Myriad potential for mentoring: Understanding the process of transformational change through a gender equality intervention

This article contributes to understanding transformational change towards gender equality by examining the transformational change potential of a mentoring programme for women, a type of gender equality intervention both criticized and praised for its ability to bring about change. Drawing upon an empirical case study of a mentoring programme for women academics in a Dutch university, we explore three dimensions of transformational change: organizational members (i) discussing and reflecting upon gendered organizational norms and work practices; (ii) creating new narratives; and (iii) experimenting with new work practices. Our findings indicate five specific conditions that enable transformational change: cross‐mentoring, questioning what is taken for granted, repeating participation and individual stories, facilitating peer support networks and addressing and equipping all participants as change agents. We suggest that these conditions should be taken into account when (re)designing effective organizational gender equality interventions.     

Does transformational leadership predict group emotional intelligence in work settings? / ¿Es el liderazgo transformacional un predictor de la inteligencia emocional grupal en los contextos laborales?

Contagion of emotions is a widely accepted characteristic of transformational leaders. However, the impact they may have on the Emotional Intelligence of their subordinates is an open question. In this paper, we analyse whether Transformational Leadership (LTF) perceptions influence the Emotional Intelligence of their groups (GEI). This is a novel approach within the actual interest on emotional intelligence and its role in group results. The participants were 272 subordinates from 52 groups that belonged to different private and public organizations in Spain. They completed a questionnaire including the variables of interest. Our study helps to clarify the relations between TFL perceptions and GEI, showing that TFL and GEI relate at the group level and that TFL is one of the predictors of the perception of GEI in work settings. Thus, the development of emotionally competent transformational leaders will produce emotionally competent groups that might increase their performance, efficiency and other processes (i.e., engagement).     

Seeing the system: Systemic gender knowledge to support transformational change towards gender equality in science

Scholars agree that gender inequality is systemic and that participants in gender equality interventions need knowledge on gender inequality processes. However, a detailed view on the specific characteristics of this knowledge is as yet missing. This article aims to contribute to gender equality interventions by conceptualizing and visualizing systemic gender knowledge as an important condition for transformational change. Combining gender and participatory system dynamics literature, this article first introduces the concept of systemic gender knowledge. This concept captures two main characteristics that make gender knowledge systemic: knowledge on the interaction of gender inequality processes and endogenous thinking, here implying a focus on the organization as the relevant level of analysis. In addition to this conceptual contribution, the research contributes methodologically to the gender inequality intervention literature by designing a visualization process, translating written texts into system dynamics models which enable exploration of systemic gender knowledge. Finally, the research contributes empirically by exploring the systemic gender knowledge of participants in two science research institutes of a Dutch university, finding shifts in both characteristics of systemic gender knowledge. This enables researchers to discern whether gender equality interventions lead to increases in systemic gender knowledge, thus supporting transformational change.     

团队建言氛围、变革型领导对工程项目团队心理授权的影响——基于模糊集定性比较分析

基于组态视角理论,旨在揭示项目团队心理授权不是依赖于某种单一因素的影响,而是依赖于不同影响因素之间的组合作用。为此,以246位工程项目团队成员为研究对象,应用定性比较分析方法探究组态视角下团队建言氛围和变革型领导的不同因素组合对团队心理授权的作用路径。结果显示,发现了4种提升团队心理授权感知的条件因素组合,其中,领导魅力和团队建言效能感是工程项目团队产生高水平团队心理授权的重要因素。VUCA时代项目型组织迅速崛起,而工程项目团队是项目型组织的典型代表,因此研究成果对于VUCA时代组织的变革和建设极具积极意义。     

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.     

对范·路文兹瓦特翻译比较模式的再思考

文章从理论阐述、译例选取两方面突出了范·路文兹瓦特（Kitty Van Leuven—Zwart）的比较模式在翻译转换中的理论意义和实用价值，结合东西方不同翻译理论流派的观点，从其可操作性和理论根源上剖析了比较模式的合理性、科学性以及存在的缺陷。     

中印古典戏剧叙事对话点滴

近至世界史中古时期才成熟的中国戏剧（戏曲）,无可避免地受到域外一些戏剧艺术因素的影响。诸多学者已经注意到印度古典戏剧（梵剧）对中国戏剧发展过程的影响问题。梵剧对中国戏剧发展存在＂点点滴滴＂的影响已经是公认的事实,但是其中的影响、接受或变形等因素目前尚未得到具体而系统的分析和总结。本文通过对傀儡戏等戏剧造型艺术,对歌、舞、音乐等戏剧要素,以及戏剧叙事文体（剧本）等问题的系统考证,从宏观到微观层面对梵剧对中国戏剧发展的影响问题进行探讨和阐发。     

转换生成语言学“普遍语法”的哲学渊源和语言观

关于对人的"心智"的研究,从古希腊的一些哲学家、中世纪经院学派的语法学家,到近代的理性主义语言学派,都有过这方面的论述.在当代,持这种观点的学派无疑是乔姆斯基首创的转换生成语言学派.乔姆斯基发挥了笛卡尔关于"固有结构"的思想以及洪堡特关于"语言能力"的观点,重新提出了研究语言普遍现象的问题.生成语法不局限于对个别语言的研究,而是要揭示个别语法与普遍语法的统一性.换句话说,它不是以具体语言的描写为归宿,而是以具体语言为出发点,探索出语言的普遍规律,最终弄清楚人的认知系统、思维规律和本质属性.     

Transformational leadership and optimal functioning at work: On the mediating role of employees' perceived job characteristics and motivation

This study aimed to deepen our understanding of the motivational mechanisms involved in the relationship between transformational leadership (TFL) and employee functioning. Drawing on the TFL literature, the job demands–resources model and self-determination theory, we propose an integrative model that relates TFL to employee psychological health (burnout and psychological distress), attitudes (occupational commitment and turnover intention) and performance (professional efficacy, self-reported individual and objective organizational performance) through two explanatory mechanisms: perceived job characteristics (job demands and resources) and employee motivation (autonomous and controlled). This research was conducted in two occupational settings (nurses and school principals), using a distinct variable operationalization for each. Results of both studies provide support for the hypothesized model, suggesting that TFL relates to optimal job functioning (psychological health, job attitudes and performance) by contributing to favourable perceptions of job characteristics (more resources and less demands) and high-quality work motivation (more autonomous motivation and less controlled motivation) in employees. Theoretical contributions and managerial implications as well as directions for future research are presented.     

布什政府转型外交评析

2006年初，美国国务卿赖斯提出的转型外交，其实是美国朝野相当一部分人士对全球化和信息化时代美国外交的变革的深层次思考的结果，它服务于新世纪美国全球战略的调整，服务于美国的民主改造战略，不会因为执政党的更迭轻易发生改变。作为美推行转型外交重要目标国，中国学者和相关部门应该对此开展持续研究并及早应对。