Nation building and the politics of Islamic internationalism in Guinea: toward an understanding of Muslims’ experience of globalization in Africa

This article discusses the historical role of Islam in the political evolution of Guinea in the broader context of Muslims’ experience of nation/state building and globalization in Africa. This role is examined on the premise that Islam is one of the major globalizing forces (more in the body of the paper on this idea of Islam as a globalizing force) responsible for the formation of what experts have conceptualized as Africa’s “triple heritage” or the juncture of African traditional values, Islamic influence, and the legacy of Western colonialism. The article examines Islam’s role in the creation of cultural identities, territorial polities, and complex regional and trans-continental networks of trade and scholarship in pre-colonial West Africa; the formation of fronts of resistance to European colonial conquest and occupation; and the mobilization of new nationalist forces which sparked the national liberation struggle of the 1940s and 1950s in the region. The discussion of key concepts such as nationalism, nation/state building, internationalism, and globalization exposes the limited applicability of existing theories to the African experience by highlighting the complexity of post-colonial cultural reconstruction and nation building on the continent. From this perspective, the article focuses upon the political and ideological contradictions having marked the relations of the regime of the Parti Démocratique de Guinée (PDG) under President Ahmed Sékou Touré and conservative Guinean Muslim circles in the early years of independence, due in part to Touré’s Marxist and socialist leanings of the time. Also comprehensively discussed is this regime’s subsequent ideological incorporation and diplomatic use of Islam in an effort to curb anti-PDG opposition at home and abroad and to free itself from isolation by the West. Hence, President Touré’s successful policy of “offensive diplomatique” geared primarily toward Arab and Muslim nations and organizations but also, though somewhat indirectly, toward Western powers, serves as an example of the dynamics of Islamic internationalism in Cold War global affairs. Past experiences of party-centered and state-controlled regimentation of religious organizations under Touré’s state-party regime is compared to the current trend of self-decentralization and self-internationalization of Islamic forces in light of the challenges of religious radicalism and post-Cold War politics in Africa.

企业员工组织社会化内容的结构维度

采用自行研制的组织社会化内容问卷,通过对全国14个城市854名员工进行问卷调查,对企业员工组织社会化内容结构维度进行了探讨。探索性因素分析（N=472）表明,我国企业员工组织社会化内容由组织文化、工作胜任、人际关系和组织政治4个维度构成。四因素模型在验证性因素分析(N=382)中得到了较好地验证。文章最后对组织社会化内容结构的含义、与已有西方研究成果的异同以及不同人口/组织学变量的员工组织社会化内容的差异进行了分析与讨论     

对新员工入职期望变化的一项纵向研究

通过对419名企业新员工入职期望的纵向研究,并运用LGM分析,结果表明：①在组织社会化初期,新员工入职期望的变化呈独特规律,即,工作期望线性下降,团队和企业期望的变化呈不定义曲线形式;②新员工入职期望各维度的变化率都存在显著的个体差异,但仅工作期望初始状态的个体差异显著;③新员工入职期望各维度的初始状态和变化速度之间都存在显著的正相关。由本研究而引发的诸如个体差异的预测因素等问题,还有待进一步研究     

员工组织社会化研究的概况

组织社会化是指个体为了适应其所在组织的价值体系、组织目标和行为规范而调整自己态度、行为的学习过程。文章在对组织社会化含义阐释的基础上,从组织社会化策略、组织社会化过程、组织社会化中员工信息寻求、组织社会化内容等4个方面,对当前组织社会化的研究现状进行介绍。文章最后指出了组织社会化的未来研究趋势     

Which Societies Provide a Strong Religious Socialization Context? Explanations Beyond the Effects of National Religiosity

Religious socialization occurs within the immediate family as well as in the broader social context. Previous research has shown that parents’ religiosity matters less for the transmission of religious beliefs in devout than in secular nations, implying smaller costs of religious socialization. In this article we test which other societal factors affect the transmission of religious beliefs: anti‐religious policies in formerly socialist countries, economic development, and income inequality. Our results indicate that societies with high levels of income inequality seem to provide the most favorable context for religious socialization. Individuals develop strong religious beliefs even if they only received little religious socialization within the family. Formerly socialist nations increased socialization costs through the overall suppression of religious practice. Economic development has no impact on socialization effects, suggesting that inequality is a more important driver of religious change than previously thought.     

Joint effects of social networks and information giving on innovative performance after organizational entry

We combine the social network approach and organizational socialization literature in order to examine the influence of social networks and proactive behavior on newcomers' innovative performance. A sample of new employees completed questionnaires on social network and proactive measures, and their supervisors rated their innovative performance. The results suggest that both sparse (low density) social networks and newcomers' information giving were related to innovative performance. The results also indicate that information giving moderated the relation between sparse social networks and innovative performance: when newcomers' information giving was high, the characteristics of their social networks were not related to their innovative performance.     

A Network Perspective on the Processes of Empowered Organizations

Organizational empowerment is a multi-faceted concept that involves processes occurring both within and between organizations that facilitate achievement of their goals. This paper takes a closer look at three interorganizational processes that lead to empowered organizations: building alliances, getting the word out, and capturing others’ attention. These processes are located within the broader nomological network of empowerment and organizational empowerment, and are linked to particular patterns of interorganizational relationships that facilitate organizations’ ability to engage in them. A new network-based measure, γ-centrality, is introduced to capture the particular network structure associated with each process to be assessed. It is demonstrated first in a hypothetical organizational network, then applied to take a closer look at organizational empowerment in the context of a coordinating council composed of human service agencies. The paper concludes with a discussion of the implications of relationships between these processes, and the potential for unintended consequences in the empowerment of organizations.     

Marital conflict and parental responses to infant negative emotions: Relations with toddler emotional regulation

According to family systems theory, children's emotional development is likely to be influenced by family interactions at multiple levels, including marital, mother–child, and father–child interactions, as well as by interrelations between these levels. The purpose of the present study was to examine parents’ marital conflict and mothers’ and fathers’ distressed responses to their infant's negative emotions, assessed when their child was 8 and 24 months old, in addition to interactions between parents’ marital conflict and their distressed responses, as predictors of their toddler's negative and flat/withdrawn affect at 24 months. Higher marital conflict during infancy and toddlerhood predicted both increased negative and increased flat/withdrawn affect during toddlerhood. In addition, toddlers’ negative (but not flat) affect was related to mothers’ distressed responses, but was only related to father's distressed responses when martial conflict was high. Implications of this study for parent education and family intervention were discussed.     

Reconnaissance au travail : validation d’une échelle de mesure dans le contexte des entreprises

IntroductionTo our knowledge, there is a lack of reliable measurement tools to assess different dimensions of recognition in the organizational context. As a consequence, quantitative studies in the area are still lacking.ObjectivesThe aim of this study is to propose a measuring instrument of recognition at work showing valid and satisfactory psychometric properties.MethodsTwo cross-sectional studies were conducted in this research. The data collected by questionnaire were processed by SPSS17.0 software for exploratory factor analysis and EQS 6.1 for confirmatory factor analyzes.ResultsThe results show that in organizational context, there may be 3 sources of recognition that have to be taken into consideration: the organization itself, superiors and colleagues.ConclusionThis study extend prior research on the measurement of recognition at work. A validated tool based on the most rigorous validation methods and the latest methodological advances, in particular by confirmatory factor analyzes, has then been created.