This research studied the interaction influence of demographic characteristics (marital status, job rank, gender and age) and occupational stress level, on the work performance of faculty members in Calabar Metropolis. The descriptive survey design was utilized for this investigation. A sample of 150 respondents was identified using the systematic random sampling procedure from a population of 400 Faculty of Education lecturers from two public universities in Calabar Metropolis. A four-point scale validity and reliability certified questionnaire was used for data (...) collection. Data generated was analyzed using the two-way analysis of variance. Hypotheses were all tested at the 0.05 alpha level. Findings revealed a significant interactive effect of demographic variables (age, gender, job rank and marital status) and stress levels on lecturers' jobs. Results also indicated that the stress level of lecturers affects the degree or quality of job performance, with those having average stress levels reporting better job performance in the universities studied. Recommendations were made that all lecturers, irrespective of age, gender, marital status or rank, should develop or adopt good stress management skills and disengage/reduce extra jobs and other unnecessary stress-inducing activities. ©. (shrink)

Suppose a person lives in a sub-Saharan country that has won its independence from colonial powers in the last 50 years or so. Suppose also that that person has become a high-ranking government official who makes decisions on how to allocate goods, such as civil service jobs and contracts with private firms. Should such a person refrain from considering any particulars about potential recipients or might it be appropriate to consider, for example, family membership, party affiliation, race or revolutionary stature (...) as reasons to benefit certain individuals at some cost to the general public? Which of these factors should be considered unjust, or even corrupt, as a basis on which to allocate state goods and which should not? This chapter outlines an attractive moral theory with African content that forbids both impartialism and a strong form of partialism that would permit government officials to favour members of their families or political parties. Between these two extremes, a moderate partialism is prescribed. This permits government agents to occasionally favour veterans and victims of state injustices at some cost to the general public. This chapter seeks to provide a new, unified explanation of why sub-Saharan values permit some forms of partiality, such as the preferential hiring of those who struggled against colonialism, but prohibit other nepotistic forms of partiality. (shrink)

Aim: The researcher studied how the teachers at Guangdong Business and Technology University manage change based on the present situation in the country. -/- Methodology: This study utilized the descriptive – comparative research design with 275 teachers as respondents. Statistical test of data includes frequency count and percentage, weighted mean, t- test and/or ANOVA. -/- Results: Teacher respondents are very much ready to manage the change for the teaching and learning based on teaching-related factors which ranked first, as well as (...) on teaching-related factors which ranked second, and on technology-related factors which ranked third. It is noticeable that technology-related factor was the least assessed factors as regards their readiness to manage the change. Generally, an over-all mean value of 3.52 reveals that teachers are very much ready to manage the change for the teaching and learning. Based on the result, teacher respondents strongly agree on their level of motivation on their teaching and learning performance. The result reveals that teachers are highly motivated in performing their job as teachers based on their own assessment. -/- Conclusion: Majority of the respondents are female teachers in middle age aiming to earn their doctoral degree and have been in the university for not more than five years. Teachers believed that they are very much ready to manage the change for the teaching and learning. They also seem to be less ready in terms of accessing professional development opportunities that focus on continuous improvement of digital-age teaching skills. The use of variety of assessment strategies applying the technology and the implementation of alternative strategies in the classroom seems to be less managed by the teachers. They also have relatively the same assessment on how ready they are to manage the change in the teaching and learning regardless of their sex, age, educational level they have attained, and the length of stay in the institution. (shrink)

On a view implicitly endorsed by many, a concept is epistemically better than another if and because it does a better job at ‘carving at the joints', or if the property corresponding to it is ‘more natural' than the one corresponding to another. This chapter offers an argument against this seemingly plausible thought, starting from three key observations about the way we use and evaluate concepts from en epistemic perspective: that we look for concepts that play a role in explanations (...) of things that cry out for explanation; that we evaluate not only ‘empirical' concepts, but also mathematical and perhaps moral concepts from an epistemic perspective; and that there is much more complexity to the concept/property relation than the natural thought seems to presuppose. These observations, it is argued, rule out giving a theory of conceptual evaluation that is a corollary of a metaphysical ranking of the relevant properties. -/- conceptual ethics, explanation, naturalness, epistemic value, concept/property, semantic internalism. (shrink)

Abstract: Purpose - This study aimed to analyze the relationship between the determinants of organizational justice and their relationship to conscientious behavior from the point of view of officers working in the Palestinian police in Gaza Strip. Methodology - The study relied on the descriptive and analytical approach, using the questionnaire, targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers. The study tool was distributed among (...) the sample members in all departments and governorates. Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%). Findings - The existence of a positive correlation between the determinants of organizational justice and the behavior of conscience, and the existence of organizational justice in general in a medium degree and the order of its determinants is as follows: fairness of dealings and to a large degree, followed by fairness of procedures and a medium degree, and finally distribution fairness was to a small degree, while the behavior of conscience awareness came to a large extent. Significance - The existence of statistically significant differences between the respondents' averages of responding to the searched relationship due to the variables (type of administration, age group, job title, military rank, years of service). Recommendations - Work to take into account the fairness of distribution by providing adequate and fair salaries, granting bonuses for the additional efforts exerted, and budgeting in the distribution of duties and job burdens, as well as recommending attention to the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and creating an organizational climate dominated by a sense of justice. (shrink)

