集群制造企业对外部利益相关者的利益要求研究——基于浙江省长兴县的实证

通过问卷调查,分四类产业群测度长兴集群制造企业的外部核心利益相关者;以供应商、分销商(客户)及同行竞争对手等为对象,测度集群制造企业对外部利益相关者的利益要求。调查表明,长兴县各类产业群集群制造企业仅将外部核心利益相关者定位于传统产业链成员,所要求的利益较为初级,更集中于眼前直接的物质利益要求;各类产业群集群制造企业与外部利益相关者多元的网络化合作体系尚未建立。建议:为促进集群制造企业加快由加工制造型向创新型转型,政府应致力于产业群生产性服务支撑体系建设;集群制造企业应从组织创新和资源整合的视角,着眼于正式产业网络和非正式产业网络资源整合,构建与外部利益相关者合作战略。     

Identities in flux: Cognitive network activation in times of change

Using a dynamic cognitive model, we experimentally test two competing hypotheses that link identity and cognitive network activation during times of change. On one hand, affirming people’s sense of power might give them confidence to think beyond the densest subsections of their social networks. Alternatively, if such power affirmations conflict with people’s more stable status characteristics, this could create tension, deterring people from considering their networks’ diversity. We test these competing hypotheses experimentally by priming people at varying levels of status with power (high/low) and asking them to report their social networks. We show that confirming identity—not affirming power—cognitively prepares people to broaden their social networks when the world is changing around them. The emotional signature of having a confirmed identity is feeling comfortable and in control, which mediates network activation. We suggest that stable, confirmed identities are the foundation from which people can exhibit greater network responsiveness.     

Preferences,constraints, and the process of sex segregation in college majors: A choice analysis

The persistence of horizontal sex segregation in higher education continues to puzzle social scientists. To help resolve this puzzle, we analyze a sample of college entrants in Germany with a discrete choice design that allows for social learning from the experiences of others. We make at least two contributions to the state of research. First, we test whether essentialist gender stereotypes affect major selection mostly through internalization or rather as external constraints that high school graduates adapt their behavior to. Empirically, we find that internalized vocational interests better explain gendered major choices than conformance with friends' and parents' expectations does. Second, we scrutinize whether segregation results from women's anticipation of gendered family roles or from their anticipation of sex-based discrimination, but we find no evidence for either of these hypotheses. As in most previous studies, differences in mathematics achievement fail to explain gendered patterns of selection into college majors.     

Diversity preferences among employees and ethnoracial workplace segregation

Ethno-racial workplace segregation increases already existing ethno-racial inequality. While previous research has identified discriminatory employers as drivers of workplace segregation, this study addresses the role of the employees. Sociological and social psychological theory suggest that people prefer to surround themselves with people who positively confirm their social identity or who contribute with higher group status. Through web-based surveys, we measure employee attitudes and preferences concerning ethno-racial workplace diversity, to what extent they differ by ethnicity/race, and if they contain intersectional patterns. Thereafter, we use simulation models to analyze the consequences for workplace segregation that these preferences would have, if realized.The main survey results showed that all ethno-racial groups favored their own in-group as colleagues, especially European Americans. As a secondary choice, the respondents preferred the out-group with the highest labor market status. Intersectional patterns were identified, as minority women were preferred as colleagues over minority men. Our simulation model, based on the results of two surveys on stated vs. indirectly revealed preferences, showed that employee preferences were at best not diverse enough to desegregate workplaces. When based on the most common preferences (i.e. excluding a few outliers), the simulations even suggested that these preferences can cause segregation. We relate these findings to Schelling's model of segregation.     

Occupational status benefits of studying abroad and the role of occupational specificity – A propensity score matching approach

Occupational status benefits of student mobility remain uncertain, despite increasing interest in the implications of international student mobility for the reproduction of societal inequality. Since mobile young people are a selective group in terms of socio-economic and achievement-oriented factors, we apply propensity score techniques to test whether German higher education graduates who did or did not study abroad differ in occupational status (based on the Socio-Economic Index of Occupational Status) three years after graduation. Analyses are based on multi-cohort representative data of the German population (Working and Learning in a Changing World). Results confirm a positively biased effect of mobility on early career occupational status driven by compositional differences. Subgroup analyses show that even when accounting for this bias, occupational status returns to mobility are positive for those graduating in occupationally unspecific fields of study. There are no returns for those graduating in occupationally specific fields of study. Findings also suggest that the effect of studying abroad is not homogeneous across the study population. Individuals less likely to study abroad are at the same time more likely to reap the occupational benefits from this experience.     

