短期择偶的性别差异研究——基于进化心理学视角

许多调查研究表明,男性比女性更渴望或更可能发生随意性行为,男性渴望拥有的短期性伴侣数量比女性多,且择偶标准也与女性不同。进化论观点认为,短期择偶行为存在性别差异的原因是男女在性交往过程中面临不同适应问题,因而采取不同的择偶策略。     

什么阻碍了女性晋升

许多人认为企业界肯定普遍存在着对女性的歧视现象，在评估女性的领导能力时更是如此。调查出人意料的结果是：总体而言，在绝大多数领导力维度上女性得分都要高于男性，唯独在“前瞻能力”上女性得分低于男性。所谓前瞻能力，是指发现商业环境中的新机会和新趋势，并为企业制定新的战略方向的能力。     

女性是出色的股票交易者吗？一个实验研究

金融市场存在性别比例失衡问题，男性在金融行业中占有主导地位。虽然现有行为金融文献研究发现男性与女性投资者在金融市场中的一些行为存在差异，比如股票交易频率（Fellner and Maciejovsky，2007）和股票投资意愿（Bannier and Neuberty，2016），但是，男性与女性投资者股票交易决策偏见特征及其影响机理还尚不明晰。为此，文章以处置效应为研究视角，依据Frydman and Rangel（2014）的实验设计，实验检验了男性和女性投资者的处置效应差异及其内在影响机理，旨在回答女性投资者的股票交易决策是否优于男性。实验结果显示：女性投资者的股票交易决策并不优于男性，这主要表现为女性的处置效应显著高于男性；女性更多地非理性持有亏损股票，而男性较多地理性持有盈利股票；女性投资者的感知后悔与处置效应显著正相关，而男性投资者的感知后悔与处置效应不具有显著相关关系；与男性相比，女性投资者的感知后悔对处置效应的影响更强。这表明女性投资者的股票交易决策更容易受到后悔情绪的影响，偏离理性决策。文章厘清了处置效应的性别差异及其影响机理，丰富了处置效应性别差异的理论解释。相关部门应该加强女性投资者的宣传教育工作，倡导理性投资。女性投资者应该树立理性的投资理念，采取措施减少情绪体验对股票交易决策的不利影响。     

英汉称呼语的文化内涵及其翻译

称呼语能够反映人与人之间的社会地位和杜会关系，不同的文化各有其独特的称呼语体系，因此称呼语能够反映深层次的文化内涵，本文主要研究了英汉称呼语的巨大差异以及这种差异给翻译造成的巨大困难，认为在翻译称呼语时。应该符合目的语读者的文化心理特征，避免文化冲突。     

从乡风民俗看农村女性的权益与地位——基于对漳州市长泰县乡风民俗调研的分析

在中国，千百年的民俗传统习惯于从生理性别上确定女性地位，女性家庭成员通常处于男性的从属地位。在对漳州市长泰县这一闽南民俗文化占主导地位地区的调研中，以上观点再次被证明。笔者通过问卷调查、实地访谈等方法对漳州市长泰县的乡风民俗进行调研，试图从闽南乡风民俗的视角审视女性在当地的权益及地位，并对民俗文化与女性权益之间的关系进行探讨，同时希望我的研究能为农村女性这一弱势群体的权益进一步保障提供一定的参考。     

语境与英语委婉语的使用

本文分析了语境、场景、话题与委婉语的关系,认为委婉语是一种常见的语言和社会现象.委婉语是协调人际关系的润滑剂,是保全交际各方面子的重要手段.研究表明:在不同的语境下,英语委婉语的使用存在着很大的差异.     

论钱钟书小说中的知识女性形象

对于钱钟书的小说研究中主要有两种倾向，一种是侧重于《围城》的研究，一种是侧重于男性人物的研究，本文针对这两种倾向提出了从女性人物入手分析钱钟书小说的观点。梳理了小说中女性尤其是知识女性的形象，揭示了四十年代中国知识女性的生存的状态。     

微视界

近日，刊登在《英国皇家学会学报》上的一项研究指出，音乐创作才华越高的男人，在女人眼里就越性感迷人。研究者称，音乐才华可能代表高等的认知能力，女性选择这样的男性为伴侣对后代基因有利。这也佐证了英国博物学家达尔文提出的观点：音乐的主要功能是求偶。     

从高学历女性的两难选择看女性教育

高学历女性,尤其是女硕士和女博士在对家庭和学业选择时出现两难困境,一方面高学历女性十分向往婚姻生活,另一方面男性一般都不愿找一个高学历的"女强人"做伴侣,这种现象使女性不自觉地把男性观点内化为自己的观点,这种现象应引起社会的反思.     

