Conflicting and Reinforcing Identities in Expanding Europe: Individual‐ and Country‐Level Factors Shaping National and European Identities, 1995–20031

This study examines how, within the context of the expansion of the European Union, various multi‐level factors circumscribe individuals’ national and European identity. Focusing on the differential impact of new opportunities that Europeanization offers to people with different backgrounds, we propose hypotheses regarding the effects of individuals’ geopolitical, ethnic, class, and national historical backgrounds on their national and European identity. Drawing on theories on sociopolitical identities, we hypothesize that minorities are more likely to identify with the European Union, but are less likely to identify with their nation and that more local lower‐level geopolitical attachments can enhance broader higher‐level ones. We also combine these individual‐level arguments with macro‐level theories and examine the impact of country‐level factors such as having a communist past, the duration of EU participation, and the levels of economic development and international integration. We test these hypotheses using ISSP survey data from 15 European countries for the years 1995 and 2003. Overall, the results support our predictions about minorities’ identification patterns and about the reinforcing relationships between local and macro identities in general. Our macro‐level analyses indicate different effects in postcommunist nations than in Western‐democratic states, indicating widespread disillusionment with the European Union in postcommunist countries.     

Supervisory coaching and performance feedback as mediators of the relationships between leadership styles,work engagement,and turnover intention

Human resource development (HRD) is key to organizational success. With some HRD roles devolving to leaders in recent years, a gap in understanding is now evident in how leaders’ leadership styles shape development-oriented behaviours that may effectively assist them in fulfilling their HRD roles, and the corresponding effects that this has on employee work engagement and turnover intention. This study compared the effects of transformational and transactional leadership styles on employee attitudes (i.e. work engagement and turnover intention) through leaders’ behaviours (i.e. supervisory coaching and performance feedback). This study used a multilevel approach (i.e. matching leaders to multiple subordinates) with 500 employees, nested in 65 workgroups from private organizations in Malaysia. As hypothesized, we found a link between transformational (but not transactional) leadership and higher levels of supervisory coaching and performance feedback, and that these job resources mediate the relationship between transformational leadership and work engagement. Furthermore, we found that work engagement mediates the relationships of both supervisory coaching and performance feedback to turnover intention. Overall, the study results reveal one way in which Asian leaders can effectively facilitate some aspects of HRD through development-focused behaviours which serve as job resources to boost work engagement and reduce turnover intention.     

The Social Life of the Senses: Charting Directions

Sensory scholarship in the fields of sociology, anthropology, history and geography, among others, has proliferated in the last few decades. Sensory works in these disciplines argue for the senses as social, highlighting important insights that further our comprehension of selfhood, culture, and social relations. In this paper, I delineate five interrelated sections that inform how sensory works have developed over time. In the first section, I provide an adumbrated background with regard to the hierarchy of the senses, and call attention to the need to move beyond the hegemony of vision. The second section offers a discussion on how Sociology has contributed to sensory studies, addressed alongside other disciplines. Building upon these two sections, both theoretical directions and methodological issues will be deliberated in the third and fourth sections respectively. The last section locates the development of sensory research in organizational terms, by elucidating upon the various institutional efforts that have been pursued towards organizing sensory research and scholarly publications through different avenues. The article then concludes by putting forward the concept of sensory transnationalism as a suggestion for the next step forward towards broadening sensory research.     

非行政许可审批的合理性

<行政许可法>的颁布和实施对我国的行政审批制度改革产生了重大而积极的影响,但仅有一部全国性的法律是难以覆盖各地具体政务情况的,不在这部全国性的法律调节范围内的"非行政许可审批"的产生、演变就有其合理性与必然性.但迄今为止,对这一数量繁多的"非行政许可审批"没有正式的理论部门对其进行认可,实践中却被实务部门所广泛应用.无论在理论上还是实践中,它都有存在的价值.它的存在是必然的,也是必需的,因而是合理的.     

汉语名量词起源再探

量词又可以分成名量词和动量词.关于名量词的起源,学界众说纷纭.首先分析了汉语名量词的起源的一些观点的不足,然后从韵律方面对名量词进行考察.汉语的韵律促成了"名+数+名4"的产生,从而为汉语量词的发展提供了语法槽,然后通过词汇替换、语法化等手段,产生了汉语量词.汉语量词的发展具有不平衡性.     

论身体权的保护

《侵权责任法》没有规定身体权,这是侵权立法对身体权保护的不足之一。在未来将身体权法定为一项独立的人格权,或扩大解释《侵权责任法》第2条第2款,或借鉴他国作法将对健康与身体完整性的侵害作为一个独立诉因,这些作法皆可以实现对身体权的实质性保护。     

Male backlash, bargaining, or exposure reduction?: women’s working status and physical spousal violence in India

Labor force participation of women is expected to decrease the risk of spousal violence by enhancing their bargaining power or diminishing their contacts with abusive partners. The opposite effect is predicted when female employment induces male backlash. I identify the effect of female employment on spousal violence by exploiting the exogenous variations in rural women’s working status driven by rainfall shocks and the rice–wheat dichotomy. The instrumental variable regression result indicates that female employment significantly reduces the incidence of spousal violence. This result is mainly driven by the exposure reduction effect that dominates male backlash. There is, however, no evidence on the bargaining effect.     

Addressing procedural challenges of ethical review system: Towards a better ethical quality of clinical trials review in Malaysia

The review of clinical trials with human participants in Malaysia is governed by a decentralized control system. The clinical trial protocols are reviewed by 13 registered research ethics committees (RECs) in Malaysia. A governmental body, the National Pharmaceutical Control Bureau, is responsible for the inspection and oversight of these registered RECs to ensure that they comply with the regulatory requirements. However, this study highlights that each REC in Malaysia has a different standard operating procedure and ethical review process. Other procedural challenges identified include inadequate membership, poor mechanism for research monitoring after ethical approval, and insufficient resources. Establishments of a national standard of REC and a central ethics committee are suggested to ensure procedural compliance in the oversight of clinical trials in Malaysia. While there is a growing concern that procedural compliance may not have a direct impact on the protection of human subjects, our key point is that an ethical review system compliant with the national standards could serve as a strong framework to support and enhance the ethical quality of decision-making and judgement. We believe that being aware of how influential procedural compliance can be would help committees improve the ethical quality of their research review.     

Spatial variability of fish communities in a highly urbanised reef system

Urban Ecosystems - Rapid coastal development has generated interest in the ecology of human-modified marine environments. Coastal defence structures such as breakwaters and seawalls are...     

Predicting job satisfaction of mental health peer support workers (PSWs)

ABSTRACT

The Mental Health Recovery Model is an empowering service philosophy which has been transforming the field of mental health. An important service approach to actualizing this model is hiring peer support workers (PSWs) who are peers advanced in recovery and employed to assist other peers in their recovery process. This study reports on factors hypothesized to affect PSW job satisfaction. Using multiple regression analyses, organizational culture and relationship with peers predicted 29% of job satisfaction. Based on these findings, suggestions are offered to assist social work administrators in effectively integrating and supporting PSWs in the workplace.