论英美医事法立法体系

我国现阶段的有关医疗方面的法律、法规,在整个医疗卫生活动中起到了规范和制约的作用,但仍不完善。了解国外医事立法的历史和现状,有利于我国医事立法工作的开展。从英美法系医事立法出发,对英美法系的医事立法进行讲解和论述,从而起到借鉴的作用。     

Rawlsian social-contract theory and the severely disabled

Martha Nussbaum has powerfully argued in Frontiers ofJustice and elsewhere that John Rawls’s sort of social-contract theory cannot usefully be deployed to deal with issues pertaining to justice for the disabled. To counter this claim, this article deploys Rawls’s sort of social-contract theory in order to deal with issues pertaining to justice for the disabled—or, since, as Nussbaum stresses, we all have some degree of disability—for the severely disabled. In this way, rather than questioning one by one Nussbaum’s interpretive claims about Rawls’s view, one can simply see how the Rawlsian framework can work in application to this issue. Following Rawls’s lead, the paper utilizes the idealized “initial choice situation” as an analytic and comparative device for examining alternative principles of justice, developing three different interpretations of the initial choice situation that each correspond to a different set of principles that apply to people of all levels of disability. One of these sets of principles is a simple extension of Rawls’s, one is very close to what Nussbaum herself recommends, and the third is a kind of hybrid. In this way, it is shown not only that Rawls’s social-contract device can usefully be applied to these issues, but also that it is helpful for exploring the deep commitments underlying each of these competing sets of principles. This extension to Rawls’s device clearly departs to some extent from his intentions; but the paper argues that the ideal of reciprocity, which might be thought to pose the biggest obstacle to applying his social-contract device to issues pertaining to the severely disabled (those who are not capable of being cooperative members of society), is not an independently essential commitment of his mature social-contract view, central though it was to Rawls’s thought in the 1950s.     

无边界职业生涯时代的就业能力:一种新的心理契约

在无边界职业生涯时代,以雇员忠诚换取就业保障为特征的心理契约,正逐步被以绩效换取就业能力为特征的新的心理契约所取代。基于就业能力的心理契约管理要求组织通过沟通了解员工的期望和态度,给员工以更多的知识积累和学习机会,实施合理的组织策略,提升员工的就业能力。     

自我增强偏向的文化差异

个人主义和集体主义两种文化下个体的自我增强行为是否有差异,一直以来都是一个争论的焦点。文章回顾了西方心理学家在个人主义文化背景下自我增强的研究成果,对近年来国内外证明东方文化中存在自我增强的研究进行了综述,并提出中国人的自我增强具有人际性和隐蔽性的特点,展望了中国人自我增强的研究方向。     

Heroes on the Hill: A qualitative study of the psychosocial benefits of an intercultural arts programme for youth in Northern Ireland

The current study investigates the psychosocial benefits of a cross‐community, intercultural dance programme for youth in Northern Ireland. Psychological theories, including contact theory and the ecology of childhood development, underpin the study, and results are discussed in relation to the programme's aims. The present study used qualitative, inductive methods; data consisted of interviews before and after the programme with facilitators (n = 2) and 10 (n = 10) programme participants (11–15 years old) of diverse races and nationalities. Latent themes were identified using thematic analysis. Findings reveal that participants have complex senses of identity. Worryingly, they also reported many instances of bullying, relating both to themselves and others. Results reveal three main psychosocial benefits of the programme, all of which promote positive mental health in adolescents. The benefits are increased self‐confidence, the formation of new cross‐community friendships, and improved intercultural awareness and pride. It is argued that the programme is an exemplar of how the arts can promote peace as well as resilience in the face of adversity. Recommendations for future research are included.     

Addressing the spiritual domain in a plural society: what is the best mode of integrating spiritual care into healthcare?

