在多种身份中看待宗教认同

宗教认同研究的意义在于梳理宗教认同与其他身份认同的关系,减少由于单一身份标签导致的对多样身份存在的扭曲,探索构建社会和谐之路。在汉斯莫尔(Hans Mol)以宗教是身份的神圣化定位了宗教认同的基本内涵时,     

归类与整合之间的宗教认同

文化多元是中国的历史常态,多元之间的关系却是“热点”问题所在。虽然,我们有“美美与共”“多元一体”“多元通和”的文化整合传统,但现代社会对文化群体的归类正在影响着文化整合与社会整合的关系。宗教身份的社会归类处于社会诸结构的多个层面之中,宗教认同的自我归类则受到多元社会认同、文化认同的影响。在现代与传统相交织、多种利益存在张力的中国,当我们去研究多元文化关系的时候,围绕热点问题的讨论,不仅涉及社会群体、个体的身份边界的建构,更涉及社会认可的身份内A涵与个体认同的主观选择之间的张力。     

多元斗争主体何以可能?——后马克思主义的身份认同理论及其批判

政治主体的建构是后马克思主义讨论的重要问题。拉克劳等人将后结构主义等理论方法引入社会批判领域,借助主体立场和“缺失的主体”解构传统主体,把错位视为重构认同的理论前提,通过“话语链接”和“空洞能指”建构认同,保留身份认同的开放性、差异性和否定性,以此链接多元的社会主体作为反抗力量。后马克思主义对于多元斗争主体的理论探索为我们把握普遍性问题提供了独特视角,但是多元主体和认同政治建立在唯心史观的基础上,以主体化取代主体,弱化了革命性,削弱了实践批判力度。对此,我们必须在历史唯物主义视阈下考察当代革命主体,深化政治斗争理论研究。     

女性主义认同:理论、研究与实践

在过去的三十多年中,女性主义认同发展理论一直是西方心理学研究中一个活跃的研究主题。女性主义认同是一种基于女性主义立场并自我标签为女性主义者的社会认同。基于Downing和Roush的女性主义认同发展理论,心理学研究者开发了FIS、FIDS、FIC等旨在评估女性主义认同发展阶段与水平的测量工具。研究表明,由于女性主义赋权女性挑战其生活及社会文化中的性别主义偏见,因此,女性主义认同发展能够有效地提升女性的自尊、自我效能感、主观幸福感,从而促进女性的身心健康。未来的女性主义认同研究应该重点致力于女性主义认同理论的完善和深化及研究方法论的变革,包括运用交错性范式与多元方法探讨不同性别、种族/民族、年龄、阶层等多元群体经验,使用追踪研究探讨女性主义认同发展的历程,以及致力于女性主义认同研究工具的本土化,从而推动我国女性主义认同研究的发展。     

基于道德认同理论的绿色消费心理机制

环境问题的加剧使得人们广泛关注如何保护人类赖以生存的生态环境。消费者在环保事业中扮演着举足轻重的角色。虽然,国内外已有一些关于绿色消费的研究,但是,对绿色消费心理机制的探究还不够系统和深入。借助社会认知视角下的道德认同理论探讨影响消费者绿色消费的心理机制,主要包括三方面的内容:(1)探索道德认同与绿色消费的中间机制,以及这一中间机制发挥作用的边界条件;(2)考察调节道德认同与绿色消费关系的变量;(3)检验道德认同表征与道德认同内化对绿色消费影响有何差异。基于社会认知视角下道德认同理论探讨绿色消费心理机制不仅可以丰富和发展道德认同和绿色消费相关理论体系,而且为政府和企业如何引导消费者的绿色消费提供了切实可行的建议。     

员工对企业社会责任的差异化反应:基于归因理论的阐释

企业社会责任归因是指个体对企业践行社会责任背后的动机进行主观推理和判断的过程与结果, 也是影响企业社会责任发挥积极作用的关键因素。通过梳理以往研究, 从个体、领导及组织三个层面总结了影响员工企业社会责任归因的因素, 同时从社会交换和组织认同视角深入剖析企业社会责任归因对员工态度和行为的影响及作用机理。未来研究可以进一步明晰不同企业社会责任归因的独特影响因素与作用效果, 基于归因理论探索企业社会责任归因的形成机制, 同时研究多种因素对企业社会责任归因的影响, 考察归因对企业社会责任公平启发机制的影响, 并基于中国情境开展本土化研究。     

全球化语境下的宗教认同与公民身份互动分析

全球化时代下,现代国家大都面临着多元宗教共存的社会现实,这就形成了以宗教为载体的次级共同体与以公民身份为载体的统一国家共同体之间相互融合,不断调适的互动.直接表现为,公民群体在具有多重身份、多重认同取向的时候进行身份选择的情形,其要点在于“宗教多元的公民社会与国家统一的平衡关系问题”.而在此身份选择的进程中,宗教认同与公民身份认同形成了“一体双元”互动模式,即以利益-制度关系为基础赞同与否互动和以文化-心理关系为基础的归属与否互动.     

