论最高额抵押权的效力

最高额抵押制度在国外立法较为完善,而我国《担保法》的此项规定则比较简单且对最高额抵押的效力多有限制或禁止。最高额抵押的效力可适用普通抵押效力的规定,但也有其特殊性:担保的债权范围由当事人约定的最高额和决策期决定。最高限额、债权、决策期可以约定变更。最高额抵押权担保的主合同债权和最高额抵押权应可以自由处分,以完善我国相关司法解释。     

古代西域玻璃器物及工艺的输入与影响

古代中东地区是玻璃生产的主要发源地.由西域地区输入,且深受古代中国人欢迎的、光亮透明的玻璃制品,大多来自中东玻璃生产中心及其技术辐射的波斯和中亚地区.由于古代中国玻璃制造业水平较低,魏晋以来在大量输入西域玻璃制品的同时,也注意引进西域地区先进的玻璃制造工艺,并于中国仿制生产,乃使得古代中国玻璃制造水平渐趋成熟.     

碎片之下的硬核——《玻璃山》后现代知识分子形象的解读

作为一部典型的后现代作品,巴塞尔姆的小说《玻璃山》以其荒诞破碎的形式做出一个拒绝阐释的姿态.但本文认为小说中无名的“我”登爬玻璃山寻找“美丽的着了魔的象征”的形象和过程,正是该作品阐释空间的核心所在.作品极简的叙事形式和语言虽然对应了一个人文精神日渐式微,真理崇高被不断消解的迷混时代,但在其碎片化的背后仍坚守着后现代知识分子对理想的执着,凸显了西方知识分子传统的独立精神和对真理永不放弃的追问.     

Mind the gap: financial London and the regional class pay gap

The hidden barriers, or ‘gender pay gap’, preventing women from earning equivalent incomes to men is well documented. Yet recent research has uncovered that, in Britain, there is also a comparable class‐origin pay gap in higher professional and managerial occupations. So far this analysis has only been conducted at the national level and it is not known whether there are regional differences within the UK. This paper uses pooled data from the 2014 and 2015 Labour Force Survey (N = 7,534) to stage a more spatially sensitive analysis that examines regional variation in the class pay gap. We find that this ‘class ceiling’ is not evenly spatially distributed. Instead it is particularly marked in Central London, where those in high‐status occupations who are from working‐class backgrounds earn, on average, £10,660 less per year than those whose parents were in higher professional and managerial employment. Finally, we inspect the Capital further to reveal that the class pay gap is largest within Central London's banking and finance sector. Challenging policy conceptions of London as the ‘engine room’ of social mobility, these findings suggest that class disadvantage within high‐status occupations is particularly acute in the Capital. The findings also underline the value of investigating regional differences in social mobility, and demonstrate how such analysis can unravel important and previously unrecognized spatial dimensions of class inequality.     

The Social Dynamics Channelling Latina College Graduates into the Teaching Profession

Sociologists examine the persistence of occupational sex segregation in two primary ways, vertically (within occupations) and horizontally (across occupations). Feminist scholars analysing gender and race inequality within work organizations have used ‘glass escalator’ and ‘glass barriers’ to document men's experiences in occupations where women concentrate, falling under the vertical epistemology. These race and gender theories are crucial to our understanding of workplace inequities, but they only address privilege or discrimination once women have entered or try climbing the work organization. Based on interviews with 40 Latina teachers in Southern California, this paper examines the point of occupational entry, and explains why college‐educated Latinas, the daughters of working‐class Latino immigrants, are disproportionately entering the teaching profession in the United States. We suggest that Latinas are socially channelled into the teaching occupation, and show how collective family considerations inform agency and occupational decision‐making for these women, resulting in a type of glass ceiling shaped by family and social class. The paper concludes with a discussion of the implications of collective‐informed agency for future studies of upwardly mobile Latinas in the professions.     

Solving the crisis: When agency is the preferred leadership for implementing change

Glass-cliff research shows that female leaders are preferentially selected in a crisis to signal change and not for their leadership qualifications. In parallel, the management literature urges for agentic “masculine” leadership to turn around organizations in crisis. We hypothesized that, regardless of their gender, agentic leaders should be preferred to communal leaders if leadership qualifications and actual change potential motivate leader selection. Three experimental studies demonstrated that agentic (vs. communal) candidates were perceived to match poorly-performing (vs. strongly-performing) companies. This effect was accounted for by perceptions of agentic candidates' higher suitability, higher task-orientation (versus person-orientation), and higher change potential. We discuss that women face ambiguity as to why they become leaders in crisis contexts: because they are perceived as signaling change, stereotypically linked to their gender, or for their perceived agentic qualities as leaders. In contrast, men become crisis leaders due to their perceived agentic change potential.     

价格上限对市场结构和社会福利的影响

以往文献在均匀分配假定下探讨价格上限对市场结构和社会福利的影响.拓展上述假定,在收入分配为右偏态假定下,探讨价格上限能否扩大市场覆盖面、增加消费者剩余、提升社会福利.结果发现,价格上限政策虽能扩大市场覆盖面,但会使整体消费者剩余和社会福利下降,造成福利损失,且价格上限政策越严厉,福利损失越大.提高收入分配水平,则能达到既扩大市场覆盖面,又提升消费者剩余和社会福利的目的.     

Klein的"两分离"定理和解除存款利率上限的再考察

经典的Klein模型用新古典的厂商理论对完全垄断条件下的商业银行决策行为做了分析.其关于商业银行贷款决策独立于存款市场的结论("两分离定理")为管制当局解除存款利率限制提供了"恰当"的理由.但即使在风险中性的前提基础上,商业银行的贷款利率独立于存款利率还应该有更为严格的前提条件商业银行提供存款产品和贷款产品的成本是可分离的.     

Leadership selection: Can changing the default break the glass ceiling?

Leadership selection often requires candidates to actively choose to express their interest. Using a series of incentivized experiments with more than 1000 participants, we compare such an Opt-in mechanism with an Opt-out mechanism where everyone qualified for the position is in the candidate pool by default, but individuals can choose to opt out of the selection process. The results reveal a gender gap in participation decisions under the Opt-in mechanism. The gender gap exists even when individuals know they are the top performers, suggesting helping women improve their performance may not necessarily reduce gender gaps. Importantly, women are more likely to participate under the Opt-out mechanism and gender gaps in leadership selection are reduced.     

Gender inequality in the one percent: A look under the hood of high incomes in Germany

Gender differences in economic outcomes are important topics in social science research. However, the study of gender differences among economic elites—“the top one percent”—has received surprisingly little attention, likely also due to a lack of empirical data. This paper investigates gender differences in individual and household income among the top one percent of individual monthly net incomes and top two percent of net household incomes using data from the German Microcensus from 2006 to 2016 covering more than 3.3 million individuals. I find that women account for only around 14% of the one percent in individual incomes. Additionally, regarding the household level, women's incomes are sufficient to achieve two percent status in fewer than 10% of all households. Both numbers did hardly change over the decade from 2006 to 2016. Furthermore, women's pathways to belonging to a high-income household are far more dependent on their partner's education and employment status than men's. Overall, the findings thus show dramatic gender differences among the German economic elite that do not narrow over time.