母性言说的缺席 --"五四"初期女作家作品中母性形象的再思考

"五四"时期女作家思想意识的觉醒,使她们在女性角色的定位和性别的自认中将母性的价值档和地位遮蔽起来,在对社会和自身的反思中,她们的作品缺少对母亲角色的正确认识,这就意味着女性在对自身性别意识特别是母性意识的认定中存在着模糊性,至此女性的彻底解放就是虚妄.     

"女性文学"还是"性别文学"--"女性文学"及相关概念辨析

与“女性文学”相关的概念有“妇女文学”、“女性写作”、“女性主义文学”、“女性意识”,它们既相互联系,又有各自的特定内涵。目前批评界对“女性文学”的理解存在狭隘化倾向,不能涵盖批评对象的范围,因而应在“女性文学”之外再加上“性别文学”。“女性文学”以女性作家创作、作品为对象,探寻其审美特性。“性别文学”则不管作家的自然性别,用社会性别理论对文学中存在的社会性别权利关系进行清理。     

性别魅力的彰显与女性"主体"地位的确立--对中国大陆女性小说的一种文化解读

对女性性别魅力的极力张扬是当今中国大陆女性小说的一大特征,它分为故事型小说的外视角"客观结撰"与自叙型小说的内视角"自我剖白"两种表现形态.然而在这种性别魅力彰显基础上建立起来的女性"主体"地位在遭遇消费性文学接受潮流时,则陷入了无以摆脱的悖论之境.     

南茜·弗雷泽的女性主义福利思想评介

美国著名女性主义福利学家南茜·弗雷泽在全球福利发展和社会迅速变迁的双重背景下,在对美国福利制度的考察和反思中,从性别视角对资本主义福利国家深层次结构性和制度化的性别不公进行了批判,为女性主义福利理论的发展做出了重要贡献。弗雷泽还探索了有利于女性福利的改革方案,提出要赋予女性获得福利的社会权利,建立"普遍性照顾者模式";指出要真正达成性别平等的福利国家模式,必须同时让男性也参与照顾的活动与责任。     

"五四"传统与新时期女性文学

"五四"时期启蒙主义的现代性信仰并没有提供一套性别语言,使研究者能够在启蒙思想内部描述出妇女问题的意义和价值.事实上,"五四"启蒙主义思潮对中国新时期女性文学的影响是综合、复杂的它一方面赋予此期女性创作以"人"的主体精神的高扬,另一方面却也同时规定了女性问题提出的限度.     

"杀夫"叙事中的罪与罚——论《杀夫》等五部小说

李昂等女作家不约而同地创作出了五部"杀夫"题材的小说,揭示了中国传统的性别文化对女性身体和精神的禁锢与扼杀,在家庭中男性的复杂、病态心理给女性带来的伤害.女作家们通过不同的叙述方式,表达了她们对同一现象不同的思考,体现出不同的价值立场,亦可从中窥见社会变革中家庭婚姻两性关系所呈现的张力和女性生存的处境.     

有"性别"的思想——中国当代女性主义文学的思想价值

倡导性别平等,追求男女平权,致力于女性主体意识的建构和自我人格的完善,是女性主义文学最基本、最核心的思想内容.在全球化视野下,特别在中国当代创新图变的性别文化语境、性别文学创作及性别理论研究的整体格局当中,这种久被忽略的文学内容和思想内涵越发体现出毋庸置疑的意义与价值其一,它从鲜明的女性立场出发突入陌生的"性别"禁地,开启了一片有助于性别教育和性别研究的性别文学新天地,极大促进了女性的思想解放;其二,它以锐利的女权意识对传统男权观念及其价值体系进行全面解构和批判,用文学审美和性别审美的方式实施最基本的女权启蒙;其三,它以两性的和谐、平等发展为价值理念和终极目标,积极建构没有性别歧视和性别压迫的健康良好的性别新生态.     

养老社会保险制度中的性别利益——兼评关于男女退休年龄的讨论

养老社会保险制度中有性别利益问题 ,即养老金在两性间的分配和男女劳动就业权利问题。由于与男性相比 ,女性的劳动参与率低、工资收入低、平均寿命高 ,具体保险规定的设计就可能在养老金分配上产生有利于女性或不利于女性的结果。评判性别利益公正与否的标准是 :1 养老社会保险应承担受保人长寿风险 ;2 在一般情况下 ,同时退休的男女职工退休金之差距应小于 等于其退休前工资之差距。根据这两条标准 ,可以判定我国现行养老社会保险制度在处理性别利益方面确实有不尽合理的地方。国家有关部门应及时修改不合理的规定 ,保证女性的正当利益。男女退休年龄如何规定 ,国际上没有统一标准。男女退休年龄的合理性取决于男女退休年龄差距是否真实体现了男女劳动效率的差距 ,也取决于政府、企业和个人三者的利益能否通过男女退休年龄的差距得到合理平衡     