不确定性、意识形态与国际冲突——为什么独裁政治与民主政治难以和平共处

所有政治人都面临着程度各不相同的不确定性,不确定性的程度受因果知识和信息的拥有量的影响。独裁政治的存在基础是国民具有高度的不确定性。意识形态有助于统治者增加和维持国民的不确定性,而实施思想独裁有助于保持意识形态的垄断地位,从而巩固不确定性。如果国际上的民主政治能够降低国民的不确定性,那么统治者或者觊觎政权的竞争者将培植攻击民主国家的意识形态的力量;民主国家也知道这一点,它将努力消灭独裁政治制度。因此独裁政治与民主政治难以和平共处。     

Status inconsistency in groups: How discrepancies between instrumental and expressive status result in symptoms of stress

This study examines whether a mismatch between the positions that individuals hold in different status hierarchies results in symptoms of stress. Prior research has focused on inconsistencies between socioeconomic status dimensions (e.g., education and income) and did not find a significant relation between status inconsistency and stress. In this paper, we build on research on role differentiation and propose to study the effect of inconsistencies between instrumental status and expressive status in group contexts. We hypothesize that people with an inconsistency between these status dimensions experience feelings of uncertainty and frustration in their interactions with others and this manifests in stress-related symptoms. We test this hypothesis with data collected in a medium-sized Dutch childcare organization (N = 93). Polynomial regression analysis, visualized in response surface plots, suggests that status inconsistent employees report higher levels of stress.     

Feeding the pipeline: Gender,occupational plans,and college major selection

In this article, we analyze gender differences in college major selection for respondents to the Education Longitudinal Study (2002–2006), focusing on educational pathways through college that lead to science, engineering, or doctoral-track medicine occupations and to non-doctoral track clinical and health sciences occupations. We show that gender differences in college major selection remain substantial, even for a cohort in which rates of enrollment in postsecondary education are more than ten percent higher for young women than for young men. Consistent with other recent research, we demonstrate that neither gender differences in work–family goals nor in academic preparation explain a substantial portion of these differences. However, the occupational plans of high school seniors are strong predictors of initial college major selection, a finding that is revealed only when occupational plans are measured with sufficient detail, here by using the verbatim responses of students. We also find that the association between occupational plans and college major selection is not attributable to work–family orientation or academic preparation. Finally, we find gender differences in the associations between occupational plans and college major selection that are consistent with prior research on STEM attrition, as well as with the claim that attrition also affects the selection of majors that are gateways into doctoral-track medicine. We discuss the implications of the predictive power of occupational plans formed in adolescence for understanding sex segregation and for policies intended to create a gender-balanced STEM and doctoral-level medical workforce.     

传教士东来与西学传播

从唐朝初年到清朝灭亡千余年间,中西社会历史背景的差异和中国封建统治者对外来传教士执行不同的政策,决定了传教士进入中国的逆顺难易有所不同,在中国所处地位和作为也不尽相同。传教士东来经过了从时断时续发展到持续不断,从以个人来华、在上层中间活动为主发展为以团体来华、深入民间活动为主的历史过程。传教士东来中国不仅手捧圣经,同时也负载着西方最新的科学文化知识,具备在较高层次上从事文化交流的某种素质和条件,除了传播"福音"之外,还参与了众多的科学文化活动,扮演着传播"西学"的重要角色,对中国社会的进步产生了一定的影响。     

Do females necessarily have the same occupational status scores as males? A conceptual and empirical examination of the Duncan Socioeconomic Status Index and Nam-Powers Occupational Status Scores

