影响蔗糖溶液玻璃化转变温度的几个因素

以蔗糖溶液为样品，试验研究了退火处理、升温速率、溶液浓度等因素对最大冻结浓缩溶液的玻璃化转变温度Ｔｇ′的影响。结果表明，退火处理对Ｔｇ′值影响较大，而另外两种因素对Ｔｇ′无影响。     

玻璃系统零点剩余熵的一种新解释

本文综述了有关一般玻璃系统零点剩余熵研究的新进展，同时介绍了自旋玻璃系统的熵冻结问题。对零点剩余熵的存在提出了一种新解释，指出零点剩余熵的存在和熵冻结实际上是等价的，比热测量的结果并不伟初级热力学第三定律。     

新加坡与台湾青少年的核心价值观

虽然新加坡和台湾有着共同的主流传统文化,但由于政府的行为取向颇为不同,从而导致了两地在一系列社会运作制度方面的差异,这些差异在两地人民的价值观之上打下了深刻的烙印。本文正是想从报告新、台两地青少年核心价值观的现状及其差异证实政府行为取向对青少年成长的影响,从而使中国大陆政府可以从新、台的经验教训中获得启示。     

爱情镜像海市蜃楼神秘圣杯--论鲁敏小说《六人晚餐》中的玻璃意象

鲁敏长篇小说《六人晚餐》是一部呈现中国当代经济社会变革背景下底层民众日常生活的小说,兼具现实品格、史诗力量和象征意味。小说中玻璃屋这一核心意象具有多重象征意义：它是一个爱情镜像、一座爱情堡垒;它是企图超越世俗生活的一座堂吉诃德式的海市蜃楼;它更是一种渴望精神救赎的人类冲动,不啻于宗教意义上的神秘圣杯。     

废玻璃纤维硬丝泡沫玻璃的制备及其发泡机理

以废玻璃纤维硬丝为主要原料,添加适量外加剂,采用烧结法制备出质量符合要求的泡沫玻璃.其发泡机理是发泡剂放出的气体一部分由于烧结被包裹在坯体中形成微小气泡,当温度升高至发泡温度、玻璃软化时,气泡膨胀,坯体体积增大而成为泡沫玻璃.引入适当配合的稳泡剂、加入结合剂并加压成型,能够促进烧结,这些对于气泡的形成和稳定都有积极作用.     

Leadership selection: Can changing the default break the glass ceiling?

Leadership selection often requires candidates to actively choose to express their interest. Using a series of incentivized experiments with more than 1000 participants, we compare such an Opt-in mechanism with an Opt-out mechanism where everyone qualified for the position is in the candidate pool by default, but individuals can choose to opt out of the selection process. The results reveal a gender gap in participation decisions under the Opt-in mechanism. The gender gap exists even when individuals know they are the top performers, suggesting helping women improve their performance may not necessarily reduce gender gaps. Importantly, women are more likely to participate under the Opt-out mechanism and gender gaps in leadership selection are reduced.     

Gender inequality in the one percent: A look under the hood of high incomes in Germany

Gender differences in economic outcomes are important topics in social science research. However, the study of gender differences among economic elites—“the top one percent”—has received surprisingly little attention, likely also due to a lack of empirical data. This paper investigates gender differences in individual and household income among the top one percent of individual monthly net incomes and top two percent of net household incomes using data from the German Microcensus from 2006 to 2016 covering more than 3.3 million individuals. I find that women account for only around 14% of the one percent in individual incomes. Additionally, regarding the household level, women's incomes are sufficient to achieve two percent status in fewer than 10% of all households. Both numbers did hardly change over the decade from 2006 to 2016. Furthermore, women's pathways to belonging to a high-income household are far more dependent on their partner's education and employment status than men's. Overall, the findings thus show dramatic gender differences among the German economic elite that do not narrow over time.     

Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications

We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. The results confirm this hypothesis. For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes. For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes. Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact. In contrast, hiring discrimination for leadership positions was not significantly influenced by whether the job advertisement emphasized individualism or learning, creativity, and innovation. Our findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions.