我国主要海洋产业对劳动力就业的拉动效应分析

就业问题事关国计民生.积极寻找新的就业增长点,缓解当前就业压力,促进经济稳定增长已成为政府、学者和公众关注的焦点话题.本文以我国主要海洋产业为研究对象,从就业弹性和单位岗位贡献两个角度出发,对主要海洋产业的就业拉动效应做出分析.研究结果表明:我国主要海洋产业生产总值每提高1%,将使主要海洋产业就业人数增加3.28万人次;就业弹性显著为正,但呈现出下降的趋势;主要海洋产业群内部各子产业的单位岗位贡献差异明显,其中海洋交通运输业和海洋油气业对就业的带动作用较大,且传统优势产业海洋渔业、滨海旅游业等仍扮演重要角色.     

我国产值结构变动对就业结构的影响

利用我国1990年～2009年的数据，分析了我国产值结构与就业结构的现状，通过比较三次产业间相对生产率、就业弹性的差异，探讨了产值结构变动对就业结构的影响，并通过国际比较分析了我国就业结构与产值结构之间的发展不平衡性。针对我国就业结构与产值结构在发展中存在的问题给出了相应的政策建议。     

Immigration and Informal Labor

We develop state‐level proxies for informal employment using differences between measures of self‐reported employment and officially sanctioned employment. In construction and landscaping, industries associated with under‐the‐table labor, we develop proxies for informal work based on productivity per officially sanctioned worker. We relate each set of proxies for informal employment to changes in immigrant population and composition. We find some evidence that immigration is associated with informal employment generally and in the construction industry when prevailing wages are low. States with high concentrations of low‐skilled male immigrants have higher levels of informal employment in the landscaping industry.     

江苏省就业人数与三大产业产值关系实证分析

通过对1989~2008年间江苏省就业人数与三大产业产值间关系的协整分析,得出江苏省就业人数与各次产业产值之间存在长期的均衡关系;同时构建模型对江苏省不同产业的GDP与就业人数进行了回归分析,利用不同产业的GDP就业弹性,比较分析了江苏省不同产业对就业吸纳作用的差异,并据此提出了相应的政策建议。     

工业化新时期新兴主导产业的选择

需求约束的强化和加入WTO后的挑战，使我国的工业化进入了一个新的时期。为了寻找新的增长空间，提供更多的就业机会，加快产业结构升级，并进一步走可持续发展道路，工业化新时期需要选择新兴主导产业。从产业的增长潜力、就业功能、带动效应、生产率上升率、技术密集度、可持续发展性以及国际比较等方面来进行分析，制造业中兼顾产业升级基本目标和就业增长重要目标的新兴主导产业是：电子及通信设备、电气机械及器材、交通运输设备、纺织和服装、普通机械和专用设备制造业。应当通过新的产业政策，促进新兴主导产业的形成和发展，提高其国际竞争力，并加强其对整个制造业发展的带动效应。     

广东产业集群产业结构与就业结构的协调性研究

目前广东产业集群正处于转型升级的深度调整期,产业集群中就业结构与产业结构的矛盾十分突出,产业集群的就业弹性较低。因此应加速发展产业集群制造业基础上的现代服务业集群的培育和发展,加快产业集群中劳动密集型产业的转出和产业集群的转型升级,促进产业聚集地的城市化进程,加大产业集群的人力资本投入。     

Methodology in the "Job Quality" Debate

This paper critically examines the use of the earnings distribution of net employment gains in the analysis of "new jobs." The paper explains why this measure of economic performance is not robust and why it can be misleading. Alternative analyses, based on industry and/or accupation, are more robust and may be more informative. Illustrative results show that the new job growth has been concentrated in industries with generally lower wages than the industries where jobs have been lost.     

How state influence on project work organization both drives and mitigates gendered precarity in cultural and creative industries

This article develops an understanding of gendered precarity in project work by considering how the transfer of risk from employer to worker is shaped by the contextual pressures of state policy and the organization of the industrial field. The focus is the organization of project work as a condition underpinning the shifting of this risk in a mature field of precarious employment, the cultural and creative industries (CCIs). Our empirical exploration in Film/TV in the UK and Germany, and Dance in Sweden and the Netherlands, examines the dynamic interplay between state policy domains (cultural, social and regulatory), industry-level funding bodies or ‘transaction organizers’ and the cultural processes of CCI project networks. We argue that state-led influences both drive and mitigate the transfer of risk in project work as gendered, racialized and classed. Our framework contributes to broadening employment literature on risk and the disadvantaging capacity of networks to hoard opportunities in project-based labour markets.     

