Assessment of the sustainable development of rural minority settlements based on multidimensional data and geographical detector method: A case study in Dehong,China

In a developing country, paying attention to the sustainable development of rural areas is conducive to the development of the entire country. Ethnic minority areas are an important part of China's economic and social development. Owing to a lack of relevant statistical data, most previous studies in this area have focused on the sustainable development of rural areas or the development of ethnic minorities, but have not studied the sustainable development of rural ethnic minorities. The development of rural ethnic minorities is worthy of attention. In this study, we took Dehong as the study area. First used toponyms to accurately identify the rural minority areas and then calculated a grid of settlement density. Second, we considered the digital number (DN) value of the visible infrared imaging radiometer suite (VIIRS) as a measure of the development of the region and digital elevation model (DEM), net primary productivity (NPP), normalized difference vegetation index (NDVI), and gross domestic product (GDP) data as the indicators of terrain, climate, ecological, and economic factors, respectively. Finally, linear regression and the geographical detector method were used to determine the weight of the factors for constructing a sustainable development index (SDI) to quantitatively analyze the sustainable development and influencing factors of each minority nationality. The factors evaluated using linear regression and the geographical detector method were ranked as follows: NDVI > elevation > GDP > slope > NPP > settlement density. The results demonstrate that of the five main ethnic minorities in Dehong, Dai and Jingpo have higher SDI, followed by Achang, Lisu and De'ang. In addition, we provide some suggestions for ethnic minorities in Dehong.     

散杂居城市少数民族就业竞争力与对策研究

本文从少数民族流动人口在散杂居城市中的就业现状出发,将城市就业市场上的企业划分为民族特色企业和一般企业,分别比较了少数民族在两类企业中就业竞争力的差异,并提出解决散杂居城市少数民族劳动者就业问题,应遵循"发展产业、扩充岗位、加强培训、辅助就业"的政策思路.发展民族特色产业,增加少数民族就业机会,并加强语言和技能的培训,增强少数民族就业竞争力,同时,完善为少数民族提供服务的质量,辅助和关怀他们在城市的就业.     

The Rise of Ethnicity under China's Market Reforms

This article investigates the dynamic relationship between economic development and the identification of ethnic minorities and argues that identification of China's ethnic minorities manifests itself at various levels. At the national level, the introduction of market mechanisms and economic growth initiatives have been concentrated predominantly in the coastal areas and metropolises, and are thus increasingly distant from ethnic minorities, a disproportionate majority of which reside in the western parts of the country. This growing regional disparity has placed ethnic regions and populations in a distinctly unfavourable position in terms of economic engagement and development. Regional development in the ethnic‐minority homelands has been characterized by the representation and reinvention of ethnic cultural traditions and the production of cultural economies. Unequal economic growth has resulted in a massive migration of ethnic minorities to the cities. Simultaneously, urban development has reinforced ethnic identity, particularly through urban labour‐market development. Urban and regional development has, in turn, led to the production, activation and magnification of ethnic identity at individual and group levels.     

Discrimination in hiring against immigrants and ethnic minorities: the effect of unionization

There has been a long debate concerning whether unions are exclusive or inclusive with respect to immigrants and ethnic minorities. In the exclusive view of unions, unionization is expected to increase the likelihood of employers asking questions that discriminate against immigrants and ethnic minorities and decrease the likelihood of employers asking Equal Employment Opportunity (EEO) questions related to immigrant or ethnic minority status. The contrary is expected for the inclusive view. Our analysis, using New Zealand data for job applications, provides some support for the inclusive view of unions, as the higher the unionization rate, the more likely EEO information is sought, but no relationship is found between unionization rate and discriminatory questioning. This suggests that unions are probably helpful in promoting diversity but not yet in combating discrimination against immigrants and ethnic minorities in hiring.     

Between a rock and a hard place: managing diversity in a shareholder society

This study examines whether the appointment of racial/ethnic minorities into top management positions has a different impact on share price than the appointment of Caucasians into equivalent positions. Our dependent variable is the degree of change in share price following the announcement of racial/ethnic minority and Caucasian men into senior management positions. Market reaction to the naming of racial/ethnic minorities into corporate leadership positions is significant and negative, while the market's reaction to the naming of Caucasians is significant and positive. However, the negative market reaction to the appointment of racial/ethnic minorities into top management positions is mitigated in those firms that have explicitly incorporated diversity into their strategic growth plan. Our findings suggest that to successfully introduce diversity into upper management, firm decision makers must first signal the importance of diversity to market actors.     

