Market Structure and Racial and Gender Discrimination:

The Annual Equal Employment Opportunity Reports and Current Population Survey files are used to examine employment and earnings by race and gender in the telecommunications industry following changes in the industry's affirmative action guidelines and following the divestiture of the American Telephone and Telegraph Company. Nonblack minority men were the only underrepresented group to experience marked employment gains as managers and professional. The relative employment probability of other underrepresented workers remained similar to the levels experienced during the implementation of affirmative action guidelines. Earnings differentials did decline for minority men and white women in the telecommunications industry. However, this finding is only unique to black men as the earnings pattern for white women and nonblack minority men mirror that found for these groups nationally.     

Beyond Regulation: An Analysis of Regulation and the Alternatives

The costs of business regulation in the UK are substantial. Compliance costs can be estimated at over 6% of GDP. Successive 'deregulation' initiatives have hardly reduced the burden. Alternative techniques should be explored.     

灰色关联层次分析在产业结构调整中的应用

产业比例关系是产业结构调整的主要内容之一,本文拟从系统的投入产出表出发,把灰色系统理论中的关联分析融入到系统评价的层次分析之中,对系统的构成要素进行研究,从而为系统投入的合理配置及产业比例关系的调整提供一种定量分析方法。     

Racial Discrimination In Speculative Application: Evidence From the Uk's Top 100 Firms

Mike Noon, who is Lecturer in Organisational Behaviour at Cardiff Business School, examines the responses of the UK's top 100 firms when faced with speculative enquiries from two bogus ‘candidates’ belonging to different ethnic groups. He finds that, although both candidates were likely to reveive a reply, the ‘white’ candidate tended to receive a better quality reply; candidates were more likely to be treated the same by companies with statements of equal opportunity, but when discrimination occurred it also tended to favour the white candidate. His conclusions suggest what might be done to bridge the gap between policy and practice.     

Using Occupational Preference in Estimating Market Wage Discrimination: the Case of the Gender Pay Gap

ABSTRACT Past occupational preference is used to estimate the gender pay gap. The use of predetermined variables in a reduced-form wage equation avoids the bias caused by using variables that are correlated with the random error. Using a gender coefficient, the potential discriminatory gap is about 11.5 percent when past occupational preference is included. Decomposition yields an estimate of 10.5 percent when past occupational preference is included. In both cases, the discriminatory gap is close to that obtained when actual occupation is included. This suggests public policy directed toward reducing hiring discrimination by gender might be misdirected.     

Union algebra: Unionization,productivity and labor intensity restrictions

Two models are developed to investigate unionism effects. The first assumes Cobb-Douglas technology, derives an explicit cost function allowing for noncost minimization and separates productivity and labor intensity effects. The second assumes a more flexible translog shadow cost function and isolates a neutral productivity effect and factor-specific composite effects. The models are estimated using Allen's construction data. Both models indicate a positive union productivity effect in office construction and a negative union productivity effect in school construction. The Cobb-Douglas model indicates a binding labor-to-materials restriction in both office and school construction, but this evidence disappears with the nonminimum cost function.     

Wage Growth Implications of Fixed-Term Employment: An Analysis by Contract Duration and Job Mobility

Focusing on Spain, where fixed-term workers account for a third of the wage and salary workforce, we examine the wage growth implications of fixed-term employment of varying duration while distinguishing between wage growth occurring on-the-job versus via job mobility. Wage growth among employees with indefinite work contracts largely occurs via job mobility, whereas fixed-term workers gain via job mobility as well as on-the-job. Consequently, job stayers with fixed-term contracts a year ago narrow their wage gap with respect to similar counterparts with indefinite-term contracts. Yet, this effect is solely driven by the 10.5 percentage points higher wage growth experienced by fixed-term workers with 6-months contracts able to keep their jobs beyond their initial contract period. Given the limited number of short-term temporary workers in those circumstances, the overall wage gap between past fixed-term and indefinite-term workers is unlikely to vanish in the near future.     

