Why do residents accept a demanding rule?: Fairness and social benefit as determinants of approval of a recycling system1,2

Abstract: This study examined why people accepted a demanding rule in a recycling system that was newly introduced in Nagoya City. We focused on two social psychological topics: social dilemmas and fairness. While the new system succeeded in reducing waste, it imposed a burden on citizens without providing incentives and sanctions. In a research survey, 1442 responses from a sample of 3000 (48% response rate) were obtained using a stratified sampling method. The results showed that the new recycling system was approved despite the demands placed on citizens, with a preference for more strict rules such as penalties and surveillance for noncompliance. The main determinants of approval of the new recycling system were social benefit and procedural fairness, whereas the main determinant of preference for strict rules was outcome fairness. We argue that (a) social benefit should be emphasized to facilitate cooperative behavior in a social dilemma situation and (b) the government should ensure sufficient discussion with citizens and acknowledgment of their opinions.     

行为责任归因与处罚公平性、严格判断的关系

本研究采取问卷法,选取99名管理者和被管理者作为被试,探讨行为责任归因与处罚公平性、严格程度判断之问的关系。研究发现：（1）公平性判断与消极结果相关,对取得同样消极结果的两个行动者采取相同的处罚（但解雇除外）更为公平;（2）公平性判断与行动者对其消极结果是否负责有关,处罚三（对无责任者的处罚比有责任者的处罚轻）与处罚一（对无责任者的处罚比有责任者的处罚重）两种情形F公平性判断之间存在显著性差异,处罚三中公平性判断得分较高;（3）严格程度判断与行动者是否负有责任无关,只与总的处罚严重性程度相关。     

公平--精神道德观念还是互利合作机制?

公平概念一直都是儿童道德发展研究的一个重要课题。传统上认为公平作为一个道德概念,属于人类精神层面,指导人类行为,是高于社会物质生活的。然而进一步研究关注,公平,作为人类生活中的一个重要而普遍的现象,是如何产生的,又为何能保持在人类社会生活中的。结果表明,公平在是人们在互利的目的下表现出来的一种策略,受到社会信息透明度的影响。一个社会中信息越透明,个体的名声越容易形成,则公平越成为一种最优的策略。     

The Embodiment Thesis

In this essay I articulate and defend a thesis about the nature of morality called “the embodiment thesis”. The embodiment thesis states that moral values underdetermine the obligations and entitlements of individual persons, and that actual social institutions must embody morality by specifying these moral relations. I begin by presenting two thought experiments that elucidate and motivate the embodiment thesis. I then proceed by distinguishing the embodiment thesis from a Rawlsian doctrine about the nature of justice, from the doctrine of moral relativism, and from solutions to the coordination problem of rational choice theory.     

企业薪酬管理中的心理效应

薪酬作为企业对员工履行劳动义务的物质补偿形式。薪酬的形式和内容将直接关系到员工的切身利益和企业的发展。本文主要是从薪酬的不同发放形式和内容对员工公平感、满意度的影响等角度,来分析员工在薪酬体系中的不同的心理效应,及对员工行为的影响。     

Behaving as expected: Public information and fairness norms

What is considered to be fair depends on context‐dependent expectations. Using a modified version of the Ultimatum Game, we demonstrate that both fair behavior and perceptions of fairness depend upon beliefs about what one ought to do in a situation—that is, upon normative expectations. We manipulate such expectations by creating informational asymmetries about the offer choices available to the Proposer, and find that behavior varies accordingly. Proposers and Responders show a remarkable degree of agreement in their beliefs about which choices are considered fair. We discuss how these results fit into a theory of social norms. Copyright © 2009 John Wiley & Sons, Ltd.     

提议者的意图、相对收益与绝对收益对不同年龄回应者公平行为的影响

实验呈现了最后通牒博弈的3种分配情境：匿名者分配情境中, 匿名者提出方案, 且与被试分享资源, 故成熟的回应者需考虑意图、相对收益和绝对收益; 随机数生成器(RNG)分配情境中, 无关的匿名他人与被试分享资源, 故需考虑相对收益与绝对收益; 计算机分配情境中, 因计算机不能带走资源, 故只需考虑绝对收益。实验通过分析3种分配情境下回应者对同一分配方案的拒绝情况, 探讨意图、相对收益、绝对收益对公平行为的影响。结果发现：(1)年幼儿童(4~5岁)倾向于接受绝大多数分配方案; (2)年长儿童(9~11岁)在3种分配情境和多数分配方案上的拒绝率均高于其他组; (3)青少年(16~18岁)在方案2/8上的拒绝次数存在显著差异, 且匿名者分配情境显著多于RNG分配情境, 计算机分配情境显著多于零; 在3/7方案上的拒绝次数存在显著差异, 且计算机分配情境显著多于零; (4)成年人(21~24岁)在1/9和2/8方案上的拒绝次数存在显著差异, 且RNG分配情境显著多于计算机分配情境, 计算机分配情境显著多于零; 在 3/7方案上的拒绝次数具有显著差异, 且匿名者分配情境显著多于RNG分配情境, 计算机分配情境显著多于零。结果表明, (1)年幼儿童很难抵制绝对收益的吸引, 表现最为自利; (2)年长儿童更多考虑了相对收益, 能够抵制绝对收益的吸引, 并开始关注提议者的意图; (3)青少年处于关注提议者意图的重要时期, 主要基于意图与绝对收益进行决策; (4)成人的决策是意图、相对收益、绝对收益共同作用的结果。     

When does high procedural fairness reduce self-evaluations following unfavorable outcomes?: The moderating effect of prevention focus

The present studies were designed to delineate when procedural fairness would be more versus less likely to be inversely related to people’s self-evaluations in response to unfavorable outcomes. Prior theory and research have shown that: (1) the more that people assign psychological significance to unfavorable outcomes, the more likely are their self-evaluations to be adversely affected by such outcomes, and (2) people who are more prevention focused in their self-regulatory orientation assign greater psychological significance to unfavorable outcomes. Consequently, we predicted that in the face of unfavorable outcomes, the inverse relationship between procedural fairness and self-evaluations would be more likely to emerge among those who are more prevention focused. Using different conceptions or operationalizations of all of the independent and dependent variables, we found support for this prediction in three studies, spanning different cultures, contexts, and methodologies.     

Fairness and bargaining power in threshold public goods experiments

Experiments on three two‐person threshold public good provision games, namely, the simultaneous, sequential, and dictator games, are conducted to explore the motives behind giving. Players who move simultaneously are endowed with equal bargaining power, and players who move first are endowed with more bargaining power than players who move subsequently. Dictators are indubitably endowed with complete bargaining power. Since the differences between the bargaining powers of two players increase from the simultaneous to the sequential to the dictator game, comparisons among games allow us to trace whether the contribution behavior is motivated by fairness or is simply due to the strategic concern. The experimental evidence shows that the strategic concern explains the overall contribution behavior better than the motive of fairness. However, in the final round 26% of the dictators share the threshold evenly with their opponents, suggesting that some subjects do play fairly. Copyright © 2007 John Wiley & Sons, Ltd.     

模拟员工招聘过程中的有意遗忘效应

以隐私信息和非隐私信息为目标信息,以66名大学生为被试,采用类似字表范式,探讨了模拟员工招聘过程中三种提示条件下的有意遗忘效应。结果发现:①在模拟员工招聘过程中,有意遗忘效应显著,不同的提示会影响决策的结果;②简历上的与工作无关的个人隐私信息对招聘者的决策过程有一定的消极影响;③一定的干预手段可以部分消除个人隐私信息对聘用决策的消极影响,但不能完全消除。