Some philosophers, like David Chalmers, have either shown their sympathy for, or explicitly endorsed, the following two principles: Panpsychism—roughly the thesis that the mind is ubiquitous throughout the universe—and Organizational Invariantism—the principle that holds that two systems with the same fine-grained functional organization will have qualitatively identical experiences. The purpose of this paper is to show the tension between the arguments that back up both principles. This tension should lead, or so I will argue, defenders of one of (...) the principles to give up on the other. (shrink)

In this essay I show how to reconcile epistemic invariantism with the knowledge account of assertion. My basic proposal is that we can comfortably combine invariantism with the knowledge account of assertion by endorsing contextualism about speech acts. My demonstration takes place against the backdrop of recent contextualist attempts to usurp the knowledge account of assertion, most notably Keith DeRose's influential argument that the knowledge account of assertion spells doom for invariantism and enables contextualism's ascendancy.

Epistemic invariantism, or invariantism for short, is the position that the proposition expressed by knowledge sentences does not vary with the epistemic standard of the context in which these sentences can be used. At least one of the major challenges for invariantism is to explain our intuitions about scenarios such as the so-called bank cases. These cases elicit intuitions to the effect that the truth-value of knowledge sentences varies with the epistemic standard of the context in which (...) these sentences can be used. In this paper, I will defend invariantism against this challenge by advocating the following, somewhat deflationary account of the bank case intuitions: Readers of the bank cases assign different truth-values to the knowledge claims in the bank cases because they interpret these scenarios such that the epistemic position of the subject in question differs between the high and the low standards case. To substantiate this account, I will argue, first, that the bank cases are underspecified even with respect to features that should uncontroversially be relevant for the epistemic position of the subject in question. Second, I will argue that readers of the bank cases will fill in these features differently in the low and the high standards case. In particular, I will argue that there is a variety of reasons to think that the fact that an error-possibility is mentioned in the high standards case will lead readers to assume that this error-possibility is supposed to be likely in the high standards case. (shrink)

In this paper I consider the prospects for a skeptical version of infallibilism. For the reasons given above, I think skeptical invariantism has a lot going for it. However, a satisfactory theory of knowledge must account for all of our desiderata, including that our ordinary knowledge attributions are appropriate. This last part will not be easy for the infallibilist invariantist. Indeed, I will argue that it is much more difficult than those sympathetic to skepticism have acknowledged, as there are (...) serious problems with regarding paradigmatic, typical knowledge attributions as loose talk, exaggerations, or otherwise practical uses of language. So, I do not think the pragmatic story that skeptical invariantism needs is one that works without a supplemental error theory of the sort left aside by purely pragmatic accounts of knowledge attributions. In its place, I will offer a compromise pragmatic and error view that I think delivers everything that skeptics can reasonably hope to get. (shrink)

A certain number of cases suggest that our willingness to ascribe “knowledge” can be influenced by practical factors. For revisionary proposals, they indicate that the truth‐values of “knowledge” ascriptions vary with practical factors. For conservative proposals, on the contrary, nothing surprising is happening. Standard pragmatic approaches appeal to pragmatic implicatures and psychological approaches to the idea that belief formation is influenced by practical factors. Conservative proposals have not yet offered a fully satisfactory explanation, though. In this article, I introduce and (...) defend a third conservative proposal which I call “Refined Invariantism”. The two main claims of this proposal are that (1) we should distinguish between high stakes cases in which the subject does not believe (that he knows) the target proposition and those in which he believes (that he knows) the target proposition and that (2) we should adopt a psychological treatment for the first kind of case and a pragmatic treatment based on the epistemic standards for appropriate assertion and action for the second kind of case. I argue that this new combined approach avoids the main pitfalls of its two conservative rivals and that it gives new life to the generality objection levelled against revisionary views. (shrink)

Causal contextualism holds that sentences of the form ‘c causes e’ have context-sensitive truth-conditions. We consider four arguments invoked by Jonathan Schaffer in favor of this view. First, he argues that his brand of contextualism helps solve puzzles about transitivity. Second, he contends that how one describes the relata of the causal relation sometimes affects the truth of one’s claim. Third, Schaffer invokes the phenomenon of contrastive focus to conclude that causal statements implicitly designate salient alternatives to the cause and (...) effect. Fourth, he claims that the appropriateness of a causal statement depends on what is contextually taken for granted or made salient. We show that causal invariantism can explain these linguistic data at least as well as contextualism. We then argue that pace Schaffer, some causal sentences are always correct and can never be plausibly denied, regardless of the context. (shrink)

The Church of Satan, the seminal example of organizational Satanism, was founded in 1966. During the 1970s, the Church of Satan was wracked by a history of numerous schisms. Despite the notoriety of Satanism in popular culture, few scholars have analyzed the Church of Satan as a religious organization. Furthermore, not many scholars have directly discussed the schisms that it has undergone.

