Empiricism without Magic: Transformational Abstraction in Deep Convolutional Neural Networks

In artificial intelligence, recent research has demonstrated the remarkable potential of Deep Convolutional Neural Networks (DCNNs), which seem to exceed state-of-the-art performance in new domains weekly, especially on the sorts of very difficult perceptual discrimination tasks that skeptics thought would remain beyond the reach of artificial intelligence. However, it has proven difficult to explain why DCNNs perform so well. In philosophy of mind, empiricists have long suggested that complex cognition is based on information derived from sensory experience, often appealing to a faculty of abstraction. Rationalists have frequently complained, however, that empiricists never adequately explained how this faculty of abstraction actually works. In this paper, I tie these two questions together, to the mutual benefit of both disciplines. I argue that the architectural features that distinguish DCNNs from earlier neural networks allow them to implement a form of hierarchical processing that I call “transformational abstraction”. Transformational abstraction iteratively converts sensory-based representations of category exemplars into new formats that are increasingly tolerant to “nuisance variation” in input. Reflecting upon the way that DCNNs leverage a combination of linear and non-linear processing to efficiently accomplish this feat allows us to understand how the brain is capable of bi-directional travel between exemplars and abstractions, addressing longstanding problems in empiricist philosophy of mind. I end by considering the prospects for future research on DCNNs, arguing that rather than simply implementing 80s connectionism with more brute-force computation, transformational abstraction counts as a qualitatively distinct form of processing ripe with philosophical and psychological significance, because it is significantly better suited to depict the generic mechanism responsible for this important kind of psychological processing in the brain

Evaluación del liderazgo del profesor de educación física: Versión española del cuestionario de enseñanza transformacional

Drawing from the transformational leadership theory, this study aims to translate and analyse the psychometric properties of a Spanish version of the Transformational Teaching Questionnaire (TTQ).A cohort sample of 2107 adolescents (997 males and 1110 females) from 82 secondary schools voluntarily participated in the research.In Study 1 ((n = 1066), the exploratory factor analysis informed a one-factor solution. In Study 2  (n = 1041), the confirmatory factor analysis showed the single-factor and the four-factor models showed satisfactory and adequate goodness of fit indices, respectively. Confirmatory factor analysis demonstrated that the four-factor structure of transformational teaching with a high second-order factor, previously found in Canadian adolescents, was replicated in this study. Internal consistency was high in all subscales and in the total scale. The expected pattern of significant relationships with other variables was supported, and evidence of measurement invariance across gender groups was obtained.This study provides evidence for the cross-cultural validation of the TTQ, a questionnaire designed to assess students’ perceptions of their teachers’ behaviours from the perspective of transformational leadership theory. These findings suggested that the Spanish version of TTQ would be useful for assessing transformational teaching in Spanish adolescents in physical education classes.Desde la teoría del liderazgo transformacional, en este estudio se traduce y analizan las propiedades psicométricas de la versión española del Cuestionario de Enseñanza Transformacional (TTQ). Un total de 2107 adolescentes (997 hombres y 1110 mujeres) de 82 institutos de secundaria participaron voluntariamente en la investigación.En el estudio 1 (n = 1066), el análisis factorial exploratorio informó de una solución unifactorial. En el estudio 2 (n = 1041), los análisis factoriales confirmatorios mostraron índices de ajuste adecuados, replicándose la estructura de cuatro factores de la enseñanza transformacional con un factor de segundo orden hallada con adolescentes canadienses. La consistencia interna de las subescalas y de la escala total fue adecuada. Se confirmaron las relaciones hipotetizadas con otras variables y se obtuvo evidencia de la invarianza factorial por género. El estudio ofrece evidencia de la validación cross-cultural del TTQ, un cuestionario diseñado para evaluar la percepción que tienen los estudiantes de las conductas de sus profesores desde la perspectiva de la teoría del liderazgo transformacional. Los resultados sugieren que la versión española del TTQ puede ser utilizada para evaluar la enseñanza transformacional en las clases de educación física en adolescentes españoles

Innovative behaviour: how much transformational leadership do you need?

