土耳其中等强国外交的现实性和可能性

进入新世纪以来,随着土耳其经济的快速发展,其政治与外交政策也在发生变化。尤其在正义与发展党执政后,依托中东格局进入旧已破、新未立的转型之机,逐步形成中等强国型的外交战略。本文从土耳其所具有的现实条件和制约因素两个方面分析该外交战略构想的现实性和可能性。     

Fair and efficient division through unanimity bargaining when claims are subjective

In a subjective claims problem several partners have conflicting perceptions on how a jointly produced surplus should be divided fairly amongst them. In a large-scale experiment, we compare the fairness and efficiency of three unanimity bargaining procedures used to reach a consensus in a three-partner subjective claims problem. Under each procedure partners move sequentially, making alternating proposals. The procedures differ in whether they ask for a complete division proposal (Offer and Exit rule) or only for a proposal regarding the partner’s own fair share (Demand rule); and in whether partners have to accept the entire division proposal (Offer and Demand rule) or only their own share (Exit rule). For the fairness assessment partial and impartial fairness views are used and we find that the Offer rule performs best in terms of allocative fairness and no worse in terms of efficiency.     

Determining Sample Size Using Fast and Slow Thinking

ABSTRACT

Using SPSS's bootstrapping procedures, this article demonstrates an approach to determining sample size that combines fast (heuristics or rules-of-thumb) and slow (statistical power analysis) thinking to balance statistical power, precision, and practicality. Sample size is determined for six commonly used statistical procedures: independent groups t-test, one-way ANOVA, one-way MANOVA, Pearson's r correlation, linear regression, and logistic regression. Overall, findings suggest that both approaches may under or over-estimate sample size. Both approaches yielded similar parameter and confidence interval estimates, but varied, sometimes by a factor of two, in their sample size requirements. It is hoped that this study's procedure and results will provide beginning reference points for sample size determination, and encourage researchers continue to search for resolutions for often difficult sample-size decisions.     

论批评性话语分析

本文探索了批评性话语分析的理论渊源,并论述了批评性话语分析的研究方法和研究范围,最后论文阐述了批评性话语分析的研究前景和研究意义,作者认为批评性话语分析在语言学界日益成为一个学术焦点,对批评性话语分析的研究能使公众认清话语中隐藏的权力、意识形态的真实面貌,同时在揭露权力话语对公众的欺诈性上是具有深远意义的。批评性话语分析的主要任务是提高公众对大众语篇的敏感性,培养公众的话语批判意识。     

中外合资企业跨文化管理的"钻石结构"模型研究--大亚湾核电跨文化管理的探索

本文在继承传统跨文化管理--从国家文化角度分析管理问题的基础上,重点从微观层面出发建立了一个跨文化管理的"钻石结构"模型,并运用这个结构模型来具体分析了大亚湾核电跨文化管理的实践活动,并对大亚湾核电跨文化管理的主要措施进行了探讨,希望这些结论能够对未来中外合资合作企业进行跨文化管理提供有益的参考和借鉴作用.     

Unjust punishment in organizations

What causes leaders to punish subordinates unjustly? And why might leaders keep punishing subordinates unjustly, even when this increases workplace misconduct? In the current paper we address these questions by suggesting that power and status cause leaders to punish unjustly. We review evidence on the effects of power and status on punishment, review how unjust punishments foster misconduct, and highlight how this creates a self-perpetuating feedback loop—leaders are more likely to punish in an unjust manner when subordinates engage in misconduct, but subordinates’ misconduct is partly caused by unjust punishments. We also discuss how leader-subordinate distrust may be at the heart of this phenomenon and how organizations may counteract unjust punishments. We draw attention to research areas that have received little attention and draw up an agenda for future research. Taken together, we integrate the literatures on power, status, punishment and trust, review evidence on when unjust punishments become perpetuating, challenge research suggesting that leaders are cautious when punishing, and guide future research on the topic of punishment in organizations.     

Leader-member exchange and organizational citizenship behaviors: Contextual effects of leader power distance and group task interdependence

In this paper we explore the context of the relationship between leader-member exchange and organizational citizenship behaviors (OCB). We maintain that workgroup leader's power distance and the extent of task interdependence in the group exert cross-level effects on the LMX-OCB relationship. We assert that leader power distance attenuates the relationship between LMX and OCB, and this effect is stronger in workgroups with high degree of task interdependence. Results of hierarchical linear modeling analysis of data gathered from 245 employees nested in 54 workgroups supported our hypotheses. LMX-OCB relationship was weaker in workgroups led by high power distance leaders. Further, the three-way cross-level interaction between LMX, leader power distance and group task interdependence demonstrated that the tendency for LMX to have a stronger positive effect on OCB when leader power distance was low rather than high was more pronounced in high task interdependence teams.     

Empathic emotion and leadership performance: An empirical analysis across 38 countries

The purpose of our research is to examine the relationship between subordinate ratings of a target-leader's empathic emotion and boss ratings of performance of that target-leader. Furthermore, using hierarchical linear modeling, we assess whether the cultural background of the target-leader moderates this relationship. Our results show that leaders who are rated by their subordinates as engaging in behaviors that signal empathic emotion are perceived as better performers by their bosses. In addition, we found that the GLOBE societal culture dimension of power distance was a significant cross-level moderator of the relationship between empathic emotion and performance. Implications for leading in cross-cultural and multicultural contexts are discussed.     

Minimum power assignment in wireless ad hoc networks with spanner property

Power assignment for wireless ad hoc networks is to assign a power for each wireless node such that the induced communication graph has some required properties. Recently research efforts have focused on finding the minimum power assignment to guarantee the connectivity or fault-tolerance of the network. In this paper, we study a new problem of finding the power assignment such that the induced communication graph is a spanner for the original communication graph when all nodes have the maximum power. Here, a spanner means that the length of the shortest path in the induced communication graph is at most a constant times of the length of the shortest path in the original communication graph. Polynomial time algorithm is given to minimize the maximum assigned power with spanner property. The algorithm also works for any other property that can be tested in polynomial time and is monotone. We then give a polynomial time approximation method to minimize the total transmission radius of all nodes. Finally, we propose two heuristics and conduct extensive simulations to study their performance when we aim to minimize the total assigned power of all nodes. The author is partially supported by NSF CCR-0311174.