Social comparison,group identity and professional identity. A study with bank clerks

Abstract

This study consisted of analyzing several hypotheses derived from Tajfel and Turner's social identity theory (Tajfel and Turner, 1979) within a real-life situation. We identified the intergroup relations among three banks in Brazil as an ideal chance to test the salience hypothesis (Oakes & Turner, 1980; Doise & Sinclair, 1973) and also the relationship between discrimination and social identity (Brown et al. 1983b). In general, results did not support the hypotheses, and alternative explanations of results, in terms of the groups ' real life conditions, are discussed.     

Censored Kullback-Leibler Information and Goodness-of-Fit Test with Type II Censored Data

The Kulback-Leibler information has been considered for establishing goodness-of-fit test statistics, which have been shown to perform very well (Arizono & Ohta, 1989; Ebrahimi et al., 1992, etc). In this paper, we propose censored Kullback-Leibler information to generalize the discussion of the Kullback-Leibler information to the censored case. Then we establish a goodness-of-fit test statistic based on the censored Kullback-Leibler information with the type 2 censored data, and compare the test statistics with some existing test statistics for the exponential and normal distributions.     

A stepwise discrete variable selection procedure

A stepwise variable selection procedure for multinomial discrimination is presented and discussed. Based upon the work of Kullback and Hills, stopping rules are proposed and illustrated for a set of data on communication buyer behavior.     

动态需求下高峰负荷定价模型研究

针对Ｍａｃｈａｅｌ．Ｒ关于动态需求下高峰负荷定价过于理想化假设的问题，建立了新的调控定价模型，并进行了具体的分析，得到不同阶段应采取不同的定价策略，培育和引导了消费市场，由此深化了Ｍａｃｈａｅｌ．Ｒ的结论。     

The Effect of Occupational Sex Composition on the Gender Gap in Workplace Authority

This article compares women and men's attainment of workplace authority in female-dominated, mixed, and male-dominated occupations. It is based on a representative mobility study of Jewish women in the Israeli labor force conducted in 1991–1992. Two sets of hypotheses are offered based on two competing theories. The first theory predicts that in female occupations women have more influence and mutual support than in male occupations, and, hence, they will have more access to authority. The opposing perspective argues that in male-dominated occupations the competition between women and men is weaker, and therefore men have a smaller incentive to discriminate against women. Our findings support the second argument. The gender gap in authority is larger in female-dominated occupations, and women have the highest chances to have authority when they work in male occupations; men have similar chances, no matter in which type of occupation they are employed.     

论古代希腊人的鄙视手工技艺不足为论证城邦社会农业特征之依据

在学术界 ,古希腊人的鄙视手工技艺 ,经常被作为论证城邦社会农业特征的依据。其实古希腊人的鄙视手工技艺有两种情况 ,一种是基于经济角度的产业排斥 ,这种情况既是城邦社会农业特征的产物 ,也反映了城邦社会的农业特征。但在古希腊 ,这种情况很少见 ,就现有资料看 ,仅表现在斯巴达一个国家。另一种情况是基于道德角度的职业歧视。这种情况比较普遍 ,通常人们所说的古希腊人的鄙视手工技艺就是指此。但这种情况与农业特征没有必然的联系 ,因此 ,我们不能把它作为论证城邦社会农业特征的依据     

印度妇女的哀歌——浅论《丧宴》的思想性

印度妇女是世界上最为悲惨的妇女，森严的封建礼法制度规定她们处于无权地位———从人格到经济上都得不到独立；而印度特有的封建产物———种姓制度又给她们牢牢地加缚了一条锁链     

大学创新性人才培养：概念与辨析、问题与思考

对于当下的中国高等教育来讲,大学的创新性人才培养既是一个时代主题,也是一个永久课题。给出了"创新性人才"的释义,并把大学创新性人才培养与素质教育、通识教育与专业教育、科学教育与人文教育等相关概念的基本关系进行了辨析。针对创新性人才培养面临的主要问题,如创新环境问题、大学教师队伍的欠缺、大学创新型文化偏弱问题、大学教学过程的要素创新乏力问题等,提出解决问题的基本思路与策略。     

浅论英语语言中的性别歧视

本文从词法、句法和语义三个方面分析了英语语言中存在的性别歧视现象。     

‘Why Do All the Women Disappear?’ Gendering Processes in a Political Science Department

The article provides an in‐depth analysis of the gendering processes among PhD candidates in a political science department. It uses Joan Acker's theory of gendered organizations operating through four dimensions: the gendered division of labour, gendered interaction, gendered symbols and gendered interpretations of one's position in the organization. The article combines this approach with theories of hidden discrimination. The key theoretical aim is to contribute to gendered organizational theory by examining the ways in which hidden discrimination and the gendered organization work together. This generates detailed and differentiated knowledge about the mechanisms of hidden discrimination that produce gender inequalities in the department. The findings presented in this article point to the role of gendered division of labour and the lack of information about departmental practices. PhD supervision by men is a particularly strong structural barrier for women because of the gendered nature of interaction in supervision and the difficulties that female PhD students have in a male‐dominated environment. The article further contributes to debates on gendered organizations by focusing upon the gendered symbols of expertise in political science. These symbols reproduce the man as the political scientist norm and result in women interpreting their own position as marginal or as outsiders.