Workplace racial composition, perceived discrimination, and organizational attachment

Prior research has devoted considerable attention to the relationship between the racial and ethnic composition of jobs and various indicators of organizational attachment. Fewer studies, however, examine how workplace racial composition affects individuals’ experiences of racial discrimination or how these experiences impact workers’ organizational attachment. To address this lacuna, we first examine the effects of workplace racial composition on perceived racial and ethnic discrimination. Next, we examine whether perceived racial discrimination mediates the association between racial composition and organizational attachment observed in prior studies. Finally, we explore whether these relationships are similar (symmetric) or different (non-symmetric) for non-Whites and Whites. The analyses indicate: (1) working with predominately same-race coworkers tends to diminish perceptions of racial discrimination, (2) perceived racial discrimination mediates some of the effects of racial/ethnic composition on organizational attachment, and (3) some non-symmetric effects between non-Whites and Whites are found. We conclude with implications for future research.     

AN EMPIRICAL ASSESSMENT OF COMPUTER-ASSISTED DECISION ANALYSIS*

Decision analysis tools often are used in semistructured and ill-structured situations. While some researchers have argued that computerized decision analysis programs may improve decision quality in such situations, research support for this assertion is weak. In this laboratory study, business students used a computerized decision-analysis program with short strategic-management cases to prepare decision reports. Independent raters' perceptions of aided and unaided decision performance were contrasted, attitudes of students toward the program were assessed, individual differences were correlated with attitudes, and the program's impact on students' perceptions of their decision processes and performance was examined. Student attitudes toward the computerized aid were favorable, and individual differences in reactions generally were as predicted. However, the program did not improve the independent ratings of students' decision reports and recommendations. These findings suggest that computerized decision aids should be adopted cautiously. If such aids result in positive user affect and heightened decision confidence without corresponding improvements in decision quality, they may be dysfunctional. Rigorous research methodologies which incorporate independent evaluations of analyses and decisions are recommended for use in future research on computerized decision-analysis programs.     

工业结构转型与工业增长质量——以中国浙江省为例

文章基于工业结构演进的一般理论和结构转型分析模型,实证分析了浙江省11区域的工业行业特化度、结构转型方向和工业增长质量的差异情况。分析结果表明:属于特化-普化增长型的杭州、嘉兴等区域的工业比较劳动生产率呈不断上升趋势,而这些区域的工业发展主要是由技术水平高或生产效率高的行业带动的,正是这些行业的增长推动了工业结构优化或升级,从而提高了工业发展层次;而属于特化增长型的宁波、温州等区域的工业比较劳动生产率却呈下降趋势,其原因在于这些区域的工业增长主要是由技术水平低或生产效率较低行业实现的,这些低技术低效率行业的增长导致其工业结构劣化,影响了这些区域的工业发展层次和工业增长质量。     

我国的刑事诉讼结构——一个亟待澄清的概念

我国在共时性语境下展开的刑事诉讼结构研究容易遮蔽一个历时性形成的问题:现代刑事诉讼结构与其理论基础浑然一体,其制度表达服务于西方由来已久的程序正义观;我国当下的刑事诉讼结构与我国的理论传统在整体上也是协调一致的,其制度表达基本上服务于我国当下日遭否定的实体本位说。家庭本位观决定了我国古代刑事诉讼中追诉者对被追诉者进行追诉、审问的两面结构。集体优位观决定了我国1979年刑事诉讼法确立的国家专门机关对被追诉者进行犯罪追诉的简单结构和当下刑事诉讼的畸形结构。我国当下的刑事诉讼结构亟待实现现代化,需要充分确立被追诉者的基本权利,取消检察机关对刑事审判的监督权,在审判前程序中确立中立性裁判者的法律地位,实现追诉权与裁判权的分离。我国刑事诉讼结构的现代化需要以"以人为本"的发展观为理论支撑。     

