“均”与“寡”阶段性变动下中国居民公平感的变迁

利用中国综合社会调查和中国社会状况综合调查重复截面数据,通过年龄-时期-队列模型对居民公平感的时代变化进行分析。研究发现公平感在年龄上呈“J”型趋势;从时期效应看, 2008年公平感较高, 2010～2013年在低谷徘徊,2015年以后又开始回升;从队列视角看,建国前出生队列公平感偏低,建国后初期的队列相对较高,“50”后有所下滑,从“60”后开始公平感持续走低,到“80”后跌入低谷,但“90”后又开始升高。从1949年前后“寡且不均”到建国初期阶段的“寡且均”,再到改革开放40年快速经济增长下“不寡但不均”的社会变迁过程影响了居民的公平感。     

Perceived emotional intelligence and its relationship with perceptions of effectiveness in negotiation

In this study, we examined possible connections between perceived emotional intelligence (PEI) and effectiveness during the negotiation process in a sample of 123 workers from different organizations. Participants completed a set of questionnaires, including an exploration of the predictive and incremental validity of PEI measured by Trait‐Meta‐Mood Scale. Moreover, personality traits were carefully controlled to test the percentage of variance that PEI accounted for in efficiency during negotiation. Multiple regression analyses revealed that emotional repair accounts for part of the variance in the balance of power and in procedural flexibility that cannot be explained by personality traits alone. Thus, our results show that emotional repair accounts for negotiation effectiveness in a way that is independent of personality traits.     

Culture in the context of intercultural negotiation.

This study explores culture's effect on behaviors and outcomes in intercultural negotiation and examines how those effects are moderated by role. Eighty U.S. and international students took part in a previously developed negotiation task (Pruitt, 1981) and completed Hui and Triandis's (1986) individualism‐collectivism (INDCOL) scale. Negotiation interactions were coded for information sharing, offers, and distributive tactics. Findings show that a negotiation dyad's collectivism is positively associated with higher joint profit. The effects of culture on both communication behaviors and joint outcomes, however, differ by role of the negotiator. In particular, seller collectivism has larger and more consistent effects on communication behavior and joint profit than buyer collectivism. Results support a ‘culture in context’ perspective of negotiation that takes into account negotiator qualities, contextual and structural features of the negotiation, and mediating processes in addition to cultural values.     

The effect of organizational structure on perceptions of procedural fairness

This study explored the relationship between 3 dimensions of organizational structure--centralization, formalization, and size--and perceptions of procedural and interactional fairness. Data from 11 organizations (N = 209) indicated that, as predicted, centralization was negatively related to perceptions of procedural fairness, and organizational size was negatively related to interactional fairness. However, contrary to predictions, formalization was not related to perceptions of procedural fairness. Results suggest that organizational structure and design should play a more prominent role in our thinking about organizational fairness.     

Influence of performance evaluation rating segmentation on motivation and fairness perceptions.

This study investigated the impact of rating segmentation (i.e., the number of alternative appraisal categories available for rating employee performance) on motivation and perceptions of fairness. Participants were 305 student volunteers who performed a catalog search task. A 2 x 4 factorial design with 2 performance rating systems-low segmentation (3 categories) and moderate segmentation (5 categories)--and 4 performance levels was used. Overall, the results indicated that the 5-category system resulted in higher self-efficacy regarding participants' ability to reach the next higher rating category. higher goals for rating improvement, and higher rating improvements than the 3-category system. The effects of rating system and performance rating on rating improvement were partially mediated by self-efficacy and personal goals. The rating system and the performance rating affected perceptions of distributive and procedural justice.     

The role of fairness perceptions and accountability attributions in predicting reactions to organizational events

Researchers have found that fairness perceptions relate to many different outcomes (e.g., J. A. Colquitt, D. E. Conlon, M. J. Wesson, C. Porter, & K. Y. Ng, 2001). However, they cannot predict when an employee will react against a specific individual or against the organization itself. To address this question, the authors integrated the fairness and blame-attributions literatures. They predicted that blame attributions would strengthen the relationship between fairness perceptions and reactions to specific organizational agents. They surveyed 48 employees who believed there were inaccuracies in their most recent performance appraisals. Employees reported perceptions of fairness and attributions of blame to both their supervisor and the organization and rated their commitment to both targets. Supervisors simultaneously rated each employee's citizenship behavior toward each target. For supervisor reactions and organizational citizenship behavior directed at the organization, blame and fairness perceptions interacted; unique positive reactions were elicited only when the supervisor was perceived as blameless and fair.     

