劳动力市场歧视成本究竟谁买单？*

本文基于雇主的性别歧视模型对长、短期劳动力市场歧视成本收益进行分析,研究表明,短期劳动力市场上歧视性雇主为歧视成本的“消费者”,被歧视的女性劳动力为歧视成本的“买单者”;长期劳动力市场上歧视性雇主和被歧视的女性劳动力都是歧视成本的“买单者”,而离职的不再被歧视的女性劳动力却成为抵抗歧视的“受益者”;无论在短期还是长期劳动力市场上歧视性雇主获得的利润都低于非歧视性雇主。劳动力市场歧视程度主要取决于劳动力供给数量、非歧视性雇主数量以及歧视性雇主的偏见程度。     

企业信用的评估分析

信用是企业在经营过程中信誉程度的综合反映,是企业的立身之本,成功之道。然而还是有许多企业为了短期利益违背诚信原则,扰乱了市场经济秩序。因此加强企业信用评估分析的研究已是当务之急。通过各地工商局进行查询、考核财务报表、甄别企业其他经营活动是企业信用的评估分析的重要方法。     

精湛的艺术 丰富的内涵——评阿特伍德的《猫眼》

《猫眼》被认为是加拿大当代著名女作家阿特伍德迄今为止最具艺术成就的小说。本文就其艺术特色以及丰富的内涵进行了探讨。     

Never the Right Age? Gender and Age‐Based Discrimination in Employment

Although UK legislation against age discrimination is required by December 2006, little is yet known about how ageism affects different age categories of employees, and the gender dimensions of ageism have also been neglected. Both issues were investigated by questionnaire survey, producing responses from over 1000 employees of a major UK financial services enterprise. The extent and manifestations of ageism were found to vary across age categories and by sex, and evidence of gendered ageism emerged. Reported examples of ageism were highest among younger and older age categories, but all age groups were affected to some degree. Across all ages, women were more likely than men to experience ageist attitudes concerning appearance or sexuality. To be effective, legislation will need to cater for the complex nature and patterns of age discrimination revealed, though the comparator problem and other complexities are such that important aspects of age prejudice, including gender dimensions, risk being overlooked.     

《庄子》神话分类辨证

本文采用原型考察、比较研究等手法,将《庄子》中保存的大量神话分成“活物论神话的遗留”、“上古神话的化用”和“散见的神话材料”等三类加以辨证分析;指出《庄子》神话是对已有神话的改造和化用,其目的是满足表达的需要,同时也丰富了神话形态,在神话类型学上有其意义。     

Getting the offer: Sex discrimination in hiring

The hiring process is currently the least understood aspect of the employment relationship. It may be the most important for understanding the broad processes of stratification with allocation of demographic groups to jobs and firms. The lack of knowledge is due to difficulty of assembling data on the processes that occur at the point of hire. Against this background we analyze data on all applicants to positions in one of the largest Scandinavian banks in 1997–1998, providing what we believe to be the first study using applicant pool data and information about extended offers in a private-sector European firm, adding to the record of about half a dozen such U.S. studies. The hiring agents in the organization are fully conscious and concerned about the nonconscious biases and gender schemas they carry when making hiring decisions. Their effects on hiring are considered to be beyond dispute: women are at a clear disadvantage. For actual hiring practices we found that the opposite is true: women are not at a disadvantage and may even be at an advantage in getting offers. Two organizational practices may lead to female advantage. The hiring agents had been educated about the role of nonconscious biases, which perhaps mitigated their effects. But they had also been instructed to search actively for qualified females in the applicant pool. With no qualified females in the first pass, they go through the pool a second and third time hoping to find one. We discuss reasons why the interpretations and meanings the hiring agents attribute to the hiring process are at odds with what actually occurs.     

关于女大学生就业权的法律救济

一般大学生就业问题仅仅是普通劳动就业问题,而女大学生就业问题除了劳动就业问题以外,还附带有劳动力市场上的性别歧视问题。男女享有平等就业权是法律的基本原则,当女大学生在就业中遭遇性别歧视时有权获得到法律救济。     

对小品文文体特性的再认识——-小品文、杂文、随笔文体辨析

小品文作为一种独立的文体,它的广义化,扩大化致使它失去了文体特质的规定性,本文将小品文放在与随笔、杂文这两种散文体式既互相联系又互有区别的基点上,以体裁的规范、语体的匹配、风格的追求这三个层面为论述的内在逻辑顺序,探讨小品散文文体的特性;即认为小品文是在杂文、随笔等散文基础上形成的具有灵动个性、智慧和精微特质的优美文体。