Women and Top Leadership Positions: Towards an Institutional Analysis

Women remain under‐represented in top leadership positions in work organizations, a reality that reflects a variety of barriers that create a glass ceiling effect. However, some women do attain top leadership positions, leading scholars to probe under what conditions women are promoted despite seemingly intractable and well‐documented barriers. Previous scholarship tends to posit individual‐level explanations, suggesting either that women who attain top leadership positions are exceptional or that potential women leaders lack key qualities, such as assertiveness. Much less scholarship has explored institutional‐level mechanisms that may increase women's ascension to top positions. This analysis seeks to fill this gap by testing three institutional‐level theories that may shape women's access to and tenure in top positions: the glass cliff, decision‐maker diversity, and the saviour effect. To test these theories we rely on a dataset that includes all CEO transitions in Fortune 500 companies over a 20‐year period. Contrary to the predictions of the glass cliff, we find that diversity among decision makers — not firm performance — significantly increases women's likelihood of being promoted to top leadership positions. We also find, contrary to the predictions of the saviour effect, that diversity among decision makers increases women leaders' tenure as CEOs regardless of firm performance. By identifying contextual factors that increase women's mobility, the paper makes an important contribution to the processes that shape and reproduce gender inequality in work organizations.     

一种点式幕墙拉索结构的受力分析

结合工程实例提出一种拉索结构布置方案；通过对载荷作用的分析，采用平面简化方法分析结构的内力，同时给出预应力数值的确定及施加途径；给出施工注意事项及设计实例。     

Lawyers’ Professional Careers: Increasing Women's Inclusion in the Partnership of Law Firms

Despite a huge increase in the number of women lawyers employed in professional service firms (PSFs) over the last four decades, the proportion of women at partnership level has changed at a much slower rate. This article investigates men's and women's understandings of women's careers and promotion to equity partner. The findings show that one reason why few women advance to equity partner level is that both men and women understand this role as requiring them to privilege work considerations over family. We recommend that PSF researchers and practitioners reflect more on the management of diversity and alternative work arrangements and organization.     

成渝高速公路SDH光纤通信传输系统设计

根据四川成都一重庆（简称成渝）高速公路的实际情况，完成了对成渝高速公路SDH（同步数字系列）光纤通信传输系统的设计。通过对所设计系统进行的初步测试表明，设计方案合理可行，具有较高的实际工程指导意义。     

展翅梁结构有机玻璃模型试验研究

简要介绍了展翅梁有机玻璃模型试验概况，验证了展翅梁结构剪力滞后、腹板弯矩分配比例的计算理论，检验了展翅梁结构的受力性能．     

测定光纤折射率的简易方法

本文利用光导纤维中光速的测定原理,采用一种方波调制信号,应用具有异或逻辑功能的门电路进行相差测量的巧妙方法得到光在光导纤维中的传输速度,再利用,从而快速测得光纤的折射率[1]。     

What Would You Sacrifice? Access to Top Management and the Work–life Balance

This article is based on a current research, combining quantitative (human resources figures and statistics) and qualitative data (60 interviews with career managers, top managers and high potential talents, both men and women), conducted in a major French utility company on the subject of diversity and more specifically on the issue of women's access to top management positions. The main purpose of this research is to understand the difficulties women may encounter in the course of their occupational career linked to organizational aspects, including the ‘glass ceiling’ processes, informal norms related to management positions (such as time and mobility constraints) and social and cultural representations attached to leadership. The other perspective of this research focuses on the different strategies women and men build either to conform to the organizational norms or bypass them. The issue of work–life balance are therefore addressed both from a corporate/organizational standpoint and an individual and family perspective.     

微流控芯片的研制及其相关仪器的集成化研究

本文报道了微流控芯片的制作方法、芯片的材料选择以及研究过程中的一些实验方法,侧重介绍芯片毛细管电泳分离与检测的基本原理和应用研究的进展情况,总结了近年来作者的研究成果和最新研制成功的微流控芯片仪器。     

In search of the glass ceiling: gender and recruitment to management in Norway's state bureaucracy1

There are still fewer female than male managers in Norway's state bureaucracy. This article asks if there are organizational barriers which prevent women from entering these positions. Is there really a glass ceiling, or must one look outside the organizational environment to find an explanation? Is it rather the case that the scarcity of female managers is caused by women's own preferences or their life situations outside work? Or do both contribute to the situation? The study shows that female managers are treated just as well as male managers in central parts of the state bureaucracy. Employers give equal shares of respect and attention to both genders. Female managers are encouraged to apply for the same number of jobs as men and are offered an equal number of jobs as men when they apply; in fact, women are offered more jobs than men, when one controls for the number of job applications. This indicates that organizational barriers are not the problem. The study also shows that there are no differences in work orientation between male and female managers. Female managers are just as ambitious as male managers. Nor do female managers find it more difficult than male managers to combine work and family life. So, how can one explain the low number of female managers? The study shows that one reason can be that female managers apply for management jobs less often than their male colleagues. The cause of this seems to be anticipated discrimination rather than lack of ambition or self‐confidence. However, this slows down women's movement into higher management positions in the state bureaucracy.     

渐变光波导的耦合模分析

从电磁场互易原理得到了本地耦合模方程,并用高斯定理证明了功率守恒式。首次得到了两相同渐变光波导耦合模方程的严格解析解,指出了已往近似结果的局限性。