In this paper, I explore a range of existent and possible ameliorative semantic theories of gender terms: invariantism, according to which gender terms are not context-sensitive, contextualism, according to which the meaning of gender terms is established in the context of use, and relativism, according to which the meaning of gender terms is established in the context of assessment. I show that none of these views is adequate with respect to the plight of trans people to use their term (...) of choice to self-identify and be referred to accordingly. I then consider an invariantist view based on self-identification and explore some of its challenges. (shrink)

In this paper, I will discuss what I will call “skeptical pragmatic invariantism” as a potential response to the intuitions we have about scenarios such as the so-called bank cases. SPI, very roughly, is a form of epistemic invariantism that says the following: The subject in the bank cases doesn’t know that the bank will be open. The knowledge ascription in the low standards case seems appropriate nevertheless because it has a true implicature. The goal of this paper (...) is to show that SPI is mistaken. In particular, I will show that SPI is incompatible with reasonable assumptions about how we are aware of the presence of implicatures. Such objections are not new, but extant formulations are wanting for reasons I will point out below. One may worry that refuting SPI is not a worthwhile project given that this view is an implausible minority position anyway. To respond, I will argue that, contrary to common opinion, other familiar objections to SPI fail and, thus, that SPI is a promising position to begin with. (shrink)

In Knowledge and its Limits (KAIL), Timothy Williamson argues for the view that “only knowledge warrants assertion” (2000, 243). Call this the knowledge norm of assertion. Several philosophers including DeRose, Hawthorne, and Stanley, agree that if the knowledge norm is true, then knowledge itself depends on stakes, since warranted assertability seems to change with what is at stake if the proposition in question is true (1992; 2003; 2005). This brings us to the question: stakes for whom? DeRose maintains that knowledge (...) depends on the stakes for the speaker of the knowledge attribution, arguing for Epistemic Contextualism (2002, 187). However, Hawthorne and Stanley disagree, contending that it is the stakes for the subject of the knowledge attribution which is relevant, arguing for Subject Sensitive Invariantism (2003, 157; 2005, 85). While the Contextualist and the Invariantist are armed with responses against each other’s view, I suspect that Russell’s and Doris’ indifference cases might break the impasse in favor of the Contextualist (2008, 432). This paper will thus attempt to show that the knowledge norm of assertion leads us to Contextualism rather than Subject Sensitive Invariantism, by comparing how Contextualism and Subject Sensitive Invariantism fare against Russell’s and Doris’ Indifference Cases. (shrink)

Moderate Pragmatic Invariantism has been criticized in the literature for postulating implicatures that are not straightforwardly cancellable. Defenders of MPI have responded that the data are not as clear-cut as one might wish. This paper grants the defenders of MPI, for the sake of argument, that the implicatures in question are cancellable and then turns this admission against them. In particular, the paper offers Bank Case variants in which the conversational implicatures postulated by MPI are contextually suspended – and (...) thus cancelled. Since our intuitions do not vary between the original Bank Case and these novel types of cases, the explanation offered by MPI must be mistaken. Our varying truth-value intuitions in the Bank Cases cannot be accounted for by means of conversational implicatures. (shrink)

The debate on the notion of function has been historically dominated by dispositional and etiological accounts, but recently a third contender has gained prominence: the organizational account. This original theory of function is intended to offer an alternative account based on the notion of self-maintaining system. However, there is a set of cases where organizational accounts seem to generate counterintuitive results. These cases involve cross-generational traits, that is, traits that do not contribute in any relevant way to the (...) self-maintenance of the organism carrying them, but instead have very important effects on organisms that belong to the next generation. We argue that any plausible solution to the problem of cross-generational traits shows that the organizational account just is a version of the etiological theory and, furthermore, that it does not provide any substantive advantage over standard etiological theories of function. (shrink)

