Current understandings of similarity with media characters often focus on visible attributes including gender and race, yet overlook deep-level characteristics such as personality, attitudes, and experiences. In the present research, we address this limitation and develop and validate the Character Recognizability Scale (CRS), which captures different ways in which audiences can recognize themselves in characters. Based on a previous interview study, we formulated 26 scale items. Subsequently, we conducted two studies. In Study 1, we used a sample of 219 university students in the Netherlands to conduct an exploratory factor analysis. We determined the reliability, as well as criterion and convergent validity of the entire scale and the retained factors. In Study 2, we used a sample of 247 respondents in the United States to conduct a confirmatory factor analysis and replicate the results of the reliability and validity analyses. Based on Study 1, we kept 20 items. In both studies, the overall CRS scale as well as its subscales for Personality Recognizability (CRS-p), Attitudinal Recognizability (CRS-a), and Experiential Recognizability (CRS-e) showed a good internal consistency. They also showed criterion validity through an association with perceived similarity. Finally, the CRS and its subscales correlated positively with media engagement and exposure measures, thus demonstrating convergent validity.
The necessity for humans inhabiting the 21st century to slow down and take time to carry out daily practices frames the discourse of this research note. We suggest reconceptualising tourist wellbeing through the concept of slow adventure, as a response to the cult of speed and as a vehicle for engaging in deep, immersive and more meaningful experiences during journeys in the outdoors. We suggest that slow adventure has the potential to improve people’s general health and wellbeing through mindful enjoyment and consumption of the outdoor experience and thus bring people back to a state of mental and physical equilibrium. In so doing, we argue that extending the concept to include discussions around the psychological and social aspects of slow adventure is needed.
MULTIFILE
Artificial intelligence-driven technology increasingly shapes work practices and, accordingly, employees’ opportunities for meaningful work (MW). In our paper, we identify five dimensions of MW: pursuing a purpose, social relationships, exercising skills and self-development, autonomy, self-esteem and recognition. Because MW is an important good, lacking opportunities for MW is a serious disadvantage. Therefore, we need to know to what extent employers have a duty to provide this good to their employees. We hold that employers have a duty of beneficence to design for opportunities for MW when implementing AI-technology in the workplace. We argue that this duty of beneficence is supported by the three major ethical theories, namely, Kantian ethics, consequentialism, and virtue ethics. We defend this duty against two objections, including the view that it is incompatible with the shareholder theory of the firm. We then employ the five dimensions of MW as our analytical lens to investigate how AI-based technological innovation in logistic warehouses has an impact, both positively and negatively, on MW, and illustrate that design for MW is feasible. We further support this practical feasibility with the help of insights from organizational psychology. We end by discussing how AI-based technology has an impact both on meaningful work (often seen as an aspirational goal) and decent work (generally seen as a matter of justice). Accordingly, ethical reflection on meaningful and decent work should become more integrated to do justice to how AI-technology inevitably shapes both simultaneously.
