Equal Opportunity for Women in Intercollegiate Sports: Financial Aid and Family Background as Major Influences on Female Participation in Competitive Programs

A bstract . Financial aid is an important factor in determining women's rate of participation in intercollegiate sports and is likely to become an even more important influence. Regression analysis of data from a representative sample of female athletes attending institutions in the two major divisions of the National Intercollegiate Athletic Association and of financial information from the institutions shows that socioeconomic background also is a major factor. Other variables that explain such participation are total non-scholarship direct expenditures (a proxy for quality), birth order and per capita direct expenditures. Although a university's or college's dollar commitment is having a major impact, economic considerations indicate there are some potential dangers in allocating grants according to the ratio of female to male athletes.     

‘Sameness’ and ‘Difference’ Revisited: Which Way Forward For Equal Opportunity Initiatives?

Recent interest in ‘managing diversity’ has reopened debates about forms of equality in the workplace. Approaches to equality developed in the 1970s and 1980s have been characterized as an attempt to ensure that if individuals bring the same abilities to work, or perform in the same way, they should receive the same access to jobs and employment benefits, regardless of social group membership. Managing diversity appears to be about a more positive valuing of difference. Benefits are seen to derive from different perspectives and approaches and these should be nurtured and rewarded rather than suppressed. Feminists have long argued about the extent to which women are the same as, or different from, men, and about the political consequences of adopting these positions. Recent theoretical developments have led to some novel solutions to this dilemma. These include asserting claims to both ‘sameness’ and ‘difference’, the deconstruction of ‘difference’, and the reconstruction of ‘sameness’ on women's terms. This paper explores approaches to equal opportunities through both established and novel theoretical perspectives. It argues that existing practice cannot be fitted neatly into the conventional distinctions between ‘sameness’ and ‘difference’, and explores the potential characteristics and strengths and weaknesses of equality initiatives based on the new theoretical perspectives.     

Constituting the Academic Performer: The Spectre of Superficiality and Stagnation in Academia

Abstract

Journal rankings and performance measurement schemes tend to become increasingly influential within many fields of research, thereby consolidating the prevalence of performativity on the life and research endeavours of many academics. The latter are nowadays often pressured to publish in ‘top’ journals to ensure they have a displayable level of performance. Drawing from literature on identity, this paper introduces and details the construction of the academic performer – a representation of identity which is increasingly typical of what it means today to be an actor in academia, in terms of attitudes and behaviour. Fundamentally speaking, this paper constitutes a critique of a detrimental tendency in academia, that is to say the excessive spread of performance measurement practices and the flow of superficiality and conformity they consolidate.     

Statistics by Gender: Measures to Reduce Gender Bias in Agricultural Surveys

Statistics by gender has been the concern of policy makers in the recent past years. The demand on data disaggregated by gender has led the survey statistician to collect data and tabulate statistics by gender. In this paper, some measures will be suggested to avoid and reduce gender bias for data collection and tabulation in agricultural surveys.     

Equal Pay for Unequal Work: Limiting Sabotage in Teams

We demonstrate the value of "equal pay" policies in teams, even when team members have distinct abilities and make different contributions to team performance. A commitment to compensate all team members in identical fashion eliminates the incentive that each team member otherwise has to sabotage the activities of teammates in order to induce the team owner to implement a more favorable reward structure. The reduced sabotage benefits the team owner, and can secure Pareto gains under plausible circumstances.     

关于城镇化问题的思考

为了准备第四次全国城市工作会议 ,建设部汪光焘部长主持召开了部分高层专家座谈会。他结合该部“三定”方案中关于“指导全国城市规划、村镇规划 ,全国城市和村镇建设 ;研究拟定全国城市发展战略及城市、村镇规划方针、政策和规章制度 ,组织、编制和监督实施全国城市和村镇体系规划”的职能 ,对城镇化问题进行思考 ,并撰写了此文。本刊现予刊出 ,供大家学习参考。     

ABB中国 未来五年的绿色机会

＂ABB对中国＂十二五＂规划的应答是：支持中国经济向低碳和高能效转化。＂2011年5月初,ABB集团首席执行官昊坤到访中国。在此之前,他详细研读了中国的＂十二五＂规划,发现ABB将从中获得巨大的发展机会,确切地说,那是一个绿色的机会     

Resource Mobilization and Political Opportunity in the Nicaraguan Revolution:

A bstract . A previous paper in this Journal presented a resource mobilization-political opportunities paradigm about violent revolution in the Third World. Key propositions put forward in the previous paper find empirical support in a study of the Nicaraguan revolution. In keeping with the paradigm, the Nicaraguan revolution occurred after a period of economic growth during which urbanization, school enrollments, and the size of the middle class increased. Also consistent with the paradigm was the existence of an organization of professional revolutionaries espousing a Marxist-Leninist ideology which received resources from abroad, especially from Castro's Cuba. The Sandinista National Liberation Front put into practice a number of strategems which the paradigm considers to be promising in a revolution, including staging paralyzing acts of institutional disruption , enlisting the aid of social and economic elites , and deceiving the public and its allies about the true goals of the organization. Also, the FSLN was adept at exploiting political opportunities and realignments which left the Somoza regime weakened and vulnerable.     

