政府间关系:合作博弈与府际治理

在政府间关系的问题上,国外研究作为一种学术背景引导与启发了国内的学术研究,国内的研究也取得了一系列的成果。本文在学术界研究的基础上,提出政府间关系的“十字型博弈”框架,从纵横两个截面解剖政府间复杂的博弈关系,并结合西方“府际管理”的理念,提出我国“府际治理”的思路。本文还提出“府际信任”这一话题,并探讨它在府际合作中的作用。     

伊斯兰金融中的政治问题

伊斯兰金融与政治有无关联?本文通过分析伊斯兰金融与国内政权合法性的关系、西方对"流氓国家"和"流氓金融家"的制裁,以及"9·11"事件后金融反恐战对伊斯兰金融机构的影响证明伊斯兰金融与政治有着密切的关系。从国内政治来看,伊斯兰金融的发展程度与政府有很大关系,政府越支持,发展越顺利。从国际政治来看,西方国家对伊斯兰金融诟病以及金融反恐战的原因在于"流氓国家"和"流氓金融家"违反了西方主导的世界政治经济新秩序的规则。     

论社会主义道德价值观的一元指导

社会主义荣辱观是社会主义道德价值观的核心组成部分。本文对社会主义道德价值观进行了详细阐释,回顾了中国现代道德价值观的形成过程,分析了当代社会主义道德价值观面临的挑战,通过对社会主义道德价值观在我国发展历史的回顾和对西方的价值观的客观分析,从理论上论证了社会主义道德价值观的一元指导是我国社会的必然选择。     

关于当代西方马克思主义的研究对象——兼与徐崇温同志商榷

当代西方马克思主义研究对象的问题,目前国内还没有一致的看法。对象直接关系到内容、方法、意义和评价,值得讨论。徐崇温同志1982年出过一本《“西方马克思主义”》专著,实际上已经规定了它的对象。不久前又在《马克思主义研究》1987年第一期上发表了《关于“西方马克思主义”     

西方有关父母教养方式与青少年问题行为关系的理论及其研究综述

对父母教养方式和青少年问题行为之间关系的研究主要集中在西方心理学和社会学界,国内在此领域内的理论探讨和经验性研究都很缺乏。本文对近五十年来西方在父母教养方式和青少年问题行为发展之间的关系上的几种主要理论模型及部分经验性研究进行了客观的回顾,简要介绍了双因素论(危险性因素与保护性因素)、社会控制理论、社会背景模型和强制模型。     

一部很好的西方心理学史专著──评车文博著《西方心理学史》

前不久在国内出版发行了车文博教授著的《西方心理学史》一书，这是一部关于西方心理学史的新书，不仅以其篇幅之巨大，装帧之精美等形式方面大大超过了大多心理学者已发表过的同类著作，而且在内容上也有许多值得称道的为已有同类著作所没有的新的东西。它使得该书在国内有关西方心理学史的著作中达到了前所未有的新高度。由于时间关系，还不可能对该书进行深入、细致的研究，但经过初步的测览之后，已发现该书从其内容上看有如下几个方面的优异过人之处。本书的最重要的特点是对西方心理学的发展做出了全面的、深刻的分析，提出西方心理学…     

"东西方差异"抑或"元概念"争执——关系概念再思考

“关系”作为社会网络研究乃至整个新经济社会学研究的核心概念,自从它成为一个学术研究对象以来就一直是学者们争论的一个焦点问题。如何对这一概念做出定义、分类、操作乃至如何运用它来建构理论,不同的学者有不同的解释。本文以“东西方差异”作为反思“关系”概念的切入口,指出现有的“关系”概念所包含的东西方差异实质上是一种假象,并就国内学者对“关系”概念的反思进行了梳理、提出自己的理解。     

