“双高计划”呼唤高职院校补齐教师队伍建设短板

教师是兴教之本、立教之源,是实施"双高计划"建设最重要、最直接的力量。大力加强教师队伍建设是高职院校高质量发展的迫切要求。当前高职院校教师队伍存在总量不足、高层次人才短缺、双师素质不高、创新能力不强等问题,必须引育结合、创新机制、激发活力,补齐短板,提升整体实力和水平。     

Gender differences in Russia's job mobility and its rewards*

This article considers age and gender differences in the probability and consequences of job mobility in Russia. Little is known about who is mobile and whether mobility impacts wages once the characteristics of movers are controlled for. Results show a gender difference in the likelihood of exit but not promotion. Results also show that promotions have a positive effect only on the wages of young women, but young men's wages are not affected. Further, young men see a significant decrease in wages following an exit, while young women are not affected by firm exit. The article shows that early mobility is particularly important for women, who earn less overall. Results help to understand processes of inequality in wages and conditions that occur due to sorting, and the importance of promotions as ‘life chances’ which lead to ‘career-track jobs’. Gender differences in securing such life chances may help to understand gaps in earnings, which emerge later.     

Capital market integration in ASEAN: A non-stationary panel data analysis

Motivated by the establishment of ASEAN Economic Community (AEC) at the end of 2015, we examine saving-investment relationship in various subgroups of ASEAN to assess their capital market integration. The results from second generation panel unit-root and cointegration tests that account for cross-sectional dependence as well as estimates of long-run saving-retention rate provide some evidence of market integration in ASEAN. The analysis of short-run dynamics suggests that capital mobility in ASEAN during 1980–2014 appears similar to that in OECD countries during 1970–1999. More importantly, across different panel estimators and subgroups of membership, there is considerable heterogeneity among the member countries. The saving-investment association is very weak, thereby implying very high capital mobility, in more developed members such as Singapore, Malaysia, and Brunei; the association is very strong, implying very low capital mobility, for much less developed members such as Laos, Myanmar, and Cambodia. The results call for renewed effort to develop capital markets in less developed nations and integrate them with the rest of the membership in ASEAN. In this paper, we also address several major shortcomings of the original Feldstein-Horioka framework.     

Tax competition,imperfect capital mobility and the gain from non-preferential agreements

The gain to competing governments from entering into binding non-preferential tax agreements (that prevents discriminatory taxation in favor of mobile capital) depends on the extent of capital mobility between jurisdictions. In particular the gain is increasing in the cost of relocation of capital and the fraction of the domestic tax base which is relatively immobile. We show this in a symmetric model of tax competition between two governments where all capital is imperfectly mobile and differ only in their cost of relocation.     

Spatial movement patterns among intra-destinations using social network analysis

To explore popularly visited tourist locations, travel movement patterns, and movement points, this study collected samples of 321 Chinese tourists and 337 Japanese tourists who were visiting major tourist destinations in Seoul and its vicinity in South Korea. Results of analyzing movement patterns showed that Japanese tourists tend to be clustered around popular attractions, whereas Chinese tourists tend to spread over a larger area of attractions. Some specific shopping and amusement attractions were the locations most popularly visited by both groups. The start points and end points in the two groups’ itineraries were dissimilar overall, even though their patterns were similar in regard to major preferred tourist attractions. Thus, the findings of this study have the potential to contribute to understanding spatial mobility in a tourism destination through tracking tourists’ movement patterns.     

Educational upgrading,structural change and the task composition of jobs in Europe

We analyze the changes in the task content of jobs in 24 European countries between 1998 and 2015. We link the O*NET occupational data with the European Union Labour Force Survey (EU‐LFS), and use the methodology of Acemoglu and Autor ( 2011 ). We find that the intensity of non‐routine cognitive tasks grew in all countries, while the intensity of manual tasks declined. Workforce upskilling was the major factor contributing to these developments. The intensity of routine cognitive tasks grew in most Central and Eastern European countries, but it declined in Western European countries. This difference is attributed to the contrasting patterns of structural changes in these groups of countries.     

Experience matters: The role of academic scientist mobility for industrial innovation

Research Summary: A learning‐by‐hiring approach is used to scrutinize scientists' mobility in relation to the recruiting firms' subsequent innovation output. Our starting point is that among firm hires, individuals with university research experience—hired from universities or firms—can be particularly valuable. However, conflicting institutional logics between academia and industry makes working with academic scientists challenging at times for firms. We suggest two solutions to this difficulty: hiring “ambidextrous” individuals with a mix of experience of university research and working for a technologically advanced firm, and a strong organizational research culture in the recruiting firm reflected by the presence of a scientist on the top management team. We track the mobility of R&D workers empirically using patent and linked employer‐employee data. Managerial Summary: An important way to make organizations more innovative is hiring individual researchers with the right types of skills and experience. We show that individuals with university research experience beyond their final degree are particularly likely to help boost firm‐level innovation output after hiring compared to R&D workers with other types of skills and experience. However, to obtain good returns to innovation from hiring such individuals, firms need a university research–friendly organizational culture when hiring individuals with university research experience, from either firms or academia.     

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.     

When the American dream fails: The effect of perceived economic inequality on present-oriented behavior

Economic inequality is worsening worldwide and is associated with various social problems. Although research on inequality has been conducted in various academic fields, research on how perceived inequality affects individual decision making is relatively limited in the marketing field. Recognizing this gap, this study examines how perceived economic inequality can affect individual behavior and decision making from the perspective of time frame. The results of four studies reveal that perceived economic inequality can induce present-oriented behavior and suggest that perceived economic mobility accounts for this relationship. This study demonstrates that present-oriented and shortsighted behaviors, which are usually considered characteristics of the poor, can occur due to the perceptions of the environment beyond class. It implies that the macro level of economic inequality can influence an individual's decision making at the micro level.     

欠发达地区失地农民生计方式对生计资本变化的响应——以兰州市安宁区为例

[目的]明确失地农民生计方式选择对生计资本变化的响应,对于制定有效的扶持政策、实现精准扶贫、消除返贫隐患非常重要。[方法]基于参与式的农村评估法(PRA)获取的调查问卷,分析了当前甘肃省兰州市安宁区失地农民的主要生计方式以及影响其非农就业的主要因子,并进一步运用多项Logistic模型探讨失地农民职业分化对上述因子的响应。[结果](1)个体特征和人力资本差异不仅影响兰州安宁区失地农民就业水平,也显著影响职业分化。职业层次越高,失地农民转移就业概率对性别差异、教育程度、年龄及职业资格水平越敏感;(2)征地补偿转化形成的财产性收入及转移性收入对转移就业后各层次职业的就业水平都具有显著负向影响;(3)地理空间异质性对中低层次就业影响更显著。[结论]生计资本数量不仅影响失地农民生计方式能否向非农产业转移,同时影响其对较高层次职业的获取,进而影响其生计转型后的稳定性以及可持续性。