What can we infer from numerical cognition about mathematical realism? In this paper, I will consider one aspect of numerical cognition that has received little attention in the literature: the remarkable similarities of numerical cognitive capacities across many animal species. This Invariantism in Numerical Cognition (INC) indicates that mathematics and morality are disanalogous in an important respect: proto-moral beliefs differ substantially between animal species, whereas proto-mathematical beliefs (at least in the animals studied) seem to show more similarities. This makes (...) moral beliefs more susceptible to a contingency challenge from evolution compared to mathematical beliefs, and indicates that mathematical beliefs might be less vulnerable to evolutionary debunking arguments. I will then examine to what extent INC can be used to flesh out a positive case for mathematical realism. Finally, I will review two forms of mathematical realism that are promising in the light of the evolutionary evidence about numerical cognition, ante rem structuralism and Millean empiricism. (shrink)

I defend interest-relative invariantism from a number of recent attacks. One common thread to my response is that interest-relative invariantism is a muchweaker thesis than is often acknowledged, and a number of the attacks only challenge very specific, and I think implausible, versions of it. Another is that a number of the attacks fail to acknowledge how many things we have independent reason to believe knowledge is sensitive to. Whether there is a defeater for someone's knowledge can be (...) sensitive to all manner of features of their environment, as the host of examples from the post-Gettier literature shows. Adding in interest-sensitive defeaters is a much less radical move than most critics claim it is. (shrink)

I present an argument for a sophisticated version of sceptical invariantism that has so far gone unnoticed: Bifurcated Sceptical Invariantism (BSI). I argue that it can, on the one hand, (dis)solve the Gettier problem, address the dogmatism paradox and, on the other hand, show some due respect to the Moorean methodological incentive of ‘saving epistemic appearances’. A fortiori, BSI promises to reap some other important explanatory fruit that I go on to adduce (e.g. account for concessive knowledge attributions). (...) BSI can achieve this much because it distinguishes between two distinct but closely interrelated (sub)concepts of (propositional) knowledge, fallible-but-safe knowledge and infallible-and-sensitive knowledge, and explains how the pragmatics and the semantics of knowledge discourse operate at the interface of these two (sub)concepts of knowledge. I conclude that BSI is a novel theory of knowledge discourse that merits serious investigation. (shrink)

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)

Do we apply higher epistemic standards to subjects with high stakes? This paper argues that we expect different outward behavior from high-stakes subjects—for example, we expect them to collect more evidence than their low-stakes counterparts—but not because of any change in epistemic standards. Rather, we naturally expect subjects in any condition to think in a roughly adaptive manner, balancing the expected costs of additional evidence collection against the expected value of gains in accuracy. The paper reviews a body of empirical (...) work on the automatic regulation of cognitive effort in response to stakes, and argues that we naturally see high- and low-stakes subjects as experiencing different levels of ‘epistemic anxiety’, and anticipate different levels of cognitive effort from them for this reason. If unresolved epistemic anxiety always bars an ascription of knowledge, then we can explain our responses to cases involving shifting stakes without positing any variation in the standards of intuitive knowledge ascription. (shrink)

Jason Stanley has argued recently that Epistemic Contextualism (EC) and Subject‐Sensitive Invariantism (SSI) are explanatorily on a par with regard to certain data arising from modal and temporal embeddings of ‘knowledge’‐ascriptions. This paper argues against Stanley that EC has a clear advantage over SSI in the discussed field and introduces a new type of linguistic datum strongly suggesting the falsity of SSI.

Therefore, the first sign of the organizational culture's effectiveness of a medical institution should be considered the degree of compliance of staff values with the values of the institution and the expectations of stakeholders. The experience of the world's leading medical institutions demonstrates that an organizational culture is always a useful tool for managing human resources and one of the primary sources of competitive advantage for healthcare providers.