Studies on the effects of transformational leadership on employee innovative behaviour have yielded mixed results. The authors argue that one possible explanation for these mixed findings is that researchers have assumed a linear relationship between these constructs. In contrast, they suggest that the relationship between transformational leadership and innovative behaviour is non-linear. Specifically, the authors argue that the positive effects of transformational leadership on innovative behaviour will be stronger at low and high levels of transformational leadership. Moreover, they examine whether the relationship between transformational leadership and innovative behaviour is mediated by knowledge sharing within and between teams. The authors undertake a constructive replication by testing these hypothesized relationships in two studies: (1) a multi-actor team-level study conducted in the USA, and (2) a longitudinal employee-level study of teachers in the Netherlands. Results of both studies reveal that knowledge sharing mediates the relationship between transformational leadership and innovative behaviour, and that the indirect relationship is curvilinear. The authors link these findings to leader substitution theory, proposing that employees turn to their peers and other parties when there is an absence of effective leadership

¿PUTTING EMOTION IN MOTION? The importance of team emotional intelligence and discrete emotions for understanding the relationship between managers and employees

215 p.Esta tesis doctoral analiza la influencia del liderazgo, la inteligencia emocional de equipo y las emociones discretas en el ámbito laboral. La investigación se compone de cuatro estudios principales que completan nuestro modelo. El primer estudio presenta la adaptación y validación de una escala de medida para la inteligencia emocional colectiva en equipos directivos. El segundo estudio analiza el efecto de la inteligencia emocional colectiva y las emociones discretas en la relación entre el liderazgo transformacional ejercido por los directores y las directoras y el liderazgo percibido por los trabajadores y trabajadoras. El tercer estudio se centra en conocer el efecto de la inteligencia emocional colectiva y las emociones positivas en la relación entre el liderazgo ejercido y la cohesión entre las trabajadoras y los trabajadores. El cuarto estudio presenta un modelo longitudinal que analiza las relaciones a largo plazoentre el liderazgo transformacional percibido, la inteligencia emocional colectiva y las actitudes y comportamientos de las trabajadoras y los trabajadores. Finalmente, se discute tanto las conclusiones generales como la aplicabilidad de los hallazgos, sus limitaciones y sus futuras líneas de investigación

¿PUTTING EMOTION IN MOTION? The importance of team emotional intelligence and discrete emotions for understanding the relationship between managers and employees

215 p.Esta tesis doctoral analiza la influencia del liderazgo, la inteligencia emocional de equipo y las emociones discretas en el ámbito laboral. La investigación se compone de cuatro estudios principales que completan nuestro modelo. El primer estudio presenta la adaptación y validación de una escala de medida para la inteligencia emocional colectiva en equipos directivos. El segundo estudio analiza el efecto de la inteligencia emocional colectiva y las emociones discretas en la relación entre el liderazgo transformacional ejercido por los directores y las directoras y el liderazgo percibido por los trabajadores y trabajadoras. El tercer estudio se centra en conocer el efecto de la inteligencia emocional colectiva y las emociones positivas en la relación entre el liderazgo ejercido y la cohesión entre las trabajadoras y los trabajadores. El cuarto estudio presenta un modelo longitudinal que analiza las relaciones a largo plazoentre el liderazgo transformacional percibido, la inteligencia emocional colectiva y las actitudes y comportamientos de las trabajadoras y los trabajadores. Finalmente, se discute tanto las conclusiones generales como la aplicabilidad de los hallazgos, sus limitaciones y sus futuras líneas de investigación

Factors affecting motivation in the public sector under the context of self-determination theory and public service motivation : the case of the Hellenic Agricultural Insurance Organization (H.A.I.O.)

Purpose: The main aim of this study is to develop and test a conceptual framework that explores the factors that motivate employees in public services. The study is based on two theories, the Self Determination Theory (SDT), and the Public Service Motivation (PSM). Design/methodology/approach: The empirical testing of the proposed conceptual framework was conducted using a structured questionnaire that was distributed to 390 employees of a Greek public sector organization, namely the Hellenic Agricultural Insurance Organization (Η.Α.Ι.Ο.). The population of the study consists of 489 public servants. Exploratory factor analysis, confirmatory factor analysis and the structural equation modeling (SEM) technique were used to test the research hypotheses. Findings: Results highlight, among others, the importance of work autonomy and job satisfaction and their impact on employees’ intrinsic motivation. Moreover, empirical results emphasize the need for building a supportive work environment that contributes on employee satisfaction, autonomy and relatedness. Results also confirm the existence of a positive relationship among intrinsic motivation, public service motivation and job performance. Practical implications: The findings suggest that in cases where external incentives are significantly limited (e.g., in the public sector), it is crucial to consider the importance of promoting and supporting intrinsic motivation and support public service incentives. Originality/value: Self-determination theory seems to be poorly explored in the Greek public sector, and moreover, in economies and countries with similar characteristics. Therefore, it seems crucial to increase the knowledge about the real value of self-determination theory as a work motivation approach, especially in the public sector. Finally, research results may help supervisors and business leaders to implement appropriate systems and practices that promote a supportive environment in the workplace.peer-reviewe

