中国城市化与社会结构变迁

文章从社会学角度探讨了过去30年以来中国的城市化及其引发的社会结构变迁。文章指出，在过去30年中国的城市化经历了飞速的发展，进入了快速城市化阶段，离基本城市化阶段越来越近，但由于中国独特的城乡制度以及行政管理体制，中国城市化呈现两种模式——主动城市化模式和被动城市化模式，并呈现多种城市化主体，而政府和企业则是中国城市化的主导性主体。这背后最主要的动力机制还是制度和利益，彰显出中国社会结构变迁趋势：在利益机制驱使下，中国社会渐渐地形成了城乡差别不断扩大、城市内部分化明显的利益分配格局；由于缺乏公开、公正、民主的配置机制，各个城市化主体之间的博弈大多屈从于弱肉强食的“丛林法则”，从而导致各种暴力冲突、相互仇视的问题，这在一定程度上破坏了城市社会运行秩序特别是支撑这些秩序的信任机制，显现出相当严重的合法性危机，对未来中国的城市化提出了严峻的挑战。为此，文章提出了中国未来城市化的几种可能的路径。     

Risk,trust and knowledge networks in farmers’ learning

This study reports on New Zealand dairy farmers’ access to and use of information as mediated through conditions of risk and trust within the context of their interpersonal social networks. We located participants’ reports of their information use within their perceived environments of trust and risk, following Giddens's [1990. The consequences of modernity. Polity Press, Stanford, CA] typology of trust and risk in pre-modernity and modernity. The research participants were constant users of interpersonal and print information from numerous sources, and monitored their incoming data in the light of strategic needs, reflecting their roles as both farming practitioners and business owners. Socio-spatial knowledge networks (SSKNs) combine individuals’ explanatory cognitive models of information acquisition and use with a micro-geographical analysis of their interpersonal networks. The participants showed characteristics of pre-modern, modern and even post-modern society in respect of their use of complex interactional forms, as well as a blending of individualistic and communitarian practices and concerns in their professional and personal lives.     

The availability of personal and external coping resources: Thier impact on job stress and employee attitudes during organizational restructuring

This study examines the relationships among personal coping resources, social support, external coping resources, job stressors and job strains in a sample of 110 American Telephone and Telegraph employees undergoing a major organizational restructuring. The study expanded on a model suggested by Ashford (1988) by defining another category of coping resources that employees may draw upon to deal with the stressors and strains which occur during major organizational changes. External coping resources were defined as those which provided employees with a sense of 'vicarious control' in stressful situations. Results indicated that personal coping resources, social support and external coping resources had a direct effect upon job stressor and strain levels. No 'buffering' effect of these coplng resources was found. Hierarchical regression analyses indicated that external coping resources added to the prediction of job stressors and strains even when pertonal coping resources and social support were entered first into the prediction questions.     

A pilot study of the contribution of empathy to burnout in Salvation Army Officers

Although empathy has been found to distinguish effective counsellors from less effective counsellors, human services professionals who continually experience negative emotional reactions to the feelings that clients express in counselling may be at risk of developing burnout. This study examined the hypothesis that emotional empathy rather than cognitive empathy is associated with burnout. The sample of human services professionals consisted of 71 Salvation Army Officers. Multiple regression was used to investigate whether the dimensions of empathy could predict three aspects of burnout: personal accomplishment, emotional exhaustion and depersonalization. The first regression analysis indicated that personal distress and empathic concern were significant predictor of personal accomplishment. The second analysis indicated that personal distress was a significant predictor of emotional exhaustion. The third indicated that empathic concern was a significant predictor of depersonalization. Although these results support the hypothesis, personal distress was negatively associated with personal accomplishment, whereas empathic concern was positively associated with personal accomplishment. The small size of the sample may have influenced the reliability of the findings. A multidimensional approach to the role of empathy in counselling may help human services professionals to manage their emotional reactions when they engage in counselling with distressed clients.     