Social Science researchers have advanced important yet somewhat contradictory conclusions regarding the different economic and occupational reward structures faced by men and women. Income and wage differences between men and women have been shown to be sizable and persistent throughout the occupational hierarchy. Conversely, gender differences in occupational status, commonly scaled by the Duncan Socioeconomic Index, have been shown to be small or nonexistent in most studies. In an attempt to investigate this incongruity, the present study undertakes a comparison of the Duncan SEI and the Nam-Powers Occupational Status Scores in an empirical study of the occupational position of white men and women in 65 large standard metropolitan statistical areas (SMSAs) in 1970. While the findings of earlier studies showing no gender differences in occupational status are for the most part replicated using the Duncan SEI, use of the Nam-Powers scores prompts a much different conclusion. Large status differences between men and women are indicated using this latter scale, differences which are very much in line with income differences commonly cited. We suggest that the Nam-Powers metric should be used instead of the Duncan SEI in studies of occupational status of women and men.     

Are there neighborhood effects on young adult neighborhood attainment? Evidence from mixed-logit models

Studies of racial residential attainment show an intergenerational transmission of racial contexts from youth to adulthood, but it is unclear why this transmission is so robust. It is possible that experiences in racial contexts during youth have lasting effects on neighborhood selection in adulthood, but evidence for this claim has come from research using statistical methods that suffer from problems of ecological dependence and conflation of other neighborhood characteristics. In this study, we address these limitations using mixed-logit models, a form of discrete choice analyses, allowing us to control for differences across metropolitan areas and for multiple characteristics of neighborhoods that may affect the selection of destination neighborhoods. Data for the analyses come from the National Educational Longitudinal Study, the 1990 and 2000 Censuses, and other sources. We find that most of the intergenerational process results from young adults moving to neighborhoods short distances from their origin ones, but the models also suggest a contextual effect of youth experiences in racial compositions on neighborhood selection. The latter finding indicates that policies promoting integration among youth can have long-lasting effects on residential attainment.     

包头市区售货员和顾客之间普通话与方言语码转换

出于调节与顾客的心理差距、避讳、标志售货员的身份地位等动机,售货员利用普通话与方言语码转换作为语言策略,进而说服顾客购买自己的商品。在包头这样的多方言地区,如果人们能熟练地掌握两种甚至更多的语码,就比别人多了一个交流的工具或谋生的策略。     

The declining earnings gap between young women and men in the United States, 1979–2018

We examine the dynamics of the gender earnings gap over the 1979 to 2018 period among full-time workers aged 25–29, focusing on the role of marital status and the presence of children. Using data from multiple years of the Current Population Survey, we find that the earnings gap declined among all groups of men and women, and by 2018 there was earnings parity among the those who were not married and without children. The share of people in this group also grew over the period, and comprised a majority of both men and women by 2018. We also find that while marriage was associated with lower earnings among women in 1979, by 2018 it was associated with higher earnings, suggesting greater positive selection of women with high earnings potential into marriage. The positive association between marriage and earnings among men remained stable. While we found a persistent earnings penalty for having children among women over the period, we found an emerging dampening effect of having children over time among men, which suggests that greater participation in childcare among men has led to lower earnings than in the past (i.e., a causal connection) and/or an emerging selection effect of young men more interested in childrearing over time, perhaps reflecting a cultural shift.     

近十年来农村新媒体传播研究述评

我国农村地区的新媒体传播研究始于2003年,迄今已走过十余年光景。通过对2003-2013年的文献梳理,从普及与应用、认知与现状等五个方面就该问题展开综述。文章发现,该领域的研究内容被不断拓展,关注度逐年提高,始终有多重学科界入。但总体上,它仍旧处于学科研究的边缘,相关研究未能深入展开。随着新媒体在农村地区的普及,部分学科逐步褪去研究热情,新闻与传播学科的研究责任与研究难度都将有所加大。     

Is there something special about twin families? A comparison of parenting styles in twin and non-twin families

Twin comparisons offer a powerful quasi-experimental design to study the impact of the family of origin on children's life chances. Yet, there are concerns about the generalizability of results obtained from twin studies because twin families are structurally different and twins have a genetic resemblance. We examine these concerns by comparing mothers' reports on their parenting styles for twin and non-twin children between twin and non-twin families, as well as within twin families. We use two German studies for our comparisons: TwinLife and pairfam. Our results demonstrate that twins receive more differential treatment and more emotional warmth than non-twins; however, these differences are largely accounted for by age differences between children. Overall, our results indicate that results on parenting obtained from twin studies can be generalized to non-twin families.     