Some interesting exceptions notwithstanding, the traditional logic of economic efficiency has long favored hierarchical forms of organization and disfavored democracy in business. What does the balance of arguments look like, however, when values besides efficient revenue production are brought into the picture? The question is not hypothetical: In recent years, an ever increasing number of corporations have developed and adopted socially responsible behaviors, thereby hybridizing aspects of corporate businesses and social organizations. We argue that the joint pursuit of financial and (...) social objectives warrants significant rethinking of organizational democracy’s merits compared both to hierarchy and to non-democratic alternatives to hierarchy. In making this argument, we draw on an extensive literature review to document the relative lack of substantive discussion of organizational democracy since 1960. And we draw lessons from political theory, suggesting that the success of political democracy in integrating diverse values offers some grounds for asserting parallel virtues in the business case. (shrink)

The concept of organizational commitment is defined as employees's strong belief in accepting organizational goals and values; a strong desire to spend high-level effort taking into account the benefit of the organization and to maintain membership in the organization. Although there are different classifications related to organizational commitment in the literature, affective commitment, continuance commitment and normative commitment sub-dimensions were emphasized. This study includes the implementation of an organizational commitment questionnaire developed by Allen and Meyer (1990) (...) and adapted to Turkish by Wasti (2000) on a total of 53 employees in a participation bank operating in the East Black Sea Region. As a result of the study, no statistically significant relationship was found between the organizational commitment levels of the bank employees and the variables of age, marital status, gender, lenght of work, job title, income level. When the organizational score means of the employees were evaluated, it was seen that the average scores of affective commitment were higher than continuance and normative commitment. -/- . (shrink)

Skeptical invariantism isn’t a popular view about the semantics of knowledge attributions. But what, exactly, is wrong with it? The basic problem is that it seems to run foul of the fact that we know quite a lot of things. I agree that it is a key desideratum for an account of knowledge that it accommodate the fact that we know a lot of things. But what sorts of things should a plausible theory of knowledge say that we know? (...) In this paper I sketch an answer to this question and then apply it to skeptical invariantism. I start by distinguishing between a “radical” skeptical invariantist position (on which the standards for knowing are so high that we rarely if ever satisfy them) and a more “moderate” skeptical invariantist position (on which the standards are very hard, but not impossible, to satisfy). I then argue that, while radical forms of skeptical invariantism are clearly not going to do a good job of satisfying the key desideratum, more moderate forms can do quite well with respect to it. In particular, I argue the version of moderate skeptical invariantism defended by Davide Fassio can plausibly satisfy it. (shrink)

The aim of the study was to identify the organizational structure and its relation to the prevailing pattern of communication in the Palestinian universities. The researchers used the analytical descriptive method through a questionnaire randomly distributed among Palestinian university workers in the Gaza Strip. The study was conducted on a sample of (274) administrative staff from the three universities, and the response rate was (81.87%). The study found that there is a high satisfaction with the nature of the (...) class='Hi'>organizational structure in the Palestinian universities from the point of view of the administrative staff, which reached 68.05%. And that there is a high level of communication pattern prevailing from the point of view of administrative staff, where the percentage (71.32%), there is a direct correlation between the nature of the organizational structure and the prevailing pattern of communication, the absence of differences between the sample according to the gender variable in their perception of the nature of the organizational structure and the prevailing pattern of communication, the absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication prevailing according to the variable age. There are differences of statistical significance in the perception of the nature of the organizational structure and the pattern of communication depending on the variable of scientific qualification in the organizational structure, and the pattern of communication. Differences were in favor of diploma holders compared to other practical qualifications. There is an absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable years of service. There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable level of career (Director, Head of Department, and Administrative Officer). There is absence of differences in the perception of employees of the nature of the organizational structure and the pattern of communication depending on the variable of the workplace. And the existence of differences in the perception of the employees of the nature of the organizational structure and pattern of communication depending on the university in which they work. And that there are statistically significant differences between the Islamic University and Al-Azhar University, the nature of the organizational structure and the pattern of communication in favor of the Islamic University. And that there are statistically significant differences between Al-Azhar University and Al-Aqsa University in the prevailing pattern of communication in favor of Al-Azhar University. The study reached a number of recommendations, the most important of which is that the departments of the Palestinian universities in the Gaza Strip in general, Al-Aqsa University and Al-Azhar Universities should be given greater attention to the prevailing organizational structure and the staff, the need to improve the pattern of communication prevalent in universities. Solving workers' problems and giving them the opportunity to contribute to solving their own problems. Strengthening the democratic leadership style and empowering university staff. (shrink)

