Glass Ceilings or Glass Doors? Wage Disparity Within and Between Firms

We investigate whether immigrant and minority workers’ poor access to high-wage jobs—that is, glass ceilings—is attributable to poor access to jobs in high-wage firms, a phenomenon we call glass doors. Our analysis uses linked employer–employee data to measure mean and quantile-wage differentials of immigrants and ethnic minorities, both within and across firms. We find that glass ceilings exist for some immigrant groups, and that they are driven in large measure by glass doors. For some immigrant groups, the sorting of these workers across firms accounts for as much as half of the economy-wide wage disparity they face. This article has the supplement materials online.     

Positioning and role of public relations in large Belgian organizations

This paper studies the position and role of public relations in the hierarchical structure of Belgian organizations of at least 50 employees. Empirical data was collected from a web survey (n = 750) to find out to what extent principles of excellence in public relations are applied in Belgium.     

企业人力资源开发中性别歧视维度及程度的实证分析

以企业人力资源开发中性别歧视的维度及程度为焦点,以往人力资源开发研究中的性别歧视主要体现为雇佣性别歧视、玻璃天花板、职业性别隔离和薪酬性别歧视四个方面.经分析发现,企业人力资源开发中的性别歧视有三个维度,即雇佣性别歧视、升迁性别歧视和薪酬性别歧视;企业存在严重的雇佣性别歧视,也存在升迁性别歧视,较少存在薪酬性别歧视;就薪酬性别歧视而言,合资企业明显比外资和民营企业严重,而外资和民营企业又明显比国有企业严重;并且越是高层管理者越能感知到企业存在强烈的雇佣性别歧视、升迁性别歧视和薪酬性别歧视;低学历者更多地感知到薪酬性别歧视.     

论集体无意识和个人意识在《水晶棺》中的体现

集体无意识是一种代代相传的无数同类经验在某一种族全体成员心理上的沉淀物,在神话原型批评中意义重大。文章以英国当代著名女性作家拜厄特代表作《占有》中的一则童话《水晶棺》为例,以集体无意识为理论基础,通过与其他文本的对比以及对《水晶棺》新视角的探讨,分析集体无意识对作者创作的影响。可以看出,作家在作品中有意识地赋予作品新的时代内涵,一方面集体无意识使经典得以延续;另一方面,个人有意识又丰富了作品的内涵。     

Unresolved issues in the forensic use of DNA profiling

The enormous amount of genetic diversity in humans allows for a powerful form of individual identification. This “DNA profiling”; is based on the fact that sites within the human genome have variable numbers of tandem repeats (VNTRs) and has been hailed in forensic sciences as the greatest discovery since fingerprinting. The techniques involved are virtually the same as those used in all molecular biology laboratories. A major difference however is that in forensic science DNA samples can be less than ideal in both quality and quantity. Furthermore, in basic molecular biology the origin of the sample is known while in forensic testing it is not. Thus, the challenge is to reconcile a “match”; between a crime scene DNA sample and one from a suspect(s). Presently, a debate exists regarding the use of the unmodified product rule versus a more conservative ceiling principle approach to calculate the probability of a coincidentally matching DNA profiles. The latter was endorsed in a recently published report by the prestigious National Research Council but has not received widespread support from testing laboratories. Further exacerbating the debate over how much weight should be attached to DNA profile evidence is a lack of widely accepted standards for forensic laboratories especially in the areas of proficiency testing, publication of error rates and laboratory personnel certification.     

玻璃管空气预热器管内沿程阻力特性的研究

本文指出了目前套用钢管式空气预热器的经验公式计算玻璃管空气预热器管内沿程阻力系数的缺陷,介绍了作者关于硼硅玻璃管空气预热器管内沿程阻力特性的试验研究结果,提出了相应的计算式。     

From glass ceiling to inequality regimes

Women are extremely under-represented in top management and professional positions in all countries, although cross-national variations exist. Women from minority ethnic and racial groups suffer from greater under-representation than do majority group women. The “Glass Ceiling” is a metaphor that describes the gender barriers that produce these patterns. This article suggests that “Inequality Regimes” is a more accurate metaphor, as it stands for gender, race and class barriers that obstruct women's opportunities for advancement at all levels of organizational hierarchy. The article discusses the components of inequality regimes and briefly assesses some efforts to change these practices.     

《玻璃山》：传统的颠覆者

本文指出小说《玻璃山》旨在说明后现代主义小说创作中的两个主要特征：颠覆传统、表现荒诞。     

TOP WOMAN: Identifying barriers to women's access to management

Despite some recent advances, women face more difficulties in accessing management positions. Previous research analyzed several types of barriers contributing to the maintenance of the glass ceiling, including factors such as gender stereotypes, difficulties in work–family balance, human resource policies, difficulties in accessing networks, organizational culture, and higher demands for women to demonstrate their value. The perception of the gender barriers can be different or may have a different value depending on the characteristics of specific organizations, teams, jobs, and employees. In this study, we develop the scale “TOP WOMAN” (Testing the Obstacles to Promotion of WOmen to MANagement) to measure barriers to women's promotion. The TOP WOMAN scale was carried out in a large sample from the financial sector in Spain (n = 1304 workers). The scale, composed of 33 items, identified seven dimensions: differential performance appraisal, gender stereotypes, work–family balance, motivational barriers, unfair human resource practices, organizational culture barriers, and barriers to accessing influential networks. The TOP WOMAN scale offers a practical tool to human resource managers to analyze the situation of gender discrimination and to implement best practices in their own organization.     

中国大学毕业生性别工资差距分布特征研究——“天花板效应”还是“粘地板效应”?

文章基于"中国大学毕业生求职与工作能力调查"数据,研究大学毕业生性别工资差距及分布特征。Quantile回归分解显示,男生毕业半年后的月工资高于女生约9%～20%,性别工资差距随分位点升高而扩大。这表明大学毕业生性别工资差距中存在"天花板效应"而非"粘地板效应"。性别工资差距中绝大部分(90%左右)归于歧视,工资分布顶端约30%的女生群体所受歧视更大,她们更应受到反歧视政策的关注。分行业和职业对性别工资的Quantile回归分解显示,行业性别隔离和职业性别隔离现象并存。此外,工作能力对缩小性别工资差距和歧视有积极作用,"211"重点大学、本科学历、具有实习经验(与专业相关和无关实习兼有)的男生工作能力更强。