An educator, to climb up into academic ranking must take a longer route of getting formal education such as master’s or doctorate. In this paper, the authors discuss their journey, challenges, and aspirations in taking post-graduate studies like the Doctor of Education (EdD). Using autoethnography as the research design, which allow writers to narrate their personal experiences and used thematic analysis to analyze them. The authors experienced hardship in finding universities that would fit to their need especially that one of (...) them graduated with a non-thesis master’s degree. The other author, who is overseas found it also difficult to look for a university that would accept his situation and could offer flexibility in attending the classes due to the time zone difference and workday schedule. While both authors are enrolled in private education financing the studies could be a burden to one of the authors, so he sought support from his employer and agreed to render a service after, while the other one can cover the fees from his overseas job. (shrink)

Abstract: This study aimed to identify the behavior of organizational citizenship in Palestinian Police Force between reality and expectations, and this study comes to study the reality of human resources and their organizational behavior in the police apparatus, which is the largest security services operating in Gaza Strip, so it is expected that this study will contribute to improving this This aspect will be reflected positively on serving the country and the citizen and achieving security and safety for them. The (...) study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%), and they were analyzed using (SPSS) software. The study found that the organizational citizenship behavior was largely due to all its components. The study also showed that there are statistically significant differences between the respondents ’average response towards the organizational citizenship behavior due to the variables (type of administration, age group, job title, military rank, and years of service). The study recommended taking into account the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and finally, the study recommended that organizational citizenship behavior be considered an organizational value that the police seek, and to create an organizational climate in which a sense of justice prevails, given its prominent role in stability, calm and discipline at work Thus, the elevation of the police institution and the achievement of its desired goals. (shrink)

Many of the commentators—let’s ignore their sex for the moment—suggested including women in the Feyerabend conference. Then the question was raised, “but are they of the right quality, status, rank?” That is, do they bring down the average quality of the conference in virtue of their being of inferior status, or, in Vincenzo Politi’s words, not “someone whose work is both relevant to the topic of the conference and also as widely recognized as the work of the invited speakers” (...) (HOPOS-L archive, “CFP: Feyerabend Conference,” Tuesday, July 17, 2012, 14:57:20)? It is extremely important that such a discussion of quality, status, and rank recognize the scourge of evaluation bias and its long-term and pervasive consequences. One well-designed study this past year, published by the National Academy of Sciences, established prominent evaluation bias among both male and female science faculty in their evaluations of a student applying for a managerial job, who was randomly assigned either a male or a female name (Moss-Racusin et al. 2012). These professors examined the qualifications of the students and decided whether to hire them, what salary to give them, and whether to mentor themand howmuch to do so.The resultswere that both male and female scientists hired more men, gave them higher salaries, and offered more mentoring to them, even though themale applications were identical to the female applications. When probed about their reasons for not hiring or mentoring the female applicants, the professors explained that they based their decisions on the inferior competence of the applicant: the female applicants were perceived as less competent by all professors (with identical applications between males and females). This is what “evaluation bias” looks like, and it has been established in many, many contexts since the 1970s—this is only the most recent. (shrink)

The social cost of carbon (SCC) is a central concept in climate change economics. This chapter explains the SCC and investigates it philosophically. As is widely acknowledged, any SCC calculation requires the analyst to make choices about the infamous topic of discount rates. But to understand the nature and role of discounting, one must understand how that concept—and indeed the SCC concept itself—is yoked to the concept of a value function, whose job is to take ways the world could be (...) across indefinite timespans and to rank them from better to worse. A great deal, therefore, turns on the details of the value function and on just what is meant by “better” and “worse.” This chapter seeks to explicate these and related issues, and then to situate them within the evolving landscape of federal climate policy in the United States. (shrink)

Abstract: This study aimed to analyze the relationship between the determinants of organizational justice and altruistic behavior from the point of view of the police officers in Gaza Strip. The study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates (...) Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%). The study found the existence of a positive correlation between the determinants of organizational justice and altruistic behavior, and the study also found the existence of organizational justice in general in a moderate degree and the order of its determinants was as follows: fairness of dealings and to a large degree, followed by fairness of procedures and a medium degree, and finally, distribution fairness was to a small degree, as for altruistic behavior. It came to a large extent. There are statistically significant differences between the respondents ’average response to the researched relationship due to the variables (Type Of Administration, Age Group, Job Title, Military Rank, and Years of Service). Taking into account the fairness of distribution by providing appropriate and fair salaries, granting bonuses for the additional efforts exerted, and budgeting in the distribution of duties and job burdens, and paying attention to the interests of employees when making decisions and involving them in formulating them, explaining their justifications, and considering altruistic behavior as a value, and the creation of an organizational climate dominated by a sense of justice, because of its prominent role in stability, calm and discipline at work, and thus the elevation of the police institution and the achievement of its desired goals. (shrink)