绿色消费的困境：身份建构抑或环境关心?

绿色消费具有道德属性, 消费者既有可能是为了建构道德身份, 实现自我保护或自我提升(自我导向), 也有可能是源于内在的道德信念, 实现对环境的关心(环境导向)。基于身份建构的绿色消费会导致行为不稳定、甚至撒谎和盗窃等, 其心理机制是道德自我调节; 基于环境关心的绿色消费则与之相反, 它植根于更广泛的道德联想网络, 与节俭、自我控制等紧密相关, 道德认同机制在其中发挥作用。那么, 究竟是身份建构还是环境关心呢?在阐述调节因素基础上, 我们构建了基于个体生活方式的绿色消费模型, 从个体差异的视角回答了该问题。未来研究需要从理论和实践上进一步展开。     

近年来国内民族认同研究述评

近年来国内民族认同研究的内容主要集中在民族认同的内涵、民族认同与国家认同的关系、民族认同与文化适应、心理健康的关系等方面。研究存在的主要问题是理论探讨多于实证研究, 研究取样和方法单一, 缺乏比较性、过程性和机制性的研究, 未能注重本土化研究。未来研究需要以多学科视角, 结合多种研究方法, 使用高级统计方法进行数据分析, 揭示我国民族认同的本质和特征, 形成本土化的民族认同理论。     

组织认同对中小学教师知识共享的影响——团队认同和关系冲突的作用研究

基于社会认同理论和人际冲突理论相结合的视角,通过对20所中小学校的1342名教师的问卷调查,考察了团队认同在中小学教师组织认同与知识共享关系中的中介作用以及关系冲突对该关系的调节作用。数据分析结果表明：中小学教师组织认同显著正向影响知识共享,团队认同在组织认同与知识共享之间起着部分中介作用,关系冲突显著调节组织认同通过团队认同影响知识共享的间接效应,在低关系冲突的条件下,团队认同在组织认同影响知识共享过程中的中介作用显著,但在高关系冲突的条件下,团队认同的中介作用不明显。     

Identity Politics and Politicized Identities: Identity Processes and the Dynamics of Protest

Over the last decades, the concept of identity has become increasingly central in the social psychology of protest. Collective identity, politicized collective identity, dual identity, and multiple identities are concepts that help to understand and describe the social psychological dynamics of protest. In this article, I theorize about identity processes in the context of protest participation: how group identification establishes the link between social identity and collective identity, how multiple identities and dual identities influence protest participation, and how collective identity politicizes and radicalizes. I will illustrate my argument with results from research into collective action participation among farmers in the Netherlands and Spain, Turkish, and Moroccan immigrants in the Netherlands and New York, South African citizens, and participants in street demonstrations conducted by my research group at VU‐University.     

Managing the interactions between multiple identities in inter-organizational collaborations: an identity work perspective

Inter-organizational collaboration (IOC) research considers the achievement of a collaborative identity as a key enabler of a successful collaboration. As a result, little has been said about the interactions between collaborative and non-collaborative identities. We build on narrative identity work and positioning theory, to explore how collaboration partners engage in identity work positioning to manage the interactions of the multiple identities emerging through the process of collaboration as they try to accomplish collaborative work. We illustrate this process through a qualitative longitudinal study of an educational partnership in Greece. Our analysis shows how IOC partners manage the interactions between collaborative and non-collaborative identities by positioning themselves, and others, in narratives of collaboration as part of their daily identity work when responding to emerging collaborative needs. Our research extends our current understanding of identity work processes in IOCs by demonstrating the paradoxical nature of the collaboration, which requires relying on both collaborative and non-collaborative identities for the successful achievement of aims. We therefore suggest that identity tensions should not be resolved but rather managed, since they enable partners to respond creatively to contextual organizational changes and make sense of the collaboration as it happens.     

Perceived organizational support as a mediator between relational exchange and organizational identification

Using cross-level data from 364 supervisor–subordinate dyads, we examined how relational exchange quality, perceived organizational support (POS), and organizational identification interrelate. We found subordinate POS mediates the relationship between leader-member exchange (i.e., LMX) and organizational identification. We also found the relational context matters—namely, the immediate supervisor’s relationship with his or her manager (i.e., leader–leader exchange, LLX). Our findings suggest higher quality LLX creates a spillover of resources and reduces the negative association between lower quality LMX and POS. Our study extends both social exchange and social identity theories. First, we delineate how relational exchange quality associates with one’s identity in the organization—placing POS as an integrative mechanism between exchange and identity. Second, we expand the purview of social exchange theory by including other proximal (and interpersonal) relationships as context for social exchange between the individual and organization. Limitations, future research directions, and practical implications are also discussed.     