The validity of the transformational, transactional, and laissez-faire leadership model as measured by the Multifactor Leadership Questionnaire (MLQ 5X)

The Multifactor Leadership Questionnaire (MLQ), the most used instrument for gauging Bass and Avolio\u27s full-range leadership model, underwent numerous revisions to answer criticisms about its construct validity. Since researchers found conflicting results regarding the number of factors that best constitute the model, this study examined whether the factor structure of the MLQ (5X) was consistent across a diverse array of samples. The total size of the samples was 6,525, integrated from 18 independent studies. Using confirmatory structural equation modeling techniques, results indicated that the factor structure was best represented by nine single-order factors, as asserted by Bass and Avolio. These results were prevalent when all samples were integrated for the factor structure invariance test, or when individual samples were grouped into homogenous units for strict factorial or factor structure invariance. Thus, the validity of the model was a function of sample conditions explaining why independent researchers who used nonhomogenous samples failed to confirm the nine-factor model. These conditions---interpretable as moderators that bounded the theoretical model---included various environmental and organizational settings, leader gender, and the hierarchical level of the leader. The criterion validity of the MLQ was also tested, but results should be viewed cautiously as the leadership and outcome measures were each collected from the same source. Nonetheless, the regression paths of the MLQ factors were interpretable, and followed theoretical propositions. Transformational and contingent reward leadership was positively related to performance, and passive-avoidant leadership negatively related. Management-by-exception active varied according to sample conditions. These findings imply that a standard set of leadership behaviors is not universally related to effectiveness, and that leaders operationalize their behaviors differently depending on contextual factors. As a consequence, the interfactor relationships of the MLQ, and the relationships of the factors to criterion measures may be a function of the conditions under which the model is examined. Therefore, testing the MLQ\u27s validity---and indeed that of other leadership instruments---should be performed under homogenous sample conditions. Finally, this dissertation suggests that the MLQ should be retained for future research and training. Possible improvements to the theory and measurement model are also discussed

Improving reverse supply chain performance: The role of supply chain leadership and governance mechanisms

Recently, a growing interest has been devoted to the role of buying firms in promoting sustainability across supply chains. However, relatively little attention has been given to how the behaviour of a buying firm affects the performance of reverse supply chains. Within this context, this paper investigates the role of Supply Chain Leadership styles on suppliers' performance dimensions related to reverse product flows. Furthermore, the mediating role of two governance mechanisms (namely trust and legal-legitimate power) on this relationship is examined. This study employs structural equation modelling to analyse data collected from 190 manufacturing companies in Malaysia. The paper concludes that transformational and transactional leaderships are significant and positive contributors to suppliers’ reverse supply chain performance; trust and power significantly mediate these relationships

Coproducing leadership: a reason to resist destructive leaders

Purpose: Follower's individual differences have been receiving increased attention in studying destructive leadership because followers may enable or disable it. One of these yet under-researched features is the role of followers' leadership coproduction beliefs (a role construal) in explaining their resistance to destructive leaders. Departing from the proactive motivation theory, this paper explores the robustness of coproduction beliefs by testing its ability to predict followers' resistance to destructive leaders across four situations – abusive supervision, exploitative leadership, organization directed behaviors and laissez-faire. Design/methodology/approach: With a sample of 359 participants that answered a scenario-based survey, the present study tests the relationship between coproduction beliefs and resistance behaviors in the four mentioned groups, while controlling for alternative explanations. A multigroup analysis was conducted with PLS-SEM. Findings: Constructive resistance is always favored by coproduction beliefs independently of the leader's type of destructive behavior. Dysfunctional resistance, however, is sensitive to the leader's type of destructive behavior. Originality/value: This paper extends knowledge on the role of coproduction beliefs as an individual-based resource against destructive leaders.info:eu-repo/semantics/acceptedVersio