selection and Design: Comments on Michael Ruse's New Book

Is the adaptive complexity of living organisms the result of evolutionary processes alone? or does it give evidence of intentional design? Michael Ruse appears to argue that we can have it either way. As a scientist I find the argument from design unnecessary. Yet it has great appeal to humans, whose behavior is largely intentional and who look for patterns in events and for the intentions that may have produced them.     

Stress and Student Job Design: Satisfaction, Well-Being, and Performance in University Students

It is imperative that the university environment be supportive and capable of nurturing optimal learning and performance in students. Using job design and work stress theories, the study assessed relationships between psychosocial work characteristics, well-being and satisfaction, and performance in a random sample survey of Australian university students (N = 176). Methodological improvements were a time lag between survey and performance measures, an objective measure of performance, and LISREL structural equation modeling. Results showed high levels of psychological distress and low levels of satisfaction, both linked to high demands combined with low control. In accord with the happy-productive student hypothesis, satisfaction mediated the impact of the work environment on performance. Reengineering the design of the student work environment may therefore improve performance outcomes (student grades) through enhancing satisfaction.     

实验设计:一种非模式的方法

实验设计通常被当作一种种设计模式．这种方法可称之为实验设计的模式方法。但本文认为,这种常用的方法事实上存在着不少缺点。于此．本文尝试提出了一种新的实验设计方法——实验设计的变量方法。实验设计的变量方法的基本思想是．从实验研究的问题出发,根据实验中变量的性质或特点确定实验设计的具体内容。本文最后讨论了实验设计变量方法的优越性。     

父母教养态度与儿童在2-4岁期间的问题行

考察父母的教养态度和儿童在2—4岁间的问题行为的发展变化。采用交叉时序滞后设计,对172名儿童从2岁起进行2年追踪,在被试2岁和4岁时,分别对他们的父母进行间卷调查。结果发现：儿童外显问题行为与父母教养态度的相互作用较强,儿童在2岁时的外显问题行为可以预测4岁时母亲的惩罚性,内隐问题行为与父母教养态度的相互作用较弱;从2岁到4岁之间,儿童外显问题行为具有较高的稳定性,内隐问题行为的稳定性相对略低,父母教养态度也都具有一定的稳定性。     

Contextual Integration in Multiparty Audience Design

Communicating with multiple addressees poses a problem for speakers: Each addressee necessarily comes to the conversation with a different perspective—different knowledge, different beliefs, and a distinct physical context. Despite the ubiquity of multiparty conversation in everyday life, little is known about the processes by which speakers design language in multiparty conversation. While prior evidence demonstrates that speakers design utterances to accommodate addressee knowledge in multiparty conversation, it is unknown if and how speakers encode and combine different types of perspective information. Here we test whether speakers encode the perspective of multiple addressees, and then simultaneously consider their knowledge and physical context during referential design in a three‐party conversation. Analyses of referential form—expression length, disfluency, and elaboration rate—in an interactive multiparty conversation demonstrate that speakers do take into consideration both addressee knowledge and physical context when designing utterances, consistent with a knowledge‐scene integration view. These findings point to an audience design process that takes as input multiple types of representations about the perspectives of multiple addressees, and that bases the informational content of the to‐be‐designed utterance on a combination of the perspectives of the intended addressees.     

Towards a unified model of aesthetic pleasure in design

In this study we test the Unified Model of Aesthetics (Hekkert, 2014), which posits that the aesthetic sense has evolved to identify and value prospects for safety and accomplishment. The principles of unity-in-variety, most-advanced-yet-acceptable and autonomous-yet-connected are considered manifestations of these conflicting urges at separate levels of stimulus processing. We empirically integrate these principles to gauge their unique contribution to the aesthetic experience, using two distinct surveys (study 1–300 respondents and 20 stimuli, study 2–60 respondents and 24 stimuli). Both surveys confirm the three principles constituting the Unified Model of Aesthetics. The principles are found to operate independently and jointly, although unity-in-variety has the strongest impact on aesthetic pleasure.     

The Match Between Recruiters’ Perceptions of Organizational Climate and Personality of the Ideal Applicant for a Management Position

The relationship between recruiters’ perception of the ideal applicant for a managerial position and their perception of organizational climate was examined in real selection procedures. Recruiters (n = 124) from 83 organizations in three sectors of industry participated in this study. They assessed the ideal applicant for the vacant managerial position with personality attributes derived from the Abridged Big Five Circumplex (Hofstee et al. 1992). Furthermore, they described the existing organizational climate with 14 climate scales based on the Competing Values framework of Quinn (1988). Results indicate that recruiters’ perceptions of goal oriented climate dimensions are related to the sector of industry. These perceptions influence the way in which recruiters perceive the ideal manager regarding conscientiousness and compliance. Recruiters’ perceptions concerning other dimensions of organizational climate are not related to the sector of industry and the personality profile of the ideal manager. Homogeneity of personality in organizations will exist for only some personality attributes.     

Reaction to Mortality: An Interdisciplinary Organizing Principle for the Human Sciences

Ernest Becker's theory about death denial is one example of depth psychological theory. Because very important features of Becker's theory have now successfully and singularly met the rigorous empirical testing of Terror Management Theory (TMT), it must be concluded that the theory of death denial stands apart from and above alternative depth psychological theories in explaining human behavioral and attitudinal motivation. Nevertheless, TMT only touches the surface of Becker's theory in the round. This essay looks at how Becker's wider theories of death denial are applied to (1) personal psychological, (2) social psychological, (3) political, and (4) spiritual aspects of human experience and suggests that what Becker has given us is an organizing principle, a theory of considerable integrative, explanatory, and interpretive power, for a broadly interdisciplinary social science of human behavior.