This study aimed to measure the reality of the determinants of organizational justice from the point of view of the police officers in Gaza Strip, and this study comes to study the reality of human resources and their organizational behavior in the police apparatus, which is the largest security services operating in Gaza Strip, so it is expected that this study will contribute to upgrading In this aspect, to be reflected positively on serving the country and the citizen and achieving (...) security and safety for them. The study relied on the descriptive and analytical approach, using the questionnaire, and targeting a stratified random sample of (400) officers, who hold the rank of captain and above, from the study population of 1550 officers, and the study tool was distributed to the sample members in all departments and governorates Police in Gaza Strip. (353) questionnaires were retrieved, with a recovery rate of (88.3%), and they were analyzed using (SPSS) software. The study found the existence of organizational justice in general in a medium degree and the order of its determinants was as follows: fairness of transactions and to a large degree, followed by fairness of procedures and a medium degree, and finally the fairness of distribution was to a small degree (Type of management, age group, job title, military rank, years of service). The study recommended working on observing the fairness of distribution by providing adequate and fair salaries, granting bonuses for the extra efforts exerted, budgeting in the distribution of duties and job burdens, and creating an organizational climate in which a sense of justice prevails, because of its prominent role in stability, calm and discipline at work, and thus the elevation of the institution Policing and achieving its desired goals. (shrink)

This research primarily identified the current employment profile of the graduates of Master of Arts in Filipino of Polytechnic University of the Philippines (2017-2020). Specifically, it sought to determine the progress on their professional status and the relevance of institutional and academic factors to it. This descriptive study utilized purposive sampling and involved an iterative process of frequency distribution, percentage, rank, and average weighted mean. This study found out that the majority of the respondents: are currently employed before and (...) after they took up MAF; are permanent/regular teachers in public secondary schools; have received job promotions and salary increase after graduating; and have acquired several professional skills and values relevant to their profession. The study generally concludes that the program has succeeded in providing quality education to its respondents as analyzed from their positive feedbacks. The researchers, however, recommend improving areas relative to influencing graduates to conduct and publish studies in refereed journals, be active members of discipline-related organizations, and attend several conferences, workshops, seminars, etc. Keywords: Curriculum, Master of Arts in Filipino, Polytechnic University of the Philippines, Professional Development, Tracer Study. (shrink)

The current challenges of implementing responsible innovation can in part be traced back to the assumptions behind the ways of thinking that ground the different pre-existing theories and approaches that are shared under the RI-umbrella. Achieving the ideals of RI, therefore not only requires a shift on an operational and systemic level but also at the paradigm-level. In order to develop a deeper understanding of this paradigm shift, this paper analyses the paradigm-level assumptions that are being brought forward by the (...) different conceptualizations of RI. To this purpose it deploys a pragmatic stance on paradigms that allows discerning ontological and axiological elements shared by the RI community and an accompanying critical hermeneutic research approach that enables the profiling of paradigmatic beliefs and assumptions of accounts of RI. The research surfaces the distance of four salient RI accounts from the currently dominant techno-economic innovation paradigm RI seeks to shift. With this, our contribution helps to raise the self-awareness of the RI community about their presuppositions and the paradigm level barriers and enablers to reaching the RI ideal. This insight is needed for a successful transition to responsible research and innovation practices. (shrink)

The abundance of technology nowadays is contributing to the development of learning practices. This gives learners greater opportunity to find, access, and use resources to benefit learning. Open educational resources (OER) are one of the few educational developments that emerged with technology. While it is true that there are a lot of OERs available on the internet, it is unsure how many learners are aware of their existence. This research aimed to identify how many students are aware of OERs, where (...) they use OERs, and whether the educational institution encourages OERs. The researchers surveyed several students within the University of the Philippines Open University. The survey included learner demographics, statistics on learners' awareness and usage of OERs, learners' OER access locations, and the challenges they encounter when using OERs. The survey showed that the learners, regardless of age, are aware of OERs. They mostly access videos, research, and journals on web pages and Wikis. They find the OERs accessible and relevant, but reliability and visibility are challenging. (shrink)