高校大学生社会实践活动功能初探

高校大学生社会实践活动作为一种生动有效的培养人才的重要途径,已经显示出它在大学生的思想教育、专业学习和能力培养等方面的综合效益。其基本功能主要表现在五个方面,即思想教育功能、深化教学功能、实践检验功能、社会服务功能、劳动助学功能。     

平教会定县实验中的农村卫生工作之考察

中华平民教育促进会定县实验区在二十世纪三十年代创立了一套由村保健员、乡保健所、县保健院组成的三级卫生保健网,并在学校卫生、妇婴保健、传染病预防和疾病治疗等方面做出了显著的成绩,在当时产生了广泛的影响,对我们今天来说仍值得借鉴。     

关于有效促进社会公正的几个问题

本文认为:(1)为了顺利地推进改革,为了中国社会经济持续、有效和健康的发展,就必须适应新的历史条件,顺应民意、顺应现代社会的基本趋势,把社会公正放到一个突出的位置。(2)在中国现阶段应当开始建立一个初级的社会公平保障体系。初级社会公平保障体系的基本特征是低水准、广覆盖、有实效。对于国家来说,近期需要做的事情可以分为两大块,一是国家的直接投入,二是国家的立法、监督、执行和引导。(3)有一些根深蒂固的观念在妨碍着我们重视社会公正问题。这些观念主要包括:“原始积累不可避免”,“国家财力不足”,“重视公正便会妨碍效率”,因此我们必须对这些观念进行一番必要的反思。(4)要想构建一个公正而和谐的社会,就必须培育一个庞大的中等收入者人群,形成一个“两头小,中间大”的橄榄型的社会结构,那么社会就会变得越来越稳定了。     

The social responsibility of organizations: Perceptions of organizational morality as a key mechanism explaining the relation between CSR activities and stakeholder support

Prior research on Corporate Social Responsibility (CSR) has documented how specific CSR activities relate to responses of relevant stakeholders, mainly examining employees. However, it is as yet unclear whether these findings generalize to other types of CSR activities or to responses of other stakeholder groups. In fact, results from studies to date also show inconsistent effects in need of further explanation.In this contribution we offer a new perspective on this literature. We extend current insights on organizational CSR activities and stakeholder support, by elaborating on the psychological mechanisms that can explain these relations. We draw together recent developments on organizational anthropomorphism with insights on organizational identification, to argue that the impact of CSR activities on a broad range of stakeholder responses depends on perceptions of organizational morality. We connect prior work on organizational ethics, CSR, and stakeholder support, to social psychological theory and research on impression formation, impression management, and impression updating. This new perspective allows us to broaden the current debate on CSR and stakeholder support.Building on this analysis, we propose a new model that offers a roadmap for future research. We explain the impact of organizational CSR on stakeholder responses, by highlighting perceived organizational morality as a key mediating variable. We then proceed to consider likely moderators of this relation distinguishing between (a) characteristics of the organization, (b) characteristics of (communications about) CSR activities, and (c) characteristics of the perceivers. On the basis of this extended model we develop specific predictions, and review initial evidence supporting these prediction.     

Leveraging middle managers’ brokerage for corporate entrepreneurship: The role of multilevel social capital configurations

Building on recent efforts to bring a socio-political perspective to social capital research, we develop and test a multilevel framework that explains why middle managers who occupy brokerage positions differ in their ability and willingness to engage in entrepreneurial behavior. More specifically, we provide a contextualized understanding of the links among middle managers' brokerage, their political-support ties, and their personal initiative. Results derived from data on 383 middle managers and 72 top managers in 34 business units indicate that political-support ties with top managers strengthen the relationship between middle managers’ brokerage and personal initiative. However, this positive effect depends on the social capital resources available in the focal business unit. It is attenuated in business units with a supportive and trusting social context and amplified in business units with high levels of internal connectedness. By uncovering these incompatibilities and complementarities, our study demonstrates the value of accounting for different social capital configurations and the interplay of their inherent social capital resources when examining the effects of brokerage on corporate entrepreneurship.     

The relationship between presenteeism and job satisfaction: A mediated moderation model using work engagement and perceived organizational support

Research on presenteeism has largely focused on its prevalence, determinants and consequences on the health of both employees and organizations. To date, few studies have examined the influence of presenteeism on workers’ attitudinal and motivational responses. Based on the Effort–Recovery Theory, this study evaluates the mediating effect of work engagement in the relationship between presenteeism and job satisfaction. Building on previous work, this study also proposes to consider perceived organizational support as a moderator of the work engagement–job satisfaction relationship. Presented in the form of a mediated moderation model, the results of bootstrapped regression analyses show three main results. First, presenteeism is negatively associated with work engagement and job satisfaction. Secondly, work engagement is one of the factors through which presenteeism influences job satisfaction. Thirdly, perceived organizational support moderates the association between work engagement and job satisfaction so that, at a low level of work engagement, feeling supported by the organization makes a difference on job satisfaction. Overall, this research is part of the limited number of studies that have focused on the interplay existing between presenteeism and its consequences in terms of job attitudes.