生态文明:从理念到行动

十七大报告首次提出生态文明,这是我们党科学发展、和谐发展理念的一次升华.同时,报告还强调,要使生态文明观念在全社会牢固树立,基本形成节约能源资源和保护生态环境的产业结构、增长方式、消费模式.可见,生态文明不仅是一种理念的共识语言,更是一种生产与生活实践的落实要求.     

TRACKING THE GENDER PAY GAP: A CASE STUDY

This article provides a short introduction to standard considerations in the formal study of wages and illustrates the use of multiple regression and resampling simulation approaches in a case study of faculty salaries at one university. Multiple regression is especially beneficial where it provides information on strength of association, specific dollar estimates, and the option to identify outliers by gender. Resampling simulation allows for analysis at the department level and is beneficial where distributions depart substantially from normal, particularly where there are unequal error variances. Results indicate that both regression and simulation methods provided evidence of a sizable pay gap associated with gender, even after controlling for rank, academic field, and years of service. The gap occurs in fields traditionally viewed as female as well as science fields with typically lower female representation. Finally, we discuss implications for remediation based on these models.     

Rational Choice, Deterrence, and Theoretical Integration

The old version of rational choice theory is that people engage in conscious and deliberate cost–benefit analysis such that they maximize the values and minimize the costs of their actions. The new version of rational choice theory is that people intuit the values and costs of an action; but because they are imperfect processors of information, they pursue what they perceive as most satisfying. The possibility that legal punishments deter is consistent with the new version of rational choice theory, which can be used to integrate deterrence with other criminological theories, such as strain and social learning. An integrated theory of deterrence is presented and tested with experimental data.     

Effects of Internal and External Pay Comparisons on Work Attitudes1

The effects of internal and external pay comparisons on several work attitudes were assessed within an experimental design. Participants responded to hypothetical scenarios in which their pay was greater, less, or equal to an internal and external individual or group referent. As predicted, internal and external pay comparisons predicted pay satisfaction and perceived pay fairness. Also as expected, internal equity was the stronger predictor of work motivation and perceived organizational support, and external equity predicted turnover intention more strongly. Partial support was found for the hypothesis that work attitudes would be impacted more strongly when individuals made pay comparisons with a group referent than with an individual referent other. Implications for the design of compensation systems are discussed.     

Symmetry, direct measurement, and Torgerson's conjecture

Two forms of direct measurement are considered in the article: a strong form in which ratio productions named by number words are interpreted veridically as the numerical ratios they name; and a weak form in which the ratio productions named by number words may have interpretations as ratios that are different from numerical ratios they name. Both forms assume that the responses to instructions to produce ratios are represented numerically by ratios, and thus the word “ratio”—and supposedly the participants concept associated with it—is being “directly” represented. The strong form additionally “directly represents” the number mentioned in the instruction by itself. The article provides an axiomatic theory for the numerical representations produced by both forms. This theory eliminates the need for assuming anything is being “directly represented,” allowing for a purely behavioral approach to ratio production data. It isolates two critical axioms for empirical testing. An measurement-theoretic explanation is provided for the puzzling empirical phenomenon that subjects do not distinguish between ratios and differences in a variety of direct measurement tasks.     

When groups are wrong and deviants are right

How do group members respond when their group wrongfully punishes a group member? In two experiments, participants were presented with an ingroup member who argued for group change on moral (Experiment 1, N = 73) or scientific grounds (Experiment 2, N = 94). Despite being right, the member was treated as deviant by the group. We manipulated whether the group retained its former opinion or adopted the deviant's position, and whether the deviant's punishment was ongoing or whether the deviant was reinstated. We tested opposing predictions about how these group actions would affect group members' negativity towards the deviant. Both studies showed that negativity towards the deviant was highest when the group opinion was unchanged and the deviant was not reinstated. Further, opinion change or reintegration defused negativity towards the deviant. Implications of groups rejecting or embracing change, and their effects on the evaluation of wrongfully accused deviants are discussed. Copyright © 2010 John Wiley & Sons, Ltd.