Interactions are important in establishing deep and meaningful learning experiences for learners in a distance education setup. Of all the activities in an online classroom, the discussion forum proved to be the one that had the most interactions. A discussion forum lets learners interact with the content, peers, and teachers. Participation in these learning activities is one important factor. The more the learners participate, the more they learn. This paper uses the researcher’s experience in determining what participation is in an (...) online learning experience. After reviewing the experience, participation in a discussion forum is defined as a self-induced connection to the learning community to receive and share knowledge to bring a deeper understanding of a certain theory or phenomenon.” There are conditions for a behavior or action that can be considered participation. The more conditions the behavior met, the higher the level of participation it led. The conditions are the learner analyzes an abstract theory or concept and relates it to practice or experience; the learner views other people’s perspectives regarding the subject and synthesizes a stronger and deeper understanding of the acquired knowledge; the learner communicates the acquired understanding of a certain subject that induces a validation or further inquiry; lastly, the learner constructed a train of premeditated discourse that leads to the understanding of a certain subject. (shrink)

Worker well-being is a hot topic in organizations, consultancy and academia. However, too often, the buzz about worker well-being, enthusiasm for new programs to promote it and interest to research it, have not been accompanied by universal enthusiasm for scientific measurement. Aim to bridge this gap, we address three questions. To address the question ‘What is worker well-being?’, we explain that worker well-being is a multi-facetted concept and that it can be operationalized in a variety of constructs. We propose a (...) four-dimensional taxonomy of worker well-being constructs to illustrate the concept’s complexity and classify ten constructs within this taxonomy. To answer the question ‘How can worker well-being constructs be measured?’, we present two aspects of measures: measure obtrusiveness (i.e., the extent to which obtaining a measure interferes with workers’ experiences) and measure type (i.e., closed question survey, word, behavioral and physiological). We illustrate the diversity of measures across our taxonomy and uncover some hitherto under-appreciated avenues for measuring worker well-being. Finally, we address the question ‘How should a worker well-being measure be selected?’ by discussing conceptual, methodological, practical and ethical considerations when selecting a measure. We summarize these considerations in a short checklist. It is our hope that with this study researchers – working in organizations, in academia or both – will feel more competent to find effective strategies for the measurement worker well-being and eventually make policies and choices with a better understanding of what drives worker well-being. (shrink)

Ranking theory is a formal epistemology that has been developed in over 600 pages in Spohn's recent book The Laws of Belief, which aims to provide a normative account of the dynamics of beliefs that presents an alternative to current probabilistic approaches. It has long been received in the AI community, but it has not yet found application in experimental psychology. The purpose of this paper is to derive clear, quantitative predictions by exploiting a parallel between ranking theory and a (...) statistical model called logistic regression. This approach is illustrated by the development of a model for the conditional inference task using Spohn's ranking theoretic approach to conditionals. (shrink)

Ranking theory is one of the salient formal representations of doxastic states. It differs from others in being able to represent belief in a proposition (= taking it to be true), to also represent degrees of belief (i.e. beliefs as more or less firm), and thus to generally account for the dynamics of these beliefs. It does so on the basis of fundamental and compelling rationality postulates and is hence one way of explicating the rational structure of doxastic states. Thereby (...) it provides foundations for accounts of defeasible or nonmonotonic reasoning. It has widespread applications in philosophy, it proves to be most useful in Artificial Intelligence, and it has started to find applications as a model of reasoning in psychology. (shrink)

An organizing theme of the dissertation is the issue of how to make philosophical theories useful for scientific purposes. An argument for the contention is presented that it doesn’t suffice merely to theoretically motivate one’s theories, and make them compatible with existing data, but that philosophers having this aim should ideally contribute to identifying unique and hard to vary predictions of their theories. This methodological recommendation is applied to the ranking-theoretic approach to conditionals, which emphasizes the epistemic relevance and the (...) expression of reason relations as part of the semantics of the natural language conditional. As a first step, this approach is theoretically motivated in a comparative discussion of other alternatives in psychology of reasoning, like the suppositional theory of conditionals, and novel approaches to the problems of compositionality and accounting for the objective purport of indicative conditionals are presented. In a second step, a formal model is formulated, which allows us to derive quantitative predictions from the ranking-theoretic approach, and it is investigated which novel avenues of empirical research that this model opens up for. Finally, a treatment is given of the problem of logical omniscience as it concerns the issue of whether ranking theory (and other similar approaches) makes too idealized assumptions about rationality to allow for interesting applications in psychology of reasoning. Building on the work of Robert Brandom, a novel solution to this problem is presented, which both opens up for new perspectives in psychology of reasoning and appears to be capable of satisfying a range of constraints on bridge principles between logic and norms of reasoning, which would otherwise stand in a tension. (shrink)

Lara Buchak argues for a version of rank-weighted utilitarianism that assigns greater weight to the interests of the worse off. She argues that our distributive principles should be derived from the preferences of rational individuals behind a veil of ignorance, who ought to be risk averse. I argue that Buchak’s appeal to the veil of ignorance leads to a particular way of extending rank-weighted utilitarianism to the evaluation of uncertain prospects. This method recommends choices that violate the unanimous (...) preferences of rational individuals and choices that guarantee worse distributions. These results, I suggest, undermine Buchak’s argument for rank-weighted utilitarianism. (shrink)

