深圳的培训生活

How to think about life

Steve Jobs

"Almost everything--all external expectations, all pride, all fear of embarrassment or failure--these things just fall away in the face of death, leaving only what is truly important. Remembering that you are going to die is the best way I know to avoid the trap of thinking you have something to lose. You are already naked. There is no reason not to follow your heart."

Jon Elster

Jon Elster (born 1940) is a Norwegian social and political theorist who has authored works in the philosophy of social science and rational choice theory. He is also a notable proponent of Analytical Marxism, and a critic of neoclassical economics and public choice theory, largely on behavioral and psychological grounds. Elster earned his PhD from the Sorbonne in Paris with a dissertation on Leibniz under the direction of Raymond Aron. Elster was a member of the September Group for many years but left in the early 1990s. Elster previously taught at the University of Oslo in the department of history and held an endowed chairs at the University of Chicago, teaching in the departments of philosophy and political science. He is now Robert K. Merton Professor of Social Sciences with appointments in Political Science and Philosophy at Columbia University and professeur attaché at the Collège de France. He was awarded the Jean Nicod Prize in 1997.

Elster often uses economic theory as a springboard for philosophical and ethical analysis, and his books are full of examples from literature. "Rational choice theory is far more than a technical tool for explaining behaviour. It is also, and very importantly, a way of coming to grips with ourselves - not only what we should do, but even what we should be." Jon Elster, Some unresolved problems in the theory of rational behaviour, Acta Sociologica (1993), vol 36, p 179

交流的价值

在现今人类进步程度很低的情况下，使人们接触与自己不同的人，接触自己不熟悉的思想方式和行为方式，其意义之大，简直是无法估量的。……这种交往一直是、在现代化尤其是进步的主要源泉。
约翰 斯图亚特 穆勒：《政治经济学原理》

加里·贝克尔（Gary S.Becker）

加里·贝克尔（Gary S.Becker 1930---）1951年获普林斯顿大学学士学位，1951年和1955年分别获芝加哥大学硕士和博士学位。1960年，他在30岁时成为哥伦比亚大学的教授。除去在哥伦比亚大学的十二年（1957--1969年），贝克尔自1954年开始任教以来一直在芝加哥大学，他的著作被普遍地认为是芝加哥学派观点的典型代表。贝克尔是蒙特·皮莱林学会的成员、国民教育学院的创建人之一，曾于1967年获美国经济协会著名的约翰·贝茨·克拉克奖，也曾于1974年任该协会的副会长，同时也是胡佛研究会高级研究员。
贝克尔是现代经济学领域中最有创见的思想家之一，因其在人力资本、家庭经济学、犯罪的经济学分析、歧视、人口等方面的研究著称。他的很多成果中国已经出版，例如《口味的经济学分析》、《人类行为的经济学分析》、《生活的经济学》《家庭论》等。
1992年，贝克尔被授予诺贝尔经济学奖，其贡献为“将经济理论扩展到对人类相互行为的分析，包括对非市场行为的分析。” 贝克尔将经济学理性假设的分析方法创建性的引入到如下的四个领域，对无论是经济学、人口学还有社会学分析方法产生了巨大而深远的影响：（1）人口资本的投资问题；（2）家庭行为的解释；（3）犯罪行为和惩罚；（4）劳动力和商品市场上面的歧视问题。

开始吧，我的新生活

开始一场音乐之旅，因为它能给我最大的慰藉！

Multiple-level theory

The development and testing of multiple-level theories magnifies these concerns. The strength of multiple-level theories is their complexity; they do not oversimplify organizational realities (Burstein, 1980).

Statistical tests

Statistical tests of the predicted homogeneity, independence, or heterogeneity of a measure fall into two rough categories:

a. those that assess the extent of agreement within a single group and
b. those that assess the extent of agreement (or reliability) by contrasting within-and between-group variance.