The effect of adverse impact in selection practices on organizational diversity: a field study

Based on a sample of 154 organizations across Canada, we examined the influence of the use of different employee selection methods on workplace minority representation rates. Results indicated that usage of cognitive ability and personality testing significantly influences minority representation after controlling for other diversity management practices. In particular, cognitive ability testing appears to be associated with lower levels of minority group representation in organizations as a whole and in their management ranks; personality testing is associated with higher levels of minority representation in organizations. To advance our understanding of the organizational factors that influence minority group representation and the use of different selection practices, we also examined HR manager perceptions of test bias and the effects of employment equity (EEA) legislation on selection test usage. Results indicated that firms covered under employment equity legislation were less likely to use cognitive ability tests. Interestingly, HR managers reported that personality tests may be more biased against minorities than cognitive ability tests. Implications for research and practice are discussed.     

少数民族村寨建设中特色文化保护对策——以甘肃省张家川回族自治县张家川镇查湾村少数民族特色村寨保护规划为例

少数民族特色鲜明、历史文化积淀丰厚的村寨建筑,是少数民族地区传统文化与生活的集中体现。少数民族村寨是保存少数民族地区传统特色的载体。如何保持和发扬少数民族村寨的文化特征,继承其优秀的文化精粹,在不断提高当地民众居住生活的同时,实现少数民族村寨特色保存的持续发展。结合甘肃省张家川回族自治县张家川镇查湾村少数民族特色村寨保护规划设计,简要分析地域性、民族性特色鲜明的民族文化生态村的保护设想。     

边疆少数民族地区高职高专英语口语教学实践研究

本文通过对边疆少数民族地区高职高专英语口语教学现状的调查与分析,从实际出发,采取相应的措施,探索出一条适合边疆少数民族地区高职高专学生的有效的口语教学模式。目的是提高学生的英语口语水平,以适应社会发展的需要。     

Truly standard-essential patents? A semantics-based analysis

Standard-essential patents (SEPs) have become a key element of technical coordination via standard-setting organizations. Yet, in many cases, it remains unclear whether a declared SEP is truly standard-essential. To date, there is no automated procedure that allows for a scalable and objective assessment of SEP status. This paper introduces a semantics-based method for approximating the standard essentiality of patents. We provide details on the procedure that generates the measure of standard essentiality and present the results of several validation and robustness exercises. We illustrate the measure's usefulness in estimating the share of true SEPs in firm patent portfolios for several telecommunication standards.     

Pushed out or pulled in? Self-employment among ethnic minorities in England and Wales

High rates of self-employment among ethnic minorities in England and Wales are investigated using a framework in which the self-employment decision is influenced by ethnic-specific attributes as well as sectoral earnings differentials. As expected, differences in an individual's predicted earnings in paid and self-employment are strongly correlated with self-employment decisions. Individuals with low English fluency, and recent immigrants, are less likely than other members of ethnic minorities to be self-employed. Perhaps surprisingly, this is also true of individuals living in “enclaves” — areas with a high percentage of their own ethnic group. The relatively deprived nature of such areas of England and Wales may explain this.     

Spatial versus social mismatch

The aim of this paper is to provide a new mechanism based on social interactions, explaining why distance to jobs can have a negative impact on workers’ labor-market outcomes, especially ethnic minorities. Building on Granovetter’s idea that weak ties are superior to strong ties for providing support in getting a job, we develop a model in which workers who live far away from jobs choose to have less connections to weak ties. Because of the lack of good public transportation in the US, it is costly (both in terms of time and money) to commute to business centers to meet other types of people who can provide other source of information about jobs. If distant minority workers mainly rely on their strong ties, who are more likely to be unemployed, there is then little chance for them of escaping unemployment. It is therefore the separation in both the social and physical space that prevents ethnic minorities from finding a job.     

少数民族地区地方院校经济管理类应用型人才培养模式探析

高等教育的重要职能之一,就是要为其所在地区培养适应性的人才,根据少数民族地区社会经济发展相对落后以及少数民族地区院校生源理论素质相对较低等特点,将少数民族地区地方院校经济管理类专业的人才培养定位为应用型人才。文章从教学模式、教学内容、课程设置、师资队伍及教学结果检验等方面对应用型人才的培养模式进行探析。     

Understanding the cultural consumption of a new wave of immigrants: the case of the South Korean community in South West London

The purpose of the study was to develop and test a model explaining the cultural consumption of a new immigrant ethnic group (South Korean) in terms of their highbrow, middlebrow, lowbrow, public/private and ethnic minority cultural pursuits. A core premise of the study was that due to the overall higher socio‐economic standing of the South Korean community (in comparison to many other ethnic minority groups residing in the UK), this particular immigrant group would more closely resemble the omnivore and not the univore cultural consumer. A model was developed on the basis of previous literature in the fields of audience development research, arts marketing and educational sociology and was tested, consequent to qualitative interviews conducted with relevant experts and with South Korean immigrants, on a sample of 351 residents of an area in South West London that contains a high density of South Korean immigrants. The findings indicated that bridging social capital, perceived barriers to the arts, passion for the arts and educational motivation were the strongest predictors of omnivorous consumption amongst this group. Copyright © 2015 John Wiley & Sons, Ltd.     

