A Study of the Ethical Performance of Foreign-Investment Enterprises in the China Labor Market

This paper analyses the ethical performance of foreign-investment enterprises operating in China in comparison to that of the indigenous state-owned enterprises, collectives and private enterprises. It uses both the deontological approach and the utilitarian approach in conceptualization, and applies quantitative and econometric techniques to ethical evaluations of empirical evidences. It shows that according to various ethical performance indicators, foreign-investment enterprises have fared well in comparison with local firms. This paper also tries to unravel the effect of a difference in business culture and competitive market forces on ethical performance by comparing the behavior of foreign-investment enterprises with that of the indigenous state-owned enterprises and collectives on the one hand, and with that of the indigenous private enterprises on the other.     

Gender wage inequality and labour mobility in the hospitality sector

The main aim of this paper is twofold. Firstly we analyse the effects of educational mismatch on workers’ occupational mobility and secondly, we quantify the contribution of educational mismatch and labour mobility on gender wage inequality. The decomposition of the gender wage gap was controlled by different types of gender segregation. We use matched employer-employee data from 302 hotels in Andalusia. The evidence suggests that not only is external mobility far higher than internal mobility in this sector, but also that it is the main cause of wage inequality. The reason for this is the existence of labour discrimination against women, which manifests as a lack of access to labour improvements under the same conditions as men. Educational mismatch has a limited effect on internal and external mobility. Finally, gender discrimination is the overall cause of gender wage inequality and is mainly due to horizontal segregation and external mobility.     

改革公务员工资的理论分析

当前公务员工资制度存在着名义工资低而实际工资高,行业差距、部门差距及地区差距大等一系列问题.公务员的工资支出是对政府提供行政管理这一公共产品的成本补偿支出,属于购买性支出和非生产性支出.根据数据分析,诸多福利支出、津贴支出增大是导致行政管理支出增大的原因.因此,应加快政府工资体制改革,清理部门津贴、补贴;将制度内工资和制度外收入合并,纳入预算管理,推行部门预算;加快配套实施条例的推行,使公务员工资范围和标准进一步细化.     

Minimum wage,trade and unemployment in general equilibrium

The path‐breaking work of Card and Krueger, showing that a higher minimum wage can increase employment, turned the age‐old conventional wisdom on its head. This paper demonstrates that this apparently paradoxical result is perfectly plausible in a competitive general equilibrium production structure of a small open economy with a non‐traded good, without recourse to monopsony, spatial heterogeneity, heterogeneity of consumers and so on, the usual theoretical drivers behind the result. Following Jones and Marjit, we build a simple general equilibrium model with production complementarity and we show that a higher minimum wage can raise aggregate employment. Expansion in the non‐traded sector following a wage hike may be consistent with the overall expansion of the export sector in a multi‐good framework, an unlikely outcome in a conventional two‐good model which cannot accommodate with production complementarity.     

薪酬差距、相对剥夺感知及企业绩效研究

文章通过在员工效用函数中加入相对剥夺权重函数以体现薪酬差距主观感受对于效用的影响,并建立反映劳资双方目标利益与最优决策的博弈模型,最终形成用以分析薪酬差距对于员工努力和企业绩效影响的整合模型。通过比较静态分析可知,相对剥夺感知的存在将通过促进员工努力的方式提高企业产出,这表明因预先宣布薪酬差距所导致的员工相对剥夺感受对薪酬差距激励效果存在强化效果。     

The Indexed Minimum Wage and Hotel Compensation Strategies

ABSTRACT

This paper presents the potential economic effects of an indexed state minimum hourly wage upon certain sectors of the hospitality industry. The authors report the findings of a study conducted at a luxury resort that employed action research and organization development (OD) techniques to implement a compensation strategy aimed at mitigating the effect of an indexed minimum wage. The paper concludes with implications for human resource practitioners facing challenges from rising state minimum wage levels.     

利率-汇率联动:理论综述与实证检验

利率风险和汇率风险是市场系统风险管理中最重要的因素,但两者之间并不是完全无关的,而是具有深刻的理论逻辑.文章回顾了利率汇率联动的相关文献,归纳了国内外学者对这一课题的研究成果,并对人民币利率一汇率联动状况进行了相关实证检验.认识并善于利用利率汇率联动性,有助于金融机构动态把握市场风险,实现资本配置最优化.     

Public or Private Sector Wage Leadership? An International Perspective*

Whether a government acts as a wage leader, placing pressure on private‐sector wages (more open to competition), or whether it plays a passive role and merely follows wage negotiations in the private sector, there are important implications for macroeconomic development, particularly in small open economies and/or countries that are members of a monetary union, such as those of the European Monetary Union. With the notable exception of the case of Sweden, opinion on this issue is still divided. In this paper, we look at public‐ and private‐sector wage interactions from an international perspective (18 OECD countries). We focus on the causal two‐way relationship between public and private wage setting, confirming that the private sector, on the whole, appears to have a stronger influence on the public sector, rather than vice versa. However, we also find evidence of feedback effects from public wage setting, which affect private‐sector wages in a number of countries. When the private sector takes the lead on wages, there are few feedback effects from the public sector, while public wage leadership is typically accompanied by private‐sector feedback effects.     

女性劳动力市场理论研究——明塞尔《劳动供给研究》一书述评

明塞尔的主要思想在两卷本的《雅各布.明塞尔论文集》中得到了充分体现。他的论著之一《人力资本》系统地发展了人力资本的理论基础与分析方法;另一部《劳动供给研究》则促进了现代劳动经济学研究体系和专业风格的形成。其中《劳动供给研究》一书对人力资本理论研究中的劳动力供给问题,尤其是妇女劳动力供给行为作了详细的讨论与分析。本文主要以此书为基础,着重于讨论女性劳动力供给理论和工资差别理论,最后联系我国女性劳动力的实际情况,提出该理论的现实意义。