Local labor market impacts of energy boom-bust-boom in Western Canada

The impacts of energy price boom and bust are analyzed through the differential growth in employment and earnings between local labor markets with and without energy resources in Western Canada. The estimated differentials attributed to the boom-induced labor demand shocks show significant direct and indirect impacts on the earnings and employment within the energy extraction and other non-energy local sectors respectively. The local job multipliers indicate that job creation within the energy extraction sector leads to modest job creation within the non-energy local sectors during boom periods. For every ten energy extraction jobs created during a boom period, approximately three construction jobs, two retail jobs, and four and a half service jobs are created.     

Job search incentives and job match quality

We examine the impacts of time-limited unemployment insurance (UI) and active labor market programs (ALMP) on the duration and outcome of job search in Norway. We use a comprehensive simultaneous equations model accounting for i) the duration of unemployment spells; ii) their outcomes, iii) subsequent employment stability; and iv) the earnings level associated with the first job. We find that time invested in job search pays off in form of higher earnings once a job match is formed. ALMP raises the probability of eventually finding a job as well as expected earnings, but at the cost of lengthening job search.     

基于网络工程专业学生职业生涯规划的实现路径管窥

立足大学生职业生涯规划的实质,针对网络工程专业学生职业生涯规划的现状分析,从加强专业认知、优势盘点与职业认知与雇佣能力建构三个方面入手,提升其就业竞争力。     

沈阳市紧缺人才需求情况分析及思考

基于对沈阳市重点行业近4000家企业的紧缺人才调研数据,论文重点探究了近两年沈阳紧缺人才的岗位要求与紧缺程度、任职条件等影响因素间存在的相关性,以期用真实数据及精准分析为求职者就业方向和岗位的选择提供参考,并提出完善高校培养计划、搭建专业人才交流平台、健全企业人才发展机制、优化专业人才政策等建议。     

Modeling college major choices using elicited measures of expectations and counterfactuals

The choice of a college major plays a critical role in determining the future earnings of college graduates. Students make their college major decisions in part due to the future earnings streams associated with the different majors. We survey students about what their expected earnings would be both in the major they have chosen and in counterfactual majors. We also elicit students’ subjective assessments of their abilities in chosen and counterfactual majors. We estimate a model of college major choice that incorporates these subjective expectations and assessments. We show that both expected earnings and students’ abilities in the different majors are important determinants of a student’s choice of a college major. We also consider how differences in students’ forecasts about what the average Duke student would earn in different majors versus what they expect they would earn both influence one’s choice of a college major. In particular, our estimates suggest that 7.8% of students would switch majors if they had the same expectations about the average returns to different majors and differed only in their perceived comparative advantages across these majors.     

高职网络营销课程改革的新思路

本文认为,高职网络营销课程教学改革的基本思路是：以工作任务和工作过程为载体设计学习情境,基于完成的职业行为和岗位任务设计教学内容,从而观固知识,提高学生的实战对抗和应变能力。     

Job congruence, academic achievement, and earnings

This study combines a widely held view of how earnings are related to education and job tenure (The Mincer model¹) with the notion that earnings are associated with the quality of an employer–employee job match. The quality of an individual's occupational choice is measured using job congruence, a commonly-used construct in the psychometric literature. Better-matched individuals should be more productive and, as a result, have higher earnings. Previous studies were unable to address the importance of job preferences to earnings because available data do not include both job congruence and individual earnings. The Alumni Outcomes Survey, recently produced by ACT Inc., is among the first data sets to include both variables. We use these data to estimate the importance of job congruence on earnings after controlling both for job tenure and for academic achievement, measured by an individual's ACT score. Results indicate that job congruence is positively correlated with earnings, and has effects on earnings that are of almost equal magnitude with years of education.     