The Spohnian paradigm of ranking functions is in many respects like an order-of-magnitude reverse of subjective probability theory. Unlike probabilities, however, ranking functions are only indirectly—via a pointwise ranking function on the underlying set of possibilities W —defined on a field of propositions A over W. This research note shows under which conditions ranking functions on a field of propositions A over W and rankings on a language L are induced by pointwise ranking functions on W and the set of (...) models for L, ModL, respectively. (shrink)

Job motivation remains an area of concern among researchers due to the rising issues of poor or lack of motivation among workers. This refers to one’s personal will or drives to perform a task at work. Meanwhile, job satisfaction refers to an employee’s sense of fulfillment with his or her work experience. Therefore, the current study utilized the descriptive- correlational research design to investigate the impact of job motivation on the job satisfaction of accountants. To gather essential data and achieve (...) the objectives of the study, Multidimensional Work Motivational Scale (MWMS) and Minnesota Satisfaction Questionnaire (MSQ) were administered to the target respondents. The collected data were then analyzed using a Multiple Regression Analysis; findings revealed that job motivation has a significant impact on the job satisfaction of accountants. Additionally, the results of this study were carefully evaluated and discussed, and recommendations were made to benefit the stakeholders of the study and contribute to the existing body of knowledge. (shrink)

We introduce a ranking of multidimensional alternatives, including uncertain prospects as a particular case, when these objects can be given a matrix form. This ranking is separable in terms of rows and columns, and continuous and monotonic in the basic quantities. Owing to the theory of additive separability developed here, we derive very precise numerical representations over a large class of domains (i.e., typically notof the Cartesian product form). We apply these representationsto (1)streams of commodity baskets through time, (2)uncertain social (...) prospects, (3)uncertain individual prospects. Concerning(1), we propose a finite horizon variant of Koopmans’s (1960) axiomatization of infinite discounted utility sums. The main results concern(2). We push the classic comparison between the exanteand expostsocial welfare criteria one step further by avoiding any expected utility assumptions, and as a consequence obtain what appears to be the strongest existing form of Harsanyi’s (1955) Aggregation Theorem. Concerning(3), we derive a subjective probability for Anscombe and Aumann’s (1963) finite case by merely assuming that there are two epistemically independent sources of uncertainty. (shrink)

The Covid-19 virus has affected everyone, and some are still getting better. The changes the pandemic brought about pushed us to use conventional survival methods. It is necessary for both teachers and students to quickly switch to an entirely new method to carry on with their school program This study aims to ascertain the elementary teachers' attitude toward changes and how it mediates the job-related issues that the pandemic brought about, particularly in the mode of delivery of learning during these (...) times, as well as its impact on the coping response that the teachers use to cope up with these changes. To assess the current state of the variable, the research employs a descriptive survey methodology. The study revealed that teacher respondents’ profiles were significantly influenced by the coping response; the data presented that age is the only variable with a significant relationship with the coping response, while between job-related issues and coping strategies, the data show that the distribution/retrieval of modules influences all facets of coping strategy. It is also found that the respondent’s job-related issues significantly correlate with all the attitudes toward change. Most evidently the effect of the authentic assessment and students’ engagement with the teacher’s resistance to these changes in distance learning. This study recommends that school conduct seminars promoting work-life balance as well as administrators assisting teachers when it comes to the use of technology. (shrink)

In this paper, I investigate the relationship between preference and judgment aggregation, using the notion of ranking judgment introduced in List and Pettit. Ranking judgments were introduced in order to state the logical connections between the impossibility theorem of aggregating sets of judgments and Arrow’s theorem. I present a proof of the theorem concerning ranking judgments as a corollary of Arrow’s theorem, extending the translation between preferences and judgments defined in List and Pettit to the conditions on the aggregation procedure.

Using a time-lagged design, we tested the main effects of Islamic Work Ethic (IWE) and perceived organizational justice on turnover intentions, job satisfaction, and job involvement. We also investigated the moderating influence of IWE in justice–outcomes relationship. Analyses using data collected from 182 employees revealed that IWE was positively related to satisfaction and involvement and negatively related to turnover intentions. Distributive fairness was negatively related to turnover intentions, whereas procedural justice was positively related to satisfaction. In addition, procedural justice was (...) positively related to involvement and satisfaction for individuals high on IWE however it was negatively related to both outcomes for individuals low on IWE. For low IWE, procedural justice was positively related to turnover intentions, however it was negatively related to turnover intentions for high IWE. In contrast, distributive justice was negatively related to turnover intentions for low IWE and it was positively related to turnover intentions for high IWE. (shrink)

