不公平感及相关决策的认知神经机制

公平是人类社会生活的基本规范之一,不公平感及其相关决策则是研究者们关注的重要课题。长期以来,该领域的研究一般采用最后通牒博弈或其变式展开。大量脑成像研究探查了关于不公平感及相关决策的认知神经机制,尤其集中探讨了最后通牒博弈的回应者对不公平提议进行反应的脑区及其对应功能。经常得到关注的脑区包括了前脑岛、前扣带皮层、背外侧前额叶、内侧前额叶、杏仁核和颞顶交界等。对特殊人群的不公平感及相关决策进行研究可以帮助检验或澄清上述重要脑区及脑网络在不公平感及相关决策中扮演的角色,同时也阐释特殊人群的社会认知功能的特点。近年来,相当数量的研究关注了不同情境因素(包括分配方案相关因素和社会情境相关因素)调制不公平感及相关决策的过程,并讨论其背后的认知神经机制。未来的研究更应利用多模态数据分析方法,同时结合基因和激素层面的研究,以期深入对不公平感及相关决策的心理和生理机制的理解。     

Encouraging Prosocial Decisions: The Role of Fairness Salience and Uncertainty

Although the decision to engage in prosocial behavior has received research attention, the literature offers a limited understanding of fairness and uncertainty as antecedents. We propose that one can encourage prosocial decision making simply by invoking the notion of fairness because of its effects on the perceived trustworthiness of the invoking party. We also elucidate the complex role of uncertainty in prosocial decisions in that it has a negative effect while also serving to strengthen the positive effect of fairness salience. Our ideas are tested in two prosocial decision contexts, including participative pricing (i.e., “pay what you want”) and charitable giving. Data from an archival study of a naturally occurring event and two controlled experiments offer support for our arguments. Copyright © 2016 John Wiley & Sons, Ltd.     

资源的交换价值和工资性质对其分配公平感的影响

如何公平合理地分配有限的资源是每一个组织都要面对的基本问题。在组织资源分配中存在一个有趣的现象, 即平均分配金钱往往会比平均分配特定商品让人感到更不公平。前人研究认为, 这是因金钱较之特定的商品具有更多交换价值导致的。3个实验对这一重要的心理现象进行了重新研究发现, 不仅交换价值影响资源分配的公平感, 而且资源的工资性质对其分配的公平感也有重要影响。这一发现丰富了Adams的公平理论, 同时也为组织更好地分配资源提供重要参考。     

More than fair: Outcome dependence, system justification, and the perceived legitimacy of authority figures

Legitimacy is a source of power for authorities because it promotes voluntary deference on the part of followers. From a system justification perspective, there is also reason to believe that power is a source of perceived legitimacy. We report five studies demonstrating that in addition to procedural fairness and outcome favorability, outcome dependence is an independent contributor to perceived legitimacy. In two cross-sectional field studies and one panel study, we hypothesized and found that dependence on an authority figure is positively associated with appraisals of legitimacy, measured in terms of trust and confidence in, empowerment of, and deference to authority. These effects were demonstrated in educational, political, and legal settings. Two additional experiments provided direct causal evidence for the hypothesized effect on both perceived legitimacy and voluntary deference (i.e., acquiescence to additional requests). We also found that participants assigned to a high (vs. low) dependence condition judged their outcomes to be more favorable, despite the fact that the outcomes were identical in the two conditions; this effect was mediated by perceived legitimacy. Taken as a whole, these findings suggest that perceived legitimacy is enhanced not only when authorities exercise fair procedures and deliver favorable outcomes, but also when subordinates are dependent on them. Implications for society and the study of legitimacy and social power are discussed.     

