To Flirt or Not to Flirt? Sexual Power at the Bargaining Table

We begin by exploring the lay belief that women can use flirtation to their advantage in professional contexts and contrast it with trained negotiators' negative views on flirtation. We then examine the impact of flirtation on negotiators' impression formation. We explore whether a flirtatious style aids women in the trade-off they often face between perceived likability and perceived competence. We discover both an upside and a downside to flirting at the bargaining table. Although flirtation appears to be positively related to women's likability, negotiators who flirted were judged to be less authentic than those who refrained from exercising their sexual power.     

“红玫瑰与白玫瑰”悖论--《人生》中高加林的心理欲望探析

路遥笔下的高加林作为“城乡交叉地带”的知识分子典型，至今仍散发着特殊的时代魅力。高加林身在农村、心在城市的存在特征使他成为一代农村知识青年的代表，他在爱情方面的遭遇也是当时的突出问题。通过对高加林的心理欲望以及与刘巧珍、黄亚萍的情感纠葛进行解读，可以发现高加林在刘巧珍和董亚萍之间遭遇的取舍难定、藕断丝连的“红玫瑰与白玫瑰”悖论。     

形象生成的性属特征指认与限定--对路遥小说叙事的一种透视

路遥的小说叙事，多是将女性视为美与善的化身来进行塑造，并且在男女并置的共构关系中，呈现出女尊男卑的叙写模式，但在主导的叙事观念上却仍然因袭着传统父权制的价值认知标准。对其文本叙事中形象塑造的性属特征与主观意图之间的关联进行具体的分析阐释，具有重要意义。     

性别与方法：女性学者的质性研究路径

在经验研究中常常会发现，女性学者偏好选用质性研究方法探讨女性话题。通过比较国内外研究趋势发现，性别与研究方法偏好之间只是阶段性的相关；诸如父权制、消费社会、大众传媒等“想象的他者”是女性学者构建理论解释的重要切入点；而研究关系中，研究主体对研究客体的“情感剥削”与研究客体对研究主体的“权威依赖”，对于具有“天然优势”的女性研究者亦不能幸免，继而引发了对质性研究本土化及学者自省性的反思。     

近年来中文学界男性特质①研究探析

自上世纪八九十年代以来，学界逐渐将男性研究基本分析范畴和分析框架应用于中国的历史、现实和文化分析之中。然而，目前中文学界关于男性特质的研究主要集中于以下4个方面：努力构建适应广泛、有助于中国男性特质理论化的范式；对西方男性研究理论框架和基本话语的综述和介绍；用男性特质解读外国文学作品、华裔作家作品和现当代文学作品；探索男性特质研究范畴与大众传媒和身体复杂的互动关系。     

代际互惠还是福利不足?——城市双职工家庭家务劳动中的代际交换与社会性别

老人帮助已婚儿女承担家务劳动,不能简单地被视为一种代际互惠。第一,在代际及性别权力关系改变与工业社会变迁相互作用的背景下,这种传统意义上的代际互惠发生了改变。第二,代际互惠观念背后隐藏了一些意识形态,它们与工业化进程中家庭功能外移之间存在矛盾和冲突。文章在父系家庭和工业社会变迁的理论框架下,从代际和性别权力关系的视角,着重分析了城市双职工家庭中,在第一个孩子出世到上小学之前这段家庭生命周期内,祖父母特别是祖母协助双职工家庭中的儿子和儿媳承担育儿及其他家务工作这一现象,探讨了在经济力量改变社会性别和父权制家庭关系的背景下,老年女性的福利遭到削减、家庭面临工业化挑战、社会政策被期待做出调整等相关问题。     

Breaking the Silence: Gender Mainstreaming and the Composition of the European Court of Justice

Why has it taken so long for member states to appoint women to the Court of Justice? Despite having won relatively significant policy instruments for equal treatment at work and high levels of legislative representation, women in the European Union have been slow to extend the demand for gender mainstreaming to courts. Prior to 1999, the Court of Justice had had one woman member until Ireland appointed Fidelma Macken in late 1999, and Germany appointed Ninon Colneric and Austria appointed Christine Stix-Hackl Advocate General in 2000.The 1995 U.N. meeting in Beijing was a catalyst for the demand for balanced participation of women and men in decision-making processes within the E.U., and it coincided with Sweden, Finland and Austria joining and championing the cause of gender equality. In 1999, the Commission published a report on women in the judiciary and women lawyers began to organize across Europe. After tracing the appointment process, I review the European Parliament's role in championing women on the Court and consider recent developments. Courts, particularly supranational and federal courts, are representative institutions even if their representative function differs from legislatures. Non-merit factors have always been a factor in judicial appointments and thus the demand for women on the bench is not a terrible deviation from merit. An all male bench is no longer legitimate. This revised version was published online in July 2006 with corrections to the Cover Date.     

The Impact of Gender and Department Climate on Job Satisfaction and Intentions to Quit for Faculty in Science and Engineering Fields

This study investigates whether gender and the perceptions of department climate affects faculty job satisfaction and intentions to quit (work outcomes) with surveys responses from 308 faculty members in science and engineering fields. The study finds that both gender and department climate are related to work outcomes and that two facets of department climate (affective and instrumental) mediate the relationship between gender and both job satisfaction and intention to quit. This finding suggests that universities can benefit from improving department climate, which then may improve the retention of both male and female faculty, but may have an even greater impact on improving job satisfaction and reducing intentions to quit of female faculty.     

劳动法律和政策制定中的社会性别平等回顾

文章从社会性别视角对中国以及国际劳动法律和政策进行回顾分析,认为在法律和政策制定层面实现社会性别平等是消除劳动领域性别歧视的基础,主张在中国劳动法律和政策制定过程中,加强社会性别平等的立法理念,把性别平等原则和方法纳入立法程序,逐步完善妇女劳动权益保障法律体系。     

浅析女性的价值标准——现代男女平等现象的一些反思

中国女性在追求与男性的平等并自以为取得了显著绩效的同时,并未真正找到在两性社会中应有的位置。女性要获得真正的平等,必须修正长期依附于男性本位的价值标准,根据自己的能力倾向在家庭和社会的天平上摆正位置。