TOWARDS A POSTMODERN CONCEPTION OF METAPHYSICS: ON THE GENEALOGY AND SUCCESSOR DISCIPLINES OF MODERN PHILOSOPHY

Postmodernism in philosophy holds that traditional philosophy has come (or should come) to an end, and that it must be succeeded by something else, such as "thinking" (Heidegger), empirical science (Quine), linguistic therapy (Wittgenstein), or an "attempt to prevent the conversation of the West from attaining the secure path of science" (Rorty). Clearly, the claim to be postmodern presupposes a view of traditional philosophy, of its characteristics, and of its genesis. In this essay, such a view will be developed, and its consequences for our conception of philosophy will be discussed. The view defended here is different from those of Heidegger and Rorty. For ease of exposition the discussion will refer to Rorty's Philosophy and the Mirror of Nature.     

INTERPERSONAL AFFECT AND PERFORMANCE APPRAISAL: A FIELD STUDY

Interpersonal affect has been found, in prior laboratory research, to be related to ratings of job performance. Such findings have been taken to mean that affect creates bias in ratings. The present study was conducted to determine if this relationship would hold up in a field setting. The present study was also designed to examine how structured diary-keeping, and the nature of the appraisal instrument, might be related to affect-appraisal relationships. The results for 85 raters, and 404 ratees, suggested that affect was significantly related to all ratings, but more strongly related to trait-like ratings than task/outcome-like ratings, and that having raters keep performance diaries actually increased the strength of the relationship between affect and ratings. We concluded that affect may not be a biasing influence on ratings, but may be a result of better subordinate performance. Results from an analysis of the diary content supported this conclusion. Implications for the role of affect on ratings and the nature of the relationship between past performance and interpersonal affect in field settings are discussed.     

Composing and Revising a Counselor's Narrative

In exploring his narrative as counselor, this author was led to new growth and insights. Defining the counselor's narrative may be an important supplement to client narrative therapy.     

UNDERSTANDING THE IMPACT OF TEST VALIDITY AND BIAS ON SELECTION ERRORS AND ADVERSE IMPACT IN HUMAN RESOURCE SELECTION

We propose an integrative framework for understanding the relationship among 4 closely related issues in human resource (HR) selection: test validity, test bias, selection errors, and adverse impact. One byproduct of our integrative approach is the concept of a previously undocumented source of selection errors we call bias‐based selection errors (i.e., errors that arise from using a biased test as if it were unbiased). Our integrative framework provides researchers and practitioners with a unique tool that generates numerical answers to questions such as the following: What are the anticipated consequences for bias‐based selection errors of various degrees of test validity and test bias? What are the anticipated consequences for adverse impact of various degrees of test validity and test bias? From a theory point of view, our framework provides a more complete picture of the selection process by integrating 4 key concepts that have not been examined simultaneously thus far. From a practical point of view, our framework provides test developers, employers, and policy makers a broader perspective and new insights regarding practical consequences associated with various selection systems that vary on their degree of validity and bias. We present a computer program available online to perform all needed calculations.