‘Belonging’ and ‘Otherness’: Sex Equality in Banking in Turkey and Britain

The struggle for sex equality at work has largely been achieved in the developed world, it is claimed. The number of well‐qualified young women entering white‐collar employment and achieving promotion to first‐line and middle management positions now matches or exceeds their male peers. Many young women have high career aspirations and argue that sex discrimination no longer exists. However, this perception is over‐optimistic. Major sex inequalities persist at senior management level in the salaries and benefits offered to female and male staff and in access to certain favoured occupations and sectors of employment. Questionnaires, interviews and documentary evidence from three Turkish and six British banks and high street financial organizations showed that their claimed commitment to equal opportunities by sex was not matched by their practices. Members of managerial elites (who were almost exclusively male) held firm views about the characteristics of ‘the ideal worker’, which informed organizational ideologies, including human resource policies and practices concerning recruitment and promotion. They also permeated organizational cultures, which affected employees’ working practices and experiences. The outcome of these internal negotiation processes was to differentiate between a favoured group of staff seen as fully committed to the companies’ values, who were promoted and rewarded, and an ‘out’ group, whose members were denied these privileges. This distinction between ‘belonging’ and ‘otherness’ is gendered not only along the traditional lines of class, age, sexual orientation, religion and physical ability, but also along the new dimensions of marriage, networking, safety, mobility and space. Despite local and cross‐cultural differences in the significance of these factors, the cumulative disadvantage suffered by women staff seeking career development in the industry was remarkably similar.     

Managing Money in Marriage: Multilevel and Cross‐National Effects of the Breadwinner Role

We examine whether institutionalized practices and beliefs regarding breadwinning roles are associated with the choice of more or less equal money management strategies in marriage. Using cross‐national data from 21 country contexts in the International Social Survey Programme and multilevel modeling, we find that in contexts of shared breadwinning, there is a greater likelihood of shared management of money, controlling for the relative income contribution of each spouse. We also find some evidence that the effect of spouses’ relative income contributions diminishes in contexts of shared breadwinning. Our analysis comparing women’s and men’s money management is consistent with previous research indicating that women’s management may be more work than power.     

简析我国高等教育公平问题

随着义务教育的普及,基础教育阶段教育公平特别是就学机会均等已基本实现,高等教育公平问题逐渐成为人们关注的焦点。本文就教育公平的内涵、我国高等教育公平现状及其原因、对策思路作了简要的分析。     

马克思与罗尔斯平等原则的比较

马克思与罗尔斯的平等原则具有高度的同一性,主要体现在他们的平等原则都源于对资本主义不平等现象的深刻反思,并且他们都极为反对平均主义。马克思与罗尔斯平等原则的差异性主要体现在两个方面,一是马克思关注的是当下人的不平等状况而罗尔斯的平等原则却是倾向于未来的,二是罗尔斯认为人们的平等应是权利层面的平等而马克思认为的平等则是法律面前的平等。     

近十年中国高等教育成本补偿问题研究的文献综述

高等教育成本补偿问题从上世纪90年代中期因高教收费而引起理论界的关注,至今已逾十年。本文试将近10年的研究情况做一综述,希望能够梳理出问题发展的脉络,探寻出亮点和盲区,以有助于高等教育成本补偿理论与实践的全面、协调、可持续发展。     

助学贷款与教育公平

国家助学贷款政策,在一定程度上缓解了因高等教育学费上涨所带来的受教育机会不均等的矛盾.但是由于制度本身的不完善、运行体制的诸多弊病以及内外部环境的不成熟,国家助学贷款在运作和进一步发展上显得力不从心,甚至处于近乎停滞的状态,然而助学贷款政策关系着贫困学生公平享有高等教育权利的问题,因此,我们有必要讨论社会伦理价值对教育公平的期许、国家助学贷款所应担负的责任,以便进一步探索完善国家助学贷款政策的有效方法.     

中国书院精神之探析

文章首先界定了书院精神的内涵,然后从自主精神、平等精神、兼容并蓄精神和践履精神等四个方面阐述了书院精神的特征。作者认为,对中国书院精神取其精华、去其糟粕,并加以批判地继承,实为当今中国教育特别是高等教育所必需。     

“逐去其君，削去尊贵爵位”：蠡勺居士革命思想管窥

蠡勺居士1873年翻译并发表了英国小说家爱德华·布韦尔-利顿的小说《夜与晨》,译名《昕夕闲谈》。译者借翻译之便在小说中介绍法国革命爆发的原因和拿破仑的政治改革为巴黎带来的新风气,说明社会变革的基础在于启蒙教育,强调文人著书立说在法国革命过程中所起的积极作用,指出革命成功的手段是"逐君"和"削爵"。他向国人展示了法国革命的成果,"人人自由平权",国家"恍如新例之国"。蠡勺居士在翻译中受原著作者布韦尔-利顿的影响,利用小说传递新思想,以法国革命的成功为例给晚清提出革命性启示,也为中国近代社会变革提出理论和实践指导方策。     

公平问题的追寻

在人类文明演进的过程中,公平理念发生着历史性嬗变,在我国现代化历程中,体现了从平等取向到公平取向的转变,社会发展应注重效率与公平相协调.     

A Push Toward Equality: Processes Among Dual‐Career Newlywed Couples in Collectivist Culture

This study examines gender construction among dual‐career newlywed couples in a collectivist culture. A qualitative analysis of in‐depth interviews with 20 heterosexual Singaporean couples reveals aspects of the collectivist norms (e.g., doing family, we‐consciousness, marrying one's equal) that are favorable toward the development of gender equality. Additionally, as couples respond to the political and social pulls of economic development, they begin to organize their relationship around both careers. Incorporating egalitarian values becomes a pragmatic move carried out through five direct processes: (a) career as central to the relationship, (b) flexible allocation of household duties, (c) open dialogue regarding conflict, (d) equal say in decision making, and (e) internal self‐reflection. Implications for future research are addressed.