Philosophical speculations on systems design

Belief in the value of the scientific method as a means of implementing improvement in social systems (here called “systems design”—SD) raises important philosophical questions concerning, inter alia, the meaning of “scientific method”, of “improvement”, and of social reality. One underlying problem is that of the “self reflecting paradox”; e.g. the content and validity of the scientific method can only be discovered by the application of the scientific method. Similarly, SD has its own “social reality” through which it perceives that of its client. “Improvement” is bound up with ethics but ethics does not admit the limitation of obligation to one sub-system, therefore improvement requires the recognition of sub-system linkages. Paradoxically, again, the “improver” is himself part of the total system and bears its impress. Implementation (of improvement) meets the paradox that SD on SD is needed to judge the worth of the SD proposal. The pragmatic escape from the paradox identifies SD with a heuristic role in social progress but presupposes the possibility of progress. “Implementation” secures the possibility of such progress. The second major problem is that SD requires a social reality in which individuals have visible goals; but the “inner world” of individual goals is unknown and cannot be tracked from observable responses. In any case, Kant's moral precept requires that individuals be valued as ends rather than means. Much of SD uses them as means. Though SD is and must be practised, such philosophical speculation raises SD's self knowledge and points the neat paradox of its technical precision won at the price of its fundamental woolliness.     

Public perceptions of the ideal number of children for contemporary families

Demographic and family dynamics have been influenced by the recent downturn in average family size. This research examines perceptions of the ideal size for contemporary families and beliefs regarding factors which have contributed to families' decisions to have fewer children. Findings reveal that the two child family is the overwhelming standard chosen by respondents, and that this preference holds for virtually all demographic categories. Three of five reasons offered for smaller families today (expense of children, wives working and better birth control) were viewed as important by over 85% of those sampled.A previous version of this paper was presented at the annual meetings of the Southern Demographic Group, Austin, Texas, October, 1985. Support for computer analyses was provided by the Office of Computer and Information Services, University of Maryland Baltimore County.     

The North Korean famine and its demographic impact

The North Korean famine began in 1995 and its ill effects, while peaking in the late 1990s,undoubtedly linger. Recent conjectures on excess deaths caused by the famine range widely from about 200,000 to 3 million or more. This article assesses the demographic impact of the famine with greater rigor than has previously been attempted and describes the unique setting in which the famine occurred. The analysis begins with a pair of population projections based on mortality statistics from two sources. Given their contradictory implications, the analysis turns to less direct evidence of famine‐related mortality. That evidence includes China's demographic experience during the Great Leap Forward and recent measurements of child malnutrition in North Korea. Crosscountry comparisons translate this malnutrition into corresponding levels of infant mortality. The article concludes that famine‐related deaths in North Korea from 1995 to 2000 most likely numbered between 600,000 and 1 million.     

A Test of Basic Assumptions of Affective Events Theory (AET) in Call Centre Work1

Based on data from 2091 call centre representatives working in 85 call centres in the UK, central assumptions of affective events theory (AET) are tested. AET predicts that specific features of work (e.g. autonomy) have an impact on the arousal of emotions and moods at work that, in turn, co‐determine job satisfaction of employees. AET further proposes that job satisfaction is an evaluative judgement that mainly explains cognitive‐based behaviour, whereas emotions and moods better predict affective‐based behaviour. The results support these assumptions. A clear separation of key constructs (job satisfaction, positive and negative emotions) was possible. Moreover, correlations between several work features (e.g. supervisory support) and job satisfaction were, in part, mediated by work emotions, even when controlling for gender, age, call centre type (in‐house versus outsourced centres) and call centre size. Predictions regarding consequences of satisfaction and affect were partly corroborated as continuance commitment was more strongly related to job satisfaction than to positive emotions. In addition, affective commitment and health complaints were related to both emotions and job satisfaction to the same extent. Thus, AET is a fruitful framework for explaining why and how specific management strategies used for designing work features influence important organizational attitudes and well‐being of employees.     

