Work and family conflict in academic science: patterns and predictors among women and men in research universities

This article addresses work-family conflict as reported among women and men academic scientists in data systematically collected across fields of study in nine US research universities. Arguing that academic science is a particularly revealing case for studying work-family conflict, the article addresses: (1) the bi-directional conflict of work with family, and family with work, reported among the scientists; (2) the ways that higher, compared with lower, conflict, is predicted by key features of family, academic rank, and departments/institutions; and (3) patterns and predictors of work-family conflict that vary, as well as converge, by gender. Results point to notable differences, and commonalties, by gender, in factors affecting interference in both directions of work-family conflict reported by scientists. These findings have implications for understandings of how marriage and children, senior compared with junior academic rank, and departmental climates shape work-family conflict among women and men in US academic science.     

基于组织视角下的员工工作家庭冲突平衡策略

本文基于组织视角下,借鉴国内外已有的研究理论与成果,从员工工作家庭冲突的定义、原因和影响等方面,浅谈组织为平衡员工工作家庭冲突所能设计和实施的平衡策略,以期为组织平衡员工的工作家庭冲突提出一些可取的意见和建议。     

科技创新团队基于冲突比例变化的创新管理研究构思与展望

简单回顾冲突机理和冲突比例变化及其创新管理的文献,分析科技创新团队基于冲突机理的创新管理,探讨科技创新团队冲突比例变化对创新管理影响研究的必要性,提出科技创新团队中任务冲突、过程冲突和关系冲突的比例变化对创新管理的研究重点和进一步的研究方向,最后基于冲突比例组合理论构思了科技创新团队创新管理的研究思路及其研究展望。     

美国科研机构的利益冲突政策的缘起、现况与争论

为规范科学活动中的利益冲突而制定相关政策,是科研机构和管理部门为防止科学的客观性遭受利益冲突的损害而采取的措施。目前美国大多数科研机构和部分期刊已经制定了有关利益冲突的规范,不过因各机构的性质、职能不同,政策的内容及详略程度亦不尽相同。制定利益冲突政策的举措尽管一开始就遭到了广泛批评,但因这一举措建立在大量事实基础之上,其正当性难以被否认。     

科技创新团队成员两人非对称冲突博弈演算应用研究

随着科技的发展,以科技创新团队进行科研和工作的形式已经成为现代创新社会生产条件下的内在要求,然而在科技创新团队迅速发展中,团队内部表现出了各种形式的冲突。以A公司科技创新团队的真实案例为例,以博弈模型中团队成员在工作中自身得益的计算结果为基础,通过调整科技创新团队成员间的奖金分配额度,选择冲突策略的惩罚力度以及适当的补偿等措施,使科技创新团队成员在工作过程中逐渐产生建设性冲突,达到使团队成员在工作过程中保持积极合作的目的,从而为科技创新团队管理者提供一种可量化的团队管理方式。     

Information privacy,gender differences,and intrinsic motivation in the workplace

We develop and test a model that examines the relationships between information privacy, gender differences, and intrinsic motivation. Information privacy can be defined as perceived control of information gathering (i.e., PCIG) and perceived control of information handling (i.e., PCIH). We surveyed 320 Chinese employees from various organizations and found that both PCIG and PCIH had positive effects upon intrinsic motivation. We found, however, that the impact of PCIG was completely mediated by PCIH and that the mediation process produced a stronger effect on intrinsic motivation for male employees than for female employees. In addition, the positive relationship between PCIG and PCIH was stronger for female employees than for male employees.     

Gender discrepancies in publication productivity of high-performing life science graduate students

Despite equal matriculation into life science graduate programs, the gender gap persists for later-stage professional outcomes. To understand this divergence, we examine graduate training and use the competitive NSF Graduate Research Fellowship Program to identify high-quality life science students that are awardees and honorable mentions. We use a differencing research design to estimate the relative difference of the R&D award across gender on publication trajectory. The results of the triple difference estimation show a negative effect for women compared to men from the award. We investigate the driver of this effect by examining trends within gender and find a large, positive effect of the award for men but fail to find such evidence for female awardees. Our results indicate different signaling effects across gender even though the funding is meritocratic.     