1. James, Demaree, and Wolf's (1984) Iwg typifies the first category.

2. the second category includes analysis-of-variance models and their related measures of association such as

a. eta-squared (Dansereau et al., 1984) and
b. different forms of the intraclass correlation (Glick, 1985; Kenny & La Voie, 1985; Maxwell, Camp, & Arvey, 1981)

Although they employ differing criteria, these indicators are designed to answer a common question:

Does the variability within groups differ from what would be expected by chance?

zz 季羡林：谁觉得自己是大师，他就自己承认好了

各种原因，今天才把季羡林的场记拿到，说好细说的，让大家久等。

他96岁，只有一只眼睛有视力，每日清晨4时起，坐在床上拿只放大镜，用钢笔写“比较文学史”。手边一本书也没有，不用查资料，“写了一辈子，我就是干这一行的”。
医生不让他下地行走，骨髓炎，据说是跟十几年前一件事有关。
那年他78岁，要去开会，发现被锁在家里，1米8的高度，他比划下自己1米72的身高，就跳下去了。后来检查骨裂了。
同去的女孩说唉呀。
他带点炫耀的自嘲“有点冒进，有点冒进”
这个宣统三年出生的人。经过清朝，经过袁世凯的洪宪，经过国民党的统治，一直到解放，一直到走过“手臂举起象树林一样的天安门”…说起这一段，还是象个孩子。
医生一共只让我们聊12分钟，所以在临别时才跟他谈起胡适，他谈兴很浓，说到当年批判胡适，他写文章为胡正名，出发点既不是政治，也不是学术，也不谈旧情，只是因为他觉得胡适是个“好人”
“不管是大人物还是小人物，评价一个人，过分不好，歪曲也不好，而且要让每个人都可以有自由发表他的意见”
他谈的都是常识。
可惜常识是这个时代稀缺的东西。

Anne Huff

Anne Sigismund Huff is the Founding Director of the Advanced Institute of Management Research (AIM), a UK wide management research initiative with offices based at the London Business School.

In 1998-99 she was President of the Academy of Management, an international organization of over 13,000 scholars interested in management issues.

Edward Paul Lazear

谈到人事管理经济学，就不能不提到Edawrd P. Lazear。Lazear教授是这一领域的先驱和开拓者，至今仍是该领域的权威。Lazear现任斯坦福大学教授，但他对人事管理经济学感兴趣却是他从芝加哥大学的经济系转入芝大商学院的时候。他在那时发现，那些关注于工商管理的学生，对传统的劳动经济学远不如对组织行为课程那样有兴趣。而在他自己看来（Lazear,1999），恰恰是经济学提供了严格的以及在许多情况下比社会学和心理学方法更好的思考人力资源问题的方法。某些问题，尤其是那些关于工资报酬、流动和激励的问题，天然就是经济学的问题。另外，那些与工作的非货币化方面相联系的问题，比如规范、团队和同僚关系，尽管看来是非经济学的，却同样能够用经济学来推导说明。

James Coleman

the author of Foundations of Social Theory

University Professor in Sociology and a world-renowned sociologist

Coleman's scholarly career was devoted to the creation and use of new social-science methodology and theory to illuminate major issues of public policy.

Christopher K. Hsee

University of Chicago

Theodore O. Yntema Professor of Behavioral Science and Marketing

Education
A.B. (psychology), University of Hawaii, 1989; Ph.D. (psychology), Yale University, 1993.

Selected Publications
With R. Hastie, "Decision and Experience," Trends in Cognitive Sciences (2006). With F. Leclerc et al., "Narrow focusing: Why the relative position of a product within a category matters more than it should?," Marketing Science (2005). With J. Zhang, "Distinction bias: Misprediction and mischoice due to joint evaluation," Journal of Personality and Social Psychology (2004). With Y. Rottenstreich, "Music, pandas and muggers: On the affective psychology of value," Journal of Experimental Psychology: General (2004).

Dennis W. Organ

Teaching Focus:

Organizational Behavior
Human Resource Management
International Organizational Behavior

Research Interests:

Organizational citizenship behavior
Personality correlates of workplace behavior
Cross-cultural perspectives on organizational behavior

The Lives of Others

The Lives of Others (German title: Das Leben der Anderen) is a German movie, which marks the feature film debut of director/screenwriter Florian Henckel von Donnersmarck. It won seven Deutscher Filmpreis awards including best film, best director, best screenplay, best actor and best supporting actor, after having set a new record with 11 nominations.

Benjamin Schneider

Benjamin Schneider is Professor of Psychology at the University of Maryland and Chair of the Industrial and Organizational Psychology Program.

