Naturvin växer som ett koncept och som ett samfund, särskilt i Sverige betraktas det till en stor del som något nytt. Syftet med denna studie var att identifiera normerna som definierar samfundet och analyserar hur de människor som arbetar med naturvin varje dag marknadsför och presenterar det som en produkt för konsumtion. För att besvara dessa frågor genomfördes fyra intervjuer med människor som arbetar med naturvin dagligen. Två sommeliers på välkända restauranger i Stockholm som primärt arbetar med naturvin som dryck. Samt två importörer av naturvin som är verksamma över hela Sverige. Denna studie visar att naturligt vin har vuxit mycket under de senaste tio åren i Sverige och att ett samfund har byggts runt det. Det visade också att normer som ärlighet och öppenhet är viktiga i samhället. Storytelling verkar också vara en stor del i försäljningen av produkten och som ett sätt att introducera nya människor till naturligt vin som ett koncept. Hållbarhet är också en stor del av debatten som för närvarande äger rum kring naturligt vin. Slutligen upptäckte vi att naturligt vin kan ha det svårt i framtiden på grund av bristen på tydlig juridisk definition av produkten. Medans alla de fyra personerna som intervjuades i stort sett var överens med varandra om definitionen av naturligt vin, kan bristen på en definitiv definition skada tillväxten framöver.

Workplace arrogance has emerged as a research focus area for many industrial-organizational psychologists. Employees who demonstrate arrogance tend to demonstrate poor job performance, executive failure and poor overall organizational success. The present study investigates arrogance measured by the Workplace Arrogance Scale (WARS: Johnson et al., 2010) in relation to the Honesty Humility facet of the HEXACO Personality Index-Revised (HEXACO PI-R: LEE & Ashton, 2004). A total of 273 participants completed the WARS and HEXACO PI-R Honesty-Humility Facet of the HEXACO. Results show significant, strong negative correlations between the Honesty-Humility subfacets and the overall Honesty Humility facet score with the WARS scores. These findings indicate that workers high in arrogance lack important honesty-humility characteristics. Once we fully understand the complex mixture of personality traits that make up workplace arrogance, we can begin to screen for it in the hiring process and develop ways to better address it in the workplace.

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When measuring social validity, many researchers rely exclusively on subjective measures, such as questionnaires or surveys; however, these measures may fail to capture the variables that control later intervention adoption by stakeholders, and objective measures may capture these variables more accurately. Moreover, few researchers have investigated the adoptability of differential reinforcement (DR) interventions to increase children’s honesty about transgressions. We taught caregivers to implement the DR procedures reported in Lehardy et al. (2023) and measured the acceptability and adoptability of procedures using three measures: (1) a social validity questionnaire and rating scale immediately following training, (2) a concurrent-chains preference assessment with the researcher, and (3) an at-home follow-up questionnaire approximately one week after training. Caregiver preferences for procedures varied, but all caregivers reported preferring DR procedures to increase honesty over an NCR procedure. Correspondence between each participant’s three social validity outcomes also varied, but only fully aligned for one participant. Our findings indicate a need for additional research into correspondence between subjective and objective social validity measures to determine whether subjective measures can accurately predict later intervention adoption.