The study aimed to look into the organizational performance of Higher Education Institutions in the Philippines particularly in Zamboanga del Norte. The descriptive method of research was used. There were 95 respondents to the survey. Frequency count, percentage, and Mean were used as a statistical tool. The investigation revealed that organizational performance of the Higher Education Institutions involved was found to be very good along the areas of VMGO, faculty, curriculum and instruction, support to students, research, extension, library, (...) physical plant and facilities, laboratories and administration. The Higher Education Institutions met the standards of quality over and above the minimum requirement of government under Article XIV Accreditation, Section 60. There were areas need to focus such as congruent to the needs of the people in the community, monitoring of faculty adequacy and loading, sourcing out funds and other resources, and maintaining safety and security inside the campuses, even though all areas in organizational performance found very good, Further, the administration continuously requires planning, implementation, monitoring, and evaluation. (shrink)

Keith DeRose has argued that the two main problems facing subject-sensitive invariantism come from the appropriateness of certain third-person denials of knowledge and the inappropriateness of now you know it, now you don't claims. I argue that proponents of SSI can adequately address both problems. First, I argue that the debate between contextualism and SSI has failed to account for an important pragmatic feature of third-person denials of knowledge. Appealing to these pragmatic features, I show that straightforward third-person denials (...) are inappropriate in the relevant cases. And while there are certain denials that are appropriate, they pose no problems for SSI. Next, I offer an explanation, compatible with SSI, of the oddity of now you know it, now you don't claims. To conclude, I discuss the intuitiveness of purism, whose rejection is the source of many problems for SSI. I propose to explain away the intuitiveness of purism as a side-effect of the narrow focus of previous epistemological inquiries. (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)

The possibility of knowledge attributions across contexts (where attributor and subject find themselves in different epistemic contexts) can create serious problems for certain views of knowledge. Amongst such views is subject—sensitive invariantism—the view that knowledge is determined not only by epistemic factors (belief, truth, evidence, etc.) but also by non—epistemic factors (practical interests, etc.). I argue that subject—sensitive invariantism either runs into a contradiction or has to make very implausible assumptions. The problem has been very much neglected but (...) is so serious that one should look for alternative accounts of knowledge. (shrink)

Over the last 20 years, several philosophers have developed a new approach to biological functions, the organizational approach. This is not a single theory but a family of theories based on the idea that a trait token can acquire a function by virtue of the way it contributes to a complex, organized system and thereby to its own continued persistence as a token. I argue that the organizational approach faces a serious liberality objection. I examine three different ways (...) organizational theorists have tried to avoid that objection and show how they fail. (shrink)

In this context, the study explored the relationship between organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. The study is a descriptive correlational survey research design where data is sourced out from a total of randomly sampled 260 employees. Results revealed that a favourable organizational climate on innovation, proactivity, and risk-taking is prevailing among the companies. A very high level of innovative work behaviour is emanating among the employees on idea exploration, generation, championing, (...) and implementation. Test of differences showed that employee gender, position, unit, and years of service spelt significant differences in the perception of the employees on organizational climate and innovative work behaviour. A meaningful relationship surfaced between organizational climate and employee innovative work behaviour, suggesting that for food manufacturing industries to sustain innovative and competitive advantages, there is a need to promote a nurturing and encouraging entrepreneurial organizational climate. Finally, a congruency among the domains of organizational climate and employee innovative work behaviour emerged. It suggests that when higher positive organizational climate surfaces, the more likely the employee's manifest innovation work behaviour. This study addressed the gap by providing organizational climate and employee innovative work behaviour among food manufacturing industries in Malaysia. (shrink)

Contextualists and Subject Sensitive Invariantists often cite the knowledge norm of assertion as part of their argument. They claim that the knowledge norms in conjunction with our intuitions about when a subject is properly asserting in low or high stakes contexts provides strong evidence that what counts as knowledge depends on practical factors. In this paper, I present new data to suggest they are mistaken in the way they think about cases involving high and low stakes and I show how (...) insensitive invariantists can explain the data. I exploit recent work done on the distinction between flouting a norm and being blamed for that violation to formulate a rigorous theory of rational expected blameworthiness that allows insensitive invariantists to explain the data cited. (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)

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)

