Justice in Health Care Decision-Making: Patients’ Appraisals of Health Care Providers and Health Plan Representatives

This study describes the development of two versions of a Health Care Justice Inventory (HCJI). One version focuses on patients interactions with their providers (HCJI-P) and the other focuses on patients interactions with the representatives of their health plans (HCJI-HP). Each version of the HCJI assesses patients appraisals of their interactions (with either their Provider or representatives of their Health Plan) along three common dimensions of procedural justice: Trust, Impartiality, and Participation. Both the Provider and Health Plan scales assess indices that are relatively independent of patients demographic characteristics. In addition, patients appraisals of their interactions with their provider were only moderately related to their appraisals of their interactions with representatives of their health plan, indicating that the Provider and Health Plan scales tap distinct aspects of patients overall experience with the health care system. Overall, procedural justice dimensions were significantly related to patient satisfaction in both the Provider and the Health Plan contexts. As predicted, procedural justice factors were more strongly tied to patient satisfaction in the Provider than in the Health Plan context, and health care decisions based on distributive justice principles of Need (rather than Equity or Equality) were most closely tied to patient satisfaction in both contexts.     

Online Dispute Resolution and Bargaining

The automated negotiation process seems to be a powerful mechanism to resolve disputes arising from Internet-based transactions. Automated negotiation is an online blind-bidding process in which an automated algorithm evaluates bids from the parties and settles the case if the offers are within a prescribed range. Following the arguments of the dispute resolution professionals, the main advantage of this procedure is to promote natural agreements by restoring the parties' right to negotiate on their own, without the presence of a third party in the shadow of negotiations. Our purpose is to investigate this issue by modelling the automated negotiation process as a two-person bargaining game under incomplete information. A first result states that, given incomplete information, not all mutually beneficial agreements can be attained via the procedure. Furthermore, the settlement rule has a drastic effect on the players' strategies, which induces that the automated negotiation process does not significantly increase the likelihood of a settlement. The ability of the procedure to generate efficiency is only due to the costs imposed on parties if a disagreement occurs, that is the combination of players' risk aversion and uncertainty.     

论辩诉交易制度在我国的适用

辩诉交易制度是美国刑事司法所特有的,是英美等国家处理大量刑事案件,提高诉讼效率的一项重要制度。分析辩诉交易制度的理论基础和适用条件,有利于讨论辩诉交易制度在我国适用的可行性,提出构建我国辩诉交易制度的思路。     

Reversed Solidarity in Pension Plans

There is a unexpected phenomenon in the majority of complementary pension plans in the Netherlands. Unlike other arrangements that are the result of collective bargaining and decision making, these pension plans increase the inequality in the distribution of (lifetime) income. In those plans, persons without a career contribute to the payment of pension provisions of those with a career. Generally speaking, this implies that blue-collar workers and women pay for the pensions of white-collar workers, who are mostly men. For some of the contracting parties, the terms of the pension contract seem to be disadvantageous and suboptimal. The question arises as to why these contracts are being concluded and how they can survive in a competitive environment. Moreover, since the pension plans are the result of collective bargaining between the organisation of employers and the labour unions, the question arises as to how reversed solidarity fits the alleged redistributive goal of the labour unions. The analysis leads to the following conclusions. Firstly, that information and transaction cost, collective agreements, legal barriers and market failures on substitute arrangements prevent the conclusion of optimal contracts. Secondly, employers would find the pension plan attractive because it discourages shirking, enhances productivity and the process of job matching and reduces labour turnover. Thirdly, a pension plan based on final salary is in the interest of the median voter in the labour union, who is older and earns a higher seniority wage than junior workers. Furthermore, in the given circumstances the pension plan enlarges union membership and the dues income of the union and endows the union leadership with more prestige and influence. Individual union members would not oppose such a pension plan for reasons of informational asymmetry, transaction cost and the inability to capture the full benefits of their actions.A comparison of the pension schemes of Belgium, Germany, France and the UK shows that there are large differences in the structure and content of retirement provisions. Reversed solidarity may also be part of the pension plans in Belgium and the UK.     

