Unions and unequal pay: The establishment of the “family wage”

Equal pay laws in many OECD countries establish the right of men and women to equal pay for work of equal value. Nevertheless, during the first half of the 20th century, before the enactment of equal pay laws, employers and unions in several countries promoted unequal pay through “family wage” arrangements. This article seeks to improve understanding of the historical and sociological origins of “family wage” arrangements through both comparative research and in‐depth historical archival research on family wage arrangements in Israel. It shows that unions played a complex role in promoting family wage arrangements. While their action refected their patriarchal understanding of society, they were also guided by socialist principles.     

社会主义市场经济与人们道德观念的更新

社会主义市场经济体制在我国的确立有力地促进了人们道德观念的更新,在功利观上,由重义轻利变为义利并重;在公私观上,由崇公抑私变为公私并重;在贫富观上,由安贫乐道、平均主义变为勤劳致富;在消费观上,由紧缩消费变为适当消费.这些道德观念的更新是实行社会主义市场经济的结果,反过来,这些新的道德观念对人和社会的健康发展、社会主义市场经济体制在我国完全确立和健康运行又具有极其重要的意义.     

Organizational Variation in Formal Equal Employment Opportunity Structures1

This article identifies the factors associated with variation in the complexity of formal equal employment opportunity (EEO) structures across a sample of Washington and Oregon hospitals. Understanding such variation provides insight into two key organizational processes: commitment to workplace equality and response to external pressures for equality. We draw on Oliver’s (1991) organizational strategic response theory to document the extent to which a hospital’s patient demographics, legal regulation, economic sector, geographic location, and health system membership are related to complexity in the level of a hospital’s formal EEO structures. Findings from ordered logistic regression analyses demonstrate that the presence of a nurse union and federal regulation of a hospital by the Equal Employment Opportunity Commission (EEOC) are associated with less complex EEO structures. Meanwhile, urbanization is associated with more complex EEO structures. We discuss implications of these results for research and policy and offer the beginnings of a general theory of organizational variation.     

Work–family reconciliation policies without equal opportunities? The case of Austria

This paper explores the main public work–family policies in Austria (parental leave in connection with the Childcare Benefit, parents’ entitlement to part-time work, the extension of the childcare infrastructure) from the perspective of social justice using the normative concepts of gender equality, recognition, and choice. The main results show that for the most part, these policies offer affirmative recognition of maternal care and limited employment of mothers but offer little support for transformative recognition, particularly in terms of increasing the social status of working mothers and fathers as carers. Austrian work–family policies also do little to redistribute incomes and career opportunities from men to women and childcare from women to men; instead, they grant only limited freedom to choose between parental duties and employment, and the (financial) support they do offer is strongly concentrated on early childhood. All in all, the construction of the parental leave system (together with the Childcare Benefit), the entitlement to work part time, shortfalls in public childcare structures, and the lack of awareness of gendered (cultural and material) structures on the labour market and within families do not actively encourage gender equality. Some aspects of these policies even stabilise and deepen gendered structures on the labour market and in families.     

研究生教育的基本价值取向研究

价值取向作为价值的决定方向或因素,对社会行为起着导向作用。平等与效率是高等教育政策中的两种基本价值取向。从价值取向的角度理解研究生教育,能够更好地发挥研究生教育的重要作用,促进我国研究生教育的发展。本文从我国高等教育政策层面上,以平等和效率的相关理论为基础,结合当前研究生教育的实际,理解和把握研究生教育的价值定位。平等的价值取向,其内涵是制度的平等,而效率的价值取向涉及研究生教育中以结构调整、管理、质量等为核心的效率观。这两种基本价值取向之间的关系是辨证统一的,在现实选择上,要效率优先,兼顾平等。     

从《西游记》看佛教对女性信仰问题的态度

从佛教"众生平等"的观念,必然引申出"男女平等"的思想;而由于佛经产生于歧视女性的男权社会,所以在小乘经典里,也夹杂了一些对女性不公的戒条.同理,<西游记>认为,对于男性来说,女性在很大程度上,是欲望的象征,是男性修行路上最大的障碍.小说对女性信仰问题持冷漠的态度.小说中对观音的崇拜和皈依,虽然体现了大乘佛教的平等观念,但对于观音的心路历程,小说则高推圣境,不予剖析,形成了"西天多有女菩萨,西天路上无女人"的叙事模式.     

美国高等教育大众化中教育机会均等的探讨

美国高等教育大众化过程中 ,不同社会阶层 /经济地位的青年在入学机会、所上高校类型 /层次及接受高等教育形式三方面的差异。显示出各阶层青年受教育机会均有增加且具有阶段性 ;私立高校受教育机会向较高社会经济地位者倾斜 ;高等教育机会不均等现象在全日制与部分时间制学生中不同三个特点。由是 ,我国大众化进程中 ,欲短期内实现高等教育机会均等是不现实的 ,只有稳步发展精英教育 ,大力发展大众教育 ,缩小受教育机会差异 ,促进高等教育机会均等。     

西方多元文化教育探究

多元文化教育是当今世界教育热门话题之一,同时也是全球化时代的一个基本的教育理念.文章着重探讨西方多元文化教育的产生背景、概念和宗旨,以及课程设置和教学法,等等,以期对我国的多元文化教育起到一定的借鉴作用.     

Intertwining Gender Inequalities and Gender‐neutral Legitimacy in Job Evaluation and Performance‐related Pay

This article analyses the intertwining inequalities in wage determination and the gender‐neutral legitimacy that pay systems provide by masking these inequalities. Job evaluation and performance‐related pay were originally designed for purposes other than promoting equal pay, namely as managerial tools for determining wage levels. Typically, the main objective of a pay system is not to promote equal pay. Still, as a tool for assessing the value of work, job evaluation is regarded as a central method in promoting equal pay. The use of job evaluation is recommended by the European Commission and the International Labour Organization, and often features in gender‐equality policy and legislation. In contrast with the status of job evaluation, little research exists on performance‐related pay and gender pay equity. The findings show that the wages determined by pay systems reflect gendered cultural valuations of jobs and occupations. Pay systems provide gender‐neutral legitimacy for gender‐based wage disparities.     

The Gendered Implications of Corporate Value Change

Using case study evidence of a local authority and a building society this article explores the gendered implications of corporate value change programmes and how these are mediated by the types of equality agendas in place at the organizational level. The article explores the gendered impact of new corporate values by identifying how the organizations' changing approach to selection and career development has unintended gendered consequences, affecting different groups in the organization depending on the specific department they are working in and their seniority. As the two organizations follow different equality agendas the data allow us to show the ways in which specific approaches to equality in organizations both shape and are shaped by corporate value change programmes. It is argued that corporate value change programmes have uneven gendered implications, depending on the specific context in which they are introduced and in particular, the ways in which managers and employees make sense of these by both rejecting and reinforcing existing equality agendas already in place.