Income as a resilience factor for the impact of discrimination and institutional unfairness on minorities’ emotional well-being

This study investigated the impact of personal vs. institutional discrimination on the emotional well-being (EWB) of immigrant and ethnic minorities, and a possible protective mechanism of economic achievements that may buffer the negative effects of discrimination. Data were collected from the Israeli 2015 Social Survey. Immigrant minorities were those who came to Israel after 1980. Israeli Palestinians were regarded as an ethnic minority. The study showed that perceived unfairness and discrimination in public institutions, which were not necessarily directed towards individuals or their minority group, threatens EWB of minorities to an extent similar to that of personally experienced discrimination. Income moderated the effects of common and personal discrimination on EWB of immigrant and ethnic minorities, but not in the same way across the various groups. The study provides evidence that income may be a resilience factor, which buffers and compensates for the negative effect of discrimination on minorities’ EWB.     

The differential impact of discrimination on health among Black and White women

Despite a large body of research examining the impact of discrimination on health, the ways in which perceived discrimination may lead to disparate health outcomes through a sense of self and system consciousness is less understood. The current paper is concerned with both mental and physical health consequences of discrimination, as well as mediating pathways among African American and White women. Indirect effects analyses examine mediating paths from discrimination to health outcomes via structural awareness and self-esteem, using data from the Women's Life Path Study (N = 237). Our findings suggest that discrimination is both directly and indirectly associated with health outcomes for both Black and White women, mediated by individual (self-esteem) and group-level (structural awareness) processes. Evidence from this study indicates that discrimination is associated with heightened structural awareness, as well as lower self-esteem – both of which are related to poorer health. Discrimination negatively affected health across three domains, although the mechanisms varied somewhat for Black and White women. Broad implications of this research for interdisciplinary scholarship on the effects of discrimination on health and health disparities are discussed.     

From general discrimination to segmented inequality: Migration and inequality in urban China

Internal migration in China during the last three decades, the largest in human history, offers a rare opportunity to understand inequalities in the making. Using data spanning 10 years from China’s largest metropolis, Shanghai, this study assesses how enduring state institutions interplay with the spread of market forces to shape income inequality between migrants and native urban workers. Though the wages of both Chinese migrants and urban workers rose considerably, economic restructuring during the decade under study resulted in diminished privileges for urbanites and subsequently increased collision between migrants and urban workers in the private sectors. These shifts, rather than substantially reducing inequality, have led to an evolving form of inequality, from an initial general blatant discrimination against migrants across the board, to a new and more subtle form of inequality characterized by substantial segmented discrimination against migrants within economic sectors, with the degree of inequality varying from sector to sector. We discuss how this changing inequality reflects complementary rather than competing roles of the state and market institutions in inequality creation and maintenance.     

Differential investments and opportunities: How do neighborhood conditions moderate the relationship between perceived housing discrimination and social capital?

Though the adverse consequences of perceived housing discrimination have been documented, little is known about whether such experience undermines one's social capital in a neighborhood and even less is about whether and how this relationship is altered by neighborhood features. We proposed a framework that simultaneously considers within-individual and between-neighborhood processes. We applied multilevel structural equation models to data from Philadelphia (n = 9987) and found that (a) perceived housing discrimination was negatively associated with one's social capital even after other confounders were considered, (b) this negative association could be partly explained by the proliferated daily stress and anxiety mechanisms, (c) differential exposures to neighborhood social disadvantage accounted for the variation in social capital across neighborhoods, and (d) the adverse association between perceived housing discrimination and social capital could be attenuated by neighborhood stability. The findings suggested that appropriate interventions should buffer the negative association of perceived housing discrimination with social capital.     

