Social cohesion in Rwanda: Results from a public good experiment

We describe a public good experiment, a type of economic experiment commonly used to examine feelings of prosociality—that is, behaviour which is positive, helpful and intended to promote social acceptance and friendship—and community cohesion, carried out in Rwanda. Contributions in different parts of the country are affected by the local intensity of the 1994 genocide, with more generous contributions being made in areas where violence was greater. This supports earlier research indicating that conflict experience leads to greater prosociality. However, we also find that people who have not, themselves, been targets of violence give lower contributions than people who have. The considerable group‐related and regional differences in social behaviour may have implications for the country's policies to deal with social cohesion.     

Risk Regulation in High-Conflict Parenting

That “there is no gathering of roses without risking the thorns” might be the simplest way to think of the paradox of relationship. Risk regulation as psychological mechanism minimizes rejection (thorns) and maximizes assurance (roses). In the article, the social psychology of risk regulation is set in the context of divorce and high-conflict parenting. Risk regulation provides not only guidance for treatment, but also a conceptual framework for professional opinion in forensic evaluation and legal consideration.     

Work–family conflict: The importance of differentiating between different facets of job characteristics

This review study clarifies the relationships between job characteristics and work–family conflict (WFC) by differentiating among three facets of job characteristics: latent, perceived, and enacted. To date, research linking job characteristics to WFC has not distinguished the facets of job demands and job resources in this way. Such distinctions are important as a means of understanding the affective, behavioural, and cognitive processes involved in determining how and when job characteristics relate to WFC. Our review of 115 studies showed that perceived job characteristics have been most commonly explored in relation to WFC, whereas latent and enacted job characteristics have been hardly examined. While these findings may not be surprising, our contribution lies in reviewing the literature through the lens of these categories. Based on the findings, and through highlighting examples in the extant literature, we argue that understanding job characteristics in terms of both how they are perceived and enacted by workers will provide a deeper insight into the mechanisms underlying the relationship between job characteristics and WFC. In order to inform evidence-based interventions, future research must uncover the dynamic mechanisms underpinning the connection between job characteristics and WFC through a focus on enacted job facets and the cognitive, affective, and behavioural processes involved.     

Maternal Conflict Behavior Profiles and Child Social Skills

The current study examined associations between mothers’ behavioral profiles during mother‐child conflict interactions and their children's social skills. This person‐centered approach classified 181 mothers according to their levels of emotional responsiveness, intrusiveness, negativity, and engagement facilitation behaviors during an eight‐minute conflict discussion task with their child. Three distinct classes of mothers were identified using latent profile analysis: sensitive/engaged, moderately sensitive/engaged, and insensitive/disengaged. An analysis of covariance indicated that children of mothers in the sensitive/engaged group had significantly higher social skills than children of mothers in the moderately sensitive/engaged and insensitive/disengaged groups. Results suggest that mother‐child conflict interactions may benefit children's social development when mothers facilitate their children's participation in a highly sensitive manner.     

Double trouble: work–family conflict and well-being for second job holders

The purpose of this study was to provide an initial investigation into the work–family conflict (WFC) experiences of individuals who hold a second job. Specifically, we proposed two opposing theoretical arguments regarding the relationship between WFC and four measures of well-being: life satisfaction, physical health, emotional exhaustion, and exercise for individuals who hold two jobs. In a sample of individuals working two jobs, we tested whether the effects of WFC arising from the first job and from the second job exerted an additive or interactive effect on employee well-being. Our results indicated that for emotional exhaustion, physical symptoms, and life satisfaction, the effects of WFC from two jobs are interactive; but that for exercise, the effects of WFC from two jobs are additive. In both cases, the additional WFC experienced as a result of working a second job contributed to the prediction of employee well-being over and above WFC from the first job. Results are discussed within the context of relevant theory, and suggestions are made for future research.     

Does National Identification Always Lead to Chauvinism? A Cross-national Analysis of Contextual Explanations

This study examines the premise that national identification inevitably leads citizens to endorse chauvinism in the international arena. It argues that the relationship between national identification and chauvinism is affected by three contextual factors: globalization, inter-state conflict, and social division. A multilevel analysis of cross-national survey data from the International Social Survey Program National Identity II (2003) was employed in order to observe these three contextual effects, the sample consisting of 33 countries. The results demonstrate that closer relations exist between national identification and chauvinism in more globalized countries. The effects of inter-state conflict vary according to the indices used to measure conflict. Those countries that experienced a large number of deaths during the 2000s and mobilized resources and personnel evinced a higher level of chauvinism. This effect is not evidenced by other measures of conflict, however. Social division did not affect the level of chauvinism or its relation with national identification. These findings are used to critically evaluate the notion that citizens who identify with their nation tend to be nationally chauvinistic.     

从《新结婚时代》看当代中国家庭伦理观的冲突与变迁

改革开放以来,随着传统社会向现代社会转型,中国的家庭伦理观发生了巨大的变化。家庭伦理电视剧《新结婚时代》真实描绘了现代社会中＂城乡结合＂家庭的矛盾,集中展现了现代化进程中家庭伦理观念的冲突与变迁。主要表现为：从家族利益至上到个人自主决定,婚姻越来越成为＂两个人的事＂;从绝对服从的孝,到平等尊重的爱老之情,亲子关系出现民主平等化的趋势;从夫权统治到夫妻平权,夫妻关系日趋平等,相互尊重的要求日益凸显。     

Engineering confederalism for Iraq

This article examines Iraqi political developments in the last few years. It argues that unless a constitutional mechanism for proper dispersal of political powers across Iraq's regions and branches of its government is developed quickly, it may become too late for defeating Islamic State in Iraq and Syria, stemming the sectarian and ethnic conflicts, overcoming its perpetual crises of governance or for keeping Iraq united. We suggest that a confederal structure is a better and lasting political solution for Iraq than federal or other structural configurations. We also argue that power-sharing and consensus must be intertwined directly into the constitutional fabric of the political structure.     

工作家庭平衡的结构验证及其因果分析

本文研究中国大陆已婚员工工作家庭平衡四因素的前因和结果变量。验证性因子分析的结果支持了Frone有关工作家庭平衡的四因素模型,表明工作家庭平衡是一个双重指向的(工作-家庭,家庭-工作)包括冲突和促进的四重构面概念。多元逐步回归分析结果揭示了工作家庭冲突与促进的不同形成机制,角色过载是工作家庭冲突的首要前因变量,角色投入是工作家庭促进的首要前因变量。此外,工作-家庭冲突与工作满意度和生活满意度显著负相关,家庭-工作促进与生活满意度显著正相关。     

员工积极组织行为影响因素的实证研究:工作-家庭冲突的中介作用

本研究对505名员工及他们的124名直接主管按照4∶1的比例做了配对调查并对调查结果进行多层数据分析,考察工作压力、工作匹配度、工作-家庭冲突对员工积极组织行为的影响,分析了工作-家庭冲突的中介作用以及员工外倾性人格特质的调节作用。结果发现,工作-家庭冲突对员工的积极组织行为产生显著的负向影响;工作-家庭冲突在工作匹配、工作压力与员工积极组织行为的关系中起到中介作用;员工外倾性人格特质对工作-家庭冲突与员工积极组织行为之间的关系有调节作用,即外倾性人格特质能够降低工作-家庭冲突的负面影响,减弱其对员工积极组织行为的不利影响。