多水平导师指导行为对员工结果的影响机制

作为一种促进员工社会化和职业发展的工具, 导师制已在各类企业中得到了广泛应用。然而, 近些年员工工作需求以及组织工作方式的变化分别对导师指导行为的作用结果和指导内容产生了冲击。一方面, 传统导师指导行为作用的研究大多限于员工职业结果; 另一方面, 传统导师制的研究仍停留在一对一的指导, 忽略了针对徒弟群体的指导。为此, 将在现实观察和理论回顾的基础上, 首先提出多水平导师指导行为的概念, 包括为徒弟群提供“一致性”指导的“群体水平指导行为”与为单个徒弟提供“差异化”指导的“个体水平指导行为”; 然后, 检验自我效能与群体认同在多水平导师指导行为对徒弟个体和徒弟群体的工作绩效与非职业结果影响的中介机制, 以及不同水平导师指导行为对徒弟(群)结果的跨层交互效应。以期填补过去导师制在作用结果(仅仅关注职业结果)和指导内容(忽略群体水平)研究上的不足, 并为企业有效实施导师制提供启示与帮助。     

企业员工的组织支持感

采用实证研究的方法探讨了企业员工组织支持感的结构维度及其与相关行为变量的关系。研究表明,我国员工组织支持感的因素结构不同于西方的单维结构,而是包括工作支持、员工价值认同和关心利益的三维度结构模型。组织支持感对感情承诺和利他行为具有积极的影响作用。程序公平影响组织支持感的形成     

同伴指导研究综述

本主要从同伴指导对学生发展积权的促进、它的理论解释、组织模式以及影响因素、现实意义等方面对同伴指导的研究进行概述，并指出同伴指导有效且易于实施，是传统教学法首选的补充方法。     

An Examination of the Role of Mentees’ Social Skills and Relationship Quality in a School-Based Mentoring Program

Research on youth mentoring highlights the importance of the relationship quality between mentor and mentee; mentoring results in more positive outcomes when the mentee perceives the relationship as satisfying and trustworthy. Research on relationship quality shows that social skills are important for constructing new relationships. However, whereas improved social skills are often one of the main goals of youth mentoring, little is known about the importance of social skills for relationship quality in youth mentoring relations. In this study, we examined whether mentee's pre-intervention social skills were related to mentor–mentee relationship quality as perceived by the mentee, and in turn, if relationship quality was associated with post-intervention social skills. We additionally examined possible gender and age differences in these associations. Data were used from a two-wave study that assessed relationship quality and social skills before and after one semester of mentoring of 390 secondary school students in a school-based mentoring program. Results indicated that relationship quality was positively associated with post-intervention social skills. However, only for young mentees pre-intervention social skills were associated with better relationship quality. Moreover, only for young mentees, relationship quality mediated the association between pre- and post-intervention social skills.     

Does mentoring matter? A multidisciplinary meta-analysis comparing mentored and non-mentored individuals

The study of mentoring has generally been conducted within disciplinary silos with a specific type of mentoring relationship as a focus. The purpose of this article is to quantitatively review the three major areas of mentoring research (youth, academic, workplace) to determine the overall effect size associated with mentoring outcomes for protégés. We also explored whether the relationship between mentoring and protégé outcomes varied by the type of mentoring relationship (youth, academic, workplace). Results demonstrate that mentoring is associated with a wide range of favorable behavioral, attitudinal, health-related, relational, motivational, and career outcomes, although the effect size is generally small. Some differences were also found across type of mentoring. Generally, larger effect sizes were detected for academic and workplace mentoring compared to youth mentoring. Implications for future research, theory, and applied practice are provided.     

Protégé and mentor self-disclosure: Levels and outcomes within formal mentoring dyads in a corporate context

This study examined the role of self-disclosure within protégé/mentor dyads in formal mentoring partnerships within a corporate context as a means of learning more about specific relationship processes that may enhance the positive outcomes of mentoring. While both protégés and mentors self-disclosed in their relationships, protégés disclosed at a higher level than mentors. Protégé self-disclosure, but not mentor self-disclosure, was related to protégé outcomes including mentoring received, relationship satisfaction, and positive influence of mentoring. The study contributes to a mentoring literature that has become more interested in examining mentoring relationship micro-processes from both the protégé and mentor perspective.     

The Role of Formal Mentoring on Business Success and Self-Esteem in Participants of a New Business Start-Up Program

The current study investigated the relationship between career-related mentoring, psychosocial mentoring, business success, and self-esteem in participants of a program that was designed to assist in the establishment of a new business. Seventy-seven protégés and their matched mentors were included in the study. A comparison of mentor and protégé perceptions revealed that mentors considered themselves to provide higher levels of psychosocial support than did the protégés. Protégé perceptions of business success were predicted by the frequency of mentor contact and the level of career-related support provided by their mentor.     