学生顶岗实习职业素质缺失研究与培养路径初探——以高职院校为例

顶岗实习对培养高职院校学生良好的职业道德和创新精神,特别是提高职业素养,达到人才培养目标整体要求起到举足轻重的作用。文章针对当前高职院校学生顶岗实习过程中出现的职业素质缺失的问题进行了分析,并初步探究从职业心态、职业技能与道德、职业意识、职业心理素质等方面进行职业素质培养的路径。     

浅析高职物流管理专业校内实训的新模式——建立校园“零利润超市”的可行性分析

本文从高职物流管理专业实践教学存在的各种问题入手,提出建立"校园零利润超市"来改善现有物流管理专业实践教学过程中存在的资金不足、设备投入不足、实训内容单一僵化等等问题,打破传统实践教学观念,以营造真实的企业运作环境,培养学生的职业素养和职业技能。笔者以所在院校的实际情况入手,分析了建立"零利润超市"的目的和意义,对学生的支付能力以及购买意愿进行调研,从而得出建立"零利润超市"的可行性方案,最后对"零利润超市"进行投资预算以及收益估算。     

The management of professional employees: linking progressive HRM practices,cognitive orientations and organizational citizenship behavior

Abstract

The present research examines the relationships between progressive HRM practices and the organizational citizenship behaviors (OCB) of professional employees. Drawing on recent HRM literature, our research model includes a perceived organizational support (POS)-commitment mediation hypothesis. Taking into account previous studies on professional employees, a job satisfaction-commitment pathway is also integrated. We tested both mediational pathways as part of a single structural equation model using a sample of 329 professional employees. Our results show that the relationship between recognition and OCB is mediated by the POS-commitment pathway, while the relationships between fairness of rewards, skills development and OCB are mediated by the job satisfaction-commitment pathway. The specificities of the HRM of professional employees related to their multiple cognitive orientations are discussed.     

会计职业判断、盈余管理与道德评价标准

文章采用问卷调查的方法研究被调查者对会计职业判断中盈余管理行为的道德评判问题。研究发现,会计专业被调查者的道德评价标准较其他专业更为宽松;男性被调查者的道德评价标准较女性更为严格;受教育程度仅在个别问题的道德评价标准上存在显著差异;被调查者总体上能够对盈余管理类型、方向、目的和金额重要性等做出道德判断。研究认为,盈余管理的制度性因素比人的主观道德因素重要,规范游戏规则要好于对"诚信回归"的高声呼唤,必须完善会计专业的道德教育。     

The 'Impact' of Equal Employment Legislation on Women's Earnings: Limitations of Legislative Solutions to Discrimination in the Economy

A bstract . Although a strong legal basis now exists for equal opportunity in employment for women , women's earnings have actually dropped relative to men's. This holds true even when experience on the job , life-time work experience , and education are similar. Females are also still twice as likely as males to be below the poverty line. The impact of low female earnings may be of even greater significance today because of the increase in female-headed families. Equal opportunity legislation has not been sufficient to end economic sexism.     

Finance Sector Wage Growth and the Role of Human Capital

We reveal the pervasiveness of the finance sector pay premium, across all OECD countries, as well as all sub‐sectors and occupations within the UK financial sector. Moreover, the UK premium has continued to rise despite the financial crisis. We show that earnings increase faster with value added in certain sub‐sectors of finance, compared to the general economy, providing evidence of profit‐sharing in these sub‐sectors. Other possible explanations, such as workers with higher qualifications or better cognitive skills, or technological change and differing job characteristics, can explain some of the finance sector pay premium, but are not sufficient on their own.     

How Offshore Professionals' Job Dissatisfaction Can Promote Further Offshoring: Organizational Outcomes of Job Crafting

This paper investigates the process that leads from job dissatisfaction to new business opportunities in organizations that offshore R&D activities to emerging countries. Specifically, we investigate a major source of job dissatisfaction for offshore professionals: the misalignment between the work that they perform and their professional identity. Our findings indicate that offshore professionals react against the perception of a threat to work‐identity integrity through individual and collective job crafting. A significant outcome of job crafting is the introduction of new markets, industries, and services, which in turn may change a professional's job design. The perceptions of the compatibility of organizational identity with professional identity and with new idea recognition on the one hand, and of distant and local social support on the other, act as intervening conditions in the process. We discuss theoretical contributions to the evolution of offshoring, job crafting, and the interplay between organizational and professional identity, together with managerial implications.     

