和谐视角下的中国企业裁员问题研究

中国企业裁员问题做得不够专业,在对企业裁员管理理论研究的基础上,分析了中国企业裁员管理中存在的问题,借鉴国外经验,运用和谐视角,探讨了中国企业裁员问题的解决之道,主要是:从战略层次高度建立人才资源退出机制、分阶段落实裁员计划和用心理援助支持裁员成功.     

The Perceived Fairness of Layoffs in Germany: Participation,Compensation, or Avoidance?

This study analyses to what extend and under what circumstances layoffs are accepted in Germany. Principles of distributive justice and rules of procedural justice form the theoretical framework of the analysis. Based on this, hypotheses are generated, which are tested empirically in a telephone survey conducted between East and West Germans in 2004 (n = 3036). The empirical analysis accounts for the different points of views of implicated stakeholders and impartial spectators. Key findings are: (1) The management of a company can increase the acceptance of layoffs if the employees get some participation rights. (2) For impartial spectators generous compensation for those made redundant leads to a higher degree of perceived fairness. But job alliances are not even preferred to layoffs without measures to soften the blow of job loss. (3) Implicated stakeholders accept job alliances and perceive wage cuts as more fair than layoffs. However, compensation does not have the expected impact. Christian Pfeifer is resarch assistant at the Institute of Labour Economics, Leibniz University Hannover.     

Age Discrimination in Layoffs: Factors of Injustice

ABSTRACT. This paper considers two sets ethical obligations owed by a firm and its management to stockholders and employees with respect to layoffs. Literature and research from ethics and agency are used to frame ethical issues that pertain to age discrimination in layoffs. An actual court case provides an example for focus, analysis, and discussion. Points of discussion include management's obligations to employees and factors of injustice related to prejudice against age.     

Dynamic analysis of a disequilibrium macroeconomic model with dual labor markets

We extend the general disequilibrium model of Malinvaud (1980) by using dual labor market theory. By considering two tiers of workers, we find that while the duality of the labor market expands an equilibrium regime in the short term, it does not always keep an equilibrium in the medium term. In the medium term, the business cycle converges toward a disequilibrium regime unless the goods market is potentially in equilibrium. Employment and wages at the steady state are affected by the size of the government expenditure, and the stability of wage bargaining is only a sufficient condition of the local stability of our dynamic system. Therefore, involuntary unemployment can be remedied only when goods demand is sufficiently large.     

Internal Restructuring and Firm Survival

We examine the impact of two common methods of internal restructuring, layoffs and divestitures on the survival of a sample of UK firms. Using a Poisson regression model, we find that divestitures improve survival likelihood by reducing the probability and speed of market exit via takeover or bankruptcy, whereas layoffs increase the probability and speed of market exit via bankruptcy. Surprisingly, classifying firms into financially distressed and healthy groups, we find that distressed firms are less likely to restructure. Furthermore, while divestitures improve survival likelihood in both groups, layoff firms are less likely to survive, irrespective of whether they are distressed or healthy. Our findings are consistent with event studies that examine the market reaction to layoffs and divestiture decisions, and so provide some support for the view that the market correctly values the consequences of these restructuring actions on firm survival. The results are robust to several econometric and modeling issues, including controlling for potential self‐selection bias.     

Can labour market institutions mitigate the China syndrome? Evidence from regional labour markets in Europe

This paper investigates how labour market regulations alter the adverse impact of rising import competition from China in European local labour markets between 1997 and 2006. The paper constructs measures of regional exposure to Chinese imports based on previous literature and on regional labour market frictions exploiting involuntary labour reallocations. Taking into account the endogeneity of import competition and its interaction with labour market regulations, the paper finds that regions more exposed to the rise of China have suffered from a reduction in manufacturing employment shares. This shock grows larger with regional labour market frictions; hence, it exacerbates the impact of trade shock on employment. Moreover, the paper finds that employment in public services, and not in construction or private services sector, absorbed the negative shock to the manufacturing sector. The unemployment rate, the labour force participation rate and wages in all sectors are unresponsive to import competition from China.     