The effectiveness of mentoring programs in corporate settings: A meta-analytical review of the literature

Many studies over the last 20-25 years have examined the benefits of mentoring for the protégé and the organization. A review of these studies being published revealed that there is not only a lack of studies utilizing or reporting comparison group information but also a general lack of experimental research about mentoring. This quantitative meta-analytic review provides a critical analysis of the effectiveness of mentoring, with an emphasis on research designs that compared career outcomes of mentored individuals to non-mentored individuals. The overall mean effect size of mentoring was significant, indicating that mentoring does improve career outcomes for individuals. Individual career outcomes were analyzed and reported. Informal mentoring produced a larger and more significant effect on career outcomes than formal mentoring. There is a need for more research comparing protégés and non-protégés to determine if it is the receipt of mentoring or individual characteristics that leads to career success.     

An Analysis of Natural Mentoring Relationship Profiles and Associations with Mentees’ Mental Health: Considering Links via Support from Important Others

We explored associations between natural mentoring relationship profiles and young adults’ life satisfaction and symptoms of depression via participants’ perceived support from important others accounting for participants’ perceived support and mental health prior to the onset of their natural mentoring relationships. Participants included 396 young adults (57 % female; mean age = 30.97, SD = .6), the majority of whom identified as Black or African American (79 % Black, 18 % White, 3 % Biracial). Most participants had completed high school but few participants (13 %) had completed degrees from 4 year institutions. We used a latent profile approach to identify natural mentoring relationship profiles and employed structural equation modeling to test our study hypotheses. Slightly over half of study participants (53 %) reported the presence of a natural mentor in their lives since the age of 14. Results suggest that natural mentoring relationships characterized by high levels of relational closeness and either extended relationship duration or frequent contact may promote improvements in psychological well-being among mentees over time via greater experiences of social support from important others.     

Formal mentoring programs: The relationship of program design and support to mentors’ perceptions of benefits and costs

This study investigates the relationship of formal mentoring program design elements (i.e., voluntary participation, input to matching, and effectiveness of training) and management support to the benefits and costs perceived by formal mentors. Data were collected from 97 formal mentors from a Midwestern financial institution. Multiple regressions were performed controlling for time as a mentor in the program, hours spent mentoring, and number of protégés. Voluntary mentor participation was positively related to perceiving rewarding experiences and negatively related to being more trouble than it was worth. Input to the matching process was negatively related to nepotism, and perceptions of training effectiveness were positively related to generativity. Finally, perceived management support for the program was positively related to rewarding experience and recognition, and negatively related to generativity and bad reflection. Three supplemental group interviews were conducted to further explore some of the survey findings. Directions for future research and implications for formal workplace mentoring programs as well as mentoring programs in cross-disciplinary contexts are discussed.     

Mentor and protégé predictors and outcomes of mentoring in a formal mentoring program

This study examines the predictors and outcomes of mentoring received by participants of a 12-month formal mentoring program. Based on relationship theory, we examined how the personality of the individuals in the mentoring dyad, their perceived similarity, and mentor perceived support for mentoring contributed to relationship outcomes. The study includes data from both mentors and protégés at the program launch, midway through the program, and at program close. Mentor proactivity was related to more career and psychosocial mentoring; protégé’s perceptions of similarity to the mentor was related to more psychosocial mentoring. More mentoring was related to positive protégé and mentor outcomes, including improved protégé career clarity over the duration of the study.     

Self-initiated mentoring and career success: A predictive field study

There is a growing recognition of the proactive role of individuals in the world of work. Therefore, the roles of self-initiated mentoring and networking behaviors at the work place were investigated in a longitudinal study over two years with 121 early career employees in administrative and managerial jobs. As expected, after controlling for age, gender, and general intelligence, self-initiated mentoring predicted mentoring received, income, and hierarchical position. The relationship between self-initiated mentoring and career ascendancy was not meditated by mentoring received but by networking behaviors at the work place. The receipt of mentoring can be a part of the early career success yet it is not its critical mediator. Implications and limitations are discussed.