Jose A. Ramirez

In memoriam José Arrazola Ramírez The logic $\textbf{G}^{\prime}_3$ was introduced by Osorio et al. in 2008; it is a three-valued logic, closely related to the paraconsistent logic $\textbf{CG}^{\prime}_3$ introduced by Osorio et al. in 2014. The logic $\textbf{CG}^{\prime}_3$ is defined in terms of a multi-valued semantics and has the property that each theorem in $\textbf{G}^{\prime}_3$ is a theorem in $\textbf{CG}^{\prime}_3$. Kripke-type semantics has been given to $\textbf{CG}^{\prime}_3$ in two different ways by Borja et al. in 2016. In this work, we continue the study of $\textbf{CG}^{\prime}_3$, obtaining a Hilbert-type axiomatic system and proving a soundness and completeness theorem for this logic.

The authors of Beziau and Franceschetto work with logics that have the property of not satisfying any of the formulations of the principle of non contradiction, Béziau and Franceschetto also analyze, among the three-valued logics, which of these logics satisfy this property. They prove that there exist only four of such logics, but only two of them are worthwhile to study. The language of these logics does not consider implication as a connective. However, the enrichment of a language with an implication connective leads us to more interesting systems, therefore we look for one implication for these logics and we study further properties that the logics obtain when this connective is added to these systems.

The recruitment of respondents belonging to ethnic minorities poses important challenges in social and health research. This paper reflects on the enablers and barriers to recruitment that we encountered in our research work with persons belonging to ethnic minorities. Additionally, we applied the Matching Model of Recruitment, a theoretical framework concerning minority recruitment, to guide our reflection. We also explored its applicability as a research design tool. In assessing our research experience, we learned that minority recruitment in social and health research is influenced by the social context of all key players involved in the research. Also, there are enablers and barriers within that social context facilitating or delaying the recruitment process. The main enablers to recruit respondents belonging to ethnic minorities include working with community agencies and gatekeepers who share a common vision with researchers and the latter’s ability to gain the trust of potential respondents. The main barriers include demanding too much from these same community agencies and gatekeepers and ignoring factors that could delay the completion of the research. Although we found the Matching Model of Recruitment to be an effective tool in assessing the processes of recruiting respondents belonging to ethnic minorities, further empirical research is needed to explore its usefulness during the research planning phase