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.     

男女平等就业评估体系研究

鉴于目前许多国家、地区和企业还不同程度地存在着就业中的性别不平等现象,主要从三个方面对男女平等就业评估体系进行研究。一是阐述建立男女平等就业评估体系的意义;二是概述建立男女平等就业评估体系的七项原则,明确建立男女平等就业评估指标体系的方法;三是按照构建的原则与方法,创建男女平等就业评估指标体系的基本框架,以此框架为基础进行男女平等就业评估指标体系的构建,完成男女平等就业的综合评价。     

Analysis of Reliability of CET Band4

CET Band 4 has been carried out for more than a decade. It becomes so large - scaled, so popular and so influential that many testing experts and foreign language teachers are willing to do research on it. In this paper, I will mainly analyse its reliability from the perspective of writing test and speaking test.     

单位体制下男女平等就业的政治过程及其局限性

计划经济时代,中国在男女平等就业方面取得了巨大的成就,这些成就是国家通过单位体制的制度设置,运用政治过程推动和实践的结果。单位组织作为联结国家和个人的中介,将男女平等的国家意识形态在就业方面予以贯彻落实。同时,单位组织自身的福利性质以及对家庭功能的替代为女性的平等就业提供了条件。但是,在单位体制下,促进就业平等的政治过程仍然存在着局限性,主要表现为女性比较难以进入核心部门;在组织中处在较低的职位层次;片面的平等对女性造成身心伤害。这些被平均主义分配政策掩盖的问题在市场化改革后逐渐显露出来。单位制度的变革,一方面使男女平等就业失去了有力的组织和制度保证;另一方面,也在为克服以往性别平等的局限性创造着条件。     

“Take-the-Best” and Other Simple Strategies: Why and When they Work “Well” with Binary Cues

The effectiveness of decision rules depends on characteristics of both rules and environments. A theoretical analysis of environments specifies the relative predictive accuracies of the “take-the-best” heuristic (TTB) and other simple strategies for choices between two outcomes based on binary cues. We identify three factors: how cues are weighted; characteristics of choice sets; and error. In the absence of error and for cases involving from three to five binary cues, TTB is effective across many environments. However, hybrids of equal weights (EW) and TTB models are more effective as environments become more compensatory. As error in the environment increases, the predictive ability of all models is systematically degraded. Indeed, using the datasets of Gigerenzer et al. (1999, Simple Heuristics That Make Us Smart, New York: Oxford University Press), TTB and similar models do not predict much better than a naïve model that exploits dominance. Finally, we emphasize that the results reported here are conditional on binary cues.     

《中日修好条规》是近代中国第一个平等的建交条约

学术界对近代中国的不平等条约十分重视,但对近代中国的平等条约却缺乏研究.1871年签订的<中日修好条规>是由中日双方自愿商定,权利与义务对等,明确规定互不侵犯领土,互不干涉内政的平等条约.<中日修好条规>不仅是中日关系史上的第一个条约,而且也是近代中国第一个平等的建交条约.<中日修好条规>的签订及其命运昭示后人:对外平等交往是历史的必然和发展的前提;强权和武力解决不了国家与国家之间的问题;强大的国力及和平诚信的理念比条约的平等性更重要.     

社会性别与女性平等权的法理思考

社会文明发展至今 ,大部分国家已将男女平等的政策以法律形式固定下来。然而 ,现实中女性与真正的平等仍相差甚远 ,造成此现象的原因是多方面的 ,文章试图借助后现代主义的部分观点解构传统固定的平等模式 ,以期在承认社会性别对男女影响的基础上 ,对其实行有差别的平等 ,对由于实行“有差别”的平等给女性 (或男性 )造成的损失或对多承担义务的一方 ,国家可从法律、政策、经济等多方面给予补救 ,以此达到女性平等权的真正实现。     

论隋王朝的殷富与财政改革的关系

隋代是中国历史上财政最充足的朝代。本文从隋朝财政改革的角度，集中分析了均田制、赋役制、仓廪制改革及推行“大索貌阅”制、财政节减政策对国家财政积蓄的积极历史作用。     

梁启超与墨子之兼爱说

梁启超以与西方思想理论相参照为方法,客观、系统地详细地分析了墨学产生的社会根源,墨学的体系,墨学在学术思想史上的地位,墨学与先秦其他诸子的学说的异同及其对后世的影响等,揭示出了墨学的普遍价值。