Ben has two major streams of research, each of which has several subcategories. One research stream concerns the role of manager personality in understanding the structure, strategy, and climate/culture of organizations. This research program is based on a series of papers Ben did in the 1980s culminating in a piece called "The People Make the Place" (Personnel Psychology, 1987). Since then Ben has written several conceptual pieces on what has come to be called the ASA framework.
His second stream of research concerns research directed at understanding organizational designs for service quality. In this work Ben early demonstrated the linkage between employee experiences of work and the service quality experiences of the customers they serve. Ben and his colleagues (as well as others), have subsequently replicated this work several times (see Schneider, White and Paul, Journal of Applied Psychology, 1998). This research has resulted in numerous journal publications related to service quality and also to organizational climate. Thus, the research on employees of service organizations has had organizational climate as a foundation construct.

Man of the Year

Richard L. Daft

Discipline(s):
- Leadership and Communications
- Organization Studies and Human Resources Management

Area(s) of Expertise:
Leadership, transformational communication and change management.

Research Interest(s):
Leadership mental models, change management and the design of performance-driven systems for large organizations.

Education:
B.S., University of Nebraska, 1967
M.B.A., University of Chicago, 1971
Ph.D., University of Chicago, 1974

research tips

a. motives
b. processes (constraints, opportunities and dynamics)
c. consequences

林 南

生日：1938年8月21日
学历：东海大学学士（1960）
Syracuse University碩士（1963）
Michigan State University博士（1966）
经历：Johns Hopkins University助理教授
State University of New York at Albany副教授、正教授、系主任
Duke University社会系正教授、亚洲太平洋研究所所长
专长：社会学
荣誉：美国社会学会副会长

“我认为社会科学研究者有两个目标，一个是在我们的学科中留一点「痕迹」，就是让以后的人知道自己的研究；第二个是留下「轨迹」，这更不容易了，要让后面 的人跟著你走，我常常提醒自己不要认为现在已经做的差不多了，有点痕迹不要自满，我们应该抱著留下轨迹的心情，而不只是要造成一时的轰动 (sensation)，我常这样鼓励我自己及学生。”

JON ELSTER

JON ELSTER
ROBERT K. MERTON PROFESSOR OF SOCIAL SCIENCES
Columbia University
POLITICAL SCIENCE

Biography
Jon Elster (Ph.D., University of Paris, 1972) Before coming to Columbia University, he taught at Paris, Oslo and Chicago. His publications include Ulysses and the Sirens (1979), Sour Grapes (1983), Making Sense of Marx (1985), The Cement of Society (1989), Solomonic Judgements (1989), Nuts and Bolts for the Social Sciences (1989), Local Justice (1992), Political Psychology (1993), Alchemies of the Mind (1999), Ulysses Unbound (2000) and Closing the Books: Transitional Justice in Historical Perspective (2004). His research interests include the theory of rational choice, the theory of distributive justice and the history of social thought (Marx and Tocqueville). He is currently working on a comparative study of constitution-making processes from the Federal Convention to the present, besides being engaged in a project on the microfoundations of civil war.

Research Interests: Constitution-Making, Theory of Rational Choice, History of Political Thought (Tocqueville and Marx), Empirical Studies of Justice, Emotions and Social Theory.

Xiao-Ping Chen

Professor of Management & Organization
Evert McCabe Fellow
Co-chair of Management and Organization Department


PhD, University of Illinois at Urbana-Champaign, 1995
MA, University of Illinois at Urbana-Champaign, 1992
MeD, Hanzhou University, 1988
BS, Hangzhou University, 1985

Specialties

Decision making, social dilemmas, conflict management, leadership, organizational citizenship behavior, employee turnover, cross-cultural management.

"People are the most important resources in organizations. Happy employees are more efficient, more productive and more optimistic about work and life."

exchange theory

A theory associated with the work of George Homans and Peter Blau and built on the assumption that all human relationships can be understood in terms of an exchange of roughly equivalent values. These exchanges are seldom monetary, rather they are frequently intangibles like intimacy, status, connections.

