Children Selectively Trust Individuals Who Have Imitated Them

We investigated the influence of being imitated on children's subsequent trust. Five‐ to six‐year‐olds interacted with one experimenter who mimicked their choices and another experimenter who made different choices. Children were then presented with two tests. In a preference test, the experimenters offered conflicting preferences for the contents of two opaque boxes, and children were asked to choose a box. In a factual claims test, the experimenters offered conflicting claims about the referent for a novel word, and children were asked to state which object the word referred to. Children were significantly more likely to endorse both the preferences and the factual claims of the experimenter who had mimicked them. These results demonstrate that imitation is a powerful means of social influence in development.     

Selective Guide to Current Reference Sources on Marriage,Obesity, and Dieting

No abstract available for this article.     

Paradigm lost: Reinvigorating the study of organizational culture

In spite of the importance of organizational culture, scholarly advances in our understanding of the construct appear to have stagnated. We review the state of culture research and argue that the ongoing academic debates about what culture is and how to study it have resulted in a lack of unity and precision in defining and measuring culture. This ambiguity has constrained progress in both developing a coherent theory of organizational culture and accreting replicable and valid findings. To make progress we argue that future research should focus on conceptualizing and assessing organizational culture as the norms that characterize a group or organization that if widely shared and strongly held, act as a social control system to shape members’ attitudes and behaviors. We further argue that to accomplish this, researchers need to recognize that norms can be parsed into three distinct dimensions: (1) the content or what is deemed important (e.g., teamwork, accountability, innovation), (2) the consensus or how widely shared norms are held across people, and (3) the intensity of feelings about the importance of the norm (e.g., are people willing to sanction others). From this perspective we suggest how future research might be able to clarify some of the current conflicts and confusion that characterize the current state of the field.     

Siting Noxious Facilities: A Test of the Facility Siting Credo

Over the past decade it has become increasingly difficult to site noxious facilities, despite the fact that there is a growing need to do so. To address this problem, a set of guidelines for a fairer, wiser, and more workable siting process—the Facility Siting Credo—was developed during a National Facility Siting Workshop in 1990. This paper presents an empirical test of these guidelines. A questionnaire based on the Credo was completed by stakeholders in 29 waste facility siting cases, both successful and unsuccessful, across the United States and Canada. Using an independent determination of outcome (success), a preliminary ranking of the importance of various Credo principles was obtained. The data reveal that establishing trust between the developer and host community is an important factor in facilitating the siting process. The siting process is most likely to be successful when the community perceives the facility design to be appropriate and to satisfy its needs. Public participation also is seen to be an important process variable, particularly if it encourages a view that the facility best meets community needs. Moreover, a siting process where communities volunteer to host facilities is an approach that holds promise for meeting many of these key success criteria.     

Character-Based Determinants of Trust in Leaders

Trust is a prominent determinant of effective interpersonal relationships, group process, and organizational development. However, for leaders and managers, trust building is often problematic. The aim of this article is to contribute to a growing understanding of the way in which individual managers can develop trust in organizations, particularly those defined by medium to high risk. The article presents a theoretical and empirical analysis of the nature of trust at work. Building on the results of an earlier study, use is made of the facet-theoretical approach to generate a definitional framework of trust, which focuses on the characteristics of the trusted person that contribute to the development of trust. Using items developed on the basis of a mapping sentence, hypotheses regarding the relations between the definitional framework and empirical observations were tested through smallest space analysis (SSA) of data collected from a sample of 398 bank and hospital employees. The results demonstrate strong support for the definitional system and show a clear association with results of prior research that identify perceptions of ability, integrity, fairness, and openness as key determinants of trust. The empirical structure clearly reflects the attitudinal nature of interpersonal trust at work and the items empirically distinguish distinct character-based components of trust.     

Six Propositions on Public Participation and Their Relevance for Risk Communication

New societal obligations for communicating risk information are emerging in a variety of contexts. This article draws upon the lengthy societal experience with citizen participation programs to identify how risk communication efforts may be effectively structured and implemented. Six major propositions address such themes as means/ends differences in expectations, the timing of the program, the role of credibility and trust, the need for technical and analytical resources, differing thresholds of public involvement, and limitations upon current understandings. Key conclusions for the design of risk communication programs are set forth.     

论“职工中心主义”下的职工持股会制度

职工持股制度的萌芽始发于20世纪60年代的美国,后来其在西方国家进一步发展完善.人们普遍认为这种制度是一种企业内部对职工的激励机制,可以促进职工财产的形成,确保和发扬职工对公司的归属意识和忠诚心,从而提高企业的生产效率.20世纪90年代,为了适应国有企业改革的需要,中国的职工持股计划开始起步.随着实践的展开,职工持股会的设立与运行成为该制度中的核心问题.文章结合我国立法实践和学者的论著,从"职工中心主义"的视角,论述我国职工持股会制度的法律构造.     

An Empirical Test of Competing Theories of Hazard-Related Trust: The Case of GM Food

Few scholars doubt the importance of trust in explaining variation in public perception of technological risk. Relatively little, however, is known about the particular types of judgments that people use in granting or withholding trust. This article presents findings from an empirical study that explores several dimensions of trust relevant for citizens' judgments of scientists involved in the development of GM food. The relationship between particular dimensions of trust and perceptions of GM food risk is also explored, using structural equation modeling. Results suggest that trust judgments based on the perception of shared values are most important in relation to GM food risk, but that judgments about scientists' technical competence are also important.     

基于信任的供应预测信息共享策略

现实中供应不确定是比较普遍的现象，供应预测信息共享对改善供应链绩效起着重要作用。针对由一个制造商和一个零售商组成的单周期供应链，利用斯坦克尔伯格博弈方法研究信任对供应预测信息共享的影响以及回购契约对该供应链的协调作用。研究表明：零售商对制造商的信任影响供应预测信息共享效果，进而影响供应链绩效；制造商说谎的心理负效用系数越大，越倾向于说真话；回购契约可以促进制造商共享真实供应预测信息；当制造商说谎的心理负效用系数较大时，存在一个最佳的回购价格，使供应链实现完美协调。     

企业并购过程中的组织认同行为

近年来,企业并购已经成为逐渐被人们所熟悉的一个词语。但是,很多企业在并购的过程中出现了大量的不适应性问题,甚至有的并购行为最终走向了失败。在并购发生前、发生过程中以及发生后员工的组织认同都受到并购行为的影响而发生变化。在并购发生后,组织认同的重新构建就成了决定并购成败的重要因素。