中国对外直接投资逆向技术溢出效应研究——基于Malmquist指数和我国行业面板数据的实证研究

本文利用2004～2011年我国行业的面板数据,用非参数的Malmquist指数的方法测算中国八大行业的全要素生产率,通过GMM方法分析我国对外直接投资传导的国际研发存量和我国的研发存量以及两者的交互项对这8个行业的全要素生产率的影响,以便了解对外直接投资的逆向技术溢出效应。实证结果表明：现阶段国内各相关行业通过对外直接投资途径传导的国外逆向技术有一定的溢出效应,但对技术进步的影响并不显著;只有在国内研发和其他方面的投入跨越一定的门槛值后,才能使我国对外直接投资产生逆向技术溢出效应。      

The Dominance Effect? Multinational Corporations in the Italian Quick‐Food Service Sector

This paper is based on a study of the employment practices of one Italian‐owned multinational corporation (MNC) and one US‐owned MNC in the Italian quick‐food service sector and examines such issues as work organization, unionization, employee representation and pay and conditions. The paper focuses on the concept of ‘dominance’ and the related convergence and divergence theses. The findings suggest that dominance can not only be interpreted as a mode of employment or production emanating from one country, but could also be associated with one dominant MNC in one sector. Consequently, it is argued that while the effect of host and home country influences may be significant factors in cross‐border employment relations practices, more attention needs to be paid to organizational contingencies and the sectoral characteristics within which firms operate.     

Local IndustryEmployment Share and the Experiences of Displaced Workers

This article examines how industries' share of employment in local labor markets affects displaced workers' reemployment, industry switching, and earnings losses. A key result is that workers displaced from industries with low employment shares are more likely to switch industries after displacement. Earnings loss estimates indicate that for most workers, displacement from an industry that employs a smaller share of the local labor force is associated with larger earnings losses.     

Subcontracting,Posted Migrants and Labour Market Segmentation in Finland

Using evidence from the shipbuilding and construction industries in Finland, this article shows how trade union responses to the introduction of migrant workers can be conditioned by product markets. Growing numbers of ‘posted workers’, or intra‐European Union work migrants employed via transnational subcontractors, are segmenting the labour market, by competing with domestically domiciled workers whose employment is more tightly regulated. In Finland, the construction worker's union has had a far more assertive and successful approach to enforcing wage norms than the union in shipbuilding. This appears to be related to the greater exposure of shipbuilding to international product market competition.     

Explaining Employment Effects in Multipolar Value Chains: A Cross‐National Study on Soft Drinks and Dairy Manufacturing in Europe

The article develops an integrated framework that employs a dynamic perspective on interlinked levels of value chain governance in order to explain employment in value chains. It compares two multipolar chains in food and beverage manufacturing, in two different producer and consumer markets, Belgium and Germany. Analysis reveals that varied value capture dynamics in the food and beverage industries underpin distinct employment effects at specific inter‐firm nodes, as well as between labour and product markets. This reveals institutional and product variation explaining firms’ value capture trajectories. However, it also illustrates a concomitant transnational trend of deteriorating working conditions, stemming from overall chain governance.     

Dualism in Part-Time Employment

This paper draws on open-ended interviews of managers to characterize two distinct types of part-time employment in service industries. "Secondary" part-time employment displays the typical characteristics of a secondary labor market; "retention" part-time jobs are primary labor market jobs. Some predictions of this model are tested on Current Population Survey data.     

