A modified false discovery rate multiple-comparisons procedure for discrete data, applied to human immunodeficiency virus genetics

Summary.  To help to design vaccines for acquired immune deficiency syndrome that protect broadly against many genetic variants of the human immunodeficiency virus, the mutation rates at 118 positions in HIV amino-acid sequences of subtype C versus those of subtype B were compared. The false discovery rate (FDR) multiple-comparisons procedure can be used to determine statistical significance. When the test statistics have discrete distributions, the FDR procedure can be made more powerful by a simple modification. The paper develops a modified FDR procedure for discrete data and applies it to the human immunodeficiency virus data. The new procedure detects 15 positions with significantly different mutation rates compared with 11 that are detected by the original FDR method. Simulations delineate conditions under which the modified FDR procedure confers large gains in power over the original technique. In general FDR adjustment methods can be improved for discrete data by incorporating the modification proposed.     

人学探要

人学是关于人的存在、本质及其产生、运动、发展、变化规律的新兴科学。人学首先以人自身为研究对象,并将人纳入自然界和宇宙之中予以通观。人是肉体和精神的物质辩证统一体,精神的实质也是物质。人与自然界物质存在形态在根本上是一致的,人与宇宙在本质上是同一的。人生的意义和价值存在于为他人、为社会、为人类做出的贡献之中。正确的宇宙观、人生观、价值观、时空观和发展观的确立,将会使人走上真正彻底自由和解放的道路。     

习近平外交话语英译的叙事建构 ——以《论坚持推动建构人类命运共同体》为例

作为习近平外交专著,《论坚持推动建构人类命运共同体》集中体现了新时代中国特色社会主义外交思想,全面体现了习近平外交叙事风格。以莫娜·贝克的叙事学概念为基础对习近平外交话语及英译进行分析,既能凸显译者作为翻译主体的作用和功效,又有助于中国外交叙事的建构。通过叙事策略的运作,包括建构时空、选择性采用文本素材、建构标示以及再定位人物事件,译文重构了习近平外交话语的本体叙事、公共叙事、概念叙事以及元叙事。同时,叙事学与外交翻译的结合不仅拓宽叙事学学科领域,为外交话语研究提供新视角,而且为完成既定的翻译使命提供了新的路径参考。保持政治上的高度、揣摩文化上的深度、把握思维上的向度以及巧用技能上的广度都成为译者顺利完成叙事建构的重要因素。     

于根元先生的语言规划观

于根元先生的语言规划观主要体现在“语言规范观”“语言主体多样观”“语言服务观”三个方面。在语言规划研究方面,于先生提出了许多具有鲜明特色的重要命题,如语言规范的参照项是交际值、检验规范的成效是对语言生活的影响、语言规范制定时应重视语言的可预测性、规范就是服务等,这些命题如今看来,依然具有学习借鉴的理论意义和实践价值。     

Origins and destinies: Immigration to the United States since World War II

Contemporary immigration to the United States and the formation of new ethnic groups are the complex and unintended social consequences of the expansion of the nation to its post-World War II position of global hegemony. Immigrant communities in the United States today are related to a history of American military, political, economic, and cultural involvement and intervention in the sending countries, especially in Asia and the Caribbean Basin, and to the linkages that are formed in the process that open a variety of legal and illegal migration pathways. The 19.8 million foreign-born persons counted in the 1990 U.S. census formed the largest immigrant population in the world, though in relative terms, only 7.9% of the U.S. population was foreign-born, a lower proportion than earlier in this century. Today's immigrants are extraordinarily diverse, a reflection of polar-opposite types of migrations embedded in very different historical and structural contexts. Also, unlike the expanding economy that absorbed earlier flows from Europe, since the 1970s new immigrants have entered an hourglass economy with reduced opportunities for social mobility, particularly among the less educated, and new waves of refugees have entered a welfare state with expanded opportunities for public assistance. This paper seeks to make sense of the new diversity. A typology of contemporary immigrants is presented, and their patterns of settlement, their distinctive social and economic characteristics compared to major native-born racial-ethnic groups, and their different modes of incorporation in—and consequences for—American society are considered.     

Fit and Skill in Employee Selection: Insights from a Study of Headhunters

We draw upon evidence from a qualitative study of headhunters to provide insights into the character and importance of candidate fit and skill for the selection of a broad range of white-collar employees. Headhunters suggest that the fit of a job candidate is assessed at two levels, one corresponding with a general compatibility with organization-level norms, culture, and strategy, the other corresponding more closely with traits and characteristics of the person or persons with whom the job candidate actually interviews. Skill—a factor which is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. Stalls that influence the selection of employees from a pool of candidates tend to be highly specific if not idiosyncratic, and take the form of what headhunters call hot buttons. We conclude by discussing the conceptualization, causes, and implications of fit; we also consider how the importance of fit and hot buttons challenges the explanatory logic of standard accounts of labor-market success.     

3-6岁幼儿责任感差异性研究

责任感是一个人主动施以积极有益作用的精神。研究采用实验法,通过前后测对120名3-6岁幼儿责任感进行测查,经分析对比发现：培养前和培养后,三个不同年龄阶段幼儿所表现出来的责任感都存在极其显著的差异,且男孩和女孩的责任感在不同程度上存在性别差异。     

The complexity of diversity and importance for equitable philanthropy

The current U.S. climate of racial and social injustice has prompted a renewed call for diverse and equitable ways to rethink community philanthropy. Community foundations are vehicles for community philanthropy which offer vast benefits for social improvement and community development. The board of directors ensures these organizations fulfill their mission, making decisions on funding priorities and holding the organization functionally and fiscally responsible. Drawing on constructs of diversity and representative bureaucracy and a case study of Florida community foundations, we suggest that diversity is understood in different ways and the presence of diverse board members may be linked to advancing the interests of diverse communities and in achieving outcomes that assist in the needs of certain social groups. Increased understanding of diversity can improve foundation and philanthropic effectiveness and bring broader social change by promoting equity and social justice among community‐based philanthropic organizations.     

Network diversity,contact diversity,and status attainment

We propose that diversity in social relations measured by network diversity and cross-race/cross-gender contacts affords job seekers higher contact status that in turn brings better status attainment outcomes. Controlling for traditional strength of tie measures and other confounders, the empirical study confirms that (1) network diversity in race and gender are significantly associated with actual utilization of cross-race/cross-gender contacts in job search, (2) use of cross-race/cross-gender contacts is significantly related to higher contact status for nonwhite and female job seekers, but (3) contact status (activated social capital) partially provides jobs of higher SEI scores for white job seekers. Similarly, male job seekers obtain better jobs through female contacts, but the same does not apply to female job seekers. These findings show relative return deficits of social capital experienced by racial minorities and females even when they exert extra effort to obtain heterogeneous social relations and contacts.     

汉语新词语现状及共管理策略刍议

语言是随着经济、社会、文化的发展而不断发展的。我们所处的时代瞬息万变，汉语新词语不断涌现。对此，学界存在着或否定或欢迎等不同态度。我们认为，吐故纳新是汉语的一大特性，我们应坚持开放宽容而又积极规范的态度，一方面大胆包容新词语不断出现的现象，一方面采取一定的措施加强语言的规范管理，处理好语言共性与个性的关系，使汉语发展既保持稳定性又富于创造性。