自20世纪50年代以来，为解决引发腐败以及公众信任危机的公职人员利益冲突问题，美国联邦政府逐步构建起一个适应社会文化背景的制度约束体系———不仅通过健全刑事法律、出台伦理法规、颁布行为准则等系列正式制度设计和安排构建起一套外在识别和威慑公职人员利益冲突行为的刚性约束篱栅，而且通过逐渐积淀的社会生态文化、组织公共精神以及个人伦理道德等非正式制度作用形塑起一道与正式制度相契合并内在规约公职人员利益冲突心理和行为倾向的柔性约束防线。此外，美国联邦政府还通过组织保障、教育培训和监督惩处等配套实施机制，不仅确保了规约利益冲突行为的正式制度与非正式制度得以有效实施和高效运行，而且对最终从制度体系的三个维度约束利益冲突行为以及有效遏制困扰美国联邦政府的公职人员利益冲突频发的局面产生了重要作用。%Since the 1950s, in order to solve the problem of the conflict of interest among the US gov-ernment employees, which give rise to corruption and crisis of public confidence, the federal government has gradually established a system of institutional constraints adjusted to the social and cultural back-ground. On the one hand, through the introduction of a series of formal institutions including improving criminal law, establishing moral codes and issuing social norms, the federal government has established a framework of rigid constraints that can externally identify and penalize the acts of conflicts of interest committed by the government employees. On the other hand, a set of informal institutional constraints including the cultivation of the desired socio-cultural ecology, public spirit and individual morality can also help form a soft power guiding the management of the conflict of interest among the government em-ployees. Moreover, the US government has also brought in a set of mechanisms such as organizational support, education and supervision to ensure the effective implementation of the formal and informal in-stitutional constraints mentioned above. This has played a key role in effectively resolving the conflicts of interest confronting the US government through the three dimensions of institutional system.
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