属于社会学研究中的社会行动范式。

背景：George Ritzer借用科学哲学家库恩提出的“范式”概念，提出了社会学是一门与自然科学有着重大区别的科学的观点：社会学是一门具有多元范式的科学。他指出了三种基本范式：
1、社会事实范式
涂尔干的社会学理论以及当代的结构功能主义和社会冲突理论
2、社会释义范式
韦伯的社会学理论、帕森斯（Parsons）提出的“社会行动理论”以及米德、库利等人的著作引 发的符号互动主义理论
3、社会行动范式
霍曼斯（Homans）的社会交换理论

my cellphone

blackberry 7290

George Graen

began his career at the University of Minnesota (Minneapolis), where he published two articles in Journal of Applied Psychology, won a James McKeen Cattell Award from the Society of Industrial Organizational Psychology, and a McKinsey Award for doctorial dissertation, before he received his Ph.D. in Organizational Psychology. In 1967 he joined the Psychology Department and the Labor and Industrial Relations Center faculties at the University of Illinois (Champaign). In 1977, he was appointed Department Head and founded the International Leadership Center at the University of Cincinnati. In 1984 he received the first Japanese funded Johnson Wax Fulbright Research Fellowship. For the last ten years he and his cross-cultural research and consulting team have been engaged in projects to understand business ventures in China, Hong Kong, and Taiwan and to help build effective local “Third Cultures” to enhance their sustainable competitiveness. In 1997 he was named the Gene Brauns Endowed Chair Professor of International Management at the University of Louisiana. He has published over one hundred and seventy-five professional articles and books.

probabilisitc process

An important observation coincident on the prevalence of process theories in science is that the shape of human understanding of the world may be considerably affected by our particular ability -- perhaps unique in the animal kingdom -- to interpret much of it in terms of probabilistic processes, the interpretation being much more important than the "true" nature of the phenomena.

from Explaining Organizational Behavior

poetry

In A Station Of The Metro
Ezra Pound

The apparition of these faces in the crowd;
Petals on a wet, black bough.

Online text © 1998-2007 Poetry X. All rights reserved.
From Poetry Magazine, 2.1, April 1913 | Poetry Magazine, 1913

Neal Schumitt

Research interests/Areas of expertise

• Personnel selection, performance appraisal, job attitudes and decision making
  

Bio(s)

• Professor Schmitt received his Ph.D. degree from Purdue University in 1972. His research interests include personnel selection and test validation, performance appraisal, job attitudes, and decision making. Schmitt has served as consultant to the National Association of Secondary School Principals, SOHIO, Ford Motor Company, Haworth, Marathon, National Institute of Occupation Safety and Health, and various city and county governments. He is the past editor of the Journal of Applied Psychology and has published numerous articles in journals such as Personnel Psychology, Organizational Behavior and Human Performance, and the Academy of Management Journal. He is a member of the Academy of Management, the American Psychological Association, and the Society of Organizational Behavior.

Lawrence B. Mohr

Professor Emeritus
Ph.D., Michigan


I got to know him by the book "Explaining Organizational Behavior", which is a pretty nice book on social science theories.

orthodoxy and ...

Because this orthodoxy is so dominant and strong, its adherents often take it for granted as right and self-evident. Rival perspectives from the same paradigm or outside its bounds appear as satellites defining alternative points of view. Their impact upon the orthodoxy, however, is rarely very significant. They are seldom strong enough to establish themselves as anything more than a somewhat deviant set of approaches. As a result the possibilities which they offer are rarely explored, let alone understood.

-- Burrell and Morgan

Phil Podsakoff

John F. Mee Chair of Management
Professor of Organizational Behavior & Human Resources


Research Interests:

Leadership Behavior and Effectiveness
Substitutes for Leadership
Antecedents & Consequences of Organizational Citizenship Behavior
Relationships Between Employee Attitudes
Effects of Monetary & Non-Monetary Reward Systems
Social Power & Influence Processes
Issues in Field Research Methodologies

Professor Podsakoff is an expert in the fields of leadership and behavioral processes in organizations. He is internationally known for his research on transactional and transformational leadership processes in organizations, power and social influence processes, the effects of various "substitutes" for leadership, and the antecedents and consequences of employee "citizenship" behaviors.