Racial discrimination and the social organization of industries

This study investigates the relationship between several factors of the social organization of labor markets and racial discrimination during the late 1960s. Log-linear models are used to obtain indicators of the relative opportunities of black and white men to obtain different occupations across each of 38 industrial segments. We then examine the nature of the relationship between these indicators of discrimination and a number of aspects of industries suggested to be important by various theories of discrimination. The results indicate that relative black opportunities were favorably influenced by government employment, industrial and white collar (but not craft) unionization, and product market power, and they were adversely influenced by profitability and customer preferences for nonretail sales workers. Of particular interest is the finding that, contrary to the hypothesis derived from neoclassical economics, market power had a positive effect on black opportunities.     

用标记理论透视英语词汇中的性别歧视

标记是一个范畴内部存在的某种不对称现象。运用标记理论,从形式、语义和分布三方面分析英语中表示男性的词汇和表示女性的词汇之间存在的性别标记的非对称性,从而揭示英语词汇所反映的性别歧视现象。     

Organizational boundaries and upward job shifts

Recent research has examined the role of organizations in the stratification system and the functioning of stratification systems in organizations. In this analysis, we examine the implications of organizational boundaries for upward job changes within and across organizations. To perform our analysis, we utilize a nonstationary, modified Markov model that allows consideration of individual and job heterogeneity. The data are life histories of a sample of U.S. males between the ages of 30 and 39. Our results indicate that organizational boundaries create two kinds of resources: (1) general resources, and (2) organization-specific resources. General resources have a positive effect on upward movement within and across organizational boundaries. Organization-specific resources have a positive effect on upward movement within organizational boundaries, and a negative effect on upward movement across organizational boundaries—a situation of great benefit to organizations.     

价格歧视立法问题研究

价格歧视是指有市场优势地位的企业对同样的商品或服务,在不同地区或对不同对象采用不同价格并有害于竞争秩序的行为。在一定市场上占据优势地位的企业,可以通过有选择性地实施价格歧视战略,从而实现控制市场、获取超额利润的目的。因此,价格歧视被各国反垄断法所禁止。我国《价格法》首次对价格歧视问题进行了规范,但由于理论和技术上的原因,现行立法中存在诸多问题,本文通过对价格歧视有关理论和国外立法实践的考察,对如何完善我国价格歧视立法提出了意见和建议。     

The specter of discrimination: Fear of interpersonal racial discrimination among adolescents in Chicago

This analysis examines fear of interpersonal racial discrimination among Black, Hispanic, and White adolescents. The extent and correlates of these concerns are examined using survey data from the Project for Human Development in Chicago Neighborhoods. Borrowing from the fear-of-crime literature, the contact hypothesis, and group threat theory, several hypotheses are developed linking discrimination fear to direct personal experience with discrimination, indirect or vicarious experience, and environmental signals of discrimination. Results show that about half of Blacks and Hispanics have feared discrimination in the past year. Multivariate results indicate that fear is most likely if one has experienced victimization first-hand and when one's parent is affected by discrimination. Further, a larger presence neighborhood outgroups produces greater fear. Overall, discrimination fear constitutes an additional obstacle for minority adolescents as they transition to adulthood. The phenomenon warrants increased scholarly attention and represents a fruitful avenue for future research.     

我国零售行业价格歧视行为的深层分析

价格歧视是零售企业常用的市场竞争手段。价格歧视对市场竞争的影响具有两面性。针对价格歧视影响的两面性。美、欧等市场经济发达国家或地区,从法律上,对市场上各类价格歧视行为予以界定,并对损害市场公平竞争的价格歧视行为给予严格的规制,有效地维护了市场的公平竞争。文章就我国零售市场上出现的各类价格歧视行为进行归纳分析,并根据美、欧等的法律规制实践,就我国零售市场价格歧视行为的规制提出了建议。     

No experience required: Violent crime and anticipated,vicarious, and experienced racial discrimination

