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The article compares the traditional concepts, dominant until recently and explaining the essence of polygraph examination and its effectiveness with a relatively new approach based on more solid scientific foundations. The so-called “differential salience” concept of test stimuli is based on the assumption that the subject may find a given stimulus more significant than others for a variety of reasons: for example, because he or she considers it threatening, shocking or simply familiar. The above is conditioned by a number of psychological processes related not only to emotions but also to the processes involved in focusing, memory, and behavioural conditioning. Thus, the idea is not only to detect the physiological fear of being revealed (emotional traces) or to seek traces of memory. Nor is there a simple standard of deception (lie). The current state of research in psychophysiology of the human makes it possible to explain what the phenomenon of efficiency of polygraph testing results from.
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The objective of the study was to test how selected respondents (psychologists and police officers) evaluate the diagnostic value of symptoms (cues) of deception listed in literature on the subject. To achieve that, 16 verbal and non-verbal (behavioural) symptoms listed in literature as most typical and most frequently accompanying deceit were ever located by 100 police officers and 101 psychologists (n=201). Their task was to group the symptoms according to the following categories: “oft en present”, “rarely present”, and “never present”. Both the groups of respondents claimed that in their work they have to frequently decide whether their interlocutors tell the truth or lie, and are convinced that they are capable of accurate detection of deception through their assessment of verbal and non-verbal (behavioural) symptoms accompanying lie. The latter belief is clearly refuted by the results of all known experimental studies. In fact, police officers and psychologists agreed that the most diagnostic symptom is “avoidance of eye contact” (143 respondents categorised it as often present). “High frequency of eye blinking” was considered least diagnostic of the symptoms, with only 47 respondents claiming that it is frequent, together with “head scratching” with 51 considering it as occurring “often”). Convergence of the respondents’ opinions was high. No significant differences between the occupational and age groups, and genders were discovered. The results of the study remain coherent with the results of studies by other authors maintaining that the skill of detecting deception in the interlocutor is determined neither by education, nor occupation, nor gender, nor the age of the person performing the detection.
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Purpose – Loneliness is a feeling not only in social life but also in the organization. One of the factors that trigger this emotion is trust. The psychological contract that evaluates the perception of justice and the relationship between the organization and the employee is important in establishing trust. These concepts are basically based on the reciprocity norm. The aim of the present study is to explain the relationship between concepts on the basis of the norm of reciprocity. Design/methodology/approach – In order to measure the norm in the research, Wu et al. (2006) 's scale was used. The organizational justice scale consists of three dimensions (distribution, transaction and interaction justice) and 20 items developed by Niehoff and Moorman (1993). Nineitem scale developed by Robinson and Morrison (2000) was used for the violation and breach of the psychological contract. The concept of organizational trust was measured by Cook and Wall (1980) scale consisting of 12 items. The scale includes two dimensions: faith in intentions and confidence in actions. Finally, loneliness in the workplace is measured by Wright et al. (2006)’s scale which is translated into Turkish by Doğan et al. (2009).
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Purpose – This study aimed to reveal the factors affecting the motivation of Generations X and Y in business life. Design/methodology/approach – The study was conducted in the phenomenology design, one of the qualitative research designs. Maximum diversity sampling, one of the purposeful sampling methods, was used in determining the participants. To this end, a total of 30 employees, including 15 individuals from Generation X and 15 individuals from Generation Y who varied in terms of the level of education, sector, duty and working time, constituted the sample of the study. The interview method was used to collect the data in the study. The data were analyzed by the content analysis method. Results – While the study revealed many issues affecting the motivation of Generations X and Y, it also showed that the psychological aspects of the work environment, such as understanding, harmony, friendliness, tolerance and respect, along with economic factors were primary factors in the motivation of employees of Generation X. The employees of Generation Y indicated that a friendly, flexible and comfortable work environment, where they felt valuable, along with economic tools and career development, were the primary issues in motivation. The similarities in the motivation of Generations X and Y were also emphasized in the study. Discussion – With the important results revealed by this study for a better understanding of the needs, wishes, and expectations of Generations X and Y in business life and their motivation, it contributes to the literature and practitioners with regard to better management of a multi-generational work environment. In this context, it is of great importance for organizations to use these results in creating the desired work environment, and researchers should conduct more studies on understanding the working dynamics of these generations.
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It was nineteen twenty three when Freud published his second major theory about the mind, the structural theory, a tripartite model that divided the mind into Ego, Id and Superego. During the same decade many leading quantum physicists were publishing some of their bewildering findings. Concurrently the great mathematician/ philosopher, Alfred North Whitehead, began integrating some of these findings into his process philosophy.
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