进化心理学视角下的两性冲突与缓和

进化心理学观点认为两性冲突是一个性别达到最佳适应的过程被另一个性别所阻碍,其根本原因是两性繁衍成功的根本进化利益存在冲突。从进化心理学的角度,根据两性敌对性选择理论,两性冲突可以分为基因座内的两性冲突与基因座间的两性冲突,前者可由性选择理论解释,后者涉及到两性的适应与反适应以及在军备竞赛中的协同进化。而两性冲突缓和则可以由费舍尔模型与基因复制理论、性别二态性和一夫一妻制度解释。两性冲突及缓和也分别具有进化心理学的相关实证依据支持。未来两性冲突领域的研究需要提升研究方法的客观性及两性冲突特质的多样性,并关注两性冲突缓和的现实有效途径以及婚配制度与评估方式对繁衍成功的交互作用。     

Conflict in contemporary clinical work: a self psychological perspective

The authors review the history of controversy regarding conflict versus deficit. They suggest that conflict, when conceptualized within the theory of self psychology, may arise in one of two ways, either: (1) along with deficit when caregivers are unable to provide developmentally needed selfobject functions, and, at the same time, these needed caregivers are also feared; these conflicts are unconscious and potentially pathogenic. Or: (2) conflicts may appear secondary to deficit. Such conflicts also require the analysis of selfobject transferences that have arisen on the basis of the underlying deficit. A clinical example demonstrates that deficit related to the oedipal phase may give rise to oedipal-selfobject transferences, requiring their working through for a successful termination.     

Family matters The descendants of Freud and Jung

A brief history of what it has meant to be a Jungian analyst and/or analytical psychologist in the United States and England is portrayed. At first the differences between psychoanalysis and analytical psychology were very great, and there was great animosity between the two schools. The conflict was much stronger in the United States than in England where Jungians developed a much better rapport with psychoanalysis. Recent theoretical developments within psychoanalysis, such as the development of self theory and intersubjectivity, as well as speaking about religious issues in a new way, have brought psychoanalysis closer to analytical psychology. On the other hand, analytical psychology has been enriched by an increased awareness of the importance of developmental issues and transference and countertransference. The implications for both psychoanalysis and analytical psychology are explored.     

人际冲突中失望的个人效应及冲突类型的调节作用

通过两个计算机情景模拟实验, 分别采用“保证游戏”与“最后通牒博弈”范式, 考察了人际冲突中失望的个体对于威胁评价与冲突行为的影响。在此基础上进一步探讨了冲突类型对人际冲突中失望个人效应的调节作用。结果发现：(1)失望个体相比无情绪个体的威胁评价更高, 冲突行为更多。(2)冲突类型影响处于失望状态的个体的威胁评价, 即价值观冲突中失望个体的威胁评价要高于利益冲突中失望个体的威胁评价; 但是冲突类型并不影响失望个体的冲突行为。     

The professionalization of Carl G. Jung's analytical psychology clubs

This paper addresses (1) the history of a cluster of unusual institutions—analytical psychology clubs-which started in 1916 and by 1934 had become established in many of the countries in the world in which there was interest in the analytical psychology of Carl G. Jung; (2) the conflicts involved in trying to unite the relatively informal earlier “Jung Clubs” with the more formal societies being established by the increasing numbers of professionally trained analysts; and (3) the wider cultural and social issues included in the professionalization of analytical psychology.     

Historizing Epistemology in Psychology

The conflict between the psychometric methodological framework and the particularities of human experiences reported in psychotherapeutic context led Michael Schwarz to raise the question whether psychology is based on a methodological error. I take this conflict as a heuristic tool for the reconstruction of the early history of psychology, which bears witness to similar epistemological conflicts, though the dominant historiography of psychology has largely forgotten alternative conceptions and their valuable insights into complexities of psychic phenomena. In order to work against the historical amnesia in psychology I suggest to look at cultural-historical contexts which decisively shaped epistemological choices in psychology. Instead of keeping epistemology and history of psychology separate, which nurtures individualism and naturalism in psychology, I argue for historizing epistemology and for historical psychology. From such a historically reflected perspective psychology in contemporary world can be approached more critically.     