The research aims to identify the organizational excellence in Palestinian universities of Gaza Strip, from the perspective of senior management. The questionnaires were distributed the top senior management in the Palestinian universities, and the study population was (344) employees in senior management in Palestinian universities. A stratified random sample were selected from of employees in the Palestinian universities consist of (182) employees at return rate of (69.2%). SPSS program for analyzing and processing the data was used. The study reached (...) the following results: the senior management agrees largely on the importance of the axis of "Leadership Excellence" and "Excellence service sectors". The senior management agrees moderately about the importance of the axis of the “Knowledge excellence". The study showed that there is a weakness in the employment of scientific research to serve the community, there is weakness in the follow-up of the universities management for the performance of their graduates in the institutions in which they work. Senior management agrees on the importance of the "Organizational Excellence" moderately. The recommendations of study includes: the need to develop principles and fair criteria for the selection of the best candidates for the university and university leaders based on specialization, competence, experience, skills, integrity and not on the basis of favoritism. (shrink)

In this paper I discuss a recent theory on functions called Organizational Account. This theory seeks to provide a new definition of function that overcomes the distinction between etiological and dispositional accounts and that could be used in biology as well as in technology. I present a definition of function that I think captures the intuitions of Organizational Accounts and consider several objections.

Traditionally, learning organizations face certain constraints related to both exogenous and endogenous factors. This paper models three well-established constraints that employees face while being part of their organizations. One is an explicit constraint on their natural behavior, and two implicit constraints on their endeavor to acquire new knowledge and perform new actions. The implicit constraints, which are elaborated, are related to their relative performance in acquiring new knowledge and by their consecutive actions based on the new knowledge gained. Therefore, this (...) paper attempts to underline such limitations which the agents face under organizational culture and suggest possible strategic initiatives that would effectively counteract such binding limitations to stimulate positive performances from their end. (shrink)

This paper introduces a body of research on Organizational Behavior and Industrial/organizational Psychology that expands the range of empirical evidence relevant to the ongoing character-situation debate. This body of research, mostly neglected by moral philosophers, provides important insights to move the debate forward. First, the OB/io scholarship provides empirical evidence to show that social environments like organizations have significant power to shape the character traits of their members. This scholarship also describes some of the mechanisms through which this (...) process of reshaping character takes place. Second, the character-situation debate has narrowly focused on situational influences that affect behavior episodically and haphazardly. The OB/io research, however, highlights the importance of distinguishing such situational influences from influences that, like organizational influences, shape our character traits because they are continuous and coordinated. Third, the OB/io literature suggests that most individuals display character traits that, while local to the organization, can be consistent across situations. This puts pressure on the accounts of character proposed by traditional virtue ethics and situationism and provides empirical support to interactionist models based on cognitive-affective processing system theories of personality. Finally, the OB/io literature raises important challenges to the possibility of achieving virtue, provides valuable and untapped resources to cultivate character, and suggests new avenues of normative and empirical research. (shrink)

Proper functionalism explicates epistemic warrant in terms of the function and normal functioning of the belief-forming process. There are two standard substantive views of the sources of functions in the literature in epistemology: God (intelligent design) or Mother Nature (evolution by natural selection). Both appear to confront the Swampman objection: couldn’t there be a mind with warranted beliefs neither designed by God nor the product of evolution by natural selection? Is there another substantive view that avoids the Swampman objection? There (...) are two. The first is the generalized selected-effects theory of functions. The second is the organizational theory of functions. Both, however, require some history to assign functions, for both are etiological theories of functions: past effects help explain current function. Swampman can then acquire functions, perhaps soon after creation, though he has none at the moment of inception. (shrink)

The relevance of the study is the need to reform the educational environment based on the values of inclusion to ensure the accessibility of quality education for all people. The purpose of the study is to justify the need an inclusive culture formation as a culture of acceptance of diversity and mutual understanding. The research problem is the lack of development of an inclusive organizational culture is a barrier to ensuring the availability of quality education in a variety of (...) health limitations and the educational needs of students. The study is based on the analysis of regulatory documents, comparison and generalization of the available approaches in international and Russian theory and practice on the inclusion values issue in the strategy of educational organizations and the formation of an inclusive organizational culture. Results: it was established that the inclusive agenda in education aggravates the problem of the formation of an inclusive organizational culture as a culture of accepting diversity as a value, advantage, significant educational, upbringing, developing resource; staged, the need for a proactive strategy of the formation of intercultural competencies are justified. -/- . (shrink)