Individuation,ego development and the quality of conflict negotiation in the family of adolescent girls

Individuation, ego development and family negotiation of conflict were studied in 27 Norwegian families with an adolescent daughter, 16–19 years, drawn from a larger sample to represent a rectangular distribution of ego development. Individuality and Connectedness (individuation) as conceptualized and scored by Condonet al. (1984) was modified and adapted to a Norwegian material. Four factors were extracted, one related to individuality (self-assertion and separateness) and two to connectedness (clarification and acceptance). Ego development, measured by the Washington University Sentence Completion Test (Loevinger & Wessler, 1970) was related to connectedness between mother and daughter and between father and daughter, but not to individuality. Maturity of conflict negotiation was positively related to connectedness between mother and daughter and negatively to individuality between father and daughter. It was argued that for women, individuality may not be a singular goal in ego development or in individuation and that self-other differentiation of identity and interests may develop within a close relationship and not only through separation.     

Culture and accountability in negotiation: Recognizing the importance of in-group relations

We extend Gelfand and Realo’s (1999) argument that accountability motivates negotiators from relationally-focused cultures to use a more pro-relationship approach during negotiations. Our research shows that the effect they predict is found only when the other negotiating partner is an in-group member. Specifically, in two studies involving participants from China (a relationally-focused culture) and the US (a less relationally-focused culture), we found that only when negotiating with an in-group member are Chinese participants under high accountability more likely to use a pro-relationship approach than those under low accountability. Consequently, the differences between Chinese and American participants in the use of a pro-relationship approach occur only when they negotiate with an in-group member under high accountability. The strong attention to relationships, however, results in higher fixed-pie perceptions and lower joint gains. The implications of our findings for theory and practice are discussed.     

The role of subjective group memberships and perceptions of power in industrial conflict

A survey conducted with university academics (N = 187) investigated self‐reported behaviour, explanations, social identification and perceptions of power during a period of industrial disputation. The results point to the importance of subjective experience of group memberships rather than overt group memberships in understanding behaviour and perceptions of power during industrial conflict and demonstrate very little support for the idea that industrial action or inaction reflects coerced behaviour. Copyright © 2001 John Wiley & Sons, Ltd.     

Marital conflict patterns: Links with family conflict and family members’perceptions of one another

The goal of this study was to explore the effects of marital conflict on conflict patterns in the family, and on family members’perceptions of one another. Sixty‐eight two‐parent families with adolescent twins participated, with parents reporting on the conflict patterns used by the marital dyad, and by themselves in interaction with each of their twins, and adolescent twins reporting on their interactions with each other. In addition, all four family members engaged in a videotaped decision‐making interaction and then made global ratings of each other on five dimensions. Links were obtained between marital conflict patterns and parent‐child conflict patterns, and between parent‐child conflict patterns and those used in sibling relationships. In contrast, marital conflict patterns were unrelated to sibling conflict patterns. Similarly, links were found between marital conflict and fathers’perceptions of their children, and between father‐child conflict and children's perceptions of each other. The results are discussed in terms of theoretical models of conflict resolution and the transmission of conflict patterns within the family.     

The moderating influence of procedural fairness on the relationship between work-life conflict and organizational commitment

To help employees better manage work-life conflict, organizations have introduced various initiatives, which have met with mixed results. The present studies examined the utility of a procedurally based approach to understanding employees' reactions to work-life conflict. The authors examined whether the fairness of procedures used by organizational authorities to plan and implement decisions moderates the (inverse) relationship between work-life conflict and employees' organizational commitment. Three studies using different methodologies showed support for the moderating role played by procedural fairness. That is, the tendency for greater work-life conflict to lead to lower commitment was significantly less pronounced when procedural fairness was high rather than low. Theoretical contributions to the work-life conflict and organizational justice literatures are discussed, as are practical implications.     

Team negotiation: social, epistemic, economic, and psychological consequences of subgroup conflict

Large collectives (e.g., organizations, political parties, nations) are seldom unitary players. Rather, they consist of different subgroups that often have conflicting interests. Nonetheless, negotiation research consistently regards negotiating teams, who represent these collectives, as monolithic parties with uniform interests. This article integrates concepts from social psychology, management, political science, and behavioral game theory to explore the effects of subgroup conflict on team negotiation. Specifically, the present research introduced a conflict of interests within negotiating teams and investigated how this internal conflict affects the outcome of the negotiation between teams. An experiment with 80 four-person teams found that conflict between subgroups had a detrimental effect on the performance of negotiating teams. This research also employed a recent model of motivated information processing in groups to investigate possible processes underlying the effect of subgroup conflict on team negotiation.     