Innovation, cultural values, and the management of change in British hospitals

This paper describes the results of a study of innovation in the management teams of 27 UK hospitals. It is argued that the content of innovations provides an accurate representation of the underlying cultural values of the management teams, and the cultural values which they seek to purvey within the wider organizational settings. The authors propose that values in action (as opposed to espoused values) are manifest in the range of innovations introduced by top management within organizations. Using a typology of organizational culture, they categorize the innovations introduced by the management teams, in order to map their underlying cultural values. The results indicate predominant orientations of hospital management teams towards rational goal and hierarchical values in the current context of health care in Britain. Internal climate and service innovations were relatively infrequent, suggesting that the hospitals were dominated by management concern for control rather than flexibility. The costs of such cultural strategies in health service settings are discussed.     

WHEN THE DOCTOR IS A “LADY”: POWER,STATUS AND GENDER IN PHYSICIAN-PATIENT ENCOUNTERS*

An extensive body of research indicates that men interrupt women much more often than the reverse, across a variety of situations. Some conclude that men's interruptions of women in cross-sex conversations constitute an exercise of power and dominance over their conversational partners. To be sure, power is an important facet of many other social relationships, such as those between whites and Blacks, bosses and employees, and—of immediate interest—doctors and patients. Moreover, much of our existing knowledge of sex differences in behavior confounds gender with status. This paper reports results of an exploratory study of interruptions between physicians and patients during actual “visits to the doctor.” Findings based on detailed analyses of videotaped encounters offer empirical support for an asymmetrical view of the physician-patient relationship: physicians interrupt patients disproportionately—except when the doctor is a “lady.” Then, patients interrupt as much or more than physicians, and their interruptions seem to subvert physicians' authority. Discussion focuses on the respective roles of power, status and gender in face-to-face interaction.     

Chemical Health Effects Assessment Methodology for Airborne Contaminants

Chemical Health Effects Assessment Methodology (CHEM) is a new procedure for assessing hazardous properties of airborne toxic contaminants. CHEM evaluates substances for four major health effect categories: carcinogenicity, mutagenicity, reproductive/developmental toxicity, and toxic effects other than the first three. Three elements are considered in the assessment: weight of evidence, potency, and severity of effect. This approach produces a profile of toxic properties of chemicals which preserves their unique multidimensional character and highlights data gaps.     

儒学对于建构和谐世界的意义——中国孔子基金会“儒学与和谐世界研讨会”论要

儒学能用于建设和谐世界的资源主要有仁、中、和、大同、天下为公等等。本次会议对此有全面的论述,值得注意的论点有:仁是和谐的立足点和出发点;中道在全球有普适价值;以力才能“致中”,以增强综合国力为前提才能真正达到世界“中和”;儒学可称作是一种秩序的和平学说;坚持和而不同是建构和谐世界的总的原则;天下为公才能天下太平;儒学思想资源要向世界推广,应当深入了解东西方思想的结构性差异,敢于用我们自己的话语结构去谈论现代问题,建立国际文化互信机制。     

Workplace discrimination and cancer

Data from the Equal Employment Opportunity Commission (EEOC) Integrated Mission System database were analyzed with specific reference to allegations of workplace discrimination filed by individuals with cancer under ADA Title One. These 6,832 allegations, filed between July 27, 1992 and September 30, 2003, were compared to 167,798 allegations from a general disability population on the following dimensions: type of workplace discrimination; demographic characteristics of the charging parties (CPs); the industry designation, location, and size of employers; and the outcome or resolution of EEOC investigations. Results showed allegations derived from CPs with cancer were more likely than those in the general disability population to include issues involving discharge, terms and conditions of employment, lay-off, wages, and demotion. Compared to the general disability group, CPs with cancer were more likely to be female, older, and White. Allegations derived from CPs with cancer were also more likely to be filed against smaller employers (15-100 workers) or those in service industries. Finally, the resolution of allegations by CPs with cancer were more likely to be meritorious than those filed from the general disability population; that is, actual discrimination is more likely to have occurred.