集体化末期农户劳动力投入的性别差异——一个村庄(北台子)的研究

文章以河北省北台子生产队账本资料为研究对象,认为集体化末期女性在农业生产上的劳动时间低于男性,女性的大队工参与程度远不如男性。女性的劳动时间除了冬闲的几个月外比较平均,男性劳动的季节性则比较明显。工分制的实施使女性社会地位有所提高,同时女性也付出了艰苦的劳动。农活分配的偏见与工分制本身的缺陷导致妇女在追求工分数量的同时缺乏提高农活质量的动机进而导致集体效率下降。     

Something in the way she moves: a fresh look at an old gap

In this paper, we propose a new decomposition as a useful complementto traditional methods of explaining the gender pay gap andthe pay gap between full-time and part-time women. We decomposeaverage earnings into the contribution of the average startingwage for workers entering paid work from non-employment, averagewage growth for those in continuous employment, and the fractionof workers entering employment. We use this to inform discussionof the pay gap, first, between men and women and, second, betweenfull-time and part-time women. Comparing men and women usingdata drawn from the British Household Panel Survey, we findno significant differences in wage growth whilst in continuousemployment: the source of the gender pay gap comes from theentrant pay gap and the share of entrants. The study of longer-runchanges leads us to expect a modest further narrowing of thisgap. Comparisons of full- and part-time women indicate no differencein entry pay shares and little difference in wage growth. Thebulk of the full- to part-time gap is explained in terms ofthe fact that women working part-time are much more likely tobe entrants to the labour market.     

Dual Job Holding and the Gig Economy: Allocation of Effort across Primary and Gig Jobs

This article explored motivations for allocating effort between “gig” and primary jobs using a sample of Amazon Mechanical Turk workers. We found that main job hour constraints, a commonly cited rationale for traditional moonlighting, were a motivation for men but not for women. Other factors affecting effort were also gender specific: Men were driven to spend more time on gig jobs to increase their incomes, while women were motivated by insecurity in their main job. Women, though not men, who were more depressed based on the Center for Epidemiologic Studies Depression scale earned less in their gig economy job. Finally, higher risk aversion reduced income from gig work for men, but not women. We concluded that motivations for effort allocated between the primary and gig jobs differ from those identified in past literature as important for traditional moonlighting decisions.     

Labour market inequality between men and women: Allocational differences versus wage rate differences

Summary This article discusses the question to what extent there are differences between men and women concerning the allocation of workers to jobs on the one hand and the remuneration for a given allocation on the other. Human capital variables do not only affect the allocation of men and women to job levels and job categories differently, they also have different effects on wage rates for men and women in given job levels and job categories. The wage gap between men and women partly stems from the fact that men and women have different personal characteristics, and partly from the different allocation of men and women to job levels and job categories. Besides, wage rate inequality stems from the different rewards for men and women with given characteristics. By decomposing the average wage rate difference between men and women it can be established that 40 percent of this difference can be attributed to differences concerning education, experience, and age; 28 percent to differences in the allocation of men and women to job levels and job categories, and 32 percent to higher rewards for men than for women with given characteristics.Economic Institute/Centre for Interdisciplinary Research on Labour Market and Distribution Issues (CIAV) Rijksuniversiteit Utrecht; Economic Institute/Centre for Interdisciplinary Research on Labour Market and Distribution Issues (CIAV), ijksuniversiteit Utrecht, and Netherlands Interdisciplinary Demographic Institute (NIDI), Den Haag. The authors wish to thank the Dutch Wage Bureau for making available the data, and Frank Kalshoven, Ingrid Plas and Yolanda Grift for their computational assistance.     

Decomposing Gender Wage Differentials in Urban Ethiopia: Evidence from Linked Employer–Employee (LEE) Manufacturing Survey Data

Abstract

This study estimates the magnitude of gender wage differentials for a sample of workers from the Ethiopian manufacturing sector using the traditional Oaxaca–Blinder and an augmented Cotton–Neumark methodologies. In doing so, it separates part of the estimated log of gender wage differential explained by differences in human capital characteristics between men and women from that which is not explained by such differences. The latter is known in the literature as “treatment” component or “discrimination” due to differing pay structures for the two gender groups. Accordingly, it is found that in Ethiopia's manufacturing sector men on average get up to 30% more than women depending on the measure used. However, once we control for a number of individual and establishment level characteristics, the level of wage premium for men over women is close to 5% or around 12 Ethiopian cents per hour. Out of this, both decomposition procedures estimate that close to 60% of the premium is a result of discrimination (different treatment of men and women in the labour market). Using an augmented decomposition technique, it is found that out of the 60% “discrimination component” close to 13% is due to men's treatment advantage in the labour market and the remaining 47% is due to women's treatment disadvantage. Also it is found that firm level characteristics are important contributors to the total discrimination component. Without controlling for establishment level characteristics, the discrimination component would have been around 27% indicating that ignoring establishment characteristics in decomposition exercises would result into a biased estimation, and in this case it would have underestimated the level of discrimination by close to 50%.     