生产线上的“性别红利”：自动化升级与雇佣合同期限——来自广东省“企业-工人”匹配调查的证据

工业自动化对女性是机遇还是危机,是当前就业领域亟待回答的重要话题。以工厂车间“生产线”为分析对象,考察女性雇佣稳定性是否因自动化升级而获益的实证研究发现：（1）平均而言,女性相比于男性的雇佣合同更加短期化,雇佣关系的性别差距显著存在。不过,一旦企业引进先进生产线,雇佣合同期限的性别差距将得以显著收敛。（2）机制检验确认了生产线升级作为偏向型技术进步载体,将重塑性别间技能需求。相对于男性操作技能,女性认知技能在生产线升级企业中得到强化,形成“人机共存”互补效应,从而有利于女性签订长期合同、获得稳定就业。（3）此外还发现,在劳动力保护机制更为完善的企业中,生产线升级对女性雇佣合同期限更有利。     

身体表演的性别身份——“伪娘”现象的文化解读

"伪娘"刘著的出现,引发了人们对性别身份的思考。伪娘混淆了自身性别,他们的性别身份不能单纯按照通常的生理性别与社会性别的区分来界定。这种现象的出现,可以从社会对男性与女性的要求,以及传统的教育模式中来寻求原因,在教育中,女性的乖巧勤奋是黄金法则,社会竞争中的女性特质也被广为认可。伪娘用身体来表演自己性别身份,体现出了异乎传统性别规范的文化意义。     

Gender inequality in earnings in industrialized East Asia

Using data from the 2006 Family Module of the East Asian Social Survey, we use regression-based methods to decompose the sex gap in hourly wages in Japan, South Korea, and Taiwan. We find that Taiwan has the smallest sex gap in wages, and is also distinctive in that employed women have more education than men, on average. Japan is distinctive in the high proportion of women consigned to non-regular (temporary, often part-time) jobs, and this factor explains much more of the gap in Japan than elsewhere. Korea is distinctive in having an extremely high proportion of men who are college graduates; therefore, in Korea gender differences in education and occupational placement explain more of the gap than elsewhere. Despite many historical similarities between these societies, our analysis points out the heterogeneity within industrialized East Asia when it comes to gender inequality.     

How (not) to make women work?

Women in developed economies have experienced an unparalleled increase in employment rates, to the point that the gap with respect to men was cut in half. This positive trend has often been attributed to changes in the opportunity costs of working (e.g. access to caring facilities) and the opportunity costs of not-working (notably, relative growth in wages in positions more frequently occupied by women, improved educational attainment). Meanwhile, the gender employment gaps were stagnant in transition economies. Admittedly, employment equality among genders was initially much higher in transition countries.We exploit this unique evidence from transition and advanced countries, to analyze the relationship between the institutional environment and the (adjusted) gender employment gaps. We estimate comparable gender employment gaps on nearly 1500 micro databases from over 40 countries. Changes in both types of the opportunity costs exhibited strong correlation with gender employment equality where the gap was larger, i.e. advanced economies. We provide some evidence that these results are not explained away by transition-related phenomena. We argue that the observed divergence in time trends reflects a level effect: the lower the gender employment gap, the lower the strength of the relationship between gender employment equality and the opportunity costs of working. An implication from our study is that the existing instruments might be insufficient to further reduce the gender employment gap.     

Depression in later life: A closer look at the gender gap

Gender differences in depressive symptoms have been extensively documented, with women reporting a higher number of depressive symptoms than men. However, studies offer different explanations for why such a gap exists. The goal of the current paper is to analyze how much of the observed gender gap in depression may be attributed to (1) compositional versus (2) reporting differences or (3) differences in reactivity to adversities. We contribute to this literature by testing, net of compositional differences, whether the relationship between reporting behavior and depressive symptoms is gendered and whether accounting for the possibility of gender-specific reactivity alters the structure of the gender gap at older ages. Our results show that the observed gender gap in depression (1) only partially derives from compositional differences; (2) is not an artifact of a gender-specific reporting style; and remarkably (3) men appear more sensitive to adversities.     

