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JC Beall 《Australasian journal of philosophy》2013,91(1):113-118
Humean metaphysics is characterized by a rejection of necessary connections between distinct existences. Dispositionalists claim that there are basic causal powers. The existence of such properties is widely held to be incompatible with the Humean rejection of necessary connections. In this paper I present a novel theory of causal powers that vindicates the dispositionalist claim that causal powers are basic, without embracing brute necessary connections. The key assumptions of the theory are that there are natural types of causal processes, and that manifestations of powers are identified with certain kinds of causal processes. From these assumptions, the modal features of powers are explained in terms of internal relations between powers themselves and the process-types in which powers are manifested. 相似文献
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J C Latack 《The Journal of applied psychology》1986,71(3):377-385
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JC Beall 《Australasian journal of philosophy》2013,91(2):264-268
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JC Beall Ross T. Brady A. P. Hazen Graham Priest Greg Restall 《Journal of Philosophical Logic》2006,35(6):587-598
The paper reviews a number of approaches for handling restricted quantification in relevant logic, and proposes a novel one. This proceeds by introducing a novel kind of enthymematic conditional. 相似文献
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Latack JC 《Organizational behavior and human performance》1984,34(3):296-322
This paper examines career transitions within organizations. An integrative model was developed and evaluated which views career transitions as a stress-coping process influenced by work and nonwork factors. Data supported the model in that individuals experiencing a large number of personal life transitions were more likely to adopt a symptom-management coping strategy (as contrasted with a situation-focused strategy) for dealing with job stress during the transition. However, neither the magnitude of the career transition nor intervening role variables in the model contributed to explanation of the career transition process. Major career transitions were associated with major transitions in personal life and data suggested that a career transition could act as a "trigger" event for personal life instability. Implications of both supportive and disconfirming findings are discussed. Future directions are suggested for research on careers and for career management in organizations. 相似文献
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JC Helbing 《Psychologie appliquee》1984,33(3):335-350