Jennifer Chatman

Paul J. Cortese Distinguished Professor of Management
Haas Organizational Behavior and Industrial Relations Group

BA, psychology, University of California, Berkeley
Ph.D., business administration, University of California, Berkeley

• 2005 “Most Influential Paper Award,” 1997-2000, Academy of Management , Conflict Management Division f or “Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes” published in Admin. Science Quarterly, 1998,43 (4): 749-780 (with J. Polzer, S. Barsade , & M. Neale).
• 2004 Accenture Award, for the article that “made the most important contribution to improving the practice of management” in California Management Review for “Leading by Leveraging Culture” (with S. Cha).
• 1998 L.L. Cummings Scholar Award, Academy of Management Organizational Behavior Division, awarded for “outstanding achievement to one researcher in early mid-career.”
• 1997 Administrative Science Quarterly Award for Scholarly Contribution, for “the article that had the most impact on the field of organizational behavior over the past five years,” for Mixing and matching people and organizations: Selection and socialization in public accounting firms, published in ASQ in 1991.
• 1996 Schwabacher Research Award, Haas School of Business.
• 1994 Ascendant Scholar Award, Western Academy of Management.
• 1991 Best Paper Award, Academy of Management Organization and Management Theory Division for “Assessing the relationship between industry characteristics and organizational culture: How different can you be?” (with K. Jehn).
• 1989 Outstanding Paper Based on a Dissertation Award, Academy of Management Organizational Behavior Division for “Mixing and Matching People and Organizations: Selection and Socialization in Public Accounting Firms.”

alternative...

alternative way of living, alternative way of thinking, alternative way of loving, alternative way of dying...

what 'alternative' truely means is that you have to make a difference of your own to make the world with you a little better than the one without you.

People tend to attach to what has already been said or done, coz they don't have to spend much time figuring out how to do it on their own, and this creates the 'trap' of knowledge, that is, the more you know sth, the more unlikely you will try to overcome it. Yet, if we look at the things that got all the applause, it would not be surprising that what we discover are things never known, words never spoken, and theories never conjured up, et al..

Well then, after all these thoughts, time to do sth different.

Katherine J. Klein

Edward H. Bowman Professor; Professor of Management

PhD, University of Texas, 1984; BA, Yale University

Research Areas
Multilevel organizational theory and research; organizational psychology; team composition, leadership, and effectiveness; organizational innovation processes

Current Projects
Shock trauma research project: Team leadership, team performance, and individual learning in a dynamic setting; Team composition, team leadership, and team social networks over time; Stock options and employee attitudes.

Academic Positions Held
Wharton: 2004–present(named Edward H. Bowman Professor, 2005). Previous appointments: Department of Psychology, University of Maryland. Visiting appointments: Graduate School of Business, Stanford University

Career and Recent Professional Awards; Teaching Awards
Army Research Institute Research Grant, 2

Anne Tsui

Anne S. Tsui is Motorola Professor of International Management at the W.P. Carey School of Business, Arizona State University.

She was the 14th Editor of the Academy of Management Journal (1997-1999) and is a Fellow of the Academy of Management since 1997. She serves or has served on the editorial review boards of most premier management journals. She is the founding President of the International Association for Chinese Management Research (www.iacmr.org), and is the Editor in Chief of the journal Management and Organization Review (www.blackwell-synergy.com/loi/more), which is dedicated to publishing China related management and organization research.

Dr. Tsui has conducted research on a variety of topics, including managerial and leadership effectiveness, performance assessment, human resource department effectiveness, self-regulation, employee-organization relationship, and demographic diversity. Her current research programs include employment relationships and corporate culture and leadership in firms operating in the Chinese setting. Results of her research findings have appeared in journals such as the Academy of Management Journal, Administrative Science Quarterly, Organization Science, Personnel Psychology, Industrial Relations, Organizational Behavior and Human Performance, Journal of Management, Human Relations and Work and Occupations. The article, "Being different: Relational demography and organizational attachment" published in Administrative Science Quarterly, 1992, won the Outstanding Publication in Organizational Behavior Award in 1993 and five years later, the ASQ Scholarly Contribution Award in 1998. The article "Alternative approaches to employee-organization relationships: Does investment in employees pay off?" published in Academy of Management Journal, 1997, won the Best AMJ paper in 1998 and also the Scholarly Achievement Award, from the Human Resource Division, Academy of Management, 1998.

