末世论和全球社会政治冲突——以巴以冲突为例

宗教原教旨主义者的末世论成了全球社会政治冲突一种不可忽视的动因,它不仅导致了许多国家内在的社会政治断裂,也加剧了当今伊斯兰世界与西方的矛盾和冲突。巴以冲突就是一个末世论产生重要影响的典型个案。末世论是以色列的信仰者集团、美国的基督教右翼积极在巴勒斯坦被占领土上推进定居点运动,阻扰和平进程的重要动因。这两者的进攻性行动破坏了伊斯兰世界的认同,损害了他们的权利、尊严和拯救前景,从而引起哈马斯、真主党等激进伊斯兰主义者同样带有末世情结的伊斯兰群体以"圣战"为主要形式的抗争。     

试论中亚地区的国族认同转型

中亚地区的各民族生活区长期保持着自然形成的畛界,并在此范围内形成多民族杂糅共生的历史传统,近代以至前苏联时期的民族区域划分则以人为的力量打破了这一传统。苏联解体和中亚五国的独立,致使民众的国族认同发生重大改变,文章称这一动态过程为国族认同转型。从当今社会政治发展状况来看,中亚国家均不同程度地存在着民众对于国民国家的认同差异。由差异所引发的矛盾与冲突,对中亚国家内部乃至整个地区的政治稳定构成了显著的威胁。     

主体存在变动的动态群组评价方法及应用

考虑时间和评价主体的双重动态情形,提出了一种动态群组评价方法。首先,分别测度了评价意见的横向冲突和纵向冲突,以提高评价结论的可靠性;其次,针对存在变动的主体,基于其与未变动主体评价意见的一致程度选择“时间效应”,以实现不同时间维度的评价意见的可比;再次,通过将主体意见分解成时间效应、个体效应、基础效应和冲突效应,以进行动态集成与评价。最后,给出了应用实例,结果表明该方法具有可行性。     

从文化迷惘到政治冒险——论伽讷的《迷惘的冒险》和《圣殿坚守者》

伽讷是塞内加尔杰出的小说家,他的小说都是探讨如何对待非洲传统文化的问题。他的第一部小说写的是一位塞内加尔学生在法国留学时感到的文化身份困惑。他的第二部小说写的是塞内加尔后独立时代政府和非洲传统文化的冲突,作者认为固守传统有可能成为通往现代化道路上的一个障碍。这两部小说反映了作者从文化迷惘到政治冒险的精神之旅。     

简述辩证法在市场开发中的运用

在当代,辩证法广泛地运用于市场开发之中,并起着重要的指导作用,从用两点论和重点论做好市场分析到运用矛盾转化的原理,开拓竞争对手的市场等充分地体现了辩证法运用于市场开发之中的奥妙。此外,辩证法运用于市场开发的两点启示值得深思。     

Am I a leader or a friend? How leaders deal with pre-existing friendships

We studied employees who were promoted into a leadership role from within their workgroup and explored how they dealt, psychologically, with being both a leader and a friend of their subordinates. In an inductive, qualitative study of 33 individuals from across three organizations (two mining companies and one childcare organization) we found that these people experienced psychological conflict that resulted in them feeling vulnerable to being exploited or being afraid to use their power over subordinate-friends. We identified five strategies that were used, namely abdicating responsibility, ending the friendship, establishing the divide, overlapping the roles, and using friendship to lead. We developed a model whereby the type of psychological conflict and the person's leader identity (either “the boss”, just a role, or a weak or non-existent leader identity) leads to the choice of resolution strategy. This exploration into understanding pre-existing friendships demonstrates the ongoing need to consider those in a leadership role as “people” and not just “leaders”.     

渠道权力理论与国外品牌服装在我国的营销渠道

本文利用渠道权力理论研究了国外品牌服装在我国营销渠道中零售商和供应商的关系。运用结构方程模型分析了供应商拥有的权力、零售商所感受到的供应商的影响力、二者在合作中的冲突、零售商对供应商的态度以及满意程度这几个因素之间的关系。结果表明,供应商拥有的法律权力是影响零售商的主要原因;供应商具有的专家权力和相关权力正面影响零售商对自己的态度;零售商感觉来自供应商的权力越大,则其与供应商发生冲突的可能性越大;零售商对供应商的态度会影响供应商对其的满意程度,消极的态度会引发冲突。另外,本文发现渠道成员对权力的感受以及其产生的影响与渠道所处的人文、社会和商业背景密切相关。     

The dysfunctions of power in teams: A review and emergent conflict perspective

We review the new and growing body of work on power in teams and use this review to develop an emergent theory of how power impacts team outcomes. Our paper offers three primary contributions. First, our review highlights potentially incorrect assumptions that have arisen around the topic of power in teams and documents the areas and findings that appear most robust in explaining the effects of power on teams. Second, we contrast the findings of this review with what is known about the effects of power on individuals and highlight the directionally oppositional effects of power that emerge across different levels of analysis. Third, we integrate findings across levels of analysis into an emergent theory which explains why and when the benefits of power for individuals may paradoxically explain the potentially negative effects of power on team outcomes. We elaborate on how individual social comparisons within teams where at least one member has power increase intra-team power sensitivity, which we define as a state in which team members are excessively perceptive of, affected by, and responsive to resources. We theorize that when power-sensitized teams experience resource threats (either stemming from external threats or personal threats within the team), these threats will ignite internal power sensitivities and set into play performance-detracting intra-team power struggles. This conflict account of power in teams integrates and organizes past findings in this area to explain why and when power negatively affects team-level outcomes, and opens the door for future research to better understand why and when power may benefit team outcomes when power’s dark side for teams is removed.     

Conflict and parochialism among combatants and civilians: Evidence from Ukraine

How does conflict affect prosocial and parochial preferences within a society? Our research considers the case of recent violence in Donbas, Ukraine where ethnic Russian separatists are battling the Ukrainian military. To evaluate social preferences, we utilize a non-costly dictator game with ethnic treatments among young ethnic Ukrainian male combatants and noncombatants in the eastern city of Kharkiv, which borders the Donbas region. At the onset of violence, we find no differences in how these men treat ethnic Russians in their local community compared to their own in-group. However, after a year of intense fighting with separatists in the nearby Donbas region, we find evidence of the erosion of fairness preferences and increased bias against ethnic Russians, especially among noncombatant civilians, underscoring how parochial responses to violence may extend beyond direct combat exposure mechanisms. Our results point to the short-term destabilizing effects of conflict on prosocial preferences with potential long-term consequences for entrenching parochial divisions.     

Different strategies for managing the work non-work interface: a test for unique pathways to work outcomes

Scientific evidence linking employers' efforts to help workers to manage the work non-work interface to actual outcomes at work remains scarce. In this study of 200 women employed in a Canadian school district, a research model was devised to explain how two strategies for managing the interface may affect stress symptoms, absenteeism and turnover intention. Several features distinguish this model from earlier models of the work non-work interface. That is, two directions of work non-work conflict, a mediator between the strategies and work outcomes, are specified, each strategy is set to relate directly to only one direction of conflict, and each direction is set to relate directly to stress symptoms and either absenteeism or turnover intention. LISREL analysis supported the superiority of the research model to a general model incorporating more common conceptualizations of the work non-work interface.