摘要
公共冲突升级扩散有其特殊形式。与专门从事升级冲突的职业人员及其引发的冲突事件不同,有一类围绕特定事件、以随机雇佣社会闲散人员为主力推动冲突升级的"事件性冲突升级"现象。行为暴力,方式激进,冲突强度和烈度较高,需加以关注。根据升级施压对象的不同,事件性升级冲突可分为施压对方、施压第三方与施压对方和第三方。在雇佣关系下,事件性升级冲突行动目标明确,路线、行动方式和压力源三者相互影响,构成压力源模型:不同类别的升级路线选择不同的施压行为方式,撬动生产压力、安全压力、权力压力、舆论压力不同的压力源,引发冲突升级。事件性冲突之所以能升级,其撬动压力源模型的机制在于受雇者的角色激励。建议区分冲突当事方和第三方,培养并强化社会法治与规则意识,关注边缘群体自我意识建设,启动并增效多元化的冲突化解机制。
The escalation and proliferation of public conflict has its special form.Unlike professionals who specialize in escalating conflict and that has escalated,there exists such phenomenon ascentering on specific events,employing randomly social idlers as the main forces to promote conflicts escalation,we call it event-based conflict escalation.Escalating conflict by radical violent behaviors,and with high intensity and intensity,so it calls attention.Depending on different objects of the escalation pressure,the event-based conflict escalation can be divided into three categories:"on other parties","on third parties"and"on other and third parties".Under the employment relationship,the action goal of event-based conflict escalation is clear,the route,action mode and pressure source influence each other and construct pressure source model:different types ofescalating routes choose different behaviors andshake different pressure sources,such as production pressure,safety pressure,power pressure and public opinion pressure.The reason why event-based conflict can be escalated and mechanism of levering the model is the role incentive of employee.It proposes to distinguish between interested parties and third parties,cultivate and strengthen the lawand rule awareness of members of society,pay attention to the self-awareness of social marginal groups,and construct diversified conflict resolution mechanism and improve their efficiency.
作者
郝雅立
常健
Hao Yali;Chang Jian
出处
《上海行政学院学报》
CSSCI
北大核心
2021年第2期25-35,共11页
The Journal of Shanghai Administration Institute
基金
天津市社科规划青年项目“天津健全重大舆情和突发事件舆论引导机制研究”(TJGLQN20XSX-011)
国家社科基金后期资助暨优秀博士论文出版项目“媒体新闻建构对公共冲突及其治理的影响研究”(20FYB057)的阶段性成果
关键词
雇佣关系
冲突升级
压力源模型
角色激励
公共冲突治理
Employment Relationship
Conflict Escalation
Pressure Source Model
Role Motivation
Public Conflict Governance
作者简介
郝雅立,女(1988-)天津商业大学公共管理学院讲师;常健,男(1957-)南开大学周恩来政府管理学院教授,博士生导师