The next generation of workers in Australia: their views on organizations,work and rewards

This study draws upon a small sample of university students in Australia to investigate how organizational preferences are related to different attitudes about work and reward. It extends past sectoral research to analyse both sectoral and organizational differences, and looks beyond individuals who are working in the sectors and organizations, to those who aspire to enter the various sectors and organizations, and therefore is valuable for recruitment. Apart from a few exceptions, the respondents in this survey who intend to enter the different sectors in the near future appeared to be largely motivated by job attributes which are similar to those reported in past studies on the employees in these sectors.     

How does distributive justice affect work attitudes? The moderating effects of autonomy

Organizational justice has been a frequently used lens for understanding employee attitudes, particularly towards the fair distribution of rewards. This study of 184 New Zealand employees found distributive justice relating to pay, benefits, and rewards to be significantly linked to job satisfaction and turnover intentions. Further, job autonomy was found to significantly interact with these relationships. While employees with high job autonomy reported higher job satisfaction and lower turnover intentions when distributive justice was high, employees with little job autonomy registered significantly larger changes in work attitudes. The findings highlight the importance of felt independence and autonomy over work in the role that justice perceptions play in organizations.     

An empirical analysis of self-employment in the U.K.

The paper formulates a self-employment/paid-employment choice problem that draws upon Knight's notion that the individual responds to the risk-adjusted relative earnings opportunities in each sector. Based on a development of such choice-theoretic considerations, an econometric model is developed with the purpose of empirically examining the determinants of self-employment. The model features simultaneous determination of employment status and earnings, which allows for self-selectivity. The model is estimated using a sample of 4762 individuals from the General Household Survey for 1978. The estimation of the earnings equation enables a calculation of the self-employment/paid-employment earnings differential and the estimated probit equation for self-employment/paid-employment status facilitates the prediction of the probability of self-employment. The paper finds that there is positive selection bias in the observed earnings of employees, that the probability of self-employment depends positively on the earnings difference between the two sectors and that education and age are significant determinants of self-employment.     

新形势下高校创新型学生社团建设与创新人才培养

在我国高等学校面对教育新形势的背景下,学生社团的建设与管理要求人们做好教育和引导工作。创新型社团的建设应该因势利导,解决当前面临的问题,与指导教师加强联系,共同制定明确的建设和管理目标,建立合理的管理模式,并创建具有特色的活动与品牌文化。在人才培养方面,应为学生提供更多受教育和实践锻炼的机会,开展学术性交流和培训活动,以培养具有专业素养的创新型人才。     

Costs and benefits of Danish active labour market programmes

Since 1994, unemployed workers in the Danish labour market have participated in active labour market programmes on a large scale. This paper contributes with an assessment of costs and benefits of these programmes. Long-term treatment effects are estimated on a very detailed administrative dataset by propensity score matching. For the years 1995 – 2005 it is found that private job training programmes have substantial positive employment and earnings effects, but also public job training ends up with positive earnings effects. Classroom training does not significantly improve employment or earnings prospects in the long run. When the cost side is taken into account, private and public job training still come out with surplusses, while classroom training leads to a deficit.     

中高衔接技能型人才系统化培养与策略

本文对中高衔接高等职业教育的优势,以及技能型人才培养的重要性做了分析。以建筑工程技术专业为研究对象,阐述了五年制高职技能培养中存在的问题,进行课程体系的分析,提出了实现中高衔接技能型人才系统化培养的目标,制定了相应的技能培养实施性计划,以适合岗位需求,为系统化的培养提供了方法。