知识更新对员工创造力的影响

知识员工是企业赖以生存和发展的宝贵财富。随着知识老化速度日益加快,知识更新成为知识员工普遍面临的压力。基于挑战—阻断性压力分类理论和压力交互理论,探讨知识更新要求对女性知识员工创造力的影响,分析了挑战性压力评估和个体技能发展的链式中介作用和工作家庭冲突的调节作用。运用结构方程模型和Bootstrapping方法对假设进行检验,结果表明：知识更新要求对员工创造力有显著正向影响,包括直接影响和间接影响;在间接影响方面,挑战性压力评估和个体技能发展在知识更新要求与员工创造力关系中起部分链式中介作用;在直接影响方面,工作家庭冲突在知识更新要求与员工创造力关系中起调节作用。     

科技创新团队基于冲突机理的创新最佳状态研究

针对科技创新团队成员个性、价值观差异、沟通不良和竞争等冲突表现形式,基于因组织结构功能缺陷,团队价值观差异,沟通不畅,个人目标与团队目标、个人与团队文化、个人利益与团队利益等差异引起的冲突以及建设性冲突,围绕团队成员、团队构造和团队的内外部环境三方面改进创新最佳状态,从而促进科技创新团队创新,构建基于冲突机理的创新最佳状态,为科技创新团队的创新发展提供可行性对策。     

文化差异感知、沟通模式与员工创新行为

While it is well-known that cross-cultural conflict management is a common problem in multinational joint ventures. The cooperation parties come from different countries and regions, and their social, political and legal systems and cultural backgrounds are different, which leads to the differences in business philosophy, decision-making thinking preferences and management communication modes. The conflict of managerial values caused by cultural differences will inevitably affect the management concept and mode of joint ventures, which will permeate the whole process of enterprise management activities. Employees from different cultural backgrounds may have different acceptance of the rules and regulations of the joint venture or different understanding of the work tasks, which may cause employees′ uncertainty or anxiety and ultimately affect their work innovation behavior and enterprise performance.  However, a fact that can not be ignored is that managers of joint ventures do not know much about cultural differences, the impact of communication modes and how to influence employees′ work innovative behavior. Managers need to manage cultural conflicts and differences between the two countries and even more countries in order to maximize cultural integration and enhance working enthusiasm and creativity of employees. So, this study attempts to reveal the deep-seated impact mechanism of cultural differences between parent company and subsidiary companies and management communication modes on employees′ work innovative behavior. And we also hope to explore the optimal communication mode in cross-cultural conflict management of joint ventures, so as to provide experience for cross-cultural conflict management of joint ventures. This paper took 211 employees of 12 automobile joint ventures as the research object. Cultural differences perceived by employees were viewed as the independent variable, and communication modes between managers and subordinates were regarded as both independent variables and moderating variables. The theory of anxiety/uncertainty management was adopted to analyze the effect and mechanism of employees′ perceptions of cultural differences on their work innovative behavior. The theory and techniques of Transactional Analysis were used to classify the communication modes between managers and subordinates. The hierarchical regression method was conducted to analyze the samples and compare the impact of different communication modes on employees′ innovative behavior.  Through empirical research, this study mainly draws the following conclusions: (1) Joint venture employees′ perceptions of cultural differences between parent and subsidiary companies affects their innovative behavior. The more cultural differences perceived by employees between parent and subsidiary companies, the more difficult it is for employees to understand the rules and regulations and normative requirements of joint ventures, thus enhancing the risk defense mechanism of employees and curbing their creative and innovative motivation in the process of work. (2) Manager-employee value conflict caused by cultural differences runs through the communication modes between managers and employees, thus affecting the innovative behavior of employees. The three dimensions of communication mode (complementary transactions, crossed transactions and covert ulterior) affect the direction and intensity of employees′ innovative behavior differently. Among them, complementary transactions positively affects employees′ innovative behavior, while crossed transactions and covert ulterior negatively affect employees′ innovative behavior. (3) Different communication modes adopted by manager-employee in the process of communication can moderate the impact of cultural differences perceived by employees on their innovative behavior. Among them, complementary transactions can weaken the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while covert ulterior strengthens the negative relationship between employees′ perceptions of cultural differences and their innovative behavior, while crossed transactions has no obvious moderating effect. The theoretical contributions of this study are mainly embodied in the following aspects. Firstly, this study confirms the impact of employees′ perceptions of cultural differences and communication modes between managers and employees on employees′ innovative behavior. Different communication modes between managers  and employees will not only directly affect employees′ innovative behavior, but also moderate the relationship between employees′ perceptions of cultural differences and their innovative behavior. Secondly, this study reveals the complex mechanism of the relationship between employees′ perceptions of cultural differences and their innovative behavior, and identifies the important moderating role of different communication modes. Thirdly, this study enriches the application fields of the anxiety/uncertainty theory, and expands the research fields of the theory and techniques of Transactional Analysis. The results of this study have important reference significance for the management practice of joint ventures. Based on the results of this study, the employees′ perceptions of cultural differences are important factors to affect employees′ innovative behavior. Therefore, we put forward the following management suggestions for joint ventures. Firstly, it is suggested that joint ventures should attach great importance to alleviating the uncertainty and anxiety caused by employees′ perceptions of cultural differences, strive to create a safe and harmonious working environment for employees, so as to stimulate their innovative potential and improve their work enthusiasm and creativity. Secondly, joint ventures should popularize the theory of Transactional Analysis and the techniques of Interpersonal Communication Interaction Analysis in the process of human resources training. In addition, managers and employees of joint ventures should choose appropriate communication modes. When communicating, both managers and employees should give priority to complementary transactions, avoiding the use of crossed transactions and covert ulterior. However, this study still has the following limitations: (1) This study took the employees of automobile joint ventures in China as research object. The representativeness of the samples needs to be improved. The universality of the research conclusions needs to be confirmed further. (2) There are some inconsistencies between self-evaluation and supervisor-evaluation of employees′ innovative behavior. The supervisor-evaluation data did not verify all the theoretical hypotheses. (3) The richness of the models needs to be strengthened. This study used the theory of anxiety/uncertainty management to explain the main effect of perceptions of cultural differences on employee innovative behavior, and tested the moderating effect of communication modes, but did not explore and test the mediating effect of the relationship between perceptions of cultural differences and employee innovative behavior. We will further explore the mediating variables and effects in the future study.     