This study aims to rethink the integration of spiritual care into healthcare in spiritually plural societies. Based on a systematic review of the theoretical literature, we analysed 74 studies and distinguish four positions regarding the integration of spiritual care into healthcare: generalist-particularists who see the spiritual domain as a field to be addressed by all professional caregivers and in which caregivers’ own spiritual orientations play a vital role; generalist-universalists who advocate for all caregivers to provide spiritual care regardless of their spiritual orientations; specialist-particularists who argue that experts should address the spiritual domain in light of their own spiritual orientations; and specialist-universalists who call for experts to provide spiritual care regardless of their spiritual orientations. We argue that these four positions give different weight to the professional, personal, and confessional roles of the spiritual caregiver. Acknowledging these positions is a prerequisite for future scenarios of integrating spiritual care into healthcare.     

Transformational leadership,diversity climate,and job satisfaction in selected South African companies

This study investigated the relationship between transformational leadership, diversity climate, and job satisfaction in a selection of South African companies. Participants were a convenience sample of 263 employees from the Gauteng Province (white?=?69.3%). They completed measures for transformational leadership, diversity climate, and job satisfaction. Structural Equation Modelling analysis revealed transformational leadership to directly predict job satisfaction and diversity climate, and to mediate the relationship between transformational leadership and job satisfaction. Moreover, transformational leadership directly and positively predicted quality of workplace diversity climate. Future leaders and managers should leverage an organisation’s diversity climate for job satisfaction applying transformational leadership strategies.     

Improving organizational newcomers’ creative job performance through creative process engagement: The moderating role of a synergy diversity climate

Despite the mounting research demonstrating that employee seniority positively relates to creative job performance, we predict that a synergy diversity climate eliminates the employee seniority–creative job performance relationship by unleashing the creative potential of organizational newcomers. Drawing upon the integration-and-learning perspective for managing diversity, Study 1 finds that a synergy diversity climate moderates the relationship between employee seniority and supervisor-rated creative job performance lending support to our hypothesis. Study 2 provides an extension by showing how creative process engagement mediates this moderating effect on self-rated creative performance. Finally, Study 3 replicates and extends Study 2 by demonstrating the mediating role of creative process engagement but utilizing supervisor-rated creative job performance, while again showing synergy diversity climate to be an important boundary condition. In sum, we find that synergy diversity climate, as opposed to fairness and discrimination diversity climate, interacts with employee seniority by facilitating greater creative process engagement for newcomers subsequently impacting creative job performance. We discuss theoretical and practical implications for how the individual-level creative job performance effects may represent a microfoundation to creative team dynamics that confer a sustainable competitive advantage.     

The Anatomy of a Philosophical Hoax

This article reflects upon the state of the philosophical profession vis‐à‐vis a close reading of the hoax perpetrated against the International Journal of Badiou Studies in 2016. This hoax is not a subversive act of disciplinary criticism (as the hoaxers contend). Rather, it is a poorly disguised attempt to enforce a partisan and myopic conception of philosophy and to delegitimize an entire subfield of philosophical production—namely, continental philosophy. The hoax is symptomatic of a deeper problem that plagues the profession today: the willingness exhibited by many philosophers to police the boundaries of the discipline by engaging in what we call “acts of force.” The prevalence of acts of force demonstrates that professional philosophy is shaped not only by the giving and taking of reasons but also by shopworn disciplinary tribalisms (for example, continental versus analytic) and asymmetrical power relations involving agents with unequal amounts of social, professional, and philosophical capital.     

Solidarity Not Homogeneity: Constructing a Superordinate Aboriginal Identity That Protects Subgroup Identities

Superordinate identities formed around shared oppression provide political and psychological resources for marginalized groups. However, superordinate identities can also threaten the identities of the subgroups they attempt to bring together. We examined how a superordinate identity was constructed to protect subgroup identities using data from 31 urban Aboriginal participants who strongly identified with both their subgroup (heritage cultures) and superordinate Aboriginal identities. Participants defined the superordinate Aboriginal identity as a fundamentally diverse category where no one subgroup was more representative of the wider category than others. Participants also put their respect for subgroup diversity into practice by regularly engaging with Aboriginal (subgroup) cultures other than their own. Finally, participants felt that representations of the superordinate Aboriginal category should prioritize local cultures. We discuss these findings in relation to research in social psychology on superordinate and subgroup identities, multiculturalism, and collective resistance and provide some suggestions for how this work may be extended.