银海社区开展民族团结进步创建活动的实践探索

民族社区的民族工作对于巩固党的执政基础、构建和谐的民族关系、促进民族地区社会和谐与稳定,有着极其重要的作用。如今少数民族流动人口越来越多的进入社区,社区不再是单一民族的居住地,而是多民族聚居的社区,因而在民族社区开展民族工作意义重大而深远。银海社区通过"三个狠抓"、"三项创新"、唱好"四部曲",促进了民族社区的和谐发展,更好的推动了民族团结创建活动的深入开展。     

湘西民族地区旅游人力资源开发研究

旅游人力资源的开发是旅游业快速发展的根本动力,做好旅游人力资源的开发对区域经济起飞有着重要意义。本文在分析湘西民族地区旅游业人力资源开发的现状及存在问题的基础上,提出了湘西民族地区旅游人力资源的开发对策。     

Differences in Roma and non-Roma students’ ratings of their peers’ popularity: an inquiry into the oppositional culture in Hungarian schools with the use of a survey experiment

Quality & Quantity - Oppositional culture theory posits that students who belong to oppressed ethnic minority groups define their ethnic identity in opposition to the majority of students....     

草原文化在哈萨克舞蹈中的呈现形式及表现手法

每一个民族的舞蹈艺术都与其民族文化息息相关,民族文化又与其生存发展的社会环境、自然环境密切相关。哈萨克是草原上的游牧民族,是我国少数民族中北方草原文化特征最为明显的草原民族,因此哈萨克舞蹈带有浓厚的草原文化色彩。本文主要分析了哈萨克舞蹈艺术特征,深入剖析草原文化对哈萨克舞蹈艺术的影响。     

Estimating the probability of a match using microeconomic data for the youth labour market

In this paper, we estimate the probability of a match for contacts between job seekers and vacancies. We relate the determinants of a match to the characteristics of the job seeker, the vacancy, and labour market conditions. Our main results are: ethnic minorities are discriminated against, but women are not; employers ‘cream’ the market and job seekers are ranked by their labour market state; high wage offers have a lower probability of a match; the probability of filling a job vacancy falls with vacancy duration, the higher stock of unemployed youths in a labour market, and the larger Careers Service; the probability of a match increases with job seeker duration.     

National minorities and their representation in social surveys: which practices make a difference?

This paper presents a systematic study of survey mechanisms that produce or reduce minority bias in social surveys. It extends the work of Lipps et al. (2011) who have demonstrated that, in the Swiss context, the more an ethno-national minority community differs, socio-culturally and socio-economically, from the national majority, the less it is likely to be represented in its proper proportion in the major national surveys. Minority bias furthermore has a vertical dimension: socio-economic bias against individuals from the most deprived backgrounds becomes extreme within ethno-national minority communities. Using data from the Swiss Labour Force Survey, the Swiss Household Panel, and the Swiss sample of the European Social Survey, in the present work we empirically assess the impact of three types of survey practices on minority bias: (1) strategies to increase overall response rates of the whole population indiscriminately from its minority status, (2) the use of pre- and post-stratification measures that take into account the overall share of foreigners in the national population, and (3) the conduct of interviews in a wider range of languages, in order to facilitate survey response among certain (linguistic) minorities. Our findings show that efforts to increase overall response rates can, paradoxically, create even more minority bias. On the other hand, they suggest that a combination of stratified sampling and a wider range of survey languages can have a positive effect in reducing survey bias, both between and within national categories. We conclude that measures that take into account and adapt to the social and cultural heterogeneity of surveyed populations do make a difference, whereas additional efforts that only replicate existing routine practices can be counter-productive.     

中外少数民族经济发展模式比较研究

不同国家由于历史的不同,其国内民族结构也是不一样的,由此导致少数民族经济发展模式的不同。少数民族经济发展是影响民族内涵的一个重要诱因。纵观民族国家发展史,中国的少数民族经济发展模式与其他国家存在明显的不同。国外一般是强调地域而忽视民族,以地区代替民族;中国则不同,我们是先组成了多元的国家,然后通过一体的精神文化逐渐培育出了统一的中华民族,借由各民族之间的经济发展实现文化交融,最终形成中华民族共同体意识。经济动因在中国少数民族经济发展模式形成过程中,一直发挥着至关重要的作用。