宗教社会学范式及理论的新进展

20世纪90年代以后,宗教社会学领域出现了新的理论范式。新范式是理解美国宗教的框架,旧范式则来源于欧洲的宗教传统。新范式的内容包括理性选择理论、似真性理论和仪式理论。目前,新范式开始运用于中国、印度等国家的宗教研究,似乎要成为普世性的理论模式。     

The Impact of Organizational Form on Gendered Labour Markets in Engineering and Law

It is well known that occupations are differentially gendered and explanations for such gendering usually focus on structure and process in the labour market. However little is known of the fine detail of the way in which labour markets perform for particular occupations in particular local contexts. This article is based on micro-sociological research on the professional labour markets for law and engineering professionals in the city of Hobart, Australia. It addresses a discrepancy in women's participation and promotion rates in each of these professions: the proportion of women in high positions in engineering matches their educational qualification rates while that in law is considerably lower than educational qualification rates would suggest. The paper proposes that the explanation can be found in the respective organizational patterns of the two professions. Engineering is practised in large-scale bureaucratic organizations where formal rules govern recruitment and promotion, where equal opportunities legislation literally applies, and where a strict separation is maintained between public and domestic spheres. By contrast, law is practised in collegial partnerships where informal judgements govern recruitment and promotion, where the letter of equal opportunities legislation need not be applied, and where advancement depends on the subordination of the domestic to the public sphere.     

A question of balance

Dr W. Warner Burke is Professor of Psychology and Education and Chair of the Department of Organization and Leadership at Teachers College, Columbia University in New York. He is also Chairman of W. Warner Burke Associates, Inc., an organization consulting firm. Burke earned his BA from Furman University and his MA and PhD from the University of Texas, Austin. Prior to Teachers College, he served in senior positions at Clark University, the NTL Institute, and as Executive Director of the OD Network. Dr Burke's consulting experience has been with a variety of organizations in businessindustry, education, government, religious and medical systems. A Diplomate in 1/0 Psychology, the American Board of Professional Psychology, he is also a Fellow of the Academy of Management, the American Psychological Society, and the Society of Industrial and Organizational Psychology, and past editor of both Organizational Dynamics and the Academy of Management Executive. He has authored over 100 articles and book chapters on OD, and authored, co-authored or edited thirteen books. He has received numerous awards, including, in 1989, the Public Service Medal from the National Aeronautics and Space Administration, in 1990, the Distinguished Contribution to Human Resource Development Award and, in 1993, the Organization Development Professional Practice Area Award for Excellence—The Lippitt Memorial Award—from the American Society for Training and Development. He has been working in the field of OD for over thirty-five years.

Seth A. Berr, MA, is a Research Associate at W. Warner Burke Associates, Inc. He received his BA in Psychology from the University of Pennsylvania and MA in Organizational Psychology from Teachers College, Columbia University. He currently specializes in the co-ordination and planning of executive development and feedback-based programmes.

Allan H. Church, PhD, RODC, is a Principal at W. Warner Burke Associates, Inc., an Adjunct Assistant Professor at Teachers College, Columbia University, and edtor of both the Organization Development Journal and The Industrial-Organizational Pychologist. He has published more than eighty articles and several book chapters, and was recently awarded the 1999 OD Consultant of the Year Award from The OD Institute.     

Children whose parents misuse alcohol: a study of services and needs

Despite the fact that many children are affected by parental alcohol misuse, both services and research have largely concentrated on adults. Recently, projects have been set up to assist children, but developments have been piecemeal. This article reports on a qualitative study which learned directly from children, their parents and some young adults what they saw as the effects on children of excessive drinking by one or both parents. The most common consequences were distress at witnessing violence to the other parent or to the home; verbal abuse towards the children; feelings of shame; and taking on caring and protective roles. However, the children were not passive victims and usually took active steps to tackle the drinking or modify its impact Those in the sample usually had at least one family member who helped them and was trusted. Nevertheless, many wished they could meet with others in the same position, so they could feel less isolated and learn from each other. The need was identified for access to a network of services with group work, individual counselling, family mediation and educational components.     

NGOS AND THE DEVELOPMENT OF CIVIL SOCIETY IN BULGARIA AND THE USA

This study examines the development of civil society and its ability to facilitate stronger democratic practices in Bulgaria using the USA as a comparison. Using data gathered from surveys of NGOs in 2006, we examine three sets of questions. First, what is the level of NGO organizational capacity? Second, to what degree are NGOs performing their mediating roles? Third, how do NGOs perceive their effectiveness in working with the state and its citizens. Our findings suggest that Bulgarian NGOs face a number of challenges when compared with US NGOs, which affect their ability to engage in civil society activities such as establishing horizontal ties with citizens and other groups.     

Gender and Organizational Justice Preferences

Despite evidence that women and men possess similar workplace values, debate continues regarding gendered preferences for justice in the workplace. In particular, some have argued that women and men have fundamentally different justice orientations, which lead men to value fair outcomes and women to value fair procedures. Recent research finds that such beliefs may influence managers to reward men with greater monetary rewards than those provided to women. Here, we review this literature and argue that men and women do not have fundamentally different justice orientations. Instead, the few findings of gender difference in preferences for procedural vs. distributive justice in the workplace are a function of status differences between men and women.