Dr. Tsui is 87th (among 778) most cited scientists in business and economics (Jan 1993 to Jan 2003) and 21st of the top 100 most cited scholars in management (1981-2001).

Dr. Tsui has taught executive courses on leadership, organizational culture, and human resource management topics for many organizations, including various Education, Social Welfare, and Housing departments of the Hong Kong Government; Allergan Asia, Ltd.; Fluor Daniel Corporation; TRW, Inc.; Hughes Aircraft; Leadership Education for Asian Pacific Professionals; Sharp Healthcare; Silicon Systems, Inc.; and United States Postal Service.

Donald C. Hambrick

Don Hambrick is the Smeal Chaired Professor of Management, Smeal College of Business at The Pennsylvania State University. He is also Samuel Bronfman Professor Emeritus of Columbia University's Graduate School of Business, where he served for 23 years. He holds degrees from the University of Colorado (B.S.), Harvard University (M.B.A.), and The Pennsylvania State University (Ph.D.).

An internationally recognized scholar in the field of top management, he is the author of numerous articles, chapters, and books on the topics of strategy formulation, strategy implementation, executive staffing and incentives, and the composition and processes of top management teams.

the growth of management philosophies and China's case

In the early 20th century, Frederick Winslow Taylor preached that there was one way to manage, and he called it Scientific Management. By teh mid-20th century, another one best way had emerged, with proponents espousing various philosophies we lump into the "behavioral approach to management." In the last third of the 20th century, many management theorists said there was no one best way, but that the appropriate style was contingent upon the situation.

Now in the 21st century, we see similar issues raised and discussed in China. Is there one best way? Until the economic reform, there was one way, even if not the best way. Now, many flowers bloom. The results of this study are clear that all the styles have a place in China's transitional period -- this point in time. What does the future hold? The answer is yet to be found.

---- Anne S. Tsui, Hui Wang, & Katherine Xin et al.

W. Richard Scott

W. Richard (Dick) Scott is Professor Emeritus in the Department of Sociology. He has spent his entire career at Stanford.

He is the author or co-author of many scholarly books and articles including, most recently, Institutions and Organizations, 2001, 2nd ed., Sage, and Organizations and Organizing: Rational, Natural and Open System Perspectives (with Gerald F. Davis), Prentice-Hall, 2007.

He is currently involved in theoretical work bringing together institutional theory in organizations with social movement theory; and in conducting empirical research on institutional change at the community level with collaborators from School of Education and institutional conflicts at the global level with collaborators from the School of Engineering.

John P. Campbell

Campbell is the psychology department chair at the University of Minnesota. He has published several books, chapters and journal articles relating to industrial/organizational psychology. He has also served as editor of the Journal of Applied Psychology and served on the editorial board of six other journals, of the book series Frontiers in Industrial/Organization Psychology and was associate editor of Handbook of Industrial and Organizational Psychology. Campbell has also been recognized publicly on numerous occasions for his accomplishments including a 1991 Distinguished Scientific Award, presented by the Society of Industrial and Organizational Psychology.

James G. March

James G. March is Professor Emeritus at Stanford University. He is best known for his research on organizations and organizational decision making. March is highly respected for his broad theoretical perspective which combined theories from Psychology and other behavioural sciences. He collaborated with the Cognitive psychologist Herbert Simon on several works on organization theory. March is also known for his seminal work on the behavioural perspective on Theory of the firm along with Richard Cyert (1963). In 1972 March worked together with Olsen and Cohen on the systemic-anarchic perspective of organizational decision making known as the Garbage Can Model.

James G March is the father of four children and the grandfather of seven. Since 1953, he has served on the faculties of the Carnegie Institute of Technology, the University of California, Irvine, and (since 1970) Stanford University. He has been elected to the National Academy of Science, the American Academy of Arts and Sciences, and the National Academy of Education, and has been a member of the National Science Board.