同行评议中的利益冲突分析与治理对策

选取同行评议这一具代表性的科研活动 ,对利益冲突的概念、表现及类型进行了具体的辨析 ,并归纳了一些海内外科学同行评议机构针对利益冲突的治理对策 ,对于抑制当前学术不端行为、保证学术纯洁具有一定的方法论和实践操作意义     

Women in interdisciplinary science: Exploring preferences and consequences

For at least a decade, U.S. funding agencies and university campuses have promoted the expansion of interdisciplinary research. At the same time, federal and local programs have sought to increase the participation of women and minorities in science, mathematics, and engineering. Research has focused on each of these trends independently, but very few studies have considered their interaction by asking how intellectual preferences for and professional consequences of interdisciplinary science might be influenced by gender, race, and/or ethnicity. Focused specifically on gender, this paper considers the expectation that women will be more drawn to interdisciplinary research, and explores the learning styles, work preferences, and career behaviors that might anticipate and/or explicate gender differences in interdisciplinary science. Principal mechanisms by which researchers engage in interdisciplinarity - cross-fertilization, team-collaboration, field-creation, and problem-orientation - are tested for evidence of gendering using preliminary empirical data from three studies. The results of this exploratory analysis offer clues about possible tendencies and raise questions about the potential costs and benefits for those who adopt them.     

工作时间与工作家庭冲突:基于性别差异的研究

工作家庭冲突已受国内实践界和学术界的广泛重视,但国内关于性别、工作时间等基本因素与工作家庭冲突之间关系的实证研究仍然欠缺。本研究通过在中国五个区域调查的2030份样本,探索了中国情境下性别、工作时间与工作家庭冲突之间的基本关系,并在此基础上进一步剖析了性别角色态度对这一基本关系的影响。大样本实证研究发现,工作时间、性别和性别角色态度对工作家庭冲突存在三向交互影响,该结论为揭示目前关于性别、工作时间与工作家庭冲突之间关系的相悖结论提供了一种解释。     

高校科研为教学功能服务分析

从高校科研与教学功能的起源追溯,阐述高校科研为教学服务的功能及两者之间存在的矛盾,并分析两者之间相互协调的可能性.调查了欧美国家高校科研为教学服务的主要政策与个案,并对政策及个案进行分析与归纳,提出高校科研为教学服务的探索性建议.     

