大学与创新：多样性和临界质量（critical mass）

创新指以新的方式应用知识,以解决实际问题。与大学相关的知识创新模式主要有三种,即传统模式、线性模式和互动模式。临界质量(criticalmass)是指为提供一个可实现充分互动的环境而进行的资源集中。而最明显的资源集中就是人员的集中。这适用于大学内的各个组织、作为一个整体的若干大学、大学所在的地区以及各大学的联合。促成资源集中的体制所实现的临界质量对创新具有深远的积极影响。在一个地区内,所有的智力资本都为临界质量服务。智力资本能够进一步吸引投资和服务。具有足够临界质量的大学能够积聚极其庞大的智力资本。临界质量既有其深度又有其广度,而广度才是创新的关键。多样性和拥有自主权的参与者之间的互动有助于创新,因此大学应保留学术价值、保持传统角色。教学和研究是大学的主要任务,是大学推动创新的主要途径。我们应该将提高学生创新才能战略纳入大学教育的总体任务中。对大学而言,人员的流动可能比思想的交流更为重要。在大学创新与研究机构的关系方面,大学除了让学生体验创新以外,还应考虑其多样性和临界质量战略的重要性,在拓宽其学科范围的过程中提供一些有价值的东西。     

Are counter-terrorism strategies effective? The results of the Campbell systematic review on counter-terrorism evaluation research

The events of September 11th have led to massive increases in personal, commercial, and governmental expenditures on anti-terrorism strategies, as well as a proliferation of programs designed to fight terrorism. These increases in spending and program development have focused attention on the most significant and central policy question related to these interventions: Are these programs effective? To explore this question, this study reports the results of a Campbell Collaboration systematic review on evaluation research of counter-terrorism strategies. Not only did we discover an almost complete absence of evaluation research on counter-terrorism interventions, but from those evaluations that we could find, it appears that some interventions either did not achieve the outcomes sought or sometimes increased the likelihood of terrorism occurring. The findings dramatically emphasize the need for government leaders, policy makers, researchers, and funding agencies to support both outcome evaluations of these programs as well as efforts to develop an infrastructure to foster counter-terrorism evaluation research.     

Barriers in Screening Women for Domestic Violence: A Survey of Social Workers, Family Practitioners, and Obstetrician–Gynecologists

Domestic violence (DV) is a pervasive and serious threat to women's lives and well-being. Medical social workers, family practitioners, and obstetrician–gynecologists are in key positions to screen and offer help. Florida NASW members and board certified family practitioners and obstetrician–gynecologists were mailed a psychometrically tested scale. A total of 388 surveys were analyzed. Education (especially the number of in-service hours) and the presence of institutional supports, decreased barriers to screening, increased screening behaviors, and lead to increased victim identification. Only 20.8% of participants always or nearly always routinely screened for DV; 24.0% reported that routine screening did not apply to their role. Self-Efficacy was the strongest predictor of screening behavior with Fear of Offending, Safety Concerns, CEUs/CMEs, and in-service hours contributing approximately equally to the prediction of screening behavior.     

Judicial economy and moving bars in international investment arbitration

The Review of International Organizations - Historically, international investment law has centered on protecting foreign investors from direct expropriation, but much of modern law includes legal...     

Beyond Modern: Shimizu Shikin and “Two Modern Girls”

Abstract

This essay introduces the translation of Shimizu Shikin's “Tōsei futari musume” (Two Modern Girls, 1897), which follows, and argues that by separating the body from gender, Shikin (1868–1933) effectively threatened the dimorphic ideology of sex that underpinned the literary establishment of Meiji Japan. In an essay written in 1896, Shikin posits an hermaphrodite combining allegedly gendered character traits in a “perfect” body, thus asserting that behavioral traits are not limited to one sex. Shikin calls attention not only to “the second sex” but a third sex decades before twentieth-century writers did in Japan and elsewhere, and she was erased because of it.     

Covert Pay Discrimination: How Authority Predicts Pay Differences between Women and Men

Research repeatedly highlights the gap between male and female earnings across the public and private sectors. The authors address an overlooked manifestation of pay discrimination against women in the labor market. Using a survey of 384 public sector chief procurement officers, they analyze the indirect effects of gender on women’s pay through the intervening variable of authority. Gender affects the amount of authority that is delegated to an employee, which, in turn, affects the variance in pay between men and women. Results reveal that gender plays a hidden role in influencing compensation levels by shifting the chain of authority given to executives as they build a career portfolio. The conclusion underscores why gender pay disparities should account for both the indirect and the direct effects of gender on pay.