科学知识社会学相对主义知识观批判

“The Strong Programme” is put forward as a metaphysical theory of sociology by the Edinburgh School (SSK) to study the social causes of knowledge. Barry Barnes and David Bloor are the proponents of the School. They call their programme “the Relativist View of Knowledge” and argue against rationalism in the philosophy of science. Does their relativist account of knowledge present a serious challenge to rationalism, which has dominated 20th century philosophy of science? I attempt to answer this question by criticizing the main ideas of SSK and defending rationalism theories in modern philosophy of science.     

知道一个行动的逻辑(英文)

以活动为认知对象的逻辑还没有系统地建立。本文我们采用半无穷方法、自代入方法、固定点方法和拟赋值方法全面建立这样的逻辑,从而研究知道一个活动的各种逻辑特性。根据这些方法,我们分别提出四类刻画知道一个活动的逻辑系统和相应的语义,然后证明这些系统相对各自的语义是可靠和完全的。     

The Unbearable Uncertainty Paradox

People can be risk seeking and risk averse, but people can also be uncertainty averse: in other words, if risk is at least the possibility of an unwanted affect, then it is not only the unwanted effect that they want to avoid, it can also be the uncertainty inherent in the possibility that they wish to avoid. This uncertainty aversion can even lead to a state where someone prefers a certain outcome at all costs, even when it is the worst case. This gives rise to the following paradox: the worst case seems to be more acceptable than the state where there is still a chance that it will not materialize. We can call this the Unbearable Uncertainty Paradox. This essay provides a first conceptual sketch of this phenomenon that seems to be widespread but nevertheless does not appear to have been identified before, either by philosophers or by psychologists.     

When to think like an epistemicist

Epistemicism is the view that seemingly vague predicates are not in fact vague. Consequently, there must be a sharp boundary between a man who is bald and one who is not bald. Although such a view is often met with incredulity, my aim is to provide a defense of epistemicism in this essay. My defense, however, is backhanded: I argue that the formal commitments of epistemicism are the result of good practical reasoning, not metaphysical necessity. To get to that conclusion, I spend most of the essay arguing that using a formal system like classical logic to manage seemingly vague situations requires practical principles to mediate between the formalism and what it aims to represent.     

Synonymy and Intra-Theoretical Pluralism

The starting point of this paper is a version of intra-theoretical (logical) pluralism that was recently proposed by Hjortland [2013]. In a first move, I use synonymy-relations to formulate an intuitively compelling objection against Hjortland's claim that, if one uses a single calculus to characterise the consequence relations of the paraconsistent logic LP and the paracomplete logic K3, one immediately obtains multiple consequence relations for a single language and hence a reply to the Quinean charge of meaning variance. In a second move, I explain how a natural generalisation of the notion of synonymy (adapted to the 3-sided sequent-calculus used by Hjortland) can be used to counter this objection, but I also show how the solution can be turned into an equally devastating ‘one logic after all’ type of objection. Finally, I propose the general diagnosis that these problems could only arise in the presence of conceptual distinctions that are too coarse to accommodate coherent pluralist theses. The latter leads to the general methodological recommendation that the conceptual resources used to think and talk about logic should be kept in line with the formal resources that are used to define and describe a logical theory.     

Do Employees Leave Just Because They Can? Examining the Perceived Employability–Turnover Intentions Relationship

The relationship between perceived employability and turnover intentions seems much more complicated than what the common sense would suggest. Based on the reviewed literature, it was expected that job satisfaction, affective commitment, and perceived job security would moderate this relationship. Using a sample of working individuals from different occupations and sectors (N = 721), it was found that employees who perceived themselves as highly employable were more likely to have turnover intentions when their affective commitment was low and perceived job security was high; and the relationship was negative for employees with shorter tenures. Understanding the conditions under which perceived employability is associated with turnover intentions may help organizations design human resource policies that allow them to retain an educated and competent workforce.     

如何解决团队创新悖论?基于成员认知风格“组型”与“构型”视角的探究

如何提升团队创新绩效?这是近年来管理实践界与学术界共同关注的热门话题。鉴于创新是一项兼具“探索”与“利用”双元特征的活动, 懂得如何平衡二者之间的悖论关系就成为提升团队创新绩效的关键。基于成员认知风格的微观视角, 从“组型”与“构型”两方面探索了解决这一悖论关系的方法。具体而言：(1)成员认知风格组型与团队领导行为之间的互补效应有助于解决团队创新悖论; (2)在合理的“成员认知风格-工作角色要求”构型基础上, 营造良好的团队协作氛围, 有助于解决团队创新悖论。进一步地, 还基于阴阳哲学思想研究了解决团队创新悖论的内在机制。为论证相关理论命题, 将开展三个研究模块, 采用定量与定性相结合的研究方法对提出的研究模型进行检验。相关发现不仅有助于丰富从微观视角研究团队创新前因、悖论管理方法的理论成果, 还将为企业的创新管理实践提供建议。     

Falling In and Out of Love with Philosophy

In this article, principally through autobiographical remarks, some observations concerning philosophical temperament are made, the example of Gerd Buchdahl as a textual interpreter of classic philosophical texts is invoked, and the position of philosophy in relation to history of science is explored, in particular in the work of Kuhn and Foucault. The article concludes with a reminder of the overall history of philosophy at Cambridge through a discussion of the history of the moral sciences.