Predictors of conflict over the household division of labor among women employed full-time

This empirical study examined predictors of conflict over the household division of labor among a group of 319 middle class, less traditional married women in order to examine the degree to which equity factors predicted conflict. Forty of the women were either African American, Hispanic, Native American, or Asian. An analysis of covariance indicated that there were no differences by race/ethnicity. The study explored the following: (1) the degree to which equity factors predict conflicts over household labor, (2) which equity factors best account for conflict, (3) the degree to which particular equity factors mediate the relationship of conflict with other variables, (4) whether equity factors are more compelling in predicting conflicts than practical or status variables, and (5) whether women's perceptions of the reasons for conflict put more emphasis on equity than on other issues. Results indicated that while both equity and practical factors predicted conflict, equity factors were more statistically significant. The best overall model of conflict suggested that it was predicted by lower satisfaction with the division of labor (which, in turn, was contingent upon time differentials between spouses and the time a womans' spouse spent on traditional women's tasks), a larger number of household members, a woman's younger age, and performing a greater number of overall household tasks. Equity is important to such women and constitutes a basis for making arguments about justice. However, these employed women devote twelve hours more per week to household labor than their partners and are relatively satisfied with the division. Chaeftz's theory of gender equity identifies where this sample of employed women may be located in the process of change.Thanks to Diane Blohowiak for statistical assistance and to Susan Jacquet, Laura Thieme, Annette Tierrien, and Mark Hoven Stohs for assistance with data gathering. Special thanks to the reviewers.     

分析性认知风格对偏差反应与冲突探查的影响

采用2Wingdings 2MC@2Wingdings 2MC@2混合设计和相关分析法,考察个体的分析性认知风格对其在完成有、无冲突的推理判断任务时的逻辑反应倾向和冲突探查过程的影响。结果表明分析性认知风格不会直接影响被试完成推理任务的逻辑反应倾向性,高、低分析性认知风格倾向组被试在逻辑反应正确率上不存在显著差异; 但对个体的冲突探查过程会有影响,高、低认知风格倾向组被试在反应自信率上存在显著差异,且冲突探查大小与分析性认知风格显著负相关,这一结果表明那些高分析性认知风格倾向的个体在完成冲突任务时,更可能探查到刻板反应与遵从逻辑规则做出的反应之间的冲突。     

Sources of Tension in Teaching the Psychology of Women

This article examines sources of tension in teaching the psychology of women. The essential conflict is a clash of values between the traditional academic setting and a revolutionary, nontraditional curriculum area. The first major source of conflict identified involves the knowledge base of the field and includes debate over the definition of the field and the appropriateness of diverse processes of knowledge acquisition. The second major source of conflict discussed concerns the roles of teacher and student in the classroom context and the larger role of the teacher as a faculty member in a traditional academic institution. In each of these cases the issue of power is critical. Such conflicts are irreconcilable, for reconciliation would either do irreparable damage to the nature of the study of the psychology of women or would cut the field off from potential benefits to be gained from the academic discipline of psychology. However, several courses of action in the face of conflict and tension are presented.     

When Personal and Professional Values Conflict: Trainee Perspectives on Tensions Between Religious Beliefs and Affirming Treatment of LGBT Clients

At times the personal beliefs or values of graduate students in training programs for professional psychology can create complications in their providing therapy for certain patient populations. This issue has been brought to national attention recently through several prominent legal cases in which students have contested their expulsion from graduate programs due to their assertions that they were unable to treat clients in same-sex relationships because of their own religious beliefs. The goals of the current article are to (a) review the literature on values conflicts, (b) provide an analysis of how portions of our professional Ethics Code directly relate to this issue, (c) describe a developmentally sensitive theoretical framework that is designed to foster the growth of ethical reasoning over time, and (d) provide a forum for trainee perspectives on this issue based on trainees’ responses to an ethical vignette describing an intern struggling with a values conflict. The trainee quotations are used to structure a discussion of practical recommendations for how to handle values conflicts within the context of training and clinical supervision in professional psychology.     