绝对音高感对音乐句法加工能力的影响

绝对音高感是一种敏锐的音高知觉能力。拥有这种能力的人可以在没有标准音(A4)参照下, 对所听到的音高进行命名。本文通过对比绝对音高感被试与不具有绝对音高感被试对音乐句法基本规则的知觉以及对音乐句法结构划分能力的差异, 探讨绝对音高感与音乐句法加工能力之间的关系。结果表明, 绝对音高感被试对音乐句法基本规则的知觉水平高于控制组; 同时, 这种知觉上的优势也延伸到他们对音乐句法结构的划分。这一结果说明, 绝对音高感被试不仅可以对音高进行孤立命名, 而且表现出对调性音乐音高关系加工的优势。     

Profit maximization versus disadvantageous inequality: the impact of self‐categorization

Choice behavior researchers (e.g., Bazerman, Loewenstein, & White, 1992 ) have found that individuals tend to choose a more lucrative but disadvantageously unequal payoff (e.g., self—$600/other—$800) over a less profitable but equal one (e.g., self—$500/other—$500); greater profit trumps interpersonal social comparison concerns in the choice setting. We suggest, however, that self‐categorization (e.g., Hogg, 2000 ) can shift interpersonal social comparison concerns to the intergroup level and make trading disadvantageous inequality for greater profit more difficult. Studies 1–3 show that profit maximization diminishes when recipients belong to different social categories (e.g., genders, universities). Study 2 further implicates self‐categorization, as self‐categorized individuals tend to forgo profit whether making a choice for themselves or another ingroup member. Study 3, moreover, reveals that social categorization alone is not sufficient to diminish profit maximization; individuals must self‐categorize and identify with their categorization. Copyright © 2005 John Wiley & Sons, Ltd.     

阶层流动的“双刃剑”效应及其心理机制

阶层流动是指人们在社会分层体系中相对位置的变化。人们普遍预期,向上流动促进个体发展和社会进步。然而近期研究也表明,向上流动还可能损害个体健康和主观幸福感,使人们低估和容忍社会不平等,并反对再分配。地位认同、贫富归因倾向以及系统公正信念能够解释向上流动的双刃剑效应。未来研究需要进一步澄清向上流动感知的具体表现,深入考察向上流动影响的心理机制,探索促进阶层流动积极效应发挥的干预方法。     

When the means justify the ends: effects of observability on the procedural fairness and distributive fairness of resource allocations

While there is substantial research examining how recipients react to allocations that vary in procedural fairness (Colquitt, Conlon, Wesson, Porter, & Ng, 2001 ), previous research has not examined how those dividing resources among themselves and others manipulate procedural fairness (Tyler & Smith, 1998 ). In this paper, we introduce a measure that allows us to compare procedural fairness across resource allocations, and we use an experimental procedure in which participants vary the procedural fairness of their allocations. In three studies, we show that those dividing resources make proactive tradeoffs between distributive and procedural fairness. Participants increased the procedural fairness of their allocations when they knew recipients would observe their procedures, but they were less likely to divide the resources equally among recipients. The decreased emphasis on distributive fairness when procedures were observable resulted in higher joint outcomes, suggesting that the observability of procedures has important implications for the efficiency of resource allocation in groups. Copyright © 2006 John Wiley & Sons, Ltd.     

Employees’ mood, perceptions of fairness, and organizational citizenship behavior

Previous research findings concerning employees’ perceptions of fairness and positive mood as predictors of organizational citizenship behavior (OCB) have been equivocal. Explanations for this inconsistency may be related to the varying types of manipulation techniques adopted and samples tested. To address these issues, the present study adopted the mood and fairness manipulation techniques of Bachrach and Jex (2000, Journal of Applied Psychology, 30(3), 641–663) to investigate their effect on OCB amongst a sample of 138 employees from five large service organizations. The findings revealed that employees’ perceptions of fairness affected their likelihood to perform organizational citizenship behaviors. One implication of this finding is that employees’ perceptions of fairness may have a more enduring effect, in comparison to their mood, on increasing their extra role work behaviors. However, a close evaluation of the mood manipulation technique suggests that further research is needed before any firm conclusions can be made on the relative effect of empolyees’ perceived fairness and positive mood on OCB.     

和谐伦理精神探析

和谐社会是一种和而不同的动态的理性社会,它需要一种全新的和谐伦理精神来支撑。这种和谐伦理精神主要体现在公平正义、诚信友爱、尊重自然等三个方面。公平正义是构建社会主义和谐社会制度的首要美德;诚信友爱是协调和谐人际关系的道德基石;尊重自然是实现人与自然和谐相处的生态伦理精神。这三种伦理精神的统一体现了社会、人和自然的统一。