• Korean Journal of Logic
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• v.22 no.1
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• pp.125-150
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• 2019

A coherence theory is adequate as a theory of justification only when justification as conceived by the theory is truth-conducive. But it is not clear how coherentist justification is truth-conducive. This is the alleged truth-conduciveness problem of coherentism. In my 2017 paper, I argued that a certain version of the coherence theory, namely a Sellarsian coherence theory combined with the deflationary conception of truth, can cope with this problem. Against this claim, Kiyong Suk argues in his recent paper that my proposed solution fails on the grounds that there is no practical way of distinguishing between intersubjective justification and objective justification. The purpose of this paper is to clarify my view by way of explaining why Suk's criticism is not correct. In particular, I argue that his criticism is based on a wrong assumption, namely that for one to be objectively justified in believing something, one's justification must be qualitatively transformed into the status of having objective justification from the status of having intersubjective justification.

• Korean Journal of Comparative Education
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• v.21 no.4
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• pp.1-27
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• 2011

The purpose of this study is to explore some policy implications for improving the faculty personnel management and their salary scheme of the Korean national universities through comparing the systems and practices of Korean national universities to those of OECD countries. The fact that many leading OECD countries in higher education arena have been taking decentralized contract-based system based on institutional autonomy and performance beyond the previous bureaucratic control model casts some significant implications for the Korean national university reform. Especially, concerning on personnel management, it is necessary to provide more flexibility in managing faculty personnel categorization and expansion of faculty quota management for faculty and to review the maintenance of faculty's legal status as civil servant. In addition, regarding the salary scheme of faculty, we suggested performance-based salary scheme with plus-sum methods, settlement of rational faculty performance evaluation system and practices, and need for some aligning efforts for changing faculty salary scheme of the national universities.