Libet-style experiments,neuroscience, and libertarian free will

People have disagreed on the significance of Libet-style experiments for discussions about free will. In what specifically concerns free will in a libertarian sense, some argue that Libet-style experiments pose a threat to its existence by providing support to the claim that decisions are determined by unconscious brain events. Others disagree by claiming that determinism, in a sense that conflicts with libertarian free will, cannot be established by sciences other than fundamental physics. This paper rejects both positions. First, it is argued that neuroscience and psychology could in principle provide support for milder deterministic claims that would also conflict with libertarian free will. Second, it is argued that Libet-style experiments—due to some of their peculiar features, ones that need not be shared by neuroscience as a whole—currently do not (but possibly could) support such less demanding deterministic claims. The general result is that neuroscience and psychology could in principle undermine libertarian free will, but that Libet-style experiments have not done that so far.     

Gender-related inequalities in the division of family work in close relationships: A social psychological perspective

We offer a social psychological perspective on gender-related inequalities in close relationships and integrate two lines of research that have focused on the intrapersonal perceptions and interpersonal consequences respectively of the gendered division of labour. We start with a brief summary of research on gender-related inequalities in the division of labour and discuss prior explanations and paradigms. We then address the extent to which spouses consider the division of labour as fair and the factors that contribute to perceptions of (un)fairness. Central to our argument is the distributive justice framework (<citeref rid="b76">Major, 1987</citeref>, <citeref rid="b77">1993</citeref>; <citeref rid="b113">Thompson, 1991</citeref>) which claims that fairness judgements are affected by people's wants and values, comparison standards, and justifications. In the following section, we address the question of whether dissatisfaction over the division of labour causes relationship conflict and how couples manage these conflicts. The main argument is that conflict over the division of labour generally comprises an asymmetrical conflict structure (with wives as complainants and husbands as defenders of the status quo), which elicits asymmetrical conflict interaction patterns (i.e., demand/withdraw interaction) that result in asymmetrical outcomes (i.e., status quo maintenance). Finally, we summarise the main conclusions and address contributions to theory and research as well as directions for further research.     

Reconcilable Differences? Human Diversity,Cultural Relativity,and Sense of Community

Sense of community (SOC) is one of the most widely used and studied constructs in community psychology. As proposed by Sarason in (The Psychological sense of community: prospects for a community psychology, Jossey-Bass, San Francisco, 1974), SOC represents the strength of bonding among community members. It is a valuable component of community life, and it has been linked to positive mental health outcomes, citizen participation, and community connectedness. However, promotion of SOC can become problematic in community psychology praxis when it conflicts with other core values proposed to define the field, namely values of human diversity, cultural relativity, and heterogeneity of experience and perspective. Several commentators have noted that promotion of SOC can conflict with multicultural diversity because it tends to emphasize group member similarity and appears to be higher in homogeneous communities. In this paper, we introduce the idea of a community-diversity dialectic as part of praxis and research in community psychology. We argue that systematic consideration of cultural psychology perspectives can guide efforts to address a community-diversity dialectic and revise SOC formulations that ultimately will invigorate community research and action. We provide a working agenda for addressing this dialectic, proposing that systematic consideration of the creative tension between SOC and diversity can be beneficial to community psychology.     

'Held in mind' or 'Hell in mind': group therapy in Poland

This paper describes observations and experiences gathered whilst conducting group therapy with trainees in analytical psychology in Poland. The challenges and conflicts around language and translation reflect challenges common to analysis everywhere: accuracy of interpretation, agreements on permission to interpret and the acceptability of interpretation. The way in which archetypal patterns developed and matured suggests this approach to work with trainees may have wider application.     

