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We propose a new theoretical framework for understanding simultaneous trust and distrust within relationships. grounded in assumptions of multidimensionality and the inherent tensions of relationships. and we separate this research from prior work grounded in assumptions of unidimensionality and balance. Drawing foundational support for this new framework from recent research on simultaneous positive and negative sentiments and ambivalence. we explore the theoretical and practical significance of the framework for future work on trust and distrust relationships within organizations.

Allport (1954) recognized that attachment to one’s ingroups does not necessarily require hostility toward outgroups. Yet the prevailing approach to the study of ethnocentrism, ingroup bias, and prejudice presumes that ingroup love and outgroup hate are reciprocally related. Findings from both cross-cultural research and laboratory experiments support the alternative view that ingroup identification is independent of negative attitudes toward outgoups and that much ingroup bias and intergroup discrimination is motivated by preferential treatment of ingroup members rather than direct hostility toward outgroup members. Thus to understand the roots of prejudice and discrimination requires first of all a better understanding of the functions that ingroup formation and identification serve for human beings. This article reviews research and theory on the motivations for maintenance of ingroup boundaries and the implications of ingroup boundary protection for intergroup relations, conflict, and conflict prevention. Although we could not perceive our own in-groups excepting as they contrast to out-groups, still the in-groups are psychologically primary.... Hostility toward out-groups helps strengthen our sense of belonging, but it is not required....Thefamiliar is preferred. What is alien is regarded as somehow inferior, less “good, ” but there is not necessarily hostility against it....Thus, while a certain amount of predilection is inevitable in

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In much of Asia and Africa, it is only modest hyperbole to assert that the Marxian prophecy has had an ethnic fulfillment.

Public opinion polarization is here conceived as a process of alignment along multiple lines of potential disagreement and measured as growing constraint in individuals ’ preferences. Using NES data from 1972 to 2004, the authors model trends in issue partisanship— the correlation of issue attitudes with party identification—and issue alignment—the correlation between pairs of issues—and find a substantive increase in issue partisanship, but little evidence of issue alignment. The findings suggest that opinion changes correspond more to a resorting of party labels among voters than to greater constraint on issue attitudes: since parties are more polarized, they are now better at sorting individuals along ideological lines. Levels of constraint vary across population subgroups: strong partisans and wealthier and politically sophisticated voters have grown more coherent in their beliefs. The authors discuss the consequences of partisan realignment and group sorting on the political process and potential deviations from the classic pluralistic account of American politics.

conflicts in forestry. Silva Fennica Monographs 2. 109 p. Owing to the internationalisation of the forestry debate and forest policy, there is growing need to conduct comparative forest policy research at an international scale. This research compares environmental conflicts in forestry in seven cases during 1984–1995. The cases

We ask what redistributions of income and assets are feasible in a democracy, given the initial assets and their distribution. The question is motivated by the possibility that if redistribution is insufficient for the poor or excessive for the rich, they may turn against democracy. In turn, if no redistribution simultaneously satisfies the poor and the wealthy, democracy cannot be sustained. Hence, the corollary question concerns the conditions under which democracy is sustainable. We find that democracies survive in wealthy societies. Conditional on the initial income distribution and the capacity of the poor and the wealthy to overthrow democracy, each country has a threshold of capital stock above which democracy survives. This threshold is lower when the distribution of initial endowments is more equal and when the revolutionary prowess of these groups is lower. Yet in poor unequal countries there exist no redistributionschemewhichwouldbeacceptedbothbythepoorandthewealthy. Hence, democracy cannot survive. As endowments increase, redistribution schemes that satisfy both the poor and the wealthy emerge. Moreover, as capital stock grows the wealthy tolerate more and the poor less redistribution, so that the set of feasible redistributions becomes larger. Since the median voter prefers one such scheme to the dictatorship of either group, democracy survives.

Among researchers in multi-agent systems there has been growing interest in using intelligent agents to model and simulate human teamwork behaviors. Teamwork modeling is important for training humans in gaining collaborative skills, for supporting humans in making critical decisions by proactively gathering, fusing, and sharing information, and for building coherent teams with both humans and agents working effectively on intelligence-intensive problems. Teamwork modeling is also challenging because the research has spanned diverse disciplines from business management to cognitive science, human discourse, and distributed artificial intelligence. This article presents an extensive, but not exhaustive, list of work in the field, where the taxonomy is organized along two main dimensions: team social structure and social behaviors. Along the dimension of social structure, we consider agent-only teams and mixed human/agent teams. Along the dimension of social behaviors, we consider collaborative behaviors, communicative behaviors, helping behaviors, and the underpinning of effective teamwork--- shared mental models. The contribution of this article is that it presents an organizational framework for analyzing a variety of teamwork simulation systems and for further studying simulated teamwork behaviors.

ter verkrijging van de graad van doctor Op gezag van de rector magnificus van Wageningen Universiteit,