Redoing Gender: How Women in the Funeral Industry Use Essentialism for Equality

Although some research considers women's participation in traditionally male‐dominated jobs as an ‘undoing’ of the gender system, other scholars argue that women's participation in non‐traditional roles can actually maintain hegemonic masculinity. Because women have recently entered the funeral industry in unprecedented numbers, the profession offers a unique context to study how women negotiate a sense of belonging in male‐dominated fields. I draw on 22 interviews with women in the funeral industry to reveal how gender is done and undone in an occupational context. In what Hughey ( 2010 . Social Problems, 57, 653–679) refers to as a ‘paradox of participation’, I argue that women in the funeral industry redefine the image of the ideal funeral director by using gender essentialist logic, which originally acted as a barrier to their entry to the field, to justify their participation. By showing how gender essentialism and egalitarianism can constitute reinforcing logics instead of an opposing binary, this research contributes to the literature concerning women in non‐traditional roles.     

高职职业道德教育的人口——研究学生

本文指出研究高职生是高职院校开展职业道德教育的人口和重要实践前提,学院应为丌展职业道德教育创造最佳的教育环境。     

Gender,Pay and Work Satisfaction at a UK University

This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction.     

The effects of under‐skilling on need for recovery,losing employment and retirement intentions among older office workers: A prospective cohort study

Based on a sample of older workers from the Maastricht Cohort Study, the authors investigate the prevalence and dynamics of self‐reported under‐skilling and its effects on workers' need for recovery, their risk of losing employment and their retirement intentions over a two‐year period. They find that being under‐skilled is associated both with higher levels of need for recovery over time and with the risk of losing employment, but not with early retirement intentions. To achieve sustainable employment, they argue, the course of under‐skilling should be monitored throughout workers' careers, enabling timely interventions to avoid its negative consequences.     

Stagnation only on the surface? The implications of skill and family responsibilities for the gender wage gap in Sweden, 1974–2010

The wage differential between women and men persists in advanced economies despite the inflow of women into qualified occupations in recent years. Using five waves of the Swedish Level‐of‐Living Survey (LNU), this paper explores the gender wage gap in Sweden during the 1974–2010 period overall and by skill level. The empirical analyses showed that the general gender wage gap has been nearly unchanged for the past 30 years. However, the gender difference in wage in less qualified occupations fell considerably, whereas the gender pay gap remained stable for men and women in qualified occupations. The larger significance of family responsibilities for wages in qualified occupations is one likely explanation for this result.     

江苏人口职业结构变迁与影响因素分析

人口职业结构变迁既是社会发展和经济发展的结果,也是社会及其经济发展程度的一个重要标志,社会结构的发展和经济结构的变迁可以通过人口职业结构的变迁表现出来。本文力图通过1978-2009年江苏地区相关统计数据分析,对江苏省人口职业结构变迁及其影响因素进行了深入分析。结果认为：经济结构与产业结构的优化调整,教育事业的快速发展积极推动了江苏省人口职业结构的变化,同时,人口结构的变化又为经济结构与产业结构的优化调整,教育事业的快速发展提供了基础资源。     

Gender,Occupation, and Promotion to Management in the Nonprofit Sector

Although one can assume the work values within nonprofit organizations promote gender equality in promotion decisions, there is preliminary evidence that in the nonprofit sector women are underrepresented in higher management positions. Whereas the mechanisms resulting in underrepresentation of women in management have been studied extensively in for‐profit organizations, little is known about these mechanisms in nonprofit organizations. Is gender in nonprofit organizations—even given the underlying values of these organizations—an impediment to attaining a management position? This article presents a case study of employment patterns within the Dutch section of the humanitarian INGO Médecins Sans Frontières and focuses particularly on the effects of gender and occupation on transitions to management. The case study organization represents a “critical case” because the nature of this organization's work environment can be expected to result in a relatively high percentage of women in management. Employee records (N = 2,247) were analyzed using event history models. We found that women made the transition to management less rapidly than men, even when controlling for factors like age, previous work experience, and nationality. However, gender differences were completely explained by occupation. Those employees in female‐dominated occupations (in this case, medical personnel such as nurses) had a lower promotion‐to‐management rate than those in male‐dominated occupations (in this case, nonmedical personnel such as financial officers), irrespective of their gender. This case study highlights the importance to nonprofit management research of studying the effects of occupational sex segregation on promotion.     

‘A great job and a family’: work narratives and the work and family interaction

This article investigated how work narratives of dual-earner families are materially and symbolically configured in discourses of reconciliation of work and home life. Following critical studies of the work–family interaction, this research takes into consideration symbolic and social structures and tries to look into the interrelation of factors such as job resources, job satisfaction, levels of autonomy with the self-esteem and sense of ‘self’ which parents derive from their paid work. Hochschild's concept of ‘emotional culture’ is used to explore how parents' experience of work is intertwined to their occupational groups and how it is associated with different narratives of work–family interaction. This study is conducted through qualitative methods, using in-depth semi-structured interviews on a sample of 27 dual-earner families. The data collected are composed of in-depth accounts that are then examined through the method of narrative analysis. The data indicate that, for divergent occupational levels, work generates different material and symbolic resources, which account for divergent narratives of work and home. The sociological analysis of occupational levels with the associated emotional culture of work and family then provides an exploratory model for understanding the links between social class and work–family interaction.     

Mindful of the Intersession Break in Family Therapy: The Time to Think Experiment

The Time to Think Experiment researches the experience of clinicians, consumers, and families of an intersession break, which has been used historically in various models of family therapy training. This qualitative pilot study explores the experiences of 21 clinicians, 19 consumers, and six family members using this break for reflection, across the domains of family and couple therapy, individual therapy, group work, and supervision in a mental health service covering the whole age range. Using a phenomenological design, the analysis included narrative, thematic, content, and comparative techniques. The paper considers the impact of privileging reflection in the therapy process, in a climate where models, work cultures, and general lifestyles may not encourage it. Using the intersession break to create space to ‘be’ in the therapy process is one way to integrate mindful and family therapy practice. The emerging themes of an intersession break to promote a richer and deeper therapy experience, and the apparent shift of responsibility for change from clinicians to consumers is discussed.     

以职业性为导向的全日制专业学位研究生培养模式研究

全日制专业学位研究生培养是对学术学位研究生培养的一种互补,更是职业性导向的强烈需求。当前,师资队伍、课程体系、培养目标、教学方法、教学内容等方面存在突出问题,阻碍了专业学位教育的健康发展。全日制专业学位研究生的培养,要以职业性为导向,明确专业学位教育定位,打造高质量的师资、创新教学内容与教学手段,构建模块化教学体系,并进行职业资格认证,以此保障专业学位研究生的质量与良性发展。