Resource Mobilization and Political Opportunity in the Nicaraguan Revolution:

A bstract . A resource mobilization political opportunities paradigm of revolution in the Third World yields the hypotheses; Sufficient poverty , corruption, and social, economic, and political inequalities, grievances and discontent are assumed to exist in most Third World autocracies to legitimate violent revolution. Yet, revolution is rare, having more to do with resources, organization, strategy, and opportunities than with generalized discontent. The following factors stand out: an expanding middle class, growing university enrollments, and urbanization; the existence of an internationally assisted revolutionary organization with leadership steeped in militant ideology; and a regime unable or unwilling to resort to large-scale repression, or which fails to respond early and decisively to revolutionary challenges. One such factor describes Marxist-Leninist revolutionaries, plus the know-how for "stealing" a revolution. A subsequent article tests these generalizations regarding the Nicaraguan revolution.     

Reflections on developments in institutional theory: Toward a relational approach

In this review article, we reflect upon recent developments in institutional theory with particular emphasis on first, how organizational fields have been conceived and second, on how action has been conceptualized and incorporated into institutional accounts. We show that progress has been made in regard to our understanding of field level processes and the role of institutional actors. However, we also identify a number of weaknesses and challenges, which we assess in the context of developing a relational approach to institutional analysis.     

The Gender Wage Gap in Europe: Job Preferences,Gender Convergence and Distributional Effects

The gender wage gap has declined over time. However, most of the remaining gap is unexplained, partly because of gender convergence in wage‐determining characteristics. In this paper, we show the degree of convergence differs substantially across Europe. In some countries, predominantly in Eastern Europe, the gender wage gap is entirely unexplained. However, in other countries, differences between the characteristics of men and women explain a relatively large proportion of the wage gap. Gender differences in job preferences contribute 10% to the wage gap, which is more than job tenure, previous employment status or field of study. The role of job preferences is particularly strong at the top of the wage distribution.     

谈谈企业的逆向物流管理

近些年来随着环保法规约束力度的强化以及居高不下的退货率对企业利润的影响越来越多,企业意识到构建逆向物流系统的重要性。西尔斯公司负责物流的执行副总裁曾这样说过：“逆向物流也许是企业降低成本中的最后一块处女地了。”而美国物流管理协会的资深专家南佛罗里达大学教授詹姆斯·司多克对逆向物流的描述更为精辟：“公司对退货如何处置已成为一项标新立异的竞争战略,     

Equal Opportunities for Men and Women in the EU: A Commentary

This commentary examines the main objectives of the European Commission Fourth Medium-Term Action Programme on Equal Opportunities for Men and Women (1996–2000). An assessment is made of the objectives, and the methods proposed to achieve them.     

The impact of attractiveness on employability: Gender differences in peer effects

In this study, we examine if there are peer effects on the influence of external appearance on employability. We presented participants with a series of male and female photos and asked them to rate the attractiveness, employability, and other characteristics of the people portrayed. Candidates who were rated as more attractive were also deemed more likely to be invited for an interview. However, male candidates were judged relatively such that a candidate's chance of being interviewed decreased when his image was presented with that of other handsome men. This relative effect was not found to be significant for women.     

先趋者之声:马云下1e年,机会才开始

阿里巴巴今年是十周年,十年来我一直想在中国证明一件事情,那就是互联网在中国有希望!互联网将完善中国,推进中国的发展!我们坚信电子商务会存在,电子商务在中国会发展!     

求解动车组交路计划的改进型蚁群算法

基于给定成对列车运行图,建立了求解动车组交路计划的多目标整数规划模型。针对动车组交路计划由若干条闭环回路构成的特点,通过对解的构造、路径选择与回路生成、信息素更新等算法要素进行改进,设计了求解模型的改进型蚁群算法。以武广客运专线实际列车运行图数据为例进行计算的结果表明,该算法可有效求解动车组交路计划。     

Gender and management on Spanish SMEs: an empirical analysis

Few studies have investigated the presence of women on the boards of directors of companies. Those that have been done have focused on large firms. In this study we analyzed the gender diversity of a sample of Spanish small and medium enterprises. These firms are of great importance in terms of their number, the employment they provide, and their sales. Furthermore, there is an open debate in Spain about gender equality after the passing of several laws against gender discrimination. We found that women's presence on boards generates a negative impact on firm performance and this result may be due to less risky strategies implemented by women directors. This finding is interesting because it sheds light on how women can affect the functioning of a board. We also found that family firms and firms with a financial institution as the main shareholder tend to have more women on the board. Finally, we show that firms with less debt, more assets, and larger boards have more women as directors.