Black–white differences in beliefs about the U.S. restaurant tipping norm: Moderated by socio-economic status?

A re-analysis of two national telephone surveys found that black–white differences in awareness that it is customary to tip a percentage of the bill declined as socio-economic status increased. However, black–white differences in awareness that is customary to tip 15–20 percent in restaurants was unrelated to socio-economic status. The practical as well as theoretical implications of these findings are discussed along with directions for future research.     

传统图书馆与数字图书馆的成本差异与利用

本文从建设成本与运行费用两方面分析传统图书馆与数字图书馆的差异,明确指出传统图书馆空间要求大,人员费用高,但有较大的文献价值;数字图书馆技术含量高,设备投入大,需要素质较高的员工.这些特点决定了两种图书馆都会长期存在,而传统图书馆重在保护文献,数字图书馆重在普及利用;数字图书馆适合各种新型数据,传统图书馆适合保存纸质文档.     

行业差异与资本结构:来自我国上市公司的经验数据

对资本结构与行业差异的关系存在两种观点:不相关与存在相关性,本文在对现有文献进行简单综述的基础上,结合我国部分上市公司1997～2003年的财务数据,对二者做了实证检验,结果表明:由于种种原因,我国不同行业的上市公司的资本结构之间的差异并不显著;文末提出了相关建议并对后续研究作了简要展望。     

初游者与重游者差异的系统比较——以海南国际旅游岛为例

初游者与重游者的差异比较对旅游地经营实践具有重要的意义。通过对海南国际旅游岛游客的调查获得基础数据,运用卡方检验和独立样本T检验的方法,细致比较了初游者和重游者在人口学特征、旅游行为特征的差异情况,发现初游者与重游者人口学特征的年龄、职业、婚姻状况、月收入、家庭结构以及旅游行为特征（游前、游中、游后三阶段）的较多方面存在差异。     

Operational planning and competitive strategies of male and female retailers

Interest in the managerial practices of females in business has increased over the past decade due to women's increased representation in business. Anecdotal evidence has suggested that women approach decision making differently from men. The purpose of this study is to determine if gender differences regarding managerial strategies exist in the retail setting. Targeted managerial strategies focused on short-term planning processes (personnel, financial, inventory and market planning) and competitive strategies in operation (differentiation, cost leadership and focus). In a sample of 459 retailers from a twelve-state region, MANOVA was used to determine if significant differences in managerial strategies existed between genders. The data on retail competitive strategies suggest that men and women more likely than male business owners to recognize in the importance of differentiation and focus as retail competitive strategies in their business operations. Gender differences were also found in the operational planning areas of market and inventory planning.     

Reciprocity in Ranked Relationships: Does Social Structure Influence Social Reasoning?

Many economic and evolutionary theories have modeled cooperation as the evolutionary outcome of decisions made by autonomous, self-interested agents operating in a social vacuum. In this paper we consider the implications for cooperative interactions when prior social structures and corresponding social norms exist. In particular we investigate the influence of social rank/status on perceptions of fairness and tolerance of cheating. We review evidence from a series of experiments employing the Wason selection task (a test of conditional reasoning) and the ledger task (a decision making task) suggesting that people cued to adopt a perspective of high social rank are more tolerant of cheating and simultaneously believe that they have been more fairly treated (even when cheated) than people cued to adopt a perspective of low social rank. However, the evidence also suggests interesting cross-cultural differences in perceptions of fairness and tolerance of cheating in ranked relationships. This revised version was published online in August 2006 with corrections to the Cover Date.     

英汉间接言语行为的文化差异研究

间接言语行为是人际交流中使用的一种重要语言策略。在进行跨文化交际时,由于英汉语两种文化在文化惯例、语境暗示和情感蕴涵等方面的差异,在具体的间接言语行为的表达和理解上都会存在差异,导致交流产生障碍,这是需要注意的。     

论文化差异对中美商务谈判的影响

全球化已经成功地把世界上各个国家紧密连接成为一个动态的整体。中美两国间的经贸往来飞速发展,双方商务谈判越来越频繁,因此,两国谈判者了解中美文化的差异就显得十分重要。中国与美国之间的文化差异对商务谈判的影响很大,必须正确处理商务谈判过程中出现的文化差异问题。     

信息化对区域创新能力的影响——马太效应存在吗

分析了信息化影响区域创新能力的机理，从信息化资本水平、信息化产业水平和信息化应用水平来测度区域信息化水平，基于2003-2015 年中国29 个省区的面板数据，构建了双固定效应模型，采用LSDV 和GMM 法，实证检验了信息化对区域创新能力的影响以及两者关系的地区差异。结果显示：总体上信息化促进了中国区域创新能力提升，中西部地区信息化对区域创新能力的推动效用明显大于东部地区。这表明，信息化发展并未造成区域创新能力的马太效应。加快推进信息化战略不仅有助于进一步增强中国区域创新能力，而且对于缩小区域创新差距、促进区域协调发展亦有积极意义。     

日本发挥女科技工作者作用的政策及环境的研究

积极开发女性科技人力资源是日本推动科技发展的重要方针。日本政府采取一系列政策措施改善女科技工作者工作和成长环境，构建全社会支持女科技工作者平等发挥作用的氛围，解决女性面临的传统雇佣制度与单位内性别不平等、工作与家庭双重角色冲突与再就业困境、兼顾工作与养育子女的社会环境不够完善等种种困难，使女性科技工作者为实施科学技术立国战略做出贡献。