Parents' Reactions to Child Day Care Organizations: The Influence of Perceptions of Procedures and the Role of Organizations' Trustworthiness

On the basis of the uncertainty management model, we argue here that when people are uncertain about an organization's trustworthiness, they may resolve the question how they should react toward the organization by relying on their perceptions of the organization's procedures. As a consequence, we predicted that the reactions of parents whose child was in a day care center would be strongly influenced by their perceptions of the procedures used by the organization that was responsible for their children's day care when the parents would be uncertain about the organization's trustworthiness. However, when parents would be certain that the organization could be trusted they would be less in need of procedural information, yielding less strong effects of perceived procedure on parents' reactions. The findings of a survey study corroborate this line of reasoning. In the discussion it is argued that these findings suggest that people especially rely on their perceptions of procedures when they are uncertain about important aspects of their lives, such as the trustworthiness of organizations that are responsible for their children's day care.     

无效合同的诉讼时效问题刍议

我国法律对于主张合同无效的权利没有作出时间上的限制 ,本文从无效合同及诉讼时效制度功能权衡、请求确认合同无效的权利性质及其与诉讼时效的适用范围的关系来论证了请求法院确认合同无效的权利应受诉讼时效的限制。     

中国劳动教养立法专题理论研讨会综述

劳动教养是我国建设社会主义法治国家 ,推进公民权利和人权保护事业中的一个重要问题 ,特别是我国正式加入世贸组织后 ,在日益加强的国际人权对话和交流中 ,劳动教养的法治化成为一个刻不容缓的热点。对劳动教养立法的制度设计 ,需要从实体和程序两个基本方面进行系统、深入的理论研究。为此召开的中国劳动教养程序立法专题研讨会和实体立法专题研讨会 ,也是我国第一次劳动教养立法的专题理论会议。     

Procedural fairness and organizational commitment under conditions of growth and decline

We surveyed employees from seven relocating firms undergoing either an expansion or decline. Employees' judgments of procedural fairnes regarding the decision procedures used to implement the change showed a stronger effect on normative commitment for sites undergoing decline than for those undergoing growth. Procedural fairness concerns therefore seem to be more important to employees experiencing organizational decline. The finding has implications for research and for the management of organizational decline.     

Why procedural justice in organizations?

This article reviews the existing research and theory on procedural justice and considers how it may be applied to the study of organizational behavior. It begins by distinguishing between the concepts of distributive justice and procedural justice and noting the historical contexts within which they emerged. Existing conceptual contributions and the research inspired by them are reviewed. The few existing studies applying procedural justice notions to organizational contexts are summarized, and the contributions of the articles to the present issue of this journal are reviewed relative to these efforts. The article closes by discussing the dual benefits of studying procedural justice in organizations: the enhanced understanding of the concept of justice and the behavior of people in organizations.     

Procedural fairness and work group responses to performance evaluation systems

In a variety of settings, procedures that permit predecision input by those affected by the decision in question have been found to have positive effects on fairness judgments, independent of the favorability of the decision. Two major models of the psychology of procedural justice make contrary predictions about whether repeated negative outcomes attenuate such input effects. If such attenuation occurs, it would lessen the applicability of procedural justice findings to some real-world settings, such as organizations, where procedures often provide repeated negative outcomes. The present laboratory investigation examined the procedural and distributive fairness justments produced by high- and low-input performance evaluation procedures under conditions of repeated negative outcomes. Thirty-five three-person groups of male undergraduates participated in a three-round competition. Groups either were or were not allowed to specify the relative weights to be given to two criteria used in evaluating their performance. All groups received negative outcomes on each of the three rounds. A second experimental factor varied whether or not the group learned after losing the second round that it could not possibly win the third and final round of the competition. Measures of procedural and distributive fairness showed that the high-input procedure led to judgments of greater procedural and distributive fairness across all three rounds. The input-based enhancement of fairness occurred regardless of whether reward was possible. The implications of these findings for theories of procedural justice and for applications of procedural justice to organizational settings are discussed.     

Focus of attention and locus of control as moderators of fraternal justice effects

The influence of a colleague's performance outcomes on individual's own subsequent performance was investigated. Internal and external locus of control subjects were given information about another person's outcome which indicated two things about organizational standards: how easy or difficult they were to meet and how stringently they were applied. An attentional focus manipulation was employed to influence how subjects used this information. Half of the subjects received a group-focus manipulation and the other half a self-focus one. We proposed that perceived difficulty of standards and stringency of application would interact with attentional focus and subject locus of control to alter subject's own subsequent performances. This expectation was supported by the data. Theoretical and applied implications of this result are discussed.     

论股东大会的概念

股东大会作为由公司全体股东组成的对公司重大事务进行决策的机制在本质上并不是＂机构＂,而是一种制度,是股东民主的制度形式。股东大会与政治国家中的立法机关（议会）具有本质性的差别,在理论上不能将其类比为立法机关（议会）,而应当将其视为一种类似于＂全民公决＂的重大事项决策机制。股东大会作为股东民主的制度形式只能采用多数决的规则,决定了股东大会制度面临着与政治民主制度同样的问题,即如何保护少数派（股东）的利益。     

Procedural justice,minorities, and religiosity

The current research explores six hypotheses derived from the well-known procedural justice-based model of legitimacy in two different religious groups in Israel, and adds to the model the effect of religiosity on the perceived legitimacy of rules and institutions of social control. Our results, based on data from a representative sample of 1,216 Israeli Jews and Arabs, provide general support for the hypotheses. We found that the social order is perceived as less legitimate by the Arab minority compared with the Jewish majority, and by highly religious members of the Jewish majority compared with those who are less religious.