Bibliography

• (1972) Michael D. Cohen, James G. March, Johan P. Olsen A Garbage Can Model of Organizational Choice Administrative Science Quarterly, Vol. 17, No. 1. (Mar., 1972), pp. 1-25.[JSTOR] [particularly pp.1-3 & 9-13]

March's Books

• An introduction to the theory and measurement of influence (1955)
• Autonomy As a Factor in Group Organization (1980) ISBN 0-405-12980-7
• Ambiguity and Choice in Organizations (1980) ISBN 82-00-01960-8
• Decisions and Organizations (1988) ISBN 0-631-16856-7
• Rediscovering Institutions (1989) ISBN 0-02-920115-2
• A Primer on Decision Making (1994) ISBN 0-02-920035-0
• Democratic Governance (1995) ISBN 0-02-874054-8
• The Pursuit of Organizational Intelligence (1998) ISBN 0-631-21102-0
• On Leadership (2005) ISBN 1-4051-3247-7

Prize-winning Articles for 2005 and the First Two Decades of AMR

1. Economics Language and Assumptions: How Theories Can Become Self-Fulfilling byFerraro, Pfeffer, and Sutton, 2005

2. Upper Echelons: The Organization As a Reflection of Its Top Managers by Donald C. Hambrick and Phyllis A. Mason, 1984

3. An Integrative Model of Organizational Trust by Roger C. Mayer, James H. Davis, and David F. Schoorman, 1995

Thomas Luckmann

Thomas Luckmann

Thomas Luckmann (b. 1927) was Professor for Sociology at the University of Constance in Germany. Since 1994 he is professor emeritus. He is well known for the book The Social Construction of Reality (1966, together with Peter L. Berger) and for Structures of the Life-World (1982, together with Alfred Schütz).

Research areas of Luckmann include the Sociology of knowledge, the sociology of religion, the sociology of communication and the philosophy of science.

His works include:

• The Social Construction of Reality. A Treatise in the Sociology of Knowledge (1966, with Peter L. Berger)
• The Invisible Religion. The Problem of Religion in Modern Society (1967)
• The Sociology of Language (1975)
• Structures of the Life-World (1982, with Alfred Schütz)
• Life-World and Social Realities (1983)

Peter Michael Blau

PETER BLAU WAS A LEADING figure in sociology throughout the second half of the twentieth century, and by its end among the most cited of all active sociologists. His major contributions were to the study of macrosocial structure— analyzing the large-scale systems of organizations, social classes, and the dimensions around which societies are structured. At the same time he was the author of an enduringly influential microsociological study of exchange relations. He was one of the founders of the field of organizational sociology and the coauthor of a highly influential study of the American occupational structure that transformed the study of social inequality and mobility. His contributions to conceptualizing and measuring the parameters of societal systems continue to inspire and guide current theory and research.

A THEORY OF SOCIAL EXCHANGE

Goffman's observation about expectations

Expectations become visible when they are violated and sanctioned.

理论的局限

如同舞台上的探照灯，理论能够照亮舞台的一角，但舞台的其他部分却仍旧维持在相对黑暗的条件之下。诸多的社会科学研究结果也是如此，它们让我们注意到了事物的某一个方面，但是同时将更多的方面放在一边。那么为什么有些研究结果会如此让人兴奋，让人关注呢？一个解释就是它找到了舞台中一个让人意想不到，并在以前无人关注到的角落。对于这样的角落，人类好奇的天性得到激发，并吸引越来越多的人前来观看。

相对同一个角落，用不同角度的探照灯也会产生截然不同的效果，社会科学的研究，在很大程度上就是要找到一个很好的角度，能够探照到尽可能多的内容，看到从别的角度不能看到的东西，只有到这样的程度，才可以称得上有所建树。

最近看到Donald T. Campbell为Case Study Research一书写的foreword，里面提到“plausible rival hypotheses”，很受启发，因为研究工作正是在不断地进行不同理论的比较中获得进步，如果你发现的理论可以用另一个理论解释，那么至少说明你的理论只是提供了一个视角，并没有提出更加新的东西，所作的贡献相比那些寻找出新内容的理论来说是略逊一筹的。对于后一种理论，在实际操作中很重要的一点就是研究的控制，只有你实施了良好的控制，才能排除其他可能的解释，做出自身独特的理论贡献。

Murry Davis

Murray Davis argues that great theories in social science attain their status not because they are true but because they are interesting and engage the attention of their audience of experts and practitioners (Davis, 1971).

找到新的阵地

开始加油啦 哈哈哈哈哈