Immigration

It is not a fundamental human right to live wherever one would most like to be. We have to ask when a state should admit people not its citizens wishing to enter and settle within its territory. To exclude someone from entry to a country where he wishes to settle infringes his liberty. When anybody's liberty is infringed or curtailed the onus of proof lies upon those who claim a right to infringe or curtail it, other things being equal. This paper argues that there are two reasonable grounds for refusing entry to would-be immigrants. First, in order to avoid genuine overpopulation; and second, to protect vulnerable cultures being submerged by large numbers of people of a more robust culture. Neither of these restrictions applies in the case of Britain and the paper concludes by demanding an immediate liberalisation of immigration laws and immediate public recognition by government of the benefits of immigration and determined discouragement of xenophobic propaganda against it. This revised version was published online in July 2006 with corrections to the Cover Date.     

Environmental Refugees: What Rights? Which Duties?

It is estimated that there could be 200 million‘environmental refugees’ by the middle of this century. One major environmental cause of population displacement is likely to be global climate change. As the situation is likely to become more pressing, it is vital to consider now the rights of environmental refugees and the duties of the rest of the world. However, this is not an issue that has been addressed in mainstream theories of global justice. This paper considers the potential of two leading liberal theories of international justice to address the particular issues raised by the plight of potential and actual environmental refugees. I argue that neither John Rawls’s ‘Law of Peoples’ approach nor Charles Beitz’s `cosmopolitanism' is capable of providing an adequate account of justice in this context. Beitz’s theory does have some advantages over Rawls’s approach but it fails to take proper account of the attachment that some people have to their own ‘home’. This revised version was published online in July 2006 with corrections to the Cover Date.     

Person perception in the heat of conflict: Negative trait attributions affect procedural preferences and account for situational and cultural differences

Disputes by their nature involve contentious behavior. If one attributes such behavior to underlying personality traits, these attributions can be quite damning. The current research investigated negative trait attributions and their impact on dispute resolution decisions. We hypothesized that judging one's opponent to be low in agreeableness and high in emotionality (e.g. stubborn and volatile) shifts one's preference towards more formal procedures – formal in the sense that a third party judge controls the process and outcome. Drawing on the attribution literature, we hypothesized that two antecedents of these judgments (and consequent preferences) are the perceiver's level of prior information and the perceiver's cultural proclivity to explaining behavior in terms of personal dispositions. Results of an experiment measuring reactions to a hypothetical dispute found that prior information and culture (USA vs Hong Kong) increased trait attributions and preferences for formal procedures. Additionally, expectancy measures showed interaction effects suggesting that disputants dynamically construct expectancies in light of their personality impressions.     

柳宗元对《管子》四维论的解读

把礼、义、廉、耻视为国之四维,提出“四维不张,国乃灭亡”治道思想的是《管子》。历代学者对其持肯定态度,但柳宗元却是例外。他以《管子》释义四维有误、“廉与耻,义之小节”“不得与义抗而为维”为由,论证四维论的提法不确切,进而得出“四维者非管子之言”的结论。实际上,这是一种教条主义的学究式裁断。     

国民公正观的结构

对429名被调查者的研究发现,最为公众赞同的公正观依次为:(1)公正体现在法律面前人人平等;(2)公正体现为人们在求学、就业、投资、参政等方面的机会平等;(3)公正体现在程序公平合理。因素分析表明,国民的公正观是多元的,可分为6个维度,分别为权利、衡平、救济、报应、平等、平均。聚类分析的结果表明,公正内隐观的6个维度最终可聚为"均等"和"对等"2类。     

组织公正研究:回顾与展望

文章主要回顾了组织公正40多年来的研究成果与进展,包括组织公正的概念和理论发展。并从组织公正概念的整合、机会公正、第三方公正、群体公正、跨文化研究、方法论等几个方面提出了进一步研究的思考和展望。     

对辱虐管理与下属公平感关系的再分析：一个有中介的调节效应模型

新近研究发现辱虐管理对下属互动公平感的负向影响受下属权力距离调节：对低权力距离下属来说这种影响相对较强,反之较弱。基于社会交换理论,本文对现有研究做了两方面拓展。首先,引入下属针对领导的总体公平感,考察权力距离在辱虐管理与总体公平感之间的调节作用,扩展那些仅关注互动公平感的研究。其次,引入领导-部属交换,解释权力距离具体是如何在辱虐管理与下属总体公平感之间发挥调节作用的。以296名企业员工为被试,研究发现：(1)下属权力距离在辱虐管理与下属总体公平感之间有调节作用;(2)这种调节作用是通过领导-部属交换的中介作用实现的,即对不同权力距离的下属来说,辱虐管理对领导-部属交换有不同作用,进而对下属总体公平感产生不同影响。     

气候变化的心理影响及应对策略

气候变化是指人类活动直接或间接导致的气候方面的改变, 是本世纪人类面临的最大挑战之一。气候变化对个人的认知、情绪及行为均有影响, 这些心理影响对大多数人而言是渐进式的。目前已有的研究发现, 气候变化的应对策略包括问题聚焦、情绪聚焦和意义聚焦三种, 而意义聚焦可能是其中最有利于心理健康的应对策略。未来的研究需要进一步界定某些重要概念, 并使之能够操作化, 需要探讨气候变化应对策略与心理健康之间的关系, 研究中国人气候变化应对策略的特征等。     

组织氛围研究：概念测量、理论基础及评价展望

组织氛围是员工对组织环境的主观知觉。文章在回顾组织氛围研究起源、总结归纳组织氛围定义的基础上, 给出了组织氛围的新定义。组织氛围有个体、团队和组织三个分析水平, 分别对应着不同的测量方法。组织氛围与组织文化既存在区别又密不可分。组织氛围的形成机制及可能的影响因素常用社会信息加工、社会交互作用、吸引选择磨合、涌现和意义建构等理论来解释。未来研究应进一步加强对组织氛围概念、研究方法、影响因素等方面的深入探讨, 拓展组织氛围的跨文化及其差异研究。     

社会公正与政治信任：民众对政府的合作行为机制

胡锦涛在中共十八大上提出：必须坚持维护社会公平正义。对社会公正的认知直接决定着民众的政治信任, 进而影响民众对政府的合作。近年来频发的群体性事件即是非合作行为的典型表征。然而, 国内外研究中至今没有直接探讨社会公正与政治信任影响合作行为的实证支持, 更无法进一步揭示其作用于合作行为的过程和条件。鉴于此, 本研究将社会公正分为分配公正和程序公正, 将政治信任分为工具信任和情感信任, 采用实验室研究、现场研究和问卷调查研究相结合的方法, 探讨社会公正对合作行为的过程机制, 建立其通过工具信任和情感信任作用于合作行为的双路径模型; 并进一步分析结果依赖性对这一路径模型的调节作用。本研究有望提出社会公正与政治信任影响合作行为的双路径模型及其调节变量, 一方面在理论上深化和拓展本领域的研究, 另一方面实践中通过提升公正感、强化过程变量(政治信任)、干预调节变量(结果依赖性)等策略促进合作行为。