商务英语作为学科的属性及其范畴——兼谈商务英语与ESP的异同

人们普遍认为商务英语是ESP项下的一个分支,这似乎是不容怀疑的。但仔细推敲一下,就会发现两者之间既有联系又有区别,人们往往只看到了其联系的那部分,从而忽略了其差异的部分。以此对ESP和商务英语的差异性从其学科范畴、定义等角度进行了宏观上的分析,提出了ESP目前还不是作为一个独立学科的观点,探讨了ESP和商务英语各自的特性,厘清了两者在内容范畴上的不同,旨在消除人们对一些基础名称认识上的模糊概念,明确了商务英语作为独立学科的属性及范畴。     

Competing for jobs: Labor queues and gender sorting in the hiring process

While much research has documented the pattern and extent of sex segregation of workers once they are employed, few studies have addressed the pre-hire mechanisms that are posited to produce sex segregation in employment. While the notion of a labor queue—the rank order of the set of people that employers choose among—plays a prominent role in pre-hire accounts of job sex sorting mechanisms, few studies have examined the ways in which job candidates are sorted into labor queues. In this paper, we explore the mechanisms by which labor queues contribute to the gendering of jobs by studying the hiring process for all jobs at a call center. Being placed in a queue has a clear gendering effect on the hiring process: the sex distribution of applicants who are matched to queues and those who are rejected at this phase diverge, and among those assigned to queues, women are prevalent in queues for low pay, low status jobs. The screening process also contributes to the gendering of the population of hires at this firm. Females are more prevalent among hires than they are among candidates at initial queue assignment. Among high status jobs, however, males are more prevalent than females. Moreover, there are important wage implications associated with matching to queues. While there are large between-queue sex differences in the paid wages associated with allocation to queues, once allocated to queues the wage differences between male and female candidates are nil. Consequently, the roots of gender wage inequality in this setting lie in the initial sorting of candidates to labor queues.     

Racial double standards and applicant selection

Using double standards to judge job applicants can prevent the selection of qualified candidates who possess disadvantaged status characteristics. Experimental studies have shown that when assessors compare equally qualified women and men for jobs, the men are more likely to be recommended for hiring. We propose that the theoretical processes affecting choices by gender also will apply with candidates differentiated by race. We test that and other predictions using a modification of the application folders design used in double standards research. We found that double standards affected job recommendations and judged suitability of candidates, but not their judged competence. We believe that the process operates outside of conscious choice of candidates, and we used that insight to test an intervention to overcome using double standards in situations of race-differentiated candidates.     

The effectiveness of apprenticeship training: A within-track comparison of workplace-based and school-based vocational training in Hungary

Although apprenticeship training has been praised for its effectiveness in easing the transition of non-college-bound students from school to work, most studies rely on cross-country or cross-track comparisons. This study compares apprenticeship training students with non-apprentices within educational track in a relatively uncoordinated and decentralized institutional setting. Using a rich database and a unique set of observable individual-level characteristics as well as local labor market fixed effects to control for the potential selection bias, the results show that there are no significant differences in employment opportunities between apprentices and non-apprentices within just a year after graduation. This might be due to the failure of the Hungarian firms to enhance the skills of apprentices and thus increase their chances of entering the labor market compared to their school-trained peers. However, some immediate positive effect of apprenticeship training within sub-populations is apparent, which are likely to be the result of screening.     

Partner selection and social capital in the status attainment process

Why is individual success so strongly affected by parental socioeconomic status? We argue that parental socioeconomic status affects the socioeconomic status of one's romantic partner, thereby partially determining one's own social capital and socioeconomic status. Censored-inflated structural equation models using data from the NEtherlands Longitudinal Lifecourse Study (NELLS) and British Household Panel Survey (BHPS) confirm these relationships, while cross-lagged analyses suggest that they may be causal in nature. The strong tendency for people to have a romantic partner that reflects their socioeconomic origin shows how far the influence of the parental home stretches and why it does so.