Inter-individual differences in intra-individual variability in personality within and across contexts

This study focuses on intra-individual variability in personality at work, and how it relates to job performance. 288 professionals completed contextualised adjective-based personality assessments in work and non-work contexts, and a non-contextualised personality measure. Ratings of their personality were also obtained from colleagues, family members and friends. Supervisors provided performance ratings for 130 participants. Results indicate that personality is context- and source-dependent, and varies systematically within contexts intra-individually regardless of source. Whilst this variability was predictive of some performance criteria when based on other-ratings, overall predictive effects were small in number and size. This study adds to the relatively small body of research on personality variability and performance and contributes to the conceptualisation of personality as a dynamic construct.     

《易数钩隐图》作者等问题辨

自南宋时起,《易数钩隐图》一书的作者就有二字与二籍贯的争议。本文就有关问题进行了考辨。得出北宋有二刘牧、前刘牧著《易数钩隐图》、黄黎献为之续补等结论。最后指出,彭城刘牧的道学思想应当在宋明理学中占有一席之地。     

AQUINAS'S ARGUMENT AGAINST SELF-HATRED

Aquinas's argument against the possibility of genuine self‐hatred runs counter to modern intuitions about self‐hatred as an explanatorily central notion in psychology, and as an effect of alienation. Aquinas's argument does not deny that persons experience hatred for themselves. It can be read either as the claim that the self‐hater mistakes what she feels toward herself as hatred, or that, though she hates what she believes is her “self,” she actually hates only traits of herself. I argue that the argument fails on both readings. The first reading entails that all passions are really self‐love, and so is incompatible with Aquinas's own “cognitivist” view of what it is that distinguishes specific passions in experience. The second reading entails that persons have no phenomenal access to “self,” rendering self‐reference—how it is that the self can be an intentional object of conscious mental states—a mystery. Augustine's claim, which Aquinas accepts on authority, that all sin originates in inordinate self‐love seems to entail the impossibility of genuine self‐hatred because both thinkers fail to distinguish between two distinct forms of self‐love: amor concupiscentiae and amor benevolentiae.     

Racism en Route

This article argues that in Africa, the nature and advent of racism has to be traced back to the earliest encounters between Africans and Europeans, including the first seven centuries but especially during the slavery and colonial eras. Religion (notably Islam and Christianity), trade, education, culture, and “science” were important incubators and justifiers of racism, in earlier as well as recent times. The paper concludes by proposing some ways in which African theology can stay agile and keep pace with the resilient and adaptive forms of racism in contemporary Africa.     

简帛《周易·夬卦》"丧"字补说

上博三《周易·夬卦》中的“丧”并非误字,马王堆汉墓帛书本与此相应的“牵”实为“桑”字,当读为“丧”,而今本中的“牵”可能系“桑”之形讹。     

A qualitative study of leader behaviors perceived to enable salesperson performance

Abstract

This study builds on and extends previous sales leadership research by exploring sales professionals’ perceptions of effective leadership behaviors. Semistructured interviews with both sales leaders and salespeople working in a global enterprise software company were examined through a qualitative analysis. Results indicated that participants believed sales leadership played an important role in influencing sales performance. When asked to describe specific sales leader behaviors that best enable salesperson performance, sales professionals – both sales leaders and salespeople – overwhelmingly referenced coaching, followed by collaborating, championing, and customer engaging. We define and describe these four key sales leader behaviors and identify four potential mediating variables (trust, confidence, optimism, and resilience), from which emerges a conceptual framework of sales leader behaviors perceived to enable salesperson performance. We examine these four key sales leader behaviors and mediators in the broader context of leadership theory, particularly transformational, servant, authentic, and adaptive leadership theories. The key contribution of this study is the identification of a set of leader behaviors that are likely to be especially effective in modern sales organizations given that they originated from the perceptions of sales professionals themselves.