There is a growing body of evidence linking racial discrimination and juvenile crime, and a number of theories explain this relationship. In this study, we draw on one popular approach, Agnew's general strain theory, and extend prior research by moving from a focus on experienced discrimination to consider two other forms, anticipated and vicarious discrimination. Using data on black, white, and Hispanic youth, from the Project on Human Development in Chicago Neighborhoods (PHDCN), we find that experienced, anticipated, and to a lesser extent, vicarious discrimination, significantly predict violent crime independent of a set of neighborhood, parental, and individual level controls, including prior violent offending. Additional analyses on the specific contexts of discrimination reveal that violence is associated with the anticipation of police discrimination. The effects tend to be larger for African American than Hispanic youth, but the differences are not statistically significant. These findings support the thesis that, like other strains, discrimination may not have to be experienced directly to influence offending.     

Revisiting the relationship between perceived discrimination and health: Evidence from sibling models with multiple health measures

Perceived discrimination (PD) is known to be significantly related to health outcomes. This link, however, warrants further scrutiny due to the possibility of unobserved family-level confounding. Using the Add Health and sibling fixed-effect approach, we examine whether the relationship between PD and health is confounded by family background characteristics such as genetics, family environment, and childhood social context (school and neighborhood effects). While the naive OLS models exhibit significant associations between PD and both physical and psychological health outcomes, our preferred sibling fixed-effect estimates reveal that the observed associations between PD and physical health outcomes are confounded by shared family background. In contrast, the observed associations for psychological health, self-reported health, and some of health behavior outcomes are robust to adjustment for sibling fixed-effects. Furthermore, we find similar overall patterns in the link between PD and health across races/ethnicities.     

Implicit and explicit interethnic attitudes and ethnic discrimination in hiring

We study effects of explicit and implicit interethnic attitudes on ethnic discrimination in hiring. Unlike explicit attitudes, implicit attitudes are characterised by reduced controllability, awareness or intention. Effects of implicit interethnic attitudes on ethnic discrimination in the labour market remain under-researched. Moreover, previous experiments on the effects of explicit interethnic attitudes on discrimination have important drawbacks. We use data from a laboratory experiment (n = 272) consisting of an Implicit Association Test, a questionnaire and a recruitment test in which participants reviewed résumés representing fictitious applicants who varied regarding ethnicity, gender, education and work experience. Participants graded applicants and selected applicants for an interview. Results show that only explicit interethnic attitudes affect discrimination in grades, but both explicit and implicit interethnic attitudes increase discrimination in selection.     

Skin color,sex, and educational attainment in the post-civil rights era

We assess the relationship between skin color and educational attainment for native-born non-Hispanic Black and White men and women, using data from the Coronary Artery Risk Development in Young Adults (CARDIA) Study. CARDIA is a medical cohort study with twenty years of social background data and a continuous measure of skin color, recorded as the percent of light reflected off skin. For Black men and women, we find a one-standard-deviation increase in skin lightness to be associated with a quarter-year increase in educational attainment. For White women, we find an association approximately equal in magnitude to that found for Black respondents, and the pattern of significance across educational transitions suggests that skin color for White women is not simply a proxy for family background. For White men, any relationship between skin color and attainment is not robust and, analyses suggest, might primarily reflect differences in family background. Findings suggest that discrimination on the basis of skin color may be less specific to race than previously thought.     

Workplace racial composition, perceived discrimination, and organizational attachment

Prior research has devoted considerable attention to the relationship between the racial and ethnic composition of jobs and various indicators of organizational attachment. Fewer studies, however, examine how workplace racial composition affects individuals’ experiences of racial discrimination or how these experiences impact workers’ organizational attachment. To address this lacuna, we first examine the effects of workplace racial composition on perceived racial and ethnic discrimination. Next, we examine whether perceived racial discrimination mediates the association between racial composition and organizational attachment observed in prior studies. Finally, we explore whether these relationships are similar (symmetric) or different (non-symmetric) for non-Whites and Whites. The analyses indicate: (1) working with predominately same-race coworkers tends to diminish perceptions of racial discrimination, (2) perceived racial discrimination mediates some of the effects of racial/ethnic composition on organizational attachment, and (3) some non-symmetric effects between non-Whites and Whites are found. We conclude with implications for future research.     

