Co-constructing a Conceptual Understanding of System Enactment

Clinical Social Work Journal - System enactments are co-created phenomena characterized by confounding and emotionally charged multi-person interactions that emerge through the convergence of...     

语言价值、权力结构与国际组织的语言选择

国际组织的语言选择是其行政机构及成员基于组织特性、语言价值等多种考量因素进行博弈的结果。为实现国际组织的宗旨和目标，其行政机构基于国际组织的“组织性”特征尤为注重语言的实用价值，甚至以此作为主导性考量因素，英语因而在国际组织的语言选择中占据主导地位。然而，“国际性”特征要求国际组织必须兼顾语言的象征价值，这与其成员彰显本国语言的诉求相吻合。国际组织成员尤其是成员国的权力强弱对国际组织的语言选择影响深远，部分成员通过在特定国际组织中推广本国语言的使用来提高自身的国际地位及影响力。同时，历史因素通过保留国际组织权力结构中的正式制度对其语言选择产生延迟性影响，致使语言政策的变革滞后于成员之间的相对权力动态。     

Improved Transferability of Data‐Driven Damage Models Through Sample Selection Bias Correction

Damage models for natural hazards are used for decision making on reducing and transferring risk. The damage estimates from these models depend on many variables and their complex sometimes nonlinear relationships with the damage. In recent years, data‐driven modeling techniques have been used to capture those relationships. The available data to build such models are often limited. Therefore, in practice it is usually necessary to transfer models to a different context. In this article, we show that this implies the samples used to build the model are often not fully representative for the situation where they need to be applied on, which leads to a “sample selection bias.” In this article, we enhance data‐driven damage models by applying methods, not previously applied to damage modeling, to correct for this bias before the machine learning (ML) models are trained. We demonstrate this with case studies on flooding in Europe, and typhoon wind damage in the Philippines. Two sample selection bias correction methods from the ML literature are applied and one of these methods is also adjusted to our problem. These three methods are combined with stochastic generation of synthetic damage data. We demonstrate that for both case studies, the sample selection bias correction techniques reduce model errors, especially for the mean bias error this reduction can be larger than 30%. The novel combination with stochastic data generation seems to enhance these techniques. This shows that sample selection bias correction methods are beneficial for damage model transfer.     

科技创新、产业复杂度与经济增长

科技创新能够通过产业复杂度的变化对经济增长产生影响.以1995—2019年世界银行和哈佛大学Atlas数据库的科技创新为研究样本,运用中介效应检验方法,考察科技创新如何通过纺织类、农业类、钻石类、矿产类、金属类、化工类、汽车类、设备类和电子类的产业复杂度变化来影响国民生产总值,从而揭示了科技创新如何通过产业复杂度的变化影响经济增长的机理.研究结果表明:从总体上看,科技创新影响经济增长的过程中,产业复杂度的中介效应量为90.83％,具有显著性,其中农业类、钻石类以及矿产类相关系数为负,其他类别相关系数为正,电子类作用程度最高.区分经济体类型的研究结果显示:产业复杂度的中介效应存在异质性,发达经济体、亚洲经济体、技术密集型经济体存在相对优势,而且科技创新促进经济增长开启了"机会窗口期",后发经济体可以实现"弯道超车".这一研究结论有助于丰富科技创新领域的相关成果,能够为引导产业转型升级方向、提高国家经济增长能力提供理论依据和经验借鉴.     

Multiple event times in the presence of informative censoring: modeling and analysis by copulas

Motivated by a breast cancer research program, this paper is concerned with the joint survivor function of multiple event times when their observations are subject to informative censoring caused by a terminating event. We formulate the correlation of the multiple event times together with the time to the terminating event by an Archimedean copula to account for the informative censoring. Adapting the widely used two-stage procedure under a copula model, we propose an easy-to-implement pseudo-likelihood based procedure for estimating the model parameters. The approach yields a new estimator for the marginal distribution of a single event time with semicompeting-risks data. We conduct both asymptotics and simulation studies to examine the proposed approach in consistency, efficiency, and robustness. Data from the breast cancer program are employed to illustrate this research.

     

Benevolence-dominant,authoritarianism-dominant,and classical paternalistic leadership: Testing their relationships with subordinate performance

We propose a new typology of paternalistic leadership styles based on how leaders demonstrate authoritarianism and benevolence, the two essential components of this type of leadership. Benevolence-dominant paternalistic leadership refers to leaders' sole dependence on the use of benevolence without their strong assertion of authority, whereas authoritarianism-dominant paternalistic leadership is based mainly on authoritarianism itself; classical paternalistic leadership, which best fits early observations of paternalistic leaders, refers to the salient combination of both leadership components. We used two distinct samples and methods to test this typology and the association with subordinate performance. Across the two studies, a field investigation with Taiwanese military supervisor-subordinate dyads and a hypothetical scenario experiment with U.S. working adults, we found a positive relationship between classical paternalistic leadership and subordinate performance as strong as that between benevolence-dominant paternalistic leadership and performance. Our findings echo the phenomenon that paternalistic leaders tend to combine benevolence with authoritarianism to affect subordinate performance.     

Leader-member exchange as a linking pin in the idiosyncratic deals - Performance relationship in workgroups

In the current investigation, idiosyncratic deals (i-deals; individualized work arrangements) are modeled as differentiated resources that shape leader-member exchange (LMX) relationships in workgroups. We integrate literature on leader-member exchange (LMX) with research on i-deals to argue that employee evaluations of i-deals received from the grantor –typically the leader- enhance employee perceptions of LMX, which in turn become instrumental in generating positive performance outcomes. Furthermore, because workgroup characteristics have potential implications on the relationship between a deal grantor and the deal recipient, drawing upon social identity theory of leadership, we reason that the i-deals-LMX relationship is affected by the overall value congruence among the group members. Cross-level moderated mediation analyses on multi source data obtained from 289 employees nested in 60 workgroups showed that the mediational role of LMX in the i-deals to performance outcomes relationship was weaker in high value congruence groups.     

LGBTQ Women,Appearance Negotiations,and Workplace Dress Codes

The purpose of this study was to explore LGBTQ women’s experiences with unwritten or formal dress codes at work. I asked: What are LGBTQ women’s experiences in the workplace with appearance management, and what are LGBTQ women’s experiences navigating the written and unwritten dress codes in the workplace? To answer the research question, interviews were conducted with 24 self-identifying LGBTQ women. Six key themes emerged from the data. Themes included (1) expressed sexual identity in appearance, (2) unwritten dress codes in work environments did not always allow for expression of sexual identity in appearance, (3) motivations for pressure or desire to conceal expression of sexual identity in appearance at work, (4) negotiations of revealing or concealing sexual identity in appearance in the workplace impacted levels of comfort and confidence, (5) verbal and nonverbal negative experiences related to appearance at work, and (6) received compliments about appearance at work.