Resolution of evolutionary conflict: a general theory and its applications

While many cases in which conflict over the evolution of social behavior exists even between closely related individuals (e.g., parent-offspring conflict) have been pointed out, little attention has been paid on the problem of where such conflict should lead. A general theory of conflict resolution, however, has recently been developed. The key idea of the theory is the incorporation of conflict costs in the inclusive fitness evaluation. The theory shows that if both sides engaged in the conflict can potentially control the other at a cost, the coevolutionary game of escalating the fight with increased conflict costs always leads either side to give in to the other, resolving the conflict. Here we examine the logical basis of the theory in terms of a simplest example, donor-recipient conflict over the evolution of altruism, and to show its different types of application we review two more specific examples: reproductive-worker conflict over true (sterile) worker evolution in termites and insider-outsider conflict over group size determination. The latter exemplifies the resolution of conflict over the value of a variable (group size in this case) rather than a behavior, suggesting extended applicability of the basic theory.     

The Effects of Internal Career Orientation on Multiple Dimensions of Work-Family Conflict

The relationship of internal career orientations with 3 forms of work-family conflict (time-based, strain-based, and behavior-based) is examined in this study. In addition, work-family conflict is considered bi-directionally, using both work interference with family and family interference with work. A sample of 247 Executive MBAs with multiple demands was used to study this complex relationship. The findings suggest that those with a getting free internal career orientation experienced the greatest levels of strain-based work interference with family and both behavior-based forms of conflict. Furthermore, those that were getting high experienced the most time-based work interference with family conflict.     

论习惯法与国家制定法的冲突与融合--基于法律社会学的视角

文章首先在理论层次上对习惯法与国家制定法的内涵和外延做了明确界定，并区分了习惯法与习惯、与国家制定法的差异,进而深入分析习惯法与国家制定法相融合的一面，指出习惯法是国家制定法的渊源，两者互相配合，共同维护社会整体秩序。同时，习惯法由于其与现代法制精神存在严重的文化差异，故又表现出与国家制定法相冲突的一面。文章深入挖掘了这种冲突产生的原因及消解的方法，以求为转型期的中国法制建设提出一些可取的意见。     

论美国文学中的“逃避者”群像

“逃避者”群像是美国社会潜伏的一股喧嚣和骚动的文化暗流的奔涌 ,是对美国主流文化的焦虑、抑制甚至反叛。文章旨在挖掘美国文学中的“逃避者”群像 ,揭示其本质特征 ,运用人类文化学的理论 ,对“逃避者”群像折射出的美国文化意蕴作探询式的追寻     

虚拟企业冲突预防与消解的研究

分析了虚拟企业组建和运作过程中的冲突问题,建立了结合冲突预防和冲突消解策略的集成体系结构模型;采用供应链管理和协同商务构建虚拟企业协同运作环境,实现冲突预防;采用正向推理和合同网协商构成集成的冲突消解策略。冲突消解过程中,模糊推理的应用实现了策略的自动匹配,为虚拟企业快速响应市场提供了可靠保证。     

关于知识产权的南北冲突与利益平衡的初步探讨

基于经济、科技等方面的巨大差距,发达国家和发展中国家在知识产权保护上存在冲突和摩擦。发达国家希望知识产权的高标准保护,发展中国家则希望更多地考虑本国的实际情况。南北国家之间在知识产权保护上确立利益平衡的原则就显得特别重要。     

跨文化交际冲突的形成和处理

阐明了跨文化交际研究中冲突研究的意义以及冲突处理和跨文化交际能力培养的关系,具体论述了跨文化冲突产生的原因和不同的冲突处理方式,在理论层面上提出了树立第三文化观是培养跨文化交际能力的指导原则。     

高校合并后的组织文化冲突与整合过程研究

高校合并后的冲突大部分是属于组织文化的冲突,成功的合并过程必然是组织文化成功的整合过程。高校合并后组织文化的冲突主要体现在外显形象、理念形象、组织战略、管理行为、亚文化、甄选过程等方面。组织文化的冲突如不能得到很好地整合,必然会对高校的合并过程带来长久的不良影响。合并后的高校必须对组织文化的冲突进行有效整合,才能实现真正意义上的合并。     

巴以冲突中的妇女和平运动

如何解决巴以冲突，已经成为关注的热点话题。普通妇女对于和平的渴望在巴以冲突地区越来越强烈地表现出来。她们的行动代表了一种新的政治理念。     

西方越轨社会学研究的历史、现状与趋势

西方越轨社会学的发展 ,经历了以迪尔凯姆为代表的开创阶段、以默顿为代表的正统越轨社会学阶段和以标签学派为代表的新越轨社会学阶段 ,研究对象也从违规行为转变为社会定义和标签。依据研究对象、理论内容和逻辑结构 ,可以将西方越轨社会学划分为结构功能、社会解组、亚文化群、社会控制、标签、日常生活方法、冲突等七大流派。预测其未来发展趋势 ,中上阶级违规问题、单位违规问题、跨学派研究和国际比较研究等将成为重要研究领域 ,而社会控制学派和冲突学派将上升为主导学派