从性别自觉到文化自觉——中国当代女性电影思潮的流变、意义及悖论

1980年代以来的女性电影完成了一个从性别自觉到文化自觉,从潜意识场景到历史场景,从成长的神话到生存的寓言,从差异性的苦恼到差异性的维护,从电影主题的女性自觉到电影语言的女性自觉,从造型表现主义到静观写实主义的转变。这个转变一方面是女性意识日益深化并世俗化的结果,另一方面则是女性社会文化空间的初步建立。女性电影的生成不仅仅是一个基于性别政治的文化实践,同时也是基于民族/阶级/代际政治的影像建构,在一个复杂的意识形态体系中对于性别政治的突出,往往成为主流文化遮蔽其他文化冲突的有效途径,中国的女性电影在与主流文化的对抗中也是一个共谋的角色。     

论苏霍姆林斯基的“和谐教育观”

苏霍姆林斯基是前苏联著名教育家,他在三十多年的教学和管理中,建立和完善了和谐教育理论。和谐教育是社会化、民主化和个性化的统一。优化校内外育人环境、营造和谐的师生关系、改革教学过程是培养学生全面和谐发展的三大主要途径。苏氏和谐教育对我国当前的素质教育和教育改革有着重要的现实意义。     

A Confucian War over Childcare? Practice and Policy in Childcare and Their Implications for Understanding the Korean Gender Regime

We ask about the development of childcare policies in Korea and what these mean for our understanding of the gender assumptions of Korean governments. Women's labour market participation has been increasing rapidly, with married women now much more likely to be in the labour market. The provision and regulation around support for women's employment, and especially for mothers’ employment, is a key issue and problem for Korean women and for governments. A number of policies give the impression that the Korean government is moving rapidly towards a policy for reconciling work and family based on a dual‐earner model of the family. But we argue that a close inspection of these policies suggests that the state is still playing a residual role, legislation is not effectively implemented, and government is giving way to the private sector and to the family in responsibility for childcare. Mothers’ accounts of their lives centre on a childcare war played out beneath the apparently harmonious Confucian surface, with resisting husbands supported by powerful mothers‐in‐law, and daily struggles over the management of services. The Korean government and its policy‐makers, far from moving rapidly towards a dual‐earner model of the family, are still rooted in Confucian ideals.     

出生性别比异常的社会性别理论分析

国内已有的对出生性别比异常的原因研究缺乏对成因背后运行机制的思考。只有以社会性别理论为分析框架,才能对性别比异常的深层社会运行机制进行比较清晰的解读。对策设想主要有“提升社会性别意识,构建性别和谐社会”等方面。     

Women, Language and Identity

This paper explores the ways in which women and men use language to mark gender boundaries, and to convey femininity and masculinity in the construction of a gendered identity. The first section of the paper examines evidence that language serves as a gender identity marker not only in the particular phonological variants used more by women than by men, but also in the wider stylistic range evident in women's discourse in some communities. The gender distribution and social meanings associated with particular pragmatic particles and interactional devices provide another indication of the ways in which women and men construct and express femininity and masculinity in interaction. The final section analyses the construction of stereotypical gender identities through conversational interaction, firstly by means of a narrative and secondly through the carefully crafted dialogue of an advertisement. The paper demonstrates the complementary nature of macro-level quantitative studies and qualitative ethnographic analysis in gender research.     

Public–private wage differential and gender gap in Latin America: Spoiled bureaucrats and exploited women?

This paper uses a rich collection of household surveys to investigate the wage differential between the public and private sectors in 13 Latin American countries. It also studies how the sector of employment affects the gender wage gap. Contrary to what is commonly thought, it is found that, in the majority of Latin American countries, there is a premium associated with working in the public sector. It is also found that the premium is often higher for women than for men but that this difference does not compensate for the wide gender gap.     

"大同"、"小康"与"全面建设小康社会"--"小康"思想探源及其当代意蕴

为了消除长期以来人们对"小康"的误解和轻视,文章力图回到"小康"思想的源头--<礼记·礼运>,考察古代"小康"思想的横向结构与纵向逻辑,并以此为鉴,阐明当前的"全面建设小康社会",不仅是一个包含经济、政治、文化等多方面内容的有机整体,而且是一个承前启后的发展过程,从而展现"小康"思想的当代意蕴.     

Gender gaps in STEM in Japanese academia: The impact of research productivity,outside offers,and home life on pay

To understand differences in labor market outcomes between genders, economists must examine a complex array of potentially significant factors, such as institutional context, productivity differences, child-bearing and home production, and bargaining behavior. Many of these factors are not well captured by standard data sources. We use a new survey of academics in Japan to better understand the sources of gender pay differences. We find a 6% pay gap which persists when we control for research productivity, despite an institutional context shaped by explicit salary tables. We do not find a motherhood wage penalty, and the gender salary we document is not affected by differences in outside job offers.     

Testing the gender similarities hypothesis: differences in subjective task value and motivation to transfer training

ABSTRACT

Are female and male trainees similar or different in their reaction to training programmes, specifically regarding their subjective task value and motivation to transfer? According to the gender similarities hypothesis, women and men are alike on most psychological variables. However, according to research in organizational behaviour, female and male employees differ on certain aspects, such as their job satisfaction and work identity. To test these two views on gender similarities and differences in the context of human resource development and training evaluation, the present study examined the extent to which gender moderated reactions to training. Based on the expectancy-value theory of motivation and self-determination theory, a web-based questionnaire was used to measure six training reactions: intrinsic value, attainment value, utility value, perceived relative cost, autonomous motivation to transfer, and controlled motivation to transfer. The results indicated that women and men differed in their ratings of attainment value but were similar for the remaining five reaction measures. These outcomes support the gender similarities hypothesis. The findings are discussed in terms of their theoretical implications for modelling gender effects in HRD research and their practical significance for promoting training effectiveness and transfer of training.