Gender differences in job search among young workers: A study using displaced workers in the United States

This article investigates gender differences in job search, job tenure, and wages, whether these differences vary over the early part of the life‐cycle, and whether they are associated with fertility decisions. Using data from the National Longitudinal Survey of Youths on highly attached displaced workers aged 20 to 45, we find that 20‐ to 29‐year‐old women and women older than 40 experience longer spells of displacement than comparable men, but that time to a new job is similar by gender for those between 30 and 39 years of age. The age pattern in male–female wage differences in the post‐displacement job is similar, with the largest differences occurring at ages 20 to 29 and over 40. We find no gender differences in tenure in the post‐displacement job. We interpret the differences for the younger ages to be related to fertility and we provide evidence that supports this view.     

The relative pay of men and women in South Korea

In this article, we compared earnings differences between men and women in South Korea in 1988. There appears to be explicit discrimination against women in general, with stronger discrimination against married women. We examined women’s average wages relative to men’s average wages due to direct discrimination and to differences in experience, education, and other background variables. Given all of the differences analyzed, we show why women’s wages are 50.4% of men’s wages. We were able to explain 95.9% of the difference between the average wages of men and women.     

The Role of Race and Birth Place in Welfare Usage among Comparable Women: Evidence from the U.S.

There is evidence that women are more likely to live in poverty than men. Given the fact that the poor are more likely to use welfare, it becomes useful to consider welfare usage among women. A-priori welfare programs are set up in such a way that welfare usage should be based primarily on economic needs and health concerns. However, it is possible that an individual’s experiences could affect their perception and inclination for using government assistance. In this scenario, differences in welfare usage will exist for individuals with similar characteristics but different experiences. We explore this possibility among women and investigate if race/ethnicity and birthplace still have a role to play in the decision to use welfare even after controlling for income, health and other demographic factors like employment and household size, which are typical predictors of welfare usage. We find that race does not matter for welfare usage among comparable women. In addition, we do not find significant differences in welfare usage among women based on birthplace—suggesting that comparable naturalized and native born women share similar inclination for welfare.     

Does microcredit reduce the gender gap in employment? Evidence from Egypt

In Egypt, there is a remarkable gap between men's and women's participation in the labour market. In this study, we examine the impact of microcredit on the labour supply of men and women and subsequently investigate whether microcredit can reduce the employment gap between men and women in Egypt. We find a negative effect of microcredit on men's employment, but a positive effect on the employment of women. Borrowing from a microcredit source increases the probability of women working by 8.5 percentage points and mainly affects self‐employed work. We also find a positive effect of microcredit on work in small businesses. This finding suggests that women can use microcredit to open small shops or household businesses. Finally, using decomposition analysis, we find that microcredit reduces the overall employment gap between men and women by 0.743%.     

Determinants of energy use in the informal food sector

Although enterprises in the informal food sector require energy to transform, cook and process food, energy-use patterns in this sector are not well understood by policymakers and the local-level authorities who regulate their trading activities. This paper reviews relevant literature and presents empirical data collected in Rwanda, Senegal and South Africa on the use of traditional and modern energy sources by informal food sector operators. Our sample includes male- and female-operated enterprises in the urban centres of three African countries where the informal food sector is important, not only for providing the convenience of affordable and readily prepared meals, but also as a source of income for women and men in developing countries. Multiple fuel-use and energy-stacking strategies are common among informal food enterprises and policy needs to acknowledge this if it is to intervene in ways that will benefit both enterprises and regulators.     

The Wage Elasticity of Labour Supply: A Synthesis of Empirical Estimates

Summary This paper performs a meta-analysis of empirical estimates of uncompensated labour supply elasticities. For the Netherlands, we find that an elasticity of 0.5 for women and 0.1 for men is a good reflection of what the literature reveals. The elasticity for men hardly differs between countries, but for women some cross-country variation is found. The increasing participation rate of women may lead to a somewhat lower elasticity in the future. Both the specification of the hours function and the estimation method are found to affect elasticity estimates.