The authors of the book have come to the conclusion that it is necessary to effectively use modern approaches the management of innovative development the economic entities in order to increase the efficiency of activity, to ensure competitiveness, to intensify innovation activity. Basic research focuses on assessing the innovation processes, the fourth generation of new industrial revolution, diagnosis of sources of innovation financing, assessment of social innovations. The research results have been implemented in the different models of development innovation management, (...) renewable energy, introduction of start-up projects and lifelong learning. The results of the study can be used in decision-making at the level the economic entities in different areas of activity and organizational-legal forms of ownership, ministries and departments that promote of development the economic entities on an innovative basis. The results can also be used by students and young scientists in modern concepts and mechanisms for management of innovative development the economic entities in the context of efficient use the resource potential and improvement of innovation policy. (shrink)

Epistemic invariantism is the view that the truth conditions of knowledge ascriptions don’t vary across contexts. Epistemic purism is the view that purely practical factors can’t directly affect the strength of your epistemic position. The combination of purism and invariantism, pure invariantism, is the received view in contemporary epistemology. It has lately been criticized by contextualists, who deny invariantism, and impurists, who deny purism. A central charge against pure invariantism is that it poorly accommodates linguistic (...) intuitions about certain cases. In this paper I develop a new response to this charge. I propose that pure invariantists can explain the relevant linguistic intuitions on the grounds that they track the propriety of indirect speech acts, in particular indirect requests and denials. [Note: this paper was written in 2010-11.]. (shrink)

The purpose of the article was 1) to assess the relationship between the organizational culture (OC) type and business strategy (BS); 2) to prove that OC influences the survival strategy success/implementation; 3) to contribute to the expansion of organizational theory by analyzing the Boston Consulting Group (BCG) strategy palette as the basis for developing an effective company survival strategy during the crisis. To achieve the purpose, correlation analysis between OC types (authors' typology) and BS (Boston Consulting Group and (...) Miles & Snow Models) was used (561 employees of different industries participated in the survey; the data collected laid the foundation for the research). As a result, it was proved that 1) certain types of organizational culture correspond to certain types of strategies; 2) during the period when the company overcomes the recession, OC affects strategic innovation decisions; 3) building a sustainable business ecosystem enhances the positive impact. The main limitations of the study are 1) some elements of subjectivity assessment, 2) constant changes in OC and BS, 3) the probability of different subcultures coexistence. Implications for a Central European audience: The results confirmed that there is a need for managers to 1) take into account the organizational culture characteristics/features to implement chosen strategies successfully; 2) be ready to adapt the OC before the BS is approved; 3) adopt the idea that building an innovation ecosystem can be crucial to confront the crisis with confidence. (shrink)

This is a critical notice of Christos Kyriacou and Kevin Wallbridge (eds.), Skeptical Invariantism Reconsidered. New York and London: Routledge, 2021. Pp. x + 324. ISBN 978-0-367-37018-3. It discusses in some detail contributions by Nevin Climenhaga, Christos Kyriacou, Michael Hannon, Kevin Wallbridge, Annalisa Coliva, and Genia Schönbaumsfeld.

The study aimed to identify the level of organizational justice in relief organizations operating in the southern governorates - Palestine. The study used the descriptive analytical method، and the questionnaire was used to collect information that contributes to achieving the objectives of the study، and the study population consisted of workers in relief organizations، and a stratified random sample was used to collect data from 60 relief institutions. The study showed that the relative weight of organizational justice was (...) 82.2%. Where the dimension of distributive fairness reached 85.94% and after procedures fairness 78.02، and the study recommended the need to build clear foundations to motivate and encourage workers in organizations، and define clear criteria for distributing services in order to enhance distributive justice procedures in organizations. (shrink)