多团队成员身份及其作用机制

多团队成员身份(multiple team membership)是指员工在一段时间内以正式身份参与多个团队的工作状态及工作模式。以往围绕“团队数量”和“团队成员身份多样性”展开的研究未能对多团队成员身份的效应形成一致的认识和研究结论。因此, 在系统回顾发展历程、厘清概念内涵的基础上, 提炼出多团队成员身份“多重团队情境”和“多重团队认同”两个关键特征, 并从注意力资源视角、社会网络视角和社会身份视角梳理并发展多团队成员身份的作用机制。最后, 针对以往研究对多团队成员身份关键特征的关注缺失、社会网络视角和社会身份视角下有意义却尚未被探索的问题, 综合技术和时间等因素提出了未来研究建议。     

Complex Processes of Religion and Spirituality Among Midwestern LGBTQ Homeless Young Adults

The role of religion and spirituality in young people’s lives is diverse and multifaceted. Little research has examined how religion shapes the experiences of socially marginalized groups, such as lesbian, gay, bisexual, transgender and queer (LGBTQ) homeless young adults. This study illustrates how Midwestern LGBTQ homeless young people interpret the role of religion and spirituality in their lives. Drawing from a sample of 22 LGBTQ homeless young people between the ages of 19 and 26 years, we qualitatively explore how they distinctively frame religion, spirituality and religious identity through an intersectional lens of their life experiences. Our findings demonstrate the complex ways that young adults from multiple marginalized social groups can interpret religion in the unique context of their social environments. Many young people highlighted the positive impact of religion and spirituality in their lives by constructing them as sources of resilience. Other LGBTQ young adults also discussed how religion was often a source of stigma that interacted with participants’ highly vulnerable social environments and backgrounds. Implications for service providers and policy improvements are discussed.     

Modest seductiveness: Reconciling modesty and vanity by reverse assimilation and double resistance

We study conflicting notions of modesty and vanity in the Arab Gulf region by focusing on contemporary female adornment practices and the tensions underlying them. The standard of modest traditional dress that women are expected to adhere to in Gulf countries is intended to conceal their sexuality and promote public virtue. Nevertheless, emerging bodily adornment practices in the region serve the contradictory purposes of emphasizing female sexuality and celebrating fashion. By using insights from observations and depth interviews with young Qatari and Emirati women, we explore the dynamics underlying the conflicting imperatives of modesty and vanity and examine how they reconcile these contradictions in constructing their identities as women, Muslims, Qataris, and Emiratis. We find that the concepts of reverse assimilation and double resistance are most useful in understanding responses to these conflicting imperatives among young Gulf women. Copyright © 2012 John Wiley & Sons, Ltd.     

组织认同一定会促进亲组织非伦理行为吗？社会责任型人力资源管理的作用

基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明：当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。     

How Social Dominance Orientation Affects Union Participation: The Role of Union Identification and Perceived Union Instrumentality

Bridging social dominance theory and labour studies, this field study investigated the mechanisms underpinning the relationship between rejection of group‐based domination and participation in union activities. Respondents (N = 135) were members of a public sector union in California, that is, a hierarchy‐attenuating institution. Results revealed that union identification mediated the negative relationship between social dominance orientation and active union participation. Moreover, the mediational effect of union identification was moderated by perceived union instrumentality (i.e. outcome‐ and process‐based benefits afforded by the union), indicating that the relationship between union identification and participation was stronger among those union members who consider that the union affects workplace justice. The findings reveal the importance of both identity‐based and instrumental motivations underlying union participation. The novelty of applying social dominance theory to union behaviour is underscored. Copyright © 2012 John Wiley & Sons, Ltd.     

组织认同一定会促进亲组织非伦理行为吗？社会责任型人力资源管理的作用

基于社会认同理论,以社会责任型人力资源管理作为组织道德性的线索,探讨其对组织认同与亲组织非伦理行为之间关系的调节作用及其对亲组织非伦理行为的直接影响。采用多层线性建模技术进行数据分析,结果表明：当社会责任型人力资源管理水平低时,组织认同正向影响亲组织非伦理行为;当社会责任型人力资源管理水平高时,组织认同对亲组织非伦理行为没有显著影响;社会责任型人力资源管理对亲组织非伦理行为具有抑制作用。