职业经理人及其资格认证

通过分析职业经理的素质及其需要具备的能力,中国经济市场化发展的迅猛态势以及对职业经理人需求迅速增长的现实,必须尽快加强职业经理人的培养、提高职业经理人的素质,健全职业经理人认证制度。     

不同文化背景下企业所有者对职业经理人选择

职业经理是把经济资源从生产效率低和产量较少的领域转移到生产率较高和产量较大的领域的人。因此，职业经理人的选择是企业可持续发展的一个关键变量，然而，在不同的文化背景下，企业所有者对职业经理人选择的偏好是有差异的。建立有效的激励和监督职业经理人的机制可以使得所有者与职业经理人在很大程度上达成利益的一致性。这样可以降低职业经理人的道德风险，减少职业经理人逆向选择的可能性。     

私营企业挑选职业经理的几个误区

本文通过论述我国职业经理阶层的不成熟性，以及职业经理人市场的交易机制、定价机制、法律机制的不完善性，指出现阶段私营企业在引进职业经理人方面容易落入的几个误区。本文认为，私营企业必须发展出一套科学合理的人才甄选机制，才能在引进职业经理时兼顾企业成长目标和安全性目标。同时，还应该有相应的内部激励约束机制予以配套整合，职业经理才能发挥应有的作用。     

我国职业经理的若干问题研究

为缩小我国企业与发达国家企业管理水平的差距,必须尽快培育一支职业经理人队伍。我国职业经理健康发展存在许多因素,必须从形成机制上完善,同时政府应创造我国职业经理成长的良好环境。     

构建职业经理人业绩评价的指标体系

1 职业经理人业绩评价的重要住随着现代企业公司制度的建立,职业经理的业绩评价被赋予了新的意义。现代企业理论认为,企业资本所有者(股东)与企业职业经理人之间的关系是一种委托——代理关系。资本所有者以契约的形式把其财产(所有权)委托给企业(的职业经理人),职业经理人则代表股东     

私营企业聘请政府官员做职业经理的动机研究

职业经理阶层在中国初步孕育出雏形,私营企业成为职业经理人最大的需求者。在经理人职业化的进程中,有一部分政府官员应聘进入到私营企业里。本文通过实地访谈分析了私营企业聘请政府官员做职业经理的各种动机,从问题的另一方面揭示了我国政府部门掌握过多的体制资本而导致的体制资本私有化倾向,对自由市场制度有潜在危害。     

黑龙江省首批职业经理人拿到资格证书

三月末，经中国职业经理人资格认证中心授权，由黑龙江省企业管理协会、省阳光职业技能培训学校主办的首批职业经理培训班结业。21位企业和部门负责人拿到了高级和中级资格证书。     

态度变化能预测家族企业职业经理忠诚度吗？——个人特质的调节作用

职业经理化是我国家族企业成长为＂现代企业＂的必由之路。但职业经理忠诚度低下,甚至＂背叛＂雇主的现象频频发生却伤害了双方的彼此信任,使企业家与经理人之间的合作难以长期持续。本文目的在于寻找职业经理忠诚度的预测方法。通过检验忠诚度的直接前因——态度变量,我们发现,满意度和承诺度、工作搜寻意愿对职业经理忠诚度具有显著预测效应。同时,工作参与度、承诺倾向、创业动机等个人特质也显著影响忠诚度。这三个特质变量还对态度变量与忠诚度之间的关系具有显著的调节作用。此项研究给出了一种预测职业经理忠诚度的方法,加深了对企业家与经理人真诚合作的条件的理解。     

国有企业职业经理人的人力资源管理体系构建：胜任力模型视角

从现有国有企业职业经理人队伍建设中存在的问题出发，发现阻碍企业发展的根本原因是职业经理人的素质与岗位要求不匹配。本文从胜任特征模型的角度，结合选拔、培训和绩效等人力资源管理实践活动，探讨国有企业职业经理人素质结构的优化途径，尝试构建国有企业职业经理人成长的综合推进体系。     

浅析中国职业经理人的素质特征

职业经理人是以企业经营管理为职业的社会阶层,是能够运用全面丰富的经营管理知识和经验、高超的管理艺术独立对一个经济组织进行经营管理的职业管理者。本文对职业经理人应该具备哪些素质和能力谈一下几点看法。     

企业年金投资的风险及其规避

投资运营是企业年金保值增值的关键环节,而有投资必有风险。本文从规避企业年金投资风险的角度,将企业年金投资风险分为三个层次：宏观经济变动引起的风险;企业年金在市场运营中产生的风险;企业年金投资运作主体引起的风险。引起投资风险的因素不同,则控制风险的措施不同。在风险识别的基础上,以创新理论为基础,从制度创新与技术创新两方面探讨了规避年金投资风险,获取较高、稳定收益的措施。     

国外职业年金的运作模式选择

目前世界各国的职业年金计划运作模式主要有给付确定型计划和缴费确定型计划两种.针对两种职业年金计划运作模式,结合英国、波兰和美国的职业年金改革实践,从受益者角度看,两种制度各有利弊.缴费确定型计划近年来在各国迅速取代给付确定型计划模式,而中国的企业年金计划则选择基金制的缴费确定型计划运作模式.     