搞好多经企业体制改革谋求多种产业更大发展

探讨多经企业体制改革 ,谋求多种产业更大发展的思路 ,以改革产权制度为核心、用工和分配制度为突破口、转换经营机制为重点 ,找准发展多种产业的战略定位     

The Layering of Meso‐Level Institutional Effects on Employment Systems in Japan

Japan's corporate governance and employment relations systems have been under considerable pressures to reform towards a more Anglo‐American model, against a back‐drop of intensified global competition and slow economic growth over two ‘lost’ decades. But what is the relationship between these systems, and specifically, how does corporate governance structure condition employment relations practice? This paper adopts the ‘Systems, Society, Dominance and Corporate (SSDC) effects’ framework in order to contextualize and evaluate the outcomes of these pressures, particularly in the period following the 2007–2008 global financial crisis. It reports case study data from various parts of the Japanese economy drawn from a series of firm‐based interviews and a variety of secondary sources. It is argued that there has been a strong degree of continuity in certain employment practices, such as lifetime employment, even in relatively new high technology firms, but that the pattern for other practices, such as seniority‐based pay, is more mixed with increasing differentiation between industries and individual organizations. We articulate a layered assessment of the varying SSDC effects at play in corporate Japan. This differentiation across industries and organizations is a function both of strategic choice (corporate effects) and also the increasing variation in the meso‐level institutional pressures that are experienced at organizational level; that is, the differentiation in the sources and nature of dominance effects that are relevant.     

Employment Adjustments in Japanese Firms During the Current Crisis

In this article we describe the severity of the current recession and depict the resultant harsh modes of employment adjustments. As a benchmark for comparison, we refer as frequently as possible to the recession that followed the first oil crisis. Macro indices include the extent of various employment adjustments, the roles of "shock–absorbing" industries, and the impact of public employment polices. As sources of micro–level data, we examine some 30 publicly owned, large–scale firms during both the current recession and the 1970s crisis. To further clarify the situation, we detail employment adjustments carried out by two "seriously wounded" firms.     

Work‐Related Training and the Probability of Transitioning from Non‐Permanent to Permanent Employment

It is widely believed that work‐related training increases a worker's probability of moving up the job‐quality ladder. This is usually couched in terms of effects on wages, but it has also been argued that training increases the probability of moving from non‐permanent forms of employment to more permanent employment. This hypothesis is tested using nationally representative panel data for Australia, a country where the incidence of non‐permanent employment, and especially casual employment, is high by international standards. While a positive association between participation in work‐related training and the subsequent probability of moving from either casual or fixed‐term contract employment to permanent employment is observed among men, this is shown to be driven not by a causal impact of training on transitions but by differences between those who do and do not receive training, that is selection bias.     

New technologies and employment: industry and firm level evidence from Turkey

Here the authors investigate the impact of new technology on employment at country, industry and firm level using evidence from a study of the Turkish chemical and engineering industries. They conclude by attempting to outline policy considerations related to the long term negative impact of technology on employment in developing countries.     

高技术在中国产业发展中的地位和作用

在资源和能力有限的条件下，对传统技术和高技术进行选择，是关系发展中国家产业发展前途的重大战略问题。西方产业向中国的转移和西方产业技术向中国的扩散，是现阶段中国产业发展和产业技术进步的主要内容。在中国已经经历了20多年的持续快速增长的今天，各类产业(无论是成熟产业还是新兴产业)都面临着技术进步的艰巨任务。在现行世界经济体系中，高技术的高附加值利益将得到更大的强化；传统技术和传统产业的规模竞争和利润摊薄，使得其附加价值趋向降低；而高技术产业的高增长和高附加值(垄断利润)倾向则将长期保持。在中国现阶段的工业化进程中，一方面，需要发展高技术产业以拓展产业空间；而在这一过程中，高技术产业链的分解以及各产业间的融合，使得中国在整体工业技术水平不高的条件下也能在高技术产业领域中获得很大的发展空间；另一方面，要实现高技术同传统产业的结合，将高科技注入传统产业，以提高传统产业的竞争力，使得高技术的运用成为推动传统产业发展的重要力量。因此，买技术、换技术、学技术和开发自主知识产权的技术，在中国工业化过程中以及高技术产业的发展过程中都具有重要的意义。在现阶段，中国高技术产业的发展既要力争有所突破，也要做到量力而行。尤其是要通过科技资源配置体制的改革，形成高技术产业发展有效的市场竞争秩序，以促进高技术产业的长期持续发展。