In traditional consequentialism the good is position-neutral. A single evaluative ranking of states of affairs is correct for everyone, everywhere regardless of their positions. Recently, position-relative forms of consequentialism have been developed. These allow for the correct rankings of states to depend on connections that hold between the state being evaluated and the position of the evaluator. For example, perhaps being an agent who acts in a certain state requires me to rank that state differently from someone else who (...) lacks this connection. In this chapter several different kinds of position-relative rankings related to agents, times, physical locations, and possible worlds are explored. Arguments for and against adopting a position-relative axiology are examined, and it is suggested that position-relative consequentialism is a promising moral theory that has been underestimated. (shrink)

In continental philosophy of religion, the hermeneutics of narratives takes a central role. Analytic philosophy of religion, on the other hand, considers religious statements mostly as assertions of fact. It examines the logical form and semantics of religious statements, addresses their logical commitments, and examines their epistemological status. Using the example of a passage in the Book of Job, it is investigated whether the methods of analytic philosophy are also suitable for analyzing religious narratives. The question is explored whether there (...) is a genuine form of knowledge, besides propositional factual knowledge, which is bound to the form of narration. Particular attention will be paid to the inter-personal pragmatic embeddedness of narratives. The connection between second-personal knowledge and narratives is examined. Using the historical example of Ignatius of Loyola's theory of religious knowledge, it is argued that propositional argumentative knowledge is only one form of religious knowledge among others. The others are second-personal and narrative in character. Having thus established this distinct form of knowledge, it is asked whether our best empirical knowledge of the neurophysiological basis of intuitive and non-argumentative cognition provides a foundation for better understanding inter-personal religious cognition within narratives. (shrink)

Is it reasonable to believe in a God of love in the face of life's many evils? In this essay I consider how the biblical book of Job raises and responds to this question.

Belief revision theory studies how an ideal doxastic agent should revise her beliefs when she receives new information. In part I, I have first presented the AGM theory of belief revision. Then I have focused on the problem of iterated belief revisions. In part II, I will first present ranking theory (Spohn 1988). Then I will show how it solves the problem of iterated belief revisions. I will conclude by sketching two areas of future research.

Ranking functions have been introduced under the name of ordinal conditional functions in Spohn (1988; 1990). They are representations of epistemic states and their dynamics. The most comprehensive and up to date presentation is Spohn (manuscript).

The aim of the paper is to examine the problem of suffering in the book of Job and the possible solution it offers. For this reason, it is structured as follows: In the first section, we will analyse Job’s evidential argument; the second section will delve into the ”friends’ and their failed attempt at a retributive theodicy; finally, we shall look into God’s argument and try to explain Job’s answer in terms of sceptical theism.

The paper provides a new approach to determining the financial standing of Ukrainian banks in the long and short terms. Using the European assessing indices and the national ones, a new ranking system is created. The authors ranked 20 biggest Ukrainian banks by assets and grouped them into corresponding financial groups.

We investigated the impact of psychological capital (PsyCap) on supervisory-rated innovative performance and job stress. Data collected from a diverse sample (N = 237 paired responses) of employees from various organizations in Pakistan provided good support for the hypotheses. The results indicate that PsyCap is positively related to innovative job performance and negatively related to job stress. High PsyCap individuals were rated as exhibiting more innovative behaviours by their supervisors than low PsyCap individuals. Particularly, we found that high PsyCap individuals (...) were more likely to generate, acquire support for, and implement novel ideas in their workplace. Similarly, individuals with high PsyCap reported lower levels of job stress as compared to their low PsyCap counterparts. (shrink)

I address a puzzle identified by the anthropologist Marilyn Strathern in her text on the village of Elmdon: that a disappearing ranking system has actually led to an increasing sense of a division, between the haves and the have-nots in the village.

In this paper I revisit nineteenth-century debates over historical objectivity and the political functions of historiography. I focus on two central contributors to these debates: Leopold von Ranke and Johann Gustav Droysen. In their takes on objectivity and subjectivity, impartiality and political engagement I reveal diametrically opposed solutions to shared concerns: how can historians reveal history to be meaningful without taking recourse to speculative philosophy? And how can they produce a knowledge that is relevant to the present when the project (...) of “exemplary” history has been abandoned? I put a special focus on the relativist themes in Ranke’s and Droysen’s answers to these questions. Ranke’s demand for impartiality leads him to think of all historical epochs as equally valid, while Droysen’s emphasis on the historian’s subjectivity relativizes historical truth. In order to explain why Ranke and Droysen nevertheless remained unfazed by the problem of historical relativism, I analyze their normative conceptions of the historian’s disciplinary ethos. I show that Ranke and Droysen think of objective impartiality and subjective partiality not only in methodological terms, but also in terms of justice and ethic duty. This normative element secures the professional study of history an ethical-political relevance for the present. (shrink)