Self-esteem and social desirability in relation to college students' retrospective perceptions of parental fairness and disciplinary practices

This study examined the relationships that fathers' and mothers' interactive of disciplinary behaviors have with college students' Coopersmith Self-esteem Inventory scores, Social Desirability scale scores, and their retrospective perceptions of their parents' fairness (50 sons, 84 daughters). Sons with higher scores in self-esteem reported that their mothers were fairer, had more interest in their activities, and were less likely to use verbal put-downs (abuse). Daughters with high self-esteem reported both of their parents were more interested in their activities, used praise more often, and refrained from verbal abuse. Also, these daughters reported that their mothers were more fair and encouraged their independence more. Daughters who reported their fathers as being more strict had lower self-esteem scores. There was no evidence that spanking, grounding, scolding, or monetary rewards had any effect on children's self-esteem scores, whether these methods were used by mothers or by fathers. Both sons and daughters who perceived their parents as being more fair also saw them as being more interested, having used praise more often, and having been less likely to have used verbal abuse. Daughters were less likely to view either fathers or mothers as being more fair if they had used spanking, grounding, or scolding more, and had been over-all stricter. Sons who had less strict fathers or who had received monetary rewards from them tended to regard them as being more fair. Higher social desirability scores correlated with higher self-esteem of women. Also, women with these higher social desirability scores tended to report that both their fathers and mothers used scolding and grounding less often.     

Asian values and perceptions of intergenerational family conflict among Asian American students

This investigation explores the perceptions of intergenerational family conflict among 93 Asian American college students from immigrant families in relation to reported discrepancies in Asian values with their parents, behavioral acculturation, gender, and ethnicity (Chinese and Korean). The study is unique in its examination of parent gender and specific dimensions of Asian values as predictors of perceived parent-child conflict. The findings indicated that as discrepancies in Asian values with either parent increased, reports of parent-child conflict also increased. Values discrepancies, but not behavioral acculturation, were significantly associated with perceived family conflicts. Independent hierarchical regression models revealed a significant association between conflict ratings and values discrepancies with mothers on the dimension of Conforming to Family Norms, and with fathers on the dimension of Education/Career Issues. However, interaction effects within a combined model to test beta coefficients differences between parents were not significant. Results also suggest that intergenerational conflict may be associated with discrepancy on Respecting Elders. Implications and limitations of these findings are discussed.     

Role conflict and perceptions of gender roles (the case of Israel)

The present study focuses on work—family role conflict among Jewish women employed in a female-typed occupation (secondary school teachers) and a male-typed occupation (university professors). The major hypotheses of the study are that women who work in different occupation types employ different strategies to reduce role conflict and that family roles contribute more to role conflict than work roles. The findings support the hypotheses and show that women in a male-typed occupation spend less time on family and domestic roles, and increase their hours of work. Consequently, their burden at home decreases while their burden at work increases. Because the burden at home contributes more to role conflict than the burden at work, women in male-typed occupations report less role conflict than women in a typically female occupation.An earlier version of this paper was presented at the Society for the Advancement of Socio-Economics Conference, Paris, 1994. We wish to acknowledge our gratitude to Dafna Izraeli for her insightful critique. We also thank the anonymous reviewers for their helpful comments. This research was funded jointly by Schein Institute and The Eshkol Foundation.     

A trickle-down model of organizational justice: relating employees' and customers' perceptions of and reactions to fairness

This study developed and tested a trickle-down model of organizational justice that hypothesized that employees' perceptions of fairness should affect their attitudes toward the organization, subsequently influencing their behaviors toward customers. In turn, customers should interpret these behaviors as signals of fair treatment, causing them to react positively to both the employee and the organization. The model was tested on a sample of 187 instructors and their students. The results revealed that instructors who perceived high distributive and procedural justice reported higher organizational commitment. In turn, their students reported higher levels of instructor effort, prosocial behaviors, and fairness, as well as more positive reactions to the instructor. Overall, the results imply that fair treatment of employees has important organizational consequences because of customers' attitudes and future intentions toward key service employees.     

When disagreement gets ugly: perceptions of bias and the escalation of conflict

It is almost a truism that disagreement produces conflict. This article suggests that perceptions of bias can drive this relationship. First, these studies show that people perceive those who disagree with them as biased. Second, they show that the conflict-escalating approaches that people take toward those who disagree with them are mediated by people's tendency to perceive those who disagree with them as biased. Third, these studies manipulate the mediator and show that experimental manipulations that prompt people to perceive adversaries as biased lead them to respond more conflictually-and that such responding causes those who engage in it to be viewed as more biased and less worthy of cooperative gestures. In summary, this article provides evidence for a "bias-perception conflict spiral," whereby people who disagree perceive each other as biased, and those perceptions in turn lead them to take conflict-escalating actions against each other (which in turn engender further perceptions of bias, continuing the spiral).