Aim: This study determined the relationship of the assessment of the respondents on the work environment through the dimensions of physical aspects and job dimensions and how they contribute to the effectiveness of administrators as assessed by the teachers at Liming Vocational University. -/- Methodology: A descriptive method of research was used in this study. This study was conducted at Liming Vocational University in China. The respondents of the study are the 666 teachers from Liming Vocational University. -/- The researcher (...) utilized a self- constructed survey questionnaire. -/- Results: Based on the results, an over-all mean value of 3 .80 reveals that the subject organization is very effective based on the assessment of the teacher respondents. The study also reveals that there were no significant differences in the assessment of the teacher respondents on the organizational effectiveness when they are grouped according to age, educational attainment, and length of service as teachers. The results indicate that in terms of the physical aspects of work environment, demand quality, and social interaction were the most conducive aspects as observed by the teacher respondents. Furthermore, physical aspects in terms of diversity of stimulation, and changeability were found to be moderately conducive as perceived by the teachers. Visibility, on the other hand, it was also observed by the teachers to be moderately conducive, however, it was found to be the least assessed by the respondents among the five physical aspects of work environment. -/- Conclusion: While teacher respondents are mostly young, they have at least earned master’ s degree or have earned units in their Doctoral degree program, and have been in the service as teachers for not quite long. Symbolic identification, fairness and satisfaction, and employee involvement were very effective in the eyes of the teachers, while task instrumentality seems to be the least effective in the organization. Respondents have relatively the same assessment on the organizational effectiveness regardless of their age, educational level they have attained, and length of service as teacher. While job dimension aspect of work environment was felt by the teachers to be very conducive, physical aspects of it was observed by the teachers to be less conducive. Teachers have less felt the visibility of their educational leaders through work job, as well as their ability to find ways and means to improve resources of the organization. Respondents have relatively the same assessment on the physical and job dimension aspects of work environment regardless of their age, educational level they have attained, and length of service as teacher. It can be said that physical aspects of work environment can somehow affect the organizational effectiveness, while job dimension aspects of it was not found to have significant impact on achieving the organization’ s objectives. (shrink)

Different approaches to the definition of organizational culture are considered; its types, essential elements and functions in the organization are characterized. Author's point of view on organizational culture in a broad and narrow sense is formulated. Some peculiarities of employees’ perception of organizational culture in Ukrainian enterprises are analyzed.

Endocrinologists apply the idea of feedback loops to explain how hormones regulate certain bodily functions such as glucose metabolism. In particular, feedback loops focus on the maintenance of the plasma concentrations of glucose within a narrow range. Here, we put forward a different, organicist perspective on the endocrine regulation of glycaemia, by relying on the pivotal concept of closure of constraints. From this perspective, biological systems are understood as organized ones, which means that they are constituted of a set of (...) mutually dependent functional structures acting as constraints, whose maintenance depends on their reciprocal interactions. Closure refers specifically to the mutual dependence among functional constraints in an organism. We show that, when compared to feedback loops, organizational closure can generate much richer descriptions of the processes and constraints at play in the metabolism and regulation of glycaemia, by making explicit the different hierarchical orders involved. We expect that the proposed theoretical framework will open the way to the construction of original mathematical models, which would provide a better understanding of endocrine regulation from an organicist perspective. (shrink)

The purpose of this study is to identify the factors affecting the organizational performance. Four factors, motivation, ability, roles, and situation, will be in-dept identified to explore how each factor positively impacts the organizational performance. The study is conducted, using applied qualitative descriptive approach and analysis method. The fours factors (Motivation, Ability, Roles, Organizational Support) are adopted from a few previous studies. Each factor is studied and analyzed based on empirical papers that have been observed, tested, and (...) experienced by vaiours articles from different countries’ authors. After the description of each factor, it is found that a number of organizations have been considerably affected by these four factors. In addition, each factor is found to be very dependent to one another. A constant growth of organizational performance should be steadily dependent on the four factors, meaning that the organization should apply all the four factors at the same time to ensure its constant increasing performance. It is noted that an absence of one factor will definitely lead to the fall and decrease of the performance of the organization and the presence of the four factors at the same time will definitely ensure the increasing performance of the organization. (shrink)

The purpose of this paper is to analyze the possibility of diagnosing and managing the innovation potential of the tourist enterprises through the study and modification of the characteristics of its organizational culture. The article examines the theoretical possibility of diagnosing and managing the innovation potential of the tourist business. The content of definitions "innovative potential" and "organizational culture" were analyzed. The necessity of using social-psychological model for the analysis of innovation reality of the innovative potential of tourism (...) enterprises was proved. The characteristics of an ideal model of innovative organizational culture of a tourist enterprise were formulated. The necessity to attract managers of tourism enterprises in the formation of the innovative capacity of enterprises of the tourism industry was grounded. It was proposed to consider the innovative potential of the tourism enterprise as an opportunity to transform and streamline the experience and the stereotypes interaction among business process, that is, as an opportunity to transform and streamline the experience of interaction between the subjects of the enterprise. (shrink)