Why Freedom Implies Equality

ABSTRACT Equality and freedom have been represented as conflicting values. In this paper, I propose to argue that the idea of freedom has clear egalitarian implications.
Freedom is commonly represented as being negative or positive, but it has both senses in ordinary usage, and the distinction fails adequately to explain the relationship between views on freedom and poverty. An alternative representation of the concept distinguishes individual freedom, based on the autonomous individual, from social freedom, which sees freedom as a social relationship.
Equality implies the elimination of disadvantage. Freedom is a redistributive idea, implying that the freedom of some must be restricted to increase the freedom of others. Although the individual concept of freedom is restrictive, equal treatment and equality of opportunity are largely compatible with it, and even equality of outcome can be reconciled with it to some degree. The social concept of freedom is broader, extending the scope of redistribution to all forms of social disadvantage. This demands a high degree of equality; it also defines the boundaries of the pursuit of equality, which is justifiable in so far as it increases freedom.
Freedom is not, therefore, in conflict with equality. Certain egalitarian assumptions are part of its normative base, and it actively requires a degree of redistribution.     

AN EMPIRICAL APPRAISAL OF THE PRCA FOR MEASURING ORAL COMMUNICATION APPREHENSION

Since 1970 about 80% of the research on oral communication apprehension has used one of two versions of McCroskey's Personal Report of Communication Apprehension. The original 20-item PRCA was introduced for the purpose of measuring apprehension beyond the traditional public speaking context. Although the PRCA-20 is reliable, some serious criticism of it has centered on its ability to tap interpersonal behavior outcomes. In an attempt to bolster its interpersonal applicability, five “interpersonally-oriented” items were added to form the PRCA-25. The studies reported herein demonstrate that both versions fail to possess sufficient reliable variance to be applicable to contexts other than public settings. In addition, it was found that the interpersonal items are a separate component of the PRCA, and as such, do not justify being treated equal in terms of additivity and, therefore, reduce the construct integrity of the PRCA.     

Just War: theory and application

ABSTRACT How should just war theory be applied to assess a community's claim to defend itself? The IRA's claim to be fighting a just war to end British rule in Northern Ireland is upheld against the objection (e.g. by Simpson in this Journal, 1986) that they have a right only to self-defence against indigenous tyranny. Under just war theory no unclarity concerning the alien status of British rule could render the IRA claim unjustifiable: only the well-grounded denial of its alien status might serve (though this is doubtful). But if that denial is argued for by identifying a separate British community in Ireland then the IRA must be granted a right to repel alien occupation of nationalist areas. However the IRA's rejection of the ‘two communities’ view can be defended; for what constitutes a single community is subject to moral considerations. Accordingly a genuine community's claim to self-defence is against being wronged, rather than harmed. It is concluded that just war theory cannot be applied without antecedent moral judgements identifying the community potentially wronged.     

WORK LOAD, TENSION, AND COPING: MODERATING EFFECTS OF SUPERVISOR SUPPORT

This research investigated the buffering role of social support in the relationship of work load to both tension-anxiety and coping for police radio dispatchers ( N = 60). Each dispatcher was observed throughout an entire 8-hour work shift by a trained observer. Objective load consisted of the hourly rate of incoming telephone calls, police radio transmissions, and face-to-face or written communications from superiors, co-workers, and others. At the end of each shift, measures were taken of dispatchers' perceived load, felt tension-anxiety, and coping actions. Hierarchical regression revealed that support from superiors moderated the effects of both objective and perceived loads; no main effects of support were found. Statistically significant interactions confirmed the hypothesized buffering role of support: under high perceived load, dispatchers with high social support engaged in more coping actions and felt less tension-anxiety than did low-support dispatchers. No differences were found when perceived load was low. Support also buffered effects of objective load on tension-anxiety but not on coping.     

Lobbying for Elementary Counselors: A Video Marketing Strategy

This article describes how state legislators were the target of a video marketing campaign aimed at increasing the funding for elementary counselors. How the video was developed, distributed, and used are discussed.     

A new objectively scored version of the Defence Mechanism Test

Kragh's Defence Mechanism Test has proved its worth in a number of applied settings but has hitherto required skilled time-consuming interpretation. Two studies are reported which validate an "objectively scored" version of the test developed using G-analysis. In the first, it was found that this version of the test could successfully predict the performance of trainee pilots. The second study examined the construct validity of this version of the test. It was found that the predictive factor from Study I re-emerged within a sample of students, where it correlated positively with scores on a test of perceptual defence and the Shrewdness (N) scale of the 16PF, and negatively with two of the identification scales of the Defence Mechanism Test. This factor was tentatively identified as one of general defensiveness. It is concluded that this form of the test deserves consideration when selecting individuals for stressful occupations.     

A FIELD STUDY OF THE RELATIONSHIP BETWEEN THE ORGANIZATIONAL FEEDBACK ENVIRONMENT AND PERFORMANCE

This field study used the Job Feedback Survey (Herold & Parsons, 1985) and performance data gathered from multiple sources to examine the relationship between the perceived organizational feedback environment and performance. Regression analyses indicated that, while holding the other feedback variables constant, feedback from supervisory and organizational sources was related to reported job performance while feedback from peers and self was not. Most of the unique variance in performance explained by feedback was also accounted for by feedback from organizational and supervisory sources. Negative expressions from organizational/supervisory sources (e.g., the supervisor expressing anger, the company communicating dissatisfaction with poor performance) were related to lower performance, and positive job changes initiated by these sources (e.g., increasing responsibility, assignment to special jobs) were related to higher performance. Higher performers did not receive more feedback than lower performers but did receive more total positive feedback. Supplemental issues, possible explanations, and implications of the findings are discussed.