過往清史研究關於清代官制多探討其制度成因、演變，鮮少觸及到俸祿、功名與官制彼此間的關聯性或影響程度，而從勞動經濟學的角度來看，官員的功名、官秩應反應出其人力資本投資與職場經驗的累積程度。有鑑於此，本研究利用清代各期間編纂地方方志中的樣本資料來探討及評估清代臺灣地方官吏人力資本投資、職場經驗及其他特徵變數對於薪資(俸祿)報酬的影響為何。 本論文第一個主題探討人力資本對康熙、雍正、乾隆時期薪俸的影響，實證結果顯示，進行人力資本投資(考取功名)可提升俸祿4.5%；官秩升遷可提升俸祿29.9%。若以職官屬性分類，本研究發現文官在人力資本投資與工作經驗的報酬率均優於武官，我們認為主要原因可能因文、武職官升遷模式有所差異。文官晉陞過程與其工作經驗有關，而武官晉陞過程可能與是否有戰功的關係較高，因此受到人力資本與工作經驗的影響較小。 本研究第二部份以傳統迴歸及Heckman兩階段估計法估計Mincerian所得函數，探討清治時期212年間臺灣鳳山縣職官文職與武職構成與其功名、官秩對工資(俸祿)影響。研究結果顯示：(1)以傳統迴歸分析實證結果估計會存有樣本選擇偏誤的問題；(2)俸祿考慮養廉下官員任期是否秩滿、是否因丁憂退出勞動市場、是否具八旗背景對文官薪資有顯著影響；官秩大小對武官薪俸則有正向影響。(3)俸祿不考慮養廉下，官秩對文、武職官薪俸帶有提升效果。 最後，本文探討養廉銀政策的施行對文職職官薪俸的影響。以DID估計發現：政策的實施使職官薪俸提升了0.5倍至數十倍不等；且職官個人功名與官秩顯著影響可獲取的薪俸額度。 / Previous researches in the history of Qing dynasty mainly study the cause of bureaucracy or the evolution in the bureaucratic system, however, there are fewer studies which explain the relationship of wage, official rank and the fame of scholarly honor. In the side of labor economic, the scholarly honor, official rank reply the accumulation of human capital and the experience in the job market. According it, this dissertation tries to evaluate the return of human capital investment, job experience and other characteristic variables on the wage on samples during the periods of Qing dynasty. The first topic tries to analyze the impacts of human capital on wage during the period Kangxi, Yongzeng and Qianlong era. The empirical results indicate that the human capital investment (scholarly honor) rises 4.5% in the wage rate; the return rate of official rank arise 29.9% wage rate. We also find that the civilian officials have better return rate in both factors than military ones. The main reason may due to the promotion process between civilian and military officials are not the same. The promotion in the civilian official base on the experience, the promotion process in military officials may relate to the performance in the war. Therefore the human capital and experience have smaller influence in the military officials’ wage. Using the traditional regression and Heckman two step methodology, the second part of this study estimates the Mincerian earnings function which try to explain the structure of the civilian officer and military bureaucracy sectors, and the return of official rank, the fame of scholarly honor on wage in Fenshan during the occupation period in Qing era. The empirical results indicate: (1) there has a sample selection bias if we estimate with traditional regression. (2) the term of official finished, in mourning for parent's death or the background in Eight banners system has significant effect when we consider the silver honesty system in wage. (3) official rank increases the wage rate of return in civilian and military official if the component of wage does not consider the silver honesty system. Finally, the dissertation investigates the influence of silver honesty system (SHS) in the wage of civilian officer. The empirical estimation finds that the implantation of policy increases the wage between 0.5 to dozens of times through difference and differences methodology (DID). The estimation also indicates that the FAME and RANK affect the available amount of salaries significantly.

Faking in applications was found to be an important issue in which social desirability plays a relevant role. The present study brings Social Desirability Responding, Honesty-Humility, and different stakes of situations into relation. Social Desirability Responding, i.e. Communion Management and Self-Deceptive Enhancement, operationalized by the Balanced Inventory of Desirable Responding (BIDR) and Honesty-Humility (HEXACO-60) are analysed regarding their relationships and differences in and between high-stake, low-stake, and high-stake-low-framed situations. Relationships between Honesty-Humility and Communion Management were significantly positive, while no relationship between Honesty-Humility and Self-Deceptive Enhancement was found. There were also no significant differences in the constructs across situations. It was further investigated whether individuals scoring low in Honesty-Humility show different responding behaviour dependent on situational frames compared to individuals scoring high in Honesty-Humility. No significant differences were found. Results imply that Social Desirable Responding scales do not measure what they intent to, hence further research is needed. The tested high-stake-low-framed situational instruction did not significantly reduce faking. However, exploring the option of framing application situations is recommended for organizations. Further, the problematic nature of measuring Social Desirability Responding is considered.

This dissertation chronicles the discourse of sincerity in state published Soviet Russian literature and criticism from Stalin’s death in 1953 to 1970. It presents a means of reading sincerity as a literary device in fiction and poetry that corresponds to an understanding of sincerity as rhetoric. This view holds that sincerity is a socially determined effect of language and affect. As such, the dissertation begins by analyzing the valences of sincerity during the Thaw, exploring them in connection with writers of the Village Prose and Youth Prose movements as well as in the poetry of Evgenii Evtushenko. From this survey of different literary trends, a general framework of a shift from an essentialist to a performative conception of sincerity in Russian official literature is presented. This dissertation argues that there was a gradual process which saw authoritative discourse and a discourse of sincerity exist in tension with each other in the early Thaw before performativity seeped into sincerity rhetoric in the Youth Prose of the early ‘60s. An awareness of sincerity as rhetorical or performative language flourished in postmodernist literature and late Soviet underground art, creating a mode that was self-conscious of the impossibility of essential sincerity while still seeking a way to be sincere.

Although lying is a major concern for many caregivers (Alwin, 1989; Gervais et al., 2000), there is little behavior analytic research on effective, practical interventions. Studies have shown that a moral story, instruction, or rule implying praise for honesty produced statistically significant improvements in children admitting a transgression (Lee et al., 2014; Talwar et al., 2015; Talwar et al., 2016). Although praise has been shown to function as a reinforcer (Dozier et al., 2012; Hall et al., 1968; Polick et al., 2012), it is unknown if an intervention package including praise for telling the truth would compete with reinforcement contingencies for lying. We evaluated an intervention package comprised of this moral story, instruction, and rule in combination with praising honest reports when reinforcement favored lying. We identified and used each participant’s preferred topography of praise using a multiple-stimulus without replacement preference assessment (MSWO; Deleon & Iwata, 1996). No or minimal increase in honest reports was observed following the praise-based intervention. However, reinforcement of correspondence produced a complete increase in honest reports when staggered across participants using a multiple baseline design.