我国区域职业结构与经济社会发展的关联性分析

职业结构是就业结构的重要组成部分,反映一定社会经济条件下劳动力的职业配置状况,而不同的经济发展阶段的职业结构存在不同的特征。将职业结构定义为就业人口的职业分布,借助"六普"数据的分析总结我国现阶段各地区职业结构状况,可以看出:区域经济社会发展与区域就业人员的职业结构关系密切,各地区随着人均GDP的不断增高,其非农职业的就业人员所占比重有逐渐增高的趋势;区域经济社会发展指标对职业结构的影响差异较大。期望这些结论对各地政府的就业管理、职业管理工作和职业培训工作有一定的指导意义。     

Changes in Occupational Tasks and Their Association with Individual Wages and Occupational Mobility

This study provides novel evidence on the relevance of task content changes between and within occupations to wage dynamics of occupational changers and stayers. I use individual‐level, cross‐sectional data featuring tasks performed on the job to compute a measure of proximity of job contents. Then, I merge this measure to a large‐scale panel survey to show that occupational changers experience a wage growth that is declining when the accompanying alterations in task contents are big. For occupational stayers, alterations in task contents generate a positive wage component, beyond tenure effect. However, the results are not robust with respect to the choice of proximity measure and over time.     

Occupational Segregation and the (Mis)allocation of Talent

In this paper, I study how occupational segregation affects the allocation of talent in a competitive labour market. I propose a model of occupational choice in which heterogeneous workers must rely on their social contacts to acquire job‐vacancy information. While occupational segregation implies benefits in terms of job‐finding probability, it also leads to allocative inefficiencies. Efficient and equilibrium outcomes differ due to a network externality that leads workers to segregate too little, and a pecuniary externality that leads workers to segregate too much. Which effect dominates depends on the elasticity of wages to changes in the degree of occupational segregation.     

企业年金替代率模型及敏感性分析

本文根据企业年金的积累与领取原理,深入分析影响企业年金替代率的因素并建立了企业年金替代率模型。在统计多项实际经济数据的基础上,对各因素进行了合理的参数设定,在较大范围内对各因素进行了替代率测算,分别得到五个因素的敏感性程度。最后,根据定量分析结果得出提高投资收益率和年金缴费率是提高年金替代率的重要途径的结论。     

Occupational attainment and stratification in China: The interactive effects of social networks and the hukou system

This paper examines the effects of social networks and hukou status on worker’s occupational attainment in China. To identify the potential ranking of different occupations, we consider the use of the stereotype ordered regression model to estimate individual occupational choice. Our results show that social networks play different roles in shaping occupational outcomes for urban and rural workers. In particular, friendship ties significantly improve urban workers’ opportunities in obtaining higher‐ranked occupations; in contrast, kinship ties appear to be more influential for rural migrants, but the effects are limited to the attainment of lower‐ranked occupations. While social contacts from government organizations or state‐owned sectors facilitate urban workers’ attainment of higher‐ranked occupations, similar patterns are not observed among rural workers. We further find that the beneficial effects of social networks or urban hukou identity are stronger for workers who are from less‐developed regions, who work in state‐owned enterprises, or who have a college degree. Decomposition of the wage gap between urban and rural workers suggests that differences in social networks and occupation types, together with hukou discrimination, account for the majority of the current wage inequality.     

Occupational transition and country-of-origin effects in the early stage occupational assimilation of immigrants: some evidence from Australia

We examine the occupational attainment of recent immigrants at 2 years post migration in order to study their early stage assimilation into the labour market in Australia. Human capital endowments and country-of-origin effects are examined for six occupational groups. We also study transitions across occupations from source to host country. The empirical approach utilizes the Ordered Generalized Extreme Value (OGEV) model which embodies differing utility functions across occupational outcomes, as well as accounting for any ordering in these outcomes. The results suggest that the transferability of knowledge and skills is affected by cultural and social backgrounds, and that non-Western immigrants are disproportionately channelled into inferior jobs post migration. The investigation of the country-of-origin effect on the skilled migrants’ occupational transition process is especially apt in the context of skill shortages in many host countries.     

Occupational skill attainment in Canada: the role of gender,nativity status and ethnic origin

This paper examines how ethnic origin and gender interact to shape the occupational skills attainment of native and foreign born workers in Canada. Of special interest is how the occupational profile of the foreign-born evolves over time relative to that of the native-born, by gender and ethnic origin. We estimate multinomial logit models from 1991 and 2006 census data, and then simulate occupational profiles of the native and foreign-born of different ethnic origin, controlling for human capital characteristics. We find that native and foreign-born women display the ‘glass-ceiling’ and ‘sticky-floor’ syndrome in that they are significantly underrepresented in management positions and overrepresented in clerical positions relative to men, more significantly if their education was not acquired in Canada. There is variation by ethnic origin, and all groups display significant occupational mobility over time. But even after 15?years, foreign-born occupational distributions differ substantially from those of the native-born.     

流动育龄妇女人工流产职业风险因素分析

为了解流动育龄妇女人工流产的职业风险因素,利用2005年全国五城市流动人口生殖健康调查数据,采用多因素Logistic回归模型,分析职业因素与流动育龄人工流产风险的关联。流动育龄妇女的职业因素与其人工流产风险存在统计学关联。育龄妇女的流入地打工年数、是否与配偶共同居住、从事的职业均可能增加其人工流产风险。针对上述危险因素对流动育龄妇女开展健康教育,可有效预防和减少流动育龄妇女的人工流产发生风险。