国家制度能力与经济结构调整——基于转型期的中俄比较研究

经济转型不仅使中俄两国的经济体制发生了重大转变,而且使两国的经济结构发生了深刻调整。俄罗斯不仅形成了混乱的市场体制和分裂的社会结构,而且形成了一种去工业化、去现代化的资源依赖型经济结构。中国在转型进程中形成的是一种政府主导的可控的市场经济社会,并处于工业化的迅速爬升阶段。导致中俄两国经济结构差异的一个关键因素就是国家制度能力。一个能力充分的国家能够根据内外环境的变化对经济结构进行适应性调整,实现社会经济持续、快速、平衡发展的目标;反之,则可能导致经济结构退化,经济发展停滞,乃至国家竞争优势的丧失。后危机时代,中俄两国依然面临着深化经济转型和推进发展模式转变的重任,如何塑造适宜的国家制度能力,是推动经济结构进一步调整优化的重要动力。     

Organizational identification as a mediator for the effects of psychological contract breaches on organizational citizenship behavior: Insights from the perspective of ethnic minority employees

This study examines the contribution of the psychological contract (PC) framework to the understanding of ethnic minority employees’ employment relationships. First, it tests the generalizability of PC types (transactional, relational, and balanced) observed in the general population to ethnic minority employees. Then, to further address the unique needs and motivators of minority employees, this study considers diversity-related PCs. It adopts social exchange theory to explain how transactional, relational, balanced, and diversity-related PC breaches predict organizational citizenship behavior (OCB). Moreover, it draws insights from social identity theory and examines the mediating role of organizational identification in the relationship between types of PC breach and OCB. Data from 361 Turkish employees working as ethnic minorities in Belgium indicate that relational and diversity-related PC breaches predict OCB partially via organizational identification while transactional and balanced PC breaches directly affect OCB.     

A classification of resources for employee-based value creation and a future research agenda

This conceptual paper aspires to provide a theoretically sound understanding of the value creation process of a specific value network (i.e., firm–employee context). Drawing on service-logic and resource-based frameworks, a classification of four diverse resource types in an organizational context is introduced (i.e., core, augmented, add-on, peripheral resources), based on their exchangeability and their contribution to employees’ value creation and co-creation. This classification enables a better understanding of the nature and the unique features of different firm–employee exchanges in an organizational context, and delineates each type’s distinctive role in employee-based value creation activities. Four propositions derive from this classification; this suggests that not all resource types can be exchanged and that the relative contribution of various firm–employee exchanges to value creation is asymmetrical. A future research agenda is also presented, discussing the potential implications of this classification for contemporary organizations.     

浅谈现代汉语与英语中双宾语结构构成的异同

双宾语在现代汉语中占据着一个非常重要的地位,比较现代汉语和英语中双宾语结构构成的异同,有助于我们更好地学习并利用现代汉语中的双宾语结构,也有助于理解和学习英语中的双宾语结构。本文先后探讨了现代汉语和英语中双宾语在结构上、动词、直接宾语、间接宾语方面的异同,对我们更好地学习和运用现代汉语中的双宾语有一定的帮助。     

中国人口老龄化区域溢出与分布差异的空间计量经济学研究

将空间因素纳入我国人口老龄化问题的研究框架,对各地区人口老龄化的空间分布特征进行概括和探索性空间数据分析,利用空间计量经济学理论方法和空间误差模型,对各要素影响作用的方向和大小进行实证研究,最后得出综合结论和政策建议。除老龄化惯性、人口增长以外,首次对人口老龄化区域溢出机制进行了重点阐述。我国人口老龄化区域溢出作用不仅客观存在,而且影响显著,这一发现从空间维度拓宽了研究视野,为我国人口老龄化问题理论研究和政策制定提供了有益的借鉴。     

Morality rebooted: Exploring simple fixes to our moral bugs

Ethics research developed partly in response to calls from organizations to understand and solve unethical behavior. We examine two approaches to mitigating unethical behavior: (1) values-oriented approaches that broadly appeal to individuals’ preferences to be more moral, and (2) structure-oriented approaches that redesign specific incentives, tasks, and decisions to reduce temptations to cheat in the environment. This paper explores how these approaches can change behavior. We argue that integrating both approaches while avoiding incompatible strategies can reduce the risk of adverse effects that arise from taking a single approach and leverage the strengths of both approaches.