Distributing Adventitious Resources: The Effects of Relationship and Grouping

This study examines the effect of two variables—relationship and grouping—on the distribution of resources which are unearned, or adventitious. Strangers and acquaintances made decisions about the distribution of an adventitious resource either as individual decision makers or as members of a small group. Results indicate that acquaintances were more likely to share the resource than were strangers, and that group members were more likely to share than were individual allocators. Equality received the highest overall rating as a norm for distributing the adventitious resource. At the same time, subjects expected allocators to keep the resource instead of applying an equality distribution norm.     

An Integrative Perspective on Social Justice: Distributive and Procedural Fairness Evaluations of Positive and Negative Outcome Allocations

This paper presents a theoretical framework for the integration of distributive and procedural justice in positive and negative outcome allocations. The framework consists of seven basic assumptions, seven propositions, and seven groups of interrelated hypotheses. The expected outcome offers a coherent program for future justice research based on the realization that distributive and procedural aspects of fairness cannot be meaningfully treated (1) in isolation from one another, and (2) without taking into account the valence of the allocated outcome. The framework should also reveal the need to reassess existing distributive and procedural justice study conclusions that neglected to examine the interactive effects of the allocation outcome (distribution) and the procedure and the outcome valence.     

论辩诉交易制度及在我国公诉中的适用可能

辩诉交易权是检察机关自由裁量权的应有之义 ,辩诉交易制度在英美法系的美国和大陆法系的德国都获得了长足发展。起诉便宜主义及检察机关依法拥有撤回和变更起诉的权利在我国刑诉法上的确认 ,为辩诉交易制度在我国的确立提供了理论依据 ,实践中也有适用辩诉交易的可能。     

引入辩诉交易探讨

作为美国独具特色的刑事法律制度,辩诉交易制度在提高诉讼效率方面起到了一定的积极作用。在我国目前的法律环境下,引入辩诉交易制度是可行的、必要的。只要运用得当,对于实现刑事诉讼公正与效率的双重价值目标具有重要意义。应结合我国当前普通程序简易审和量刑建议改革,建立符合我国国情的辩诉交易制度。规范操作辩诉交易制度的一个总的原则就是应当处理好社会、被告人和被害人三者利益的关系。     

The matrix of complex negotiations case study： Negotiating with the Chinese at a time of crisis

This paper seeks to outline the profile of the Chinese negotiators in light of the negotiations that took place during the month of October 2008 between a major Brazilian importer of manufactured goods, which the authors will call ＂Brazilian company＂ and six Chinese companies from the cities of Guangzhou, Pinghu and Hangzhou. The authors will provide succinct examples of stages in the negotiation process and seek to link them to the ten elements of the matrix of complex negotiations, namely： context, interests, options, power, cognition, relationship, concessions, compliance, criteria and time; There are four steps involved in the process： preparation, value creation, value division and execution.     

Injustice and Employees' Destructive Responses: The Mediating Role of State Negative Affect

The focus of this study was employees' destructive behavioral intentions (i.e., exit, neglect, and aggressive voice) as a result of perceived injustice. In order to get an indication of the generalizability of the results, two studies employing different methodologies were conducted among different samples: a survey study (Study 1) among 244 female maternity nurses from The Netherlands, and a vignette study (Study 2) among 71 male and 43 female employees from an international company in South Africa. Furthermore, the second study tested whether the effects of injustice on destructive behavioral intentions were mediated by state negative affect. Two models appear to fit the data well. The first model suggests that interactional injustice gives rise to negative behavioral reactions through an increase in state negative affect. The second model shows that procedural justice can buffer the negative effects of low distributive justice. Specifically, employees report more negative affect and, subsequently, a stronger tendency to leave the organization only when both distributive and procedural justice are low. The theoretical and practical implications of these findings are discussed.