论伦理学与诠释学的内在关系

人的行为活动趋于善的特性,是人类活动的价值特性。人通过教化、通过自己的价值活动,能够对自己的本性作出决定,能够化性起伪,决定自己是什么人或成为什么样的人,从而建构一个道德价值意义的世界,使自己获得作为诠释的诠释视域。同时,在一个多元性价值观念的世界,对于事物产生误解或理解分歧的可能性直接要求诠释学的在场。诠释学的理解要求一种回到前理解的共享性前见中去,在这个意义上,人具有作为伦理诠释和诠释理解的双重身份。伦理学与诠释学的内在贯通,从根本上看,在于它们都分有着实践理性的特性。这种实践理性体现在,普遍的东西的具体化。换言之,是普遍性知识与具体实践情境的结合。     

由知识对伦理的辩护到伦理对知识的批判——论知识的伦理价值

古希腊哲学最早将美德与知识相联系,“真”的达到就是“善”的实现,人的合目的性是建立在其合规律性的基础上的,伦理学从此有了独立存在的根据。近代知识论提出“知识就是力量”,将获得知识与获得幸福视为同一,知识(理性)是建立伦理的绝对普遍的坚实基础,人的尊严和主体性成为伦理追求的最大价值。20世纪以来,由于科学知识的异化,“知识与人的幸福和命运问题”凸现在当代伦理学面前。为知识找寻一条“应然”的光明之路,不仅是伦理学的理论使命,也是人类自身的神圣使命。     

The Search for the Source of Epistemic Good

Knowledge has almost always been treated as good, better than mere true belief, but it is remarkably difficult to explain what it is about knowledge that makes it better. I call this "the value problem." I have previously argued that most forms of reliabilism cannot handle the value problem. In this article I argue that the value problem is more general than a problem for reliabilism, infecting a host of different theories, including some that are internalist. An additional problem is that not all instances of true belief seem to be good on balance, so even if a given instance of knowing p is better than merely truly believing p , not all instances of knowing will be good enough to explain why knowledge has received so much attention in the history of philosophy. The article aims to answer two questions: (1) What makes knowing p better than merely truly believing p ? The answer involves an exploration of the connection between believing and the agency of the knower. Knowing is an act in which the knower gets credit for achieving truth. (2) What makes some instances of knowing good enough to make the investigation of knowledge worthy of so much attention? The answer involves the connection between the good of believing truths of certain kinds and a good life. In the best kinds of knowing, the knower not only gets credit for getting the truth but also gets credit for getting a desirable truth. The kind of value that makes knowledge a fitting object of extensive philosophical inquiry is not independent of moral value and the wider values of a good life.     

Consequences of Feeling Dissimilar from Others in a Work Team

This study extended the current literature on group diversity by examining the moderating influence of perceived group openness to diversity on the relationships between perceived individual visible, informational, and value dissimilarity; individual task and relationship conflict; and work group involvement. A survey was administered to 129 public service employees who worked in intact teams. Results revealed that value dissimilarity had a positive association with task and relationship conflict and a negative association with work group involvement. Perceived group openness to diversity moderated the associations between visible and informational dissimilarity and work group involvement, and between value dissimilarity and task conflict. These results highlight the importance of managing differences by introducing norms promoting diversity and the involvement of all team members.     

工作场所的出勤主义行为：组织管理研究的新课题

出勤主义行为是指在生病时依然坚持工作的行为。工作场所的出勤主义行为不仅危害员工的个人健康，还会给企业带来额外的支出。近年来，出勤主义行为逐渐引起管理者的重视，并得到越来越多管理学和心理学研究者的关注。总结以往研究，对出勤主义行为的概念界定和测量方法进行了概述，从个人因素、工作相关因素、组织层面因素和团队层面因素四个方面探讨了出勤主义行为的影响因素，并总结了出勤主义行为对个人健康、工作方面和组织层面的影响。最后，对出勤主义行为未来的研究方向进行了展望。     

西方环境伦理学的整体主义诉求与困惑--现代系统整体论的启示

在西方环境伦理学中，生态中心论具有强烈的整体主义诉求。认为，人类只是自然整体中的一个成员和后来者；生态系统的价值具有内在性和优先性；人类对自然生态系统负有直接的、终极的道德责任和义务。这些观点受到一些学者的质疑。系统整体论理念和复杂性研究对生态系统与人类的关系，系统的目的性，整体的价值等问题提供了一定的支持和启示。     

Cognitive adjustment as an indicator of psychological health at work: Development and validation of a measure

Based on organizational socialization literature (e.g., Bauer, Bodner, Erdogan, Truxillo, & Tucker, 2007; Kammeyer-Mueller & Wanberg, 2003; Saks, Uggerslev, & Fassina, 2007) and Conservation of Resources theory (COR theory; Hobfoll, 1989, 2001), this article aims to develop a conceptualization and a measurement of cognitive adjustment at work (CAW), as an indicator of psychological health in the workplace. Two studies, including three independent samples (N_A = 296, N_B = 350, N_C = 139), were conducted to test an operational proposal of CAW. In Study 1, exploratory and confirmatory factor analyses, as well as reliability and temporal invariance analyses, were performed to test the structure of both the construct and the instrument. In Study 2, nomological network analysis was conducted. Results suggest strong empirical support for the structure and validity of CAW, defined as a second-order factor, which includes task adjustment, work group adjustment and organizational adjustment.     

State work engagement and state affect: Similar yet distinct concepts

State work engagement (SWE), a multidimensional construct of work-related well-being, was originally conceptualized as a trait, but diary studies have revealed substantial within-person fluctuations. Given that SWE is conceptualized as a work-related affective-motivational construct, the question arises as to whether SWE can be differentiated from other affective constructs. Thus, the goal of the present study was to compare SWE and state affect with respect to their degree of within-person variability and to examine their distinct relationships with health and performance variables (i.e., sleep quality and job performance). Fifty-two employees (44% female) participated in the study, which included 3 assessments per day over the course of 2 weeks. Our results revealed that energetic arousal and tense arousal fluctuated more strongly within days than vigor and absorption. Multilevel analyses demonstrated that high sleep quality predicted higher state affect but not higher SWE. In addition, vigor exhibited an inverted U-shaped relation with performance. In sum, SWE as a time-varying construct showed some overlap with state affect but also demonstrated discriminant validity.     

The Costs of Hiding and Faking Emotions: The Case of Extraverts and Introverts

The present study examined the moderation effects of extraversion on the relationships between hiding and faking emotions, perceived satisfaction from intimate relationships, and reported physical health concerns. Four hundred and four Israeli participants, who were all involved in intimate relationships at the time of the study, responded to the Extraversion scale from the Big-Five Inventory, the DEELS to measure hiding and faking emotions, the SELF to assess physical health concerns, and the short version of the ENRICH to evaluate perceived satisfaction with intimate relationships. The mean age was 32.3 years (SD = 8.2); and the average length of time as a couple was 7.8 years (SD = 8.2). Of the participants, 198 were married (48.5%). The findings indicate that the effect of hiding negative emotions was stronger for perceived satisfaction with intimate relationships and physical health concerns than that for faking positive emotions. Extraverts who showed a higher frequency of hiding their negative emotions were significantly less satisfied with their relationships than introverts and they also tended to report more concerns with their physical health. These results were not found when extraverts reported a high frequency of faking positive emotions. These results are discussed in the context of the trait-behavior-concordance model and stress the importance of distinguishing faking from hiding.