2~3岁儿童在分配情境下的公平敏感性

公平敏感性是指个体对感知到的公平和不公平的稳定而个性化的反应, 其表现为个体对公平的不同偏好。本研究旨在考察2~3岁儿童公平敏感性发展特点, 并进一步探究分配情境、分配数量和分配结果等因素对儿童公平敏感性的影响。实验1采用VOE范式, 在第三方任务情境下, 考察130名2~3岁儿童公平敏感性的发展特点, 结果发现在VOE范式下, 2~3岁儿童公平敏感性随着年龄增长而上升, 3岁~3岁3个月儿童的公平敏感性发展最明显。实验2, 选取60名处于公平敏感性发展最明显的3岁~3岁3个月的儿童比较其在不同分配情境、分配数量以及分配结果下的注视时间差异。结果表明, 在有接受者情境下儿童公平敏感性显著高于无接受者情境下的公平敏感性, 并且公平敏感性受分配数量的影响。     

补偿性消费行为：概念、类型与心理机制

补偿性消费行为是指为了弥补某种心理缺失或自我威胁而发生的消费行为, 是一种替代的心理需求满足工具。补偿性机制作为看待行为的重要视角, 可以解释许多看似不理性或不合常理的消费现象。自尊威胁、控制感缺失和归属感缺失是导致补偿性消费的3种动机来源。未来研究可以从以下4个方面对补偿性消费行为进行深入探讨：1)根据补偿机制的不同, 对补偿性消费的表现形式和类型进行细分; 2)评估消费行为的心理补偿效果; 3)探讨除消费外其他替代性的心理补偿方式, 以及消费补偿与其他补偿方式之间的关系; 4)挖掘中国社会文化环境下的补偿性消费行为的特点与产生机制。     

论医学公正

通过对公正的理论考量,揭示公正作为卫生经济伦理学的核心理念,在医学实践中具有重要的价值评判作用.同时指出中国的卫生经济发展的指导性方针应该是:公平优先,兼顾效率.     

A Multi-Cultural Study of Salespeople's Behavior In Individual Pay-For-Performance Compensation Systems: When Managers Are More Equal And Less Fair Than Others

In this research, we examine salespeople's behavior in individual pay-for-performance compensation systems and show how perceived management fairness seems to energize sales employees in some environments but not in others. We use a large multicountry database of individual-level remuneration for more than 2,500 salespeople across four B2B industry sectors to demonstrate cultural adaptations of the effect of perceived management fairness. The results indicate that top management should be concerned with employees' perceptions of fairness in addition to the more typical concerns of control and motivation widely acknowledged in the microeconomics-based sales-force compensation literature. In particular, we show that perceptions of management fairness are key to salespeople's proportion of total pay generated by pay-for-performance formulas.     

A behavioral account of compensation awarding decisions

Suppose an individual loses an irreplaceable object and someone else is at fault. How much should he be compensated? Normatively, compensation should equal the value (utility) to the victim. Our experiments demonstrate that compensation decisions often ignore value and are instead based on cost (how much the victim originally paid for the item) except when cost is zero. For example, we found that people awarded $200 for a destroyed item worth $500 to the victim if the cost was $200; however, they awarded $500 if the original cost was zero. We explain these phenomena in terms of lay scientism (the tendency to base decisions on objective factors) and discuss how the prevalent cost‐based compensation rule hurts consumer welfare. Copyright © 2008 John Wiley & Sons, Ltd.     

Employee Stock Options: Are They Indeed Superior to Other Incentive Compensation Schemes?

Although employee stock options are gaining in popularity as a compensation plan aimed at improving work performance, there is neither theoretical nor empirical evidence that they are indeed superior to other incentive schemes, such as profit sharing and gain sharing. This paper examines, from a theoretical perspective, the possible effects of four incentive plans on employee motivation and performance: merit pay, profit sharing, gain sharing, and employee stock options. The analysis relies on two behavioral theories, Expectancy and Equity, and a conceptual financial framework. The different approaches yield incongruent predictions as to which of the four schemes can be expected to most enhance employee motivation. While the managerial theories favor stock options over profit or gain sharing, financial theory makes the case that all plans are identical in a competitive labor market, whereas if stock options are restricted and the labor market exhibits some degree of imperfection, gain and profit sharing plans may prove superior.     

Why Are Women Paid Less than Men, but Given Higher Raises?

We replicated and extended a largely ignored pattern of findings in the literature, namely, that women receive lower base pay but higher pay increases than men within the same organization. Despite the fact that we were able to explain about 95% of the variance in base pay, gender differences remained. We found that unequal starting pay was a significant factor in subsequent base pay. In addition, we compared two explanations for the finding that women receive higher pay raises than men. The results suggested that structural features of the pay increase system, rather than the reduction of stereotypes, seemed to account for women receiving higher pay increases.     

企业员工薪酬公平感实证分析

在预研究的基础上,自编《企业员工薪酬公平感问卷》并对810名企业员工施测。用探索性因素分析、验证性因素分析、多元逐步回归分析等统计方法探讨了员工薪酬公平感的结构维度及其与工作绩效、组织承诺的关系。研究表明,我国企业员工薪龇公平感是由分配结果公平感、程序执行公平感、领导评价公平感和信息提供公平感等四维度构成。领导评价公平感对工作绩效有显著预测作用;程序说明公平感、领导评价公平感和信息提供公平感对情感承诺具有显著预测作用。     

The Forgotten Faculty: Challenges for Ph.D.s in Clinical Medical School Departments

The data and discussion contained in this invited paper are based on the opening plenary by the first author whose paper titled “The Status of Ph.D.s in US Medical Schools” was presented at the 3rd national conference of the Association of Psychologists in Academic Health Centers, Minneapolis, MN, May 2007. The significant growth of the number of Ph.D.s in clinical departments is described, as is their distribution. The roles they play; the barriers they face in terms of leadership opportunities, promotion and tenure; and the concerns they voice that are specific to this population are also discussed. Salary differentials between Ph.D.s on main and medical school campuses are provided. Recommendations for future investigation of disparate treatment and for faculty development opportunities specifically aimed at this group are found at the conclusion of the paper.     

On Enrolling More Female Students in Science and Engineering

Many people hold this truth to be self-evident that universities should enroll more female students in science and engineering; the main question then being how. Typical arguments include possible benefits to women, possible benefits to the economy, and the unfairness of the current female under-representation. However, when clearly stated and scrutinized these arguments in fact lead to the conclusion that there should be more women in scientific disciplines in higher education in the sense that we should expect more women (which various kinds of discrimination may prevent), not that we should actively enroll more women. Outreach programs towards high school students may therefore be logically incompatible with the arguments supposed to justify them. They should purport to allow women to graduate in a field congruent with her abilities and desires, rather than try to draw as many of them to scientific disciplines as possible: one cannot try to 'recruit' as many female students as possible while claiming to help them choose more freely.