2001～2010年妇女社会地位变迁调查：解析一个直辖市样本

前后10年两次调查统计数据表明,随着经济社会的发展,重庆女性健康及保健状况明显改善;女性教育结构有所改善,男女受教育差距逐渐缩小;女性决定个人事务的自主性提高。但数据也显示,女性在业率偏低,两性劳动收入差距较大;女性拥有的财产大大低于男性;妇女参与决策和管理仍面临障碍;性别歧视现象仍不同程度存在,妇女发展环境亟待改善。应倡导男女平等观念,增强女性自我发展意识;多层次制定有利于维护妇女权益的政策法规：从教育着手提升农村妇女发展能力;大力发展公共服务业,减轻妇女家务负担;营造妇女发展的良好环境。     

Enduring an Economic Crisis: The Effect of Macroeconomic Shocks on Intragenerational Mobility in Japan

After the burst of its "bubble" economy in 1989, Japan experienced an astonishingly long economic recession whose gravity surpassed any seen in the industrialized world since the 1930s. While this recession is likely to have important consequences on the well-known workplace arrangements and career mobility patterns in that country, systematic analyses of such consequences are nearly absent. This study examines changes in the rates and directions of job mobility in Japan using work history data collected in 2005 from a nationally representative sample of men and women. I find evidence that Japanese firms have largely retained the core elements of the permanent employment system. The norm that stresses men's loyalty to their employers, however, appears to have weakened, resulting in higher voluntary job turnover among male workers. In addition, the gender gap in lifetime mobility processes has narrowed, but not because Japanese women have gained opportunities in the workplace. Rather, economic stagnation has led to greater fluctuations in employment and wages over men's life course, thereby closing the gender gap. Beyond illustrating the changing stratification process in Japan, the findings have general implications for understanding how economic crises impact employment relations, institutional transformations, and social change in advanced industrialized countries.     

经济全球化与就业：社会性别的视角

女性、社会性别和全球化之间的关系一直是女性主义者关心的话题。经济全球化是与就业结构的深远变化紧密联系在一起的,在此期间女性就业的转变同样复杂和多样。从社会性别的视角,探讨全球化背景下男女就业参与度、男女失业率、男女收入以及性别分工的变化,这对分析目前全球金融危机中的女性就业问题具有一定的现实意义。     

Gender and class housework inequalities in the era of outsourcing hiring domestic work in Spain

Many households regularly outsource unpaid domestic labor by purchasing services and products to help with cleaning, cooking, ironing, and other chores. Despite the prevalence of this practice, scholars know little about how it affects inequalities in the time spent on housework. Drawing on data on 3540 dual-earner households in Spain, this article examines the relationship between hiring domestic work and both the within-household gender gap in housework and the class gap in housework among women. I find that women who hire do about 30 min less housework per day than non-hiring women, but in relation to their partners these women continue to do the same share of housework. Using counterfactual analysis, I find that the absence of paid domestic work is associated with a 20% decline in the class gap in housework among Spanish women.     

Seclusion,decision-making power,and gender disparities in adult health: Examining hypertension in India

Research on the social determinants of health in developing countries is increasingly focusing on the importance of gender. Cardiovascular conditions such as hypertension are a growing concern in developing countries, where they are now the leading cause of death. Researchers have documented differences in hypertension between men and women, but the importance of gendered practices in shaping these differences has been left unexamined. Using national data from the India Human Development Survey 2005 (N = 101,593), this study assesses the moderating role of two salient and widespread gendered practices—women’s seclusion and decision-making power—on hypertension disparities between women and men. Both seclusion and low decision-making power are associated with increased odds of hypertension for women, but in the case of seclusion reduced hypertension for men. Results also show the gender gap in hypertension is exacerbated with women’s seclusion and low decision-making power.     

Trends in gender segregation in the choice of science and engineering majors

Numerous theories have been put forward for the high and continuing levels of gender segregation in science, technology, engineering, and mathematics (STEM) fields, but research has not systematically examined the extent to which these theories for the gender gap are consistent with actual trends. Using both administrative data and four separate longitudinal studies sponsored by the U.S. Department of Education’s National Center for Education Statistics (NCES), we evaluate several prominent explanations for the persisting gender gap in STEM fields related to mathematics performance and background and general life goals, and find that none of them are empirically satisfactory. Instead, we suggest that the structure of majors and their linkages to professional training and careers may combine with gender differences in educational goals to influence the persisting gender gap in STEM fields. An analysis of gendered career aspirations, course-taking patterns, and pathways to medical and law school supports this explanation.     

Gender differences in the impact of job mobility on earnings: The role of occupational segregation

In recent years, researchers have begun to explore the extent to which the impact of switching firms (inter-firm mobility) on wages varies between men and women. Using data from the NLSY79 from 1979 to 2012, this paper extends existing research by exploring how occupational segregation and individual level factors contribute to gender differences in the impact of voluntary inter-firm mobility on wages. The paper also examines how patterns vary depending on education level. Findings suggest that men without a college education receive greater wage gains from voluntary inter-firm mobility than similarly educated women although there is no overall gender difference for individuals with a bachelor's degree. The wage returns to voluntary inter-firm mobility for both men and women increase as a function of the male representation in the occupation. For individuals without a college education, the male premium to voluntary inter-firm mobility is largest in highly male dominated occupations. However, women with a bachelor's degree employed in highly male dominated occupations use voluntary inter-firm mobility to narrow the gender wage gap.