Economic policy evaluations require social welfare functions for variable-size populations. Two important candidates are critical-level generalized utilitarianism (CLGU) and rank-discounted critical-level generalized utilitarianism, which was recently characterized by Asheim and Zuber (2014) (AZ). AZ introduce a novel axiom, existence of egalitarian equivalence (EEE). First, we show that, under some uncontroversial criteria for a plausible social welfare relation, EEE suffices to rule out the Repugnant Conclusion of population ethics (without AZ’s other novel axioms). Second, we provide a new characterization of (...) CLGU: AZ’s set of axioms is equivalent to CLGU when EEE is replaced by the axiom same-number independence. (shrink)

I argue that fitting resentment tracks unacceptable ‘ecological’ imbalances in relative social strength between victims and perpetrators that arise from violations of legitimate moral expectations. It does not respond purely, or even primarily, to offenders’ attitudes, and its proper targets need not be fully developed moral agents. It characteristically involves a wish for the restoration of social equilibrium rather than a demand for moral recognition or good will. To illuminate these contentions, I focus on cases that I believe demonstrate a (...) corollary thesis, namely, that strength, broadly construed, is a necessary condition of resentment-worthiness. I argue that weakness can make resentment unfitting in two ways. First, weakness may prevent a wrongdoer from shifting the balance of social power. Second, a weak wrongdoer may do social damage but be so lowly that resentment, which would represent him as excessively strong, would be inapt. Finally, I consider how accepting the ecological view might affect our theorizing about moral responsibility and the ethics of blame. (shrink)

I defend the idea that a liberal commitment to value neutrality is best honoured by maintaining a pure cardinality component in our rankings of opportunity or liberty sets. I consider two challenges to this idea. The first holds that cardinality rankings are unnecessary for neutrality, because what is valuable about a set of liberties from a liberal point of view is not its size but rather its variety. The second holds that pure cardinality metrics are insufficient for neutrality, because liberties (...) cannot be individuated into countable entities without presupposing some relevantly partisan evaluative perspective. I argue that a clear understanding of the liberal basis for valuing liberty shows the way to satisfying responses to both challenges. (shrink)

The paper provides an argument for the thesis that an agent’s degrees of disbelief should obey the ranking calculus. This Consistency Argument is based on the Consistency Theorem. The latter says that an agent’s belief set is and will always be consistent and deductively closed iff her degrees of entrenchment satisfy the ranking axioms and are updated according to the ranktheoretic update rules.

Job enrichment atau pengayaan pekerjaan, merupakan salah satu prinsip dalam manajemen, khususnya di bidang manajemen sumber daya manusia, yang hadir dengan sebuah klaim : bahwa hal ini dilakukan dengan tujuan agar pekerja merasa pekerjaannya lebih bermanfaat, lebih menarik, dan lebih menantang serta menyenangkan. Pertanyaan yang muncul dalam situasi yang sensitif terhadap kelas sosial adalah; apakah job enrichment benar-benar memberikan kesempatan bagi manusia untuk berkembang (dan oleh karenanya menjadi terbebaskan), atau hanya sekadar istilah pengganti untuk “eksploitasi”? Dengan pendekatan filsafat Neo-Marxist, makalah (...) ini akan mencoba untuk menjawab; 1) Realitas eksploitasi yang dilakukan korporasi; 2) Akar “kekerasan” Manajemen dalam relasi borjuis – proletar, dan legitimasi ilmu pengetahuan; dan 3) Hubungan prinsip job enrichment dan Marxisme sebagai ideologi pembebasan. Dengan metode filsafat tulisan ini menghasilkan argumen bahwa; pertama, manajemen sebagai keahlian memiliki akar historis yang lekat dengan hegemoni kelas borjuis terhadap kelas pekerja. Kedua, manajemen sebagai ilmu pengetahuan diinspirasi oleh dorongan akan efektiftas perbudakan. Jejak-jejak watak represif ini ditunjukkan oleh beragam ekploitasi yang dilakukan oleh jejaring borjuasi - perusahaan, korporat, dan bentuk perkongsian kapitalistik lainnya – sebagai sebuah bentuk “the dark side of management”. Meski masih berada di bawah bayang-bayang produksi kapitalisme – job enrichment – merupakan moda kerja yang paling tidak, cukup mendekati emansipasi sebagaimana yang dimaksud oleh Marx. (shrink)

Robots—in the form of apps, webbots, algorithms, house appliances, personal assistants, smart watches, and other systems—proliferate in the digital world, and increasingly perform a number of tasks more speedily and efficiently than humans can. This paper explores how in the future robots can be regulated when working alongside humans, focusing on issues such as robot taxation and legal liability.

