Coalition-building and the forging of solidarity across difference and inequality

Diverse coalitions hold great potential for social movements, but they also face tremendous challenges. In this article, I review the literature on diverse alliances with a focus on how trust, commitment, and ultimately, solidarity can be developed and sustained across divides. The article begins by discussing the needs of diverse alliances to build trust and commitment, and the coalitional characteristics deemed vital for doing so, with a focus on shared neutral space, ongoing interaction, and social ties and bridgebuilders. Five coalitional processes and practices are identified and discussed that have been empirically found or theorized to be imperative for cultivating solidarity across difference and inequality. These processes include (a) uniting around shared principles while engaging difference; (b) acknowledging and managing inequalities; (c) making space for each other; (d) attention to managing conflicts; and (e) actions that confirm the shared commitments and negotiated identity. I conclude by evaluating the state of research on developing and sustaining alliances across divides.     

论道德之“见”的认识困境——也谈《孟子》“见牛未见羊”

近年来,学界对《孟子》齐宣王"见牛未见羊"现象多有阐发,由此引发了人们对儒家道德之"见"的广泛关注。其实,《孟子》论"见牛未见羊",阐述了因"见牛觳觫"而产生"德性之知"的德性主义认识路线。在这条认识路线中,"见"不仅可以使见者体认本心良知,也使某些无良被见者有了欺骗君子"以方"的可乘之机。"见"在促成德性之知的过程中积极有为,但也隐藏着诚与欺的认识困境。无疑,摆脱这种道德认识困境对当前中国道德文明建设是具有一定积极意义的。     

Different Pathways from Transformational Leadership to Job Satisfaction

Transformational leaders are known to inspire and motivate their followers, thereby leading to enhanced job satisfaction. Job satisfaction is an intellectual concept regarding individuals’ attitudes toward their jobs. This study asserts that the underlying mechanisms for transformational leadership to affect employee satisfaction are trust in the community, including the leader (that is, organization) and trust in the self, namely self‐efficacy. Leadership is specifically associated with continual transformations in the higher educational context, and collectivist cultures may manifest different processes underlying the transformational leadership–satisfaction relationship. This study investigated the mediating effects of trust and self‐efficacy on the relationship between transformational leadership and job satisfaction. The study sample included academicians from a nonprofit higher education institution in Turkey. The data were analyzed using structural equation modeling. The results showed that the relationship between transformational leadership and job satisfaction is fully mediated by both trust and self‐efficacy. The mediator effect of trust was shown to be stronger than self‐efficacy, which is assumed to be the result of the cultural context. The results are discussed in the context of employee satisfaction and cultural determinants of employee satisfaction.     

现代社会秩序的政治建构:基于信任的民主

现代社会秩序的政治建构受制于民主和信任建设中的交织关系,体现为如何化解委托代理中的"逆向选择"和"道德风险"。这促使政治思想家们不断探索解决路径,形成了维持社会秩序的霍布斯模式、洛克—熊彼特模式、托克维尔—帕特南模式以及蒂利模式等。基于信任的民主不仅需要加强关于政府官员的能力和素质的制度化建设,还需要培育社会资本和加强公民共同体建设,更需要强化政府和民间互动的策略性和有效性,促发信赖确证、条件满足和风险化解,以维护社会秩序。     

联盟信任变迁与美韩联盟转型

联盟信任与联盟困境之间存在密切关系。在双边不对称联盟中,联盟困境的"抛弃"与"牵连"对联盟信任的作用更为强烈,进而成为推动联盟转型的重要变量。在美韩联盟发展过程中,其联盟信任不断变迁。联盟初期,由战火锤炼铸就的美韩双向情绪性信任,中经"尼克松冲击"转变为情绪性—工具性信任,后冷战时代历经双方的战略调整与实力变迁影响,转为双向工具性信任。受联盟信任变迁的影响,美韩联盟也实现了由军事联盟向战略性联盟的转变,这是联盟信任下降与共有利益拓展的共同结果。     

中国个人账户养老基金信托运营管理模式探析

近年来,个人账户养老基金运营管理模式、保值增值问题一直是学者们研究的重点,本文从个人账户养老基金的产权属性出发,通过对个人账户养老基金的管理现状和信托运营模式的优势分析,构建了个人账户养老基金信托运营框架,通过成立个人账户基金管理委员会与个人账户基金监督委员会,辅助其他监管,交由信托公司负责运营,保证了个人账户基金保证增值,并认为应从转变政府角色、构建信托运营的市场环境、坚持"资产组合定量"原则和"审慎人"原则、建立个人账户基金信托信息披露制度和完善法律法规体系五个方面保障信托模式的顺利运营。     

任务型语言教学渗透情感教育的实践研究报告

本文侧重于情感教育的目的功能,探讨大学英语教学渗透情感教育的可行性和有效性。     

小学校长服务型领导对教师知识分享行为的影响研究

以山东省248名小学教师为有效样本，探讨了服务型领导、教师同事信任、情感承诺和教师知识分享行为之间的关系。研究结果显示：服务型领导与教师知识分享行为显著相关；教师同事信任部分居间联系了服务型领导与知识分享行为之间的关系；教师同事信任部分居间联系了服务型领导与情感承诺之间的关系；情感承诺对服务型领导与知识分享行为关系的中介作用不显著。     

The belonging model of trust

Although we know that high‐quality employee–organization relationships are beneficial, these relationships are complex and not fully understood, especially among employees of nonprofit organizations. In particular, we know little about how these employees perceive trust, which may overlook an important contributor to effective management. We begin to address this issue by testing a new theoretical model that conceptualizes perceived insider status, psychological ownership, and organizational identification as foundations for the perception of justice and subsequent trust. Our results indicate that psychological ownership and perceived insider status relate to trust through procedural and interpersonal justice. These results contrast those typically found in for‐profit contexts in that organizational identification did not predict justice and that distributive and informational justice did not predict trust.     

Changes in the Factors Influencing Public Acceptance of Nuclear Power Generation in Japan Since the 2011 Fukushima Daiichi Nuclear Disaster

Public support for nuclear power generation has decreased in Japan since the Fukushima Daiichi nuclear accident in March 2011. This study examines how the factors influencing public acceptance of nuclear power changed after this event. The influence factors examined are perceived benefit, perceived risk, trust in the managing bodies, and pro‐environmental orientation (i.e., new ecological paradigm). This study is based on cross‐sectional data collected from two online nationwide surveys: one conducted in November 2009, before the nuclear accident, and the other in October 2011, after the accident. This study's target respondents were residents of Aomori, Miyagi, and Fukushima prefectures in the Tohoku region of Japan, as these areas were the epicenters of the Great East Japan Earthquake and the locations of nuclear power stations. After the accident, trust in the managing bodies was found to have a stronger influence on perceived risk, and pro‐environmental orientation was found to have a stronger influence on trust in the managing bodies; however, perceived benefit had a weaker positive influence on public acceptance. We also discuss the theoretical and practical implications of these findings.