性别多样性对团队绩效和创造力影响的研究

旨在考察中国文化情境下性别多样性对团队绩效和创造力的直接影响以及团队工作年限的调节作用。本文以制药和电信企业的146个团队为样本,采用验证性因子分析、相关分析和多重线性回归分析等方法进行假设检验。实证研究结果表明:1) 性别多样性对团队绩效和创造力有正向的影响,2) 随着团队工作年限的增加性别多样性对团队创造力的正向影响减弱,而对团队绩效的影响没有显著变化。本文还通过补充调查233名在职员工和分析6个本科学生团队案例验证了个体由于性别本身的差别而产生性别角色、互动风格方面的互补性差异,以及异性间存在较少的社会比较行为,进一步支持了本文研究假设。研究结论不仅丰富了性别多样性的研究,而且也为组织管理实践提供启示。     

学术成果商业化过程中的性别差异及其影响因素

随着科技与经济结合日益紧密,大学和科研机构越来越重视学术成果的商业化,学术成果商业化过程中出现的性别分层现象也引起了相关学者的高度关注。本文系统梳理了国内外学者关于学术成果商业化过程中的性别分层现象描述及对其所做出的理论解释和实证研究。进而尝试对现有学术成果商业化性别分层现象的理论解释框架进行扩展,从个体因素、社会结构性影响、组织机构因素和其他因素四个方面梳理性别分层的解释因素。最后,总结了现有研究中存在的局限性并对未来的研究重点与趋势进行展望。     

法庭科学领域科研伦理建设

法庭科学作为特殊的应用性科学,其研究和应用中时有涉及伦理问题,但目前中国尚缺乏法庭科学中科研伦理和行为规范问题的研究,相关伦理审查机构和审查规章仍是空白。从当前法庭科学科研伦理实践出发,针对职业伦理规范建设不足、科研伦理监管缺位以及法庭科学职业特色与伦理要求的冲突进行分析,为法庭科学研究科研伦理管理提出可参考的建议。     

The matilda effect in science: awards and prizes in the US, 1990s and 2000s

Science is stratified, with an unequal distribution of research facilities and rewards among scientists. Awards and prizes, which are critical for shaping scientific career trajectories, play a role in this stratification when they differentially enhance the status of scientists who already have large reputations: the 'Matthew Effect'. Contrary to the Mertonian norm of universalism--the expectation that the personal attributes of scientists do not affect evaluations of their scientific claims and contributions--in practice, a great deal of evidence suggests that the scientific efforts and achievements of women do not receive the same recognition as do those of men: the 'Matilda Effect'. Awards in science, technology, engineering and medical (STEM) fields are not immune to these biases. We outline the research on gender bias in evaluations of research and analyze data from 13 STEM disciplinary societies. While women's receipt of professional awards and prizes has increased in the past two decades, men continue to win a higher proportion of awards for scholarly research than expected based on their representation in the nomination pool. The results support the powerful twin influences of implicit bias and committee chairs as contributing factors. The analysis sheds light on the relationship of external social factors to women's science careers and helps to explain why women are severely underrepresented as winners of science awards. The ghettoization of women's accomplishments into a category of 'women-only' awards also is discussed.     

西学东渐的文化冲突及其反思

自鸦片战争西学东渐,西方科学技术文化与中国传统道德文化的矛盾、冲突随之展开。通过对“洋务运动”中的“体”“用”之争以及随后的科玄论战分析,揭示了论争背后深层次“价值理性”与“工具理性”的文化价值冲突,阐释了文化器物层、制度层、观念层的内在统一,不可割裂;探讨了科学主义在中国语境下的特殊意义,指出当前中国应弘扬科学精神,提高公民科学素养,而不宜大张旗鼓地批判科学主义。     

An advisor like me? Advisor gender and post-graduate careers in science

We investigate whether having an advisor of the same gender is correlated with the productivity of PhD science students and their propensity to stay in academic science. Our analysis is based an original dataset – combined from dissertation abstracts, faculty directories and bibliometric data – covering nearly 20,000 PhD graduates and their advisors from U.S. chemistry departments. We find that students working with advisors of the same gender tend to be more productive during the PhD; and that female students working with female advisors are considerably more likely to become faculty themselves. We suggest that the under-representation of women in science and engineering faculty positions may perpetuate itself through the lower availability of same-gender advisors for female students.