Job satisfaction cannot be defined by a single measurement alone. In fact, there is substantial evidence to support a relationship between satisfaction and performance of a job. For such a relationship there has been tremendous interest among managers and economists as it helps in increasing the quality as well as quantity of the production. However, some argue contrarily, that rather it is the performance that leads to satisfaction. Whatever be the direction of relationship, one thing is clear that productivity and (...) satisfaction have some mutual relationship and each of them affects the other. This paper examines as to when generalizations are to be made it becomes imperative to see which of the factor differentiates the job satisfaction level of private from the public sector employees and if the satisfaction levels of any of the two sectors are different from the other then what are the implications of that on the performance, growth and effectiveness in the long run. The paper empirically measures employee satisfaction in key areas, organizations can gain the information needed to improve their satisfaction, motivation, retention and productivity. (shrink)

The study examined the influence that the psychological contract has on the job satisfaction and dissatisfaction of employees in the South African workplace. It also studied in detail, the effect that psychological contract breach and fulfilment have on the satisfaction of employees with regard to their work, fellow-employee, supervisor, and the as a whole organisation. The data for this study therefore, was collected through perusal of existing scientific articles/papers, published/unpublished dissertations and theses, text books and other relevant informative documents. This (...) makes the study to be premised on theoretical and analytical methodology. This article therefore, reveals the destructive effects that psychological contract breach has on the operation of organisations in South Africa, which are also presented and discussed in detail. The article also reveals the costly effect that employees’ job dissatisfaction has on organisations in terms of unplanned employee turnover. For the enhancement of psychological contract fulfilment, this article proposes strategies for organisations to adopt and implement, with an aim of improving employees’ job satisfaction in the workplace and ultimately discouraging turover intentions among employees. This study therefore, plays a very important and significant role in terms of contributing to literature and better understanding of psychological contract in general, and the effects that psychological contract has on employees’ job satisfaction and dissatisfaction in particular. (shrink)

ABSTRACT This article addresses shortcomings in the way that philosophers and cultural critics have considered propaganda by offering a new genealogical account. Looking at figures such as Marx, Adorno, Marcuse, Habermas, Bourdieu, and Stanley, this article finds that their consideration of propaganda has not necessarily been wrong but has missed some of the most significant and important functions of propaganda. This text draws on archival and published materials from propagandists, most notably Edward Bernays, to elaborate a new governmentality of propaganda (...) and public relations. Through focusing on the concept of public opinion, I argue that propaganda is best thought of as an apparatus whose function it is to construct, modify, counter, and destroy relations of force within public opinion in order to produce the subjectivities and conduct that propagandists and their clients desire. (shrink)

In this paper, I present some responses to an argument made by an economist in an online video: that when Britain leaves the European Union, it will be taking many high ranking universities with it, which will lead to an innovation deficit in the union. I present some responses by means of a pastiche of a widely read European fiction writer.

Supererogatory acts are, in some sense, morally better their non-supererogatory alternatives. In this sense, what is it for one option A to be better than an alternative B? I argue for three main conclusions. First, relative rankings are a type of all-in action guidance. If A is better than B, then morality recommends that you A rather than B. Such all-in guidance is useful when acts have the same deontic status. Second, I argue that Right > Wrong: permissible acts are (...) always better than their impermissible alternatives. If Right > Wrong were false, then morality’s deontic verdicts would sometimes conflict with its relative rankings. Such conflict would undermine the thought that morality is a coherent, authoritative guide to action. Third, the All or Nothing Problem is not a counterexample to Right > Wrong as is commonly thought. Instead, it involves an interesting ranking reversal: whether A > B can depend on whether a certain alternative is added as a third option. (shrink)

Job burnout, organizational commitment, and work environment continue to be important areas of research to be studied in the realm of company employment and employee retention. Job burnout is the state of physical and emotional exhaustion and perceiving one’s profession as dull or overwhelming. Meanwhile, organizational commitment refers to the company’s attitude towards the organization and their employees, encompassing loyalty, moral responsibility, and their willingness to work. And lastly, work environment provides opportunities for employees to establish connections, develop skills, and (...) maximize their full potential in performing tasks. For the current study, researchers utilized descriptive-correlational research design to investigate the influence of Work Environment towards the job burnout and organizational commitment of BPO agents in selected companies in Bulacan, Philippines. Hence, Danish Psychosocial Work Environment Questionnaire (DPQ), Maslach Burnout Inventory - General Survey (MBI-GS), and the Three-Dimensional Model of Organizational Commitment Scale (ACS, NCS, CCS) were employed to properly assess the study's objectives. Multiple Linear Regression Analysis was performed to analyze the collected data. Based on the analysis, findings show that work environment has no significant influence on the job burnout and organizational commitment of BPO Agents. Furthermore, the results of this study were thoroughly evaluated, leading to an in-depth discussion. Based on the findings, recommendations were made to benefit the stakeholders of the study and contributeto the existing body of knowledge. (shrink)