海南少数民族地区教育移民研究

本文针对海南少数民族地区的教育移民现象产生的理论基础,实施的背景、教育移民的方式、存在的问题进行了系统阐述,并结合问题提出相关对策,以期对我国其他地区的民族教育发展提供借鉴。     

北宋神哲时期对西北蕃部的民族立法

宋神宗、哲宗时期.随着熙宁、绍圣的开边拓土,蕃汉民族交往日益增加.土地关系、民族关系以及新旧归附区社会稳定等诸多新问题接踵而至.为了保障西北边疆政策的顺利贯彻,政府强调运用法律手段加强对西北蕃部的治理,先后制定了一系列针对西北蕃部各族的民族法律法规.它的制定、颁布和实施.对于处理西北边地各族矛盾和纠纷、打击西北缘边各种违法犯罪活动.促进西北蕃部民族稳定和社会发展起了重要作用.     

华商网络研究现状及其分析

华商网络由于不断发展而具有较强的时代特征,可分为传统华商网络和现代华商网络两个阶段。国内外学者对华商网络进行了广泛的研究,但二者的研究目的、角度和方法有很大的区别,结论也差别较大。国内学者对华商网络的研究主要集中在华商网络的历史和文化渊源,国外学者则侧重于华商网络的经济、社会影响。随着经济全球化和一体化的加深,世界华商之间联系的更加紧密,现代华商网络将吸引学术界更多的关注。     

赤峰古代民族考

内蒙古赤峰市是多民族分布地区的典型代表。在不同历史时期,都出现了对当时和后世产生较大影响的民族,如商族、山戎族、东胡族、匈奴族、乌桓族、鲜卑族、契丹族、库莫奚族、霫族、女真族、蒙古族、回族、满族、朝鲜族和汉族等,以上诸族对赤峰地区的文明形成和历史发展做出了重要的贡献。赤峰地区古代民族的发展历史,充分证实了中华民族多元一体的历史发展轨迹。     

“双一流”背景下中国少数民族语言文学学科建设的思考

在实施的“双一流”建设背景下，中国少数民族语言文学学科建设确立多样化的发展路径已成为当前紧迫而必要的议 题。地方院校应该结合自己的实际情况，精准规划相应的一流学科建设发展战略目标。就中国少数民族语言文学（彝语言文 学）而言，要从提升人才培养质量、科学研究水平、服务地方能力，以及推进民族文化传承与创新等方面为突破口，进一步提高 认识和转变观念，开拓出一条崭新的持续发展之路。     

On the consequences of scarcity mindset: How ‘having too little’ means so much for ethnic venture failure

Drawing on the psychological concept of scarcity mindset as a lens, we explore UK-based ethnic entrepreneurs' accounts of their behaviors and choices to theorize ethnic business venture failure. Our findings suggest the constraints of ‘having too little’ entrepreneurial resources can induce three organizing tensions in organizing, community embeddedness, spatial and segment spawning, and dispositional optimism––which may operate in combination or serially to precipitate ethnic venture failure. Our findings contribute to research on conflicting demands in entrepreneurship by showing how resource constraints, sometimes played out in the form of enduring inequalities within markets and society-at-large stymies the conversion of contradictory yet mutually constituting demands in organizing into potentially productive outcomes.     

Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications

We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership positions. The results confirm this hypothesis. For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes. For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes. Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact. In contrast, hiring discrimination for leadership positions was not significantly influenced by whether the job advertisement emphasized individualism or learning, creativity, and innovation. Our findings provide novel evidence of a glass ceiling for ethnic minorities to enter leadership positions.     

Experiences and needs of women from ethnic minorities in maternity healthcare: A qualitative systematic review and meta-aggregation

ObjectivesTo consolidate the available evidence around ethnic minority women’s experiences and needs when accessing maternity care.MethodsA qualitative systematic review and meta-aggregation of qualitative data were conducted. Nine electronic databases were searched for qualitative or mixed-methods studies from the inception of each database until January 2022. Using the Nested-Knowledge software, meta-aggregation was conducted according to the Joanna Briggs Institute (JBI) data synthesis approach to identify all potential intersections between different themes. Methodological quality of included studies was assessed using the JBI Qualitative Assessment and Review Instrument (JBI-QARI) and the mixed-methods appraisal tool (MMAT) checklists for qualitative and mixed-methods studies, respectively.ResultsTwenty-two studies (nineteen qualitative and three mixed-methods) were included. All studies were of good methodological quality. An overarching theme ‘the struggles and fears of ethnic minority women’ was identified. The negative experiences with maternity care were attributed to barriers including ineffective communication, cultural and religious insensitivity, inattentiveness and disregard for women’s needs, and isolation-related impact due to the COVID pandemic.ConclusionsOverall, our review highlighted several significant gaps between the care provided and the expected care among ethnic minority women accessing maternity care services. This mismatch between their expectations and care resulted in negative experiences, as the women reported being discriminated against and disrespected. There is an urgent need to develop and implement maternity care policies that are inclusive of needs of the ethnic minority women to optimize their maternity care experience.