Family- versus couple-initiated marriages in Turkey: Similarities and differences over the family life cycle

The present study aimed to investigate marital relationships of the Urban Turkish family. Questionnaires were given to both members of 430 couples at various stages of the marriage cycle. Information concerning demographic characteristics, spousal feelings, marital functioning, including division of labour and satisfaction with division of labour, decision-making, and conflict; and relationships with social network, including feelings for families of origin and frequency of interaction with families was obtained. Results revealed that in comparison to family-initiated marriages, couple-initiated marriages were more emotionally involving, less enmeshed with families, more egalitarian, and involved fewer conflicts. However, over successive stages of the marital cycle, conflict declined in family-initiated marriages and division of labour became less equalitarian in couple-initiated marriages. No differences between the two types of marriage emerged with respect to decision-making and conflict management style. Wives were reportedly more influential with respect to decisions concerning families and children than their husbands in both types of marriage. Couples at later stages of the marital cycle reported lower emotional involvement and less equalitarian division of labour. Relationships between educational level and various marital measures were also obtained. The results are discussed in relation to the possibly different marital schema entertained by men and women within the modernising context of Turkey and with respect to possibly different effects of modernization on different aspects of marraige.     

Conflict in the Workplace, and its Resolution

ABSTRACT This paper identifies four areas of conflict which arise in contemporary workplaces, conflict between management and workforce over initiative, especially with respect to decisions over choice of product and methods of production, over productivity and the response to declining demand, over innovation and technological redundancy, and over division of the company's income.
All four types of conflict are traced to the existence of the employer/employee relationship, which generates these conflicts by perpetuating both real conflicts of interest and conflictual attitudes.
The conflicts could be resolved if the employment relationship were abolished as the standard manner of participation in the economy. This paper argues for the abolition of the market for labour while retaining markets in goods, services, and capital, by the transformation of firms into production co-operatives, in which partnership, not employment, is the normal relationship to the enterprise.
The advantages of such a scheme are briefly touched on, and then some of the more obvious difficulties in implementing it are discussed. These include the Trade Union interest, problems of ownership and capital formation, recruitment questions, and capitalist resistance.     

Welfare Rights and Conflicts of Rights

The fact that welfare rights – rights to food, shelter and medical care – will conflict with one another is often taken to be good reason to exclude welfare rights from the catalogue of genuine rights. Rather than respond to this objection by pointing out that all rights conflict, welfare rights proponents need to take the conflicts objection seriously. The existence of potentially conflicting and more weighty normative considerations counts against a claim’s status as a genuine right. To think otherwise would be to threaten the peremptory force – and hence the analytical integrity – of rights. The conflicts objection is made more pressing once we have conceded that welfare rights give people entitlements to what are potentially scarce goods. I argue that welfare rights can survive the conflicts objection if, and only if, we take scarcity into account in the framing of a given welfare right. Earlier versions of this paper were presented at the Nuffield Political Theory Workshop in Oxford and the Canadian Philosophical Association Congress 2006 at York University. I am grateful to Adam Swift, David Miller, Idil Boran, Sarah McCallum and two anonymous referees for their comments, and to the Economic and Social Research Council for research funding.     

Conflicts with Friends: A Multiplex View of Friendship and Conflict and Its Association with Performance in Teams

Drawing on conservation of resources theory, multiplex social networks research, and the emerging conflict involvement perspective, the purpose of this study is to develop and test a multiplex view of conflict that explicitly accounts for the nature of the social relationships between those involved in intrateam conflict and how these multiplex relationships differentially impact team performance. Data were collected from 120 teams engaged in a 4-month business simulation. Relationship conflicts occurring among team members who are friends have a negative impact on team performance, whereas those occurring between non-friends have a positive impact on team performance. Although we also find non-friend task conflicts to be beneficial for team performance, friend task conflicts have no impact on team performance. This study highlights the dark side of workplace friendships and admonishes managers to pay close attention not only to conflicts among employees, but also to the relational closeness of those involved in conflict. The current study provides empirical support for the emerging conflict involvement perspective by explicitly assessing the number of individuals involved in conflict as well as the type of relationships between them. We also extend research on multiplex relationships from the individual to the team level of analysis. Finally, we respond to calls for studies of multiplexity that include both positive and negative relationships.