Offshoring and occupational wages: Some empirical evidence

Offshoring has changed the pattern of international competition; labor in specific occupations rather than whole firms and sectors are now facing competition. Accordingly, wages in offshorable occupations are affected in new ways. In this article, we investigate the effects of offshoring on relative occupational wages in 13 countries for 1990–2003. Our findings show that offshoring competiveness is associated with higher relative wages in offshorable occupations, and that export growth of IT-related services leads to higher relative wages in offshorable occupations, whereas import growth of such services reduces them.     

Financial Crisis Struck, Industrial Personnel Still Well-being？

2008 is an eventful period： the ensuing financial crisis has put the domestic economy to a severe position. The financial sectors are the main impact body of the financial turmoil, because of the crisis the growth rate has slowed down a lot. In addition, the crisis also led to some phenomena took place inside the financial industry staff such as the layoffs and pay cuts.     

Solutions to the Employment Problem

Financial crisis has caused lots of real economies to close down, which leads to a great number of people lost jobs in turn. Increase in unemployment rate, layoffs and cut in salaries, all related news are on newspapers, televisions and the internet every day, causing a panic to the world. Are we in an economic depression like 1930s？ And isn＇t there anything we can do against this？     

Wages and foreign ownership A comparative study of Mexico, Venezuela, and the United States

This paper explores the relationship between wages and foreign investment in Mexico, Venezuela, and the United States. Despite very different economic conditions and levels of development, we find one fact that is robust across all three countries: higher levels of foreign investment are associated with higher wages. However, in Mexico and Venezuela, foreign investment is associated with higher wages only for foreign-owned firms — there is no evidence of wage spillovers leading to higher wages for domestic firms. The lack of spillovers in Mexico and Venezuela is consistent with significant wage differentials between foreign and domestic enterprises. In the United States, where the evidence suggests some wage spillovers from foreign to domestic enterprises, wage differentials are smaller.     

The Ethics of Meaningful Work: Types and Magnitude of Job-Related Harm and the Ethical Decision-Making Process

This research on the ethics of meaningful work examined how types of job-related harm (physical, economic, emotional, and cognitive) and their magnitude of consequences (MOC, low, high) influenced components of ethical decision-making (moral recognition, moral evaluations, and moral intentions). The research also investigated the moderating effects of individual differences (experience with carpal tunnel syndrome, experience with layoffs, ability to read others’ emotions, and intrinsic motivation orientation [IMO]) on the relation between the MOC and the ethical decision-making elements for each type of harm. Using a sample of 185 Chinese professionals, a between-subjects, fully crossed experimental scenario design revealed that physical and economic job-related harm were recognized as moral issues to a greater extent than cognitive or emotional harm. Second, physical job-related harm stimulated a higher level of moral evaluations than economic and cognitive harm. Third, individuals intended to act ethically when MOC was high versus low. Finally, experience with layoffs and IMO helped explain the relations between MOC and moral evaluations for economic and cognitive job-related harm, respectively. Implications for research and management are discussed.     

Wages and skills utilization: effect of broad skills and generic skills on wages in Singapore

Many people go for training to upgrade their skills which is hoped to pave the way for better pay. But what are the kinds of skills that really affect wages? Employers have emphasized the value of generic skills such as interpersonal and communication skills, teamwork and problem solving. Does possession of these skills translate to at least the same or better wages as compared with having broad skills represented by educational qualifications and job‐related training? This paper, arising from the research project on the Skills Utilisation in Singapore, aims to answer which skills can have more influence on wages and which job‐related training in terms of training duration can have more impact on wages. Using ordinal logistic regression, our findings show that educational qualification and initial training time can influence wages as well as utilization of leadership, planning and problem‐solving skills.     

Profits,Layoffs, and Priorities

This study examines the deliberations of professional MBA students when presented with a dilemma that weighs the difference between commitments to profit- maximization against concerns for fired workers who would need to seek a new job during a recession. Using content analysis, accounting, economic, and ethically based rationales that differ from the profit-maximizing recommendation are categorized. Results also show that those who make non-profit-maximizing recommendations consider, but ultimately reject the profit-maximizing approach to layoffs.     

