均衡视角下集体化转型对中小企业劳动关系的影响研究

当前我国劳动关系出现集体化新趋势,这必将对中小企业劳动关系产生深远影响。为适应新趋势,中小企业首先要进一步规范个别劳动关系,并在此基础上逐步构建适合中小企业特点的集体劳动关系,同时要在理念、方式和机制上进行变革。     

大城市劳动力供需平衡与外来劳动力就业政策研究——以上海市为例

文章在经济转型和大城市人口调控背景下,研究了上海劳动力资源供需平衡趋势与外来劳动力需求情况。研究显示,在上海经济保持一定的增长速度下,2015-2020年外来劳动力需求量在700-856万人之间,这使大城市在对待外来劳动力上处于尴尬境地,一方面面临着经济发展对外来劳动力的依赖性,另一方面面临着大城市人口调控的压力。目前上海劳动力市场中外来劳动力与本地劳动力在就业岗位、工资待遇、社会福利等方面仍存在一定的差异。外来劳动力与本地劳动力在岗位上更多的是一种优势互补关系,对外来劳动力歧视有悖于社会公平理论,同时政府的强行调控政策也不利于劳动力市场的发展。政府的职责应该是尽可能地创造出健康、有序、公平的市场秩序,让市场在调节劳动力供需和结构性短缺上发挥决定性作用。     

Globalization and Greater Flexibility in the Japanese Labor Market: Exploring the Macro–Micro Link

The author explores the missing links between globalization and greater flexibility in the Japanese labor market based on review of literature and available evidence. Understanding Japan’s responses to globalization requires a nuanced approach, which accounts for its historical trajectory and social-institutional context. Along with globalization, Japan is experiencing a greater infusion of foreign capital, and an increasing presence of foreign firms. These foreign firms bring human resource practices that are more market driven and less socially embedded compared to the status quo. The diverging human resources practices of foreign firms have spillover effects that may destabilize the Japanese employment system in the long run.     

农机补贴的收入分配效应：效率、公平，抑或兼而有之*

农机补贴是具有门槛效应的效率增益政策，通常效率与公平如鱼和熊掌不可兼得。本文通过理论模型分析了农机补贴对农业生产及农村劳动力转移的影响；并通过工具变量法和中介变量法研究了农机补贴的收入分配效应及其作用机制。研究发现，农机补贴显著降低了农户收入的基尼系数，提高了收入分配公平性；其作用机制是农机补贴提升了农业生产效率，促进了农村劳动力转移，提高了打工收入，尤其是相对贫困农户，溢出效应对冲了门槛效应，使得农机补贴的收入分配效应兼具了效率和公平。     

我国海洋渔业第一产业劳动生产率的增长动力——基于转换份额分析法的实证分析

为研究我国海洋渔业第一产业劳动生产率增长的动力结构,运用转换份额分析法将1989-2014年我国海洋渔业第一产业劳动生产率增长率分解为由产业结构变迁引致的静态与动态结构变迁效应、由技术进步引致的生产率增长效应,结果显示生产率增长效应对海洋渔业第一产业劳动生产率的增长贡献远高于静态与动态结构变迁效应之和的贡献,静态与动态结构变迁效应之和的贡献表现为"先增大、后减少"态势,生产率增长效应的贡献表现为"先逐渐减少、后增大"态势。技术进步是海洋渔业第一产业劳动生产率增长的主要动力;海水养殖业对海洋渔业第一产业劳动生产率增长的贡献大于海洋捕捞业。     

Earnings Instability and Tenure

We study the effect of tenure on earnings instability in Italy using the reforms of temporary employment contracts, which affected the average tenure of workers differentially across cohorts. We develop a model of earnings dynamics, and we exploit the variation of tenure and instability over time and across birth cohorts to estimate policy‐relevant parameters. Our results indicate that each year of tenure on the job reduces earnings instability by 11 percent; the drop is faster in the first three years of the match. Workers on a temporary contract have an earnings instability up to 100 percent higher than workers on a permanent contract.     

自然资源禀赋与经济增长：资源诅咒还是资源福音?--基于劳动力结构的一个理论与实证分析框架

文章构建了一个包含自然资源存量和劳动力结构因素的经济增长理论模型，探索劳动力结构是否是引起“资源诅咒”或“资源福音”的一个原因。理论研究发现，在不同限制条件下，自然资源开发部门劳动力数量的增加对经济增长的作用不同，而劳动者素质的提高对缓解“资源诅咒”效应而言始终是一个有利因素。实证研究进一步表明：从总体上讲，我国省域层面的“资源诅咒”现象是存在的，但在一定条件下并非没有逆转的可能，避免“资源诅咒”问题的发生，使丰裕的自然资源成为地区发展的“福音”，关键在于劳动者素质的提高，因为资源开发部门劳动力数量的增加所起的作用有限；分地区讲，“资源诅咒”效应在经济发展水平不同的地区存在差异，而劳动力结构的异质性主导着这种差异。     

Potential Spatial Labor and Human Capital Mobility in China: Evidence from College Admissions Under the National College Entrance Examination System

Abstract:

Higher education in China plays an important role in promoting labor and human capital mobility. In this paper, I empirically address the issue of regional disparities, college admissions under the National College Entrance Examination (CEE) system, and potential interregional labor and human capital mobility in China. The results show that examinees from western provinces have a strong preference for coastal universities, compared with examinees from central provinces. College admissions in China then seem to have a stronger effect on potential labor and human capital movement from the western to the coastal regions than from the central to the coastal regions.     

企业如何通过全员劳动竞赛提高生产效率

全员劳动竞赛是确保企业各项战略目标、任务的完成的有效手段,本文指出了全员劳动竞赛的具体要求。     

Human resource management practices and voluntary turnover: a study of internal workforce and external labor market contingencies

We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work.