抽象法学理论的品性及意义

抽象法学理论作为一种说理性、批判性、连续性的知识体系,不同于说教或者政治意识形态,它既是一种具有科学性、客观性的经验认知,又是一种具有批判性、反思性的价值体验。科学、价值与批判已经成为抽象法学理论的基本品性,同时也是其功能与学科意义的显在表现。     

论我国就业歧视的法律调控

就业歧视是指没有合法的目的和原因,基于种族、肤色、宗教、政治见解、民族、社会出身、性别、户籍、残障或身体健康状况、年龄、身高、语言等原因,采取的任何区别、排斥、限制或者给予优惠的行为,其目的或作用在于取消或损害劳动者的就业平等权。目前,我国的就业歧视现象日益凸现并受到社会的广泛关注,我国现有法律对于就业歧视的规定不够完善、缺乏可操作性,有必要制定专门的反就业歧视法予以完善。     

Gender quotas for women in national politics: A comparative analysis across development thresholds

Women's share of global lower or single house parliamentary seats has increased by over 70% over the course of the 21st century. Yet these increases have not been uniform across countries. Rather countries with low levels of socioeconomic development have outpaced developed democracies in terms of the gains made in the formal political representation of women. One reasonable explanation for this trend is the adoption in many poorer countries of national gender quota legislation, that is, affirmative action laws intended to compensate for sex discrimination in the electoral process. Yet, cross-national analyses examining quotas as an explanatory factor typically use a simple binary (yes/no) variable that either conflates the diverse intra-quota variations into a single variable or includes only one part of the many quota variations. By contrast, using an originally compiled dataset that includes 167 countries from 1992 to 2012, this paper employs measures of gender quota legislation that capture the complexity and considerable diversity of existing quota legislation. These measures allow us to identify the specific factors that have helped so many less developed countries rise to the top of international rankings in recent years. The findings indicate that the effect of each type of gender quota, as well as other explanatory variables, do not operate in the same way across all countries. Specifically, voluntary political party quotas are substantially more effective in developed countries, while reserved seat quotas are only significant in least developed countries. Electoral candidate quotas, on the other hand, can be significant across all countries, however only have a positive effect when they are accompanied by placement mandates that ensure women are placed in winnable positions, sanctions for non-compliance that are significant enough to force adherence, and a minimum mandated threshold of at least 30%.     

以认知语言学理论辨析英语近义词——以soon,quickly,promptly为例

本文讨论了认知语言学理论对英语近义词辨析的指导作用,以英语中近义词现象为切入点,意在通过语义场理论、意象图示理论区分近义词"soon,quickly,promptly",揭示认知语言学理论在研究近义词辨析中的作用。将认知语言学理论应用于英语词汇教学实践,将对教学产生积极影响,可大幅度提高教学质量。最后作者提出将意象图示教学法应用于教学过程,从而推动图示理论与英语教学实践的有机结合。     

Sexual inequality in the workplace: An employer-specific analysis of pay differences

This paper reports an analysis of employer-specific sex differences in the processes governing the salary attainment of personnel of a large company. The two dominant theories of inequality both view discrimination as the operative cause of pay differences, but locate the structural source of discrimination at different points in the employer-employee exchange space. The wage discrimination hypothesis asserts that the economic disadvantage of women issues directly from the pay practices of employers, with women receiving “unequal pay for equal work.” The crowding, or employment segregation, hypothesis asserts that inequality issues from the employment practices of employers; disparities in the allocation of jobs and promotions results in segregation along sexual lines, with women relegated to lower-paying positions. The findings show that both wage discrimination and sexual segregation of the company's job and rank structures contribute to inequality, but that the latter is more important. The implications for the issue of discrimination are briefly discussed.