DO RISING REAL WAGES INCREASE THE RATE OF LABOR‐SAVING TECHNICAL CHANGE? SOME ECONOMETRIC EVIDENCE

The long‐run relationship between real wages and labor productivity is investigated using cointegration and Granger non‐causality tests for the US economy over the period 1869–1999. The series are cointegrated, indicating that there is a link between real wages and labor productivity in the long run. Granger non‐causality tests support unidirectional causation from real wages to labor productivity. This outcome corroborates the conception that increases in real wages drive profit‐seeking capitalists to raise labor productivity as their main weapon in defending their profitability. This result is consistent with a long tradition among economists that perceives technical change as being biased toward labor‐saving.     

Productivity, wages and intrinsic motivations

There is a long-standing debate in labour economics on the impact of workers’ intrinsic motivations on equilibrium wages. One direction in economic theory suggests that intrinsically motivated workers are willing to accept lower wages and “donate” work, for example, in terms of unpaid overtime (the donative-labour hypothesis). In the other direction, intrinsic motivations are expected to increase worker productivity and, in turn, wages (the intrinsic motivation-productivity hypothesis). Using a new database of a sample of workers in the cooperative non-profit sector, we find that, consistently with the motivation-productivity hypothesis, more motivated workers earn significantly higher wages, which signals higher productivity. Evidence supporting the donative-labour hypothesis is weaker, even though a generally positive connection between motivations and work-donation is confirmed. We interpret these findings by arguing that the impact of the donative-labour effect is dominated by the intrinsic motivation-productivity effect.     

Unions, competition and international trade in general equilibrium

We develop a two-country, multi-sector model of oligopoly in which unionised and non-unionised sectors interact in general equilibrium. The model is used to study the impact of trade liberalisation, deunionisation and firm entry on wages in unionised and non-unionised sectors, and on welfare. We find that a shift from autarky to free trade increases non-union wages and welfare, whereas the effect on union wages is ambiguous. We also show that partial deunionisation leads to higher wages in both unionised and non-unionised sectors, but only increases welfare when the proportion of unionised sectors is sufficiently low. Finally, wages in non-unionised sectors necessarily increase with firm entry, while the response of union wages and welfare depends on the trade regime.     

The effects of unemployment and the business cycle on absenteeism

This study, apparently the first of its kind, looks at the relation between unemployment and absenteeism. It is hypothesized that high unemployment is associated with low absenteeism for two reasons: (1) when unemployment is high, layoffs are high and workers laid off are more likely to have been absence-prone than retained workers, and (2) when unemployment is high, currently employed workers, fearing job loss, will avoid absences to decrease their chances of becoming unemployed. Data from the Panel Study of Income Dynamics support both hypotheses.     

裁员后留职员工的心理契约重构

由于种种原因,裁员后留职员工和企业之间的心理契约会被破坏,进而影响留职员工和企业的发展.应当探讨如何对留职员工和企业之间破坏的心理契约进行重构.为此,特提出四条对策,以期为裁员后留职员工和企业的发展提供参考.     

内部劳动力市场与效率工资在企业中的应用=

内部劳动力市场与效率工资作为两种重要的理论,在企业的管理以及经济发展过程中发挥着重要作用.如何理解并把握住这两种理论的精髓,实现有效的应用,是企业面临与探求的重要课题.本文在深入剖析这两种理论的基础上,寻求出关键点,并结合企业管理与发展中的一系列问题,进行有效性评估与分析,从而提出在企业管理中的具体应用策略,应用技巧,应用途径等建议.     

Trade in High-Tech Services

This paper examines the size, scope, and potential implications of trade in high-tech services in the U.S. The results suggest that many service activities are tradable, tradable service activities tend to employ more educated workers and pay higher wages, and high-tech services account for a large share of service activities that are tradable. Service exporters are more prevalent in high-tech industries with larger establishments and higher wages. Within industries, service exporters tend to be larger, pay higher wages, and are more productive. Tradable service activities seem consistent with U.S. comparative advantage and, as a result, less likely to be vulnerable to offshoring. Consistent with this, recent employment growth in tradable service industries is not significantly different than employment growth in non-tradable service industries.