Wage Strategies and Minimum Wages in Decentralized Regions: the Case of the Clothing Industry in Phuthaditjhaba,South Africa

During the apartheid era, many South Africans were forcibly relocated to ‘bantustans’ and other decentralized regions with little economic basis. The only manufacturing employment was provided by industries attracted to the areas by selective incentives and low wages. After the transition to democracy, the remaining incentives were removed and minimum wages were extended to these (previously exempt) areas. This study of workers and managers in the clothing industry in Phuthaditjhaba, the old capital of the QwaQwa homeland, indicates that such developments may exacerbate unemployment and poverty in the region. Taiwanese export‐oriented firms (the largest employers) are most threatened by the changes as they prefer to pay new employees low wages, and then increase them in line with experience and productivity. Falling employment will translate directly into rising poverty as very little welfare support is available for the unemployed in South Africa. Given that people (whether employed or unemployed) consistently rank increases in employment over wage increases, this suggests that minimum wage determination should be particularly sensitive to local conditions and potential employment losses. Pendant le règne de l'apartheid, de nombreux Sud‐Africains ont été réimplantés de force dans les ‘bantoustans’ ou autres régions décentralisées à faible base économique. Le seul emploi industriel provenait des secteurs attirés dans ces zones par des mesures d'incitation et des salaires avantageux. Après la transition vers la démocratie, les dernières primes ont été supprimées et les salaires minimum étendus à ces régions (jusque lá dispensées). Cette étude des ouvriers et cadres du secteur de l'habillement à Phuthaditjhaba, ancienne capitale du QwaQwa, indique que ces changements sont susceptibles d'aggraver chômage et pauvreté au plan local. Les exportateurs taïwanais (les plus gros employeurs) sont les plus menacés puisqu'ils préfèrent payer peu les nouveaux embauchés, puis les augmenter en fonction de l'expérience et de la productivité. Une chute de l'emploi se traduirait directement par une accentuation de la pauvreté, les chômeurs bénéficiant d'une aide tès limitée en Afrique du Sud. Étant donné que les gens (qu'ils aient un travail ou non) classent systématiquement la progression de l'emploi avant celle des salaires, on peut en déduire que le minimum salarial devrait varier très sensiblement selon le contexte local et les pertes d'emploi potentielles.     

Unionization and the Pattern of Nonunion Wages: Evidence for the UK

This paper presents the first examination of the effect of unionisation on the distribution of nonunion wages in the UK. We test a hypothesis that has received considerable attention in the US: that the threat of unionisation leads nonunion firms to increase the earnings of their lowest paid workers, so compressing their internal wage distribution. In aggregate we find little support for this hypothesis in the UK and suggest that the supportive evidence from the US may be a function of the absence of suitable linked employer-employee data.     

产业结构战略性调整的数量经济分析

产业结构战略性高速是经济发展到一定阶段的必然过程,结构调整与经济总量对产业经济发展具有同等重要性。产业结构战略性调整的机制是产品需求收入弹性和生产率上升率,产业结构战略性调整的过程本质上就是根据涨落原理促进产业由微涨落发展到巨涨落,形成新型稳定态产业。本文对产业结构调整的动态过程、产业结构调整的资源－产品模型和连锁效应作了分析,研究了产业结构战略性调整的数量经济特征。     

Economic and Social Factors in Income Inequality: Race and Sex Discrimination and Status as Elements in Wage Differentials

Abstract . This paper examines by the use of several econometric techniques some of the economic and social factors in wage differentials as elements in income inequality. The effects of education, sex, occupation, class of workers, industry, race, marital status, hours and weeks worked, and age are analyzed by the use of regression analysis in conjunction with binary variables and joint tests of significance. The results show that the inclusion of the sex variable represents a significant improvement over previous economic models and that it is not the number of years of education that is important but rather the obtaining of academic degrees.     

文化社会学视野下的欧美竞技体育领域种族歧视

本文从文化和社会学角度观察欧美竞技领域有色人种运动员的处境与遭遇,总结、归纳出竞技体育领域种族歧视的表现形式和形成的深层次原因,提出了要在竞技体育领域消除种族歧视的若干建议。     

河南制造业和物流业联动发展分析

近年,河南制造业和物流业都获得了较快发展,但仍不尽如人意。协整理论分析表明,河南制造业和物流业联动发展水平较低。其根本原因在于供应链难协同,物流创新不足。为此应优化环境,建立联动机制,推动制造企业一体化物流和第三方物流业的整合与流程再造。     

上海市最低工资标准的确定与评价分析

本文通过构建影响上海市最低工资标准的指标体系,利用因子分析方法建立了上海市最低工资标准确定的一般数学模型。利用模型分析了上海市最低工资标准的合理性,并对其完善提出了观点和建议。     

对职业篮球产业相关发展的分析

本文通过文献资料和逻辑分析的研究方法,对产业、体育产业概念的梳理,归纳得出职业篮球产业的概念,并对职业篮球产业的产品及其特性,以及职业篮球产业的特点进行分析,以期从理论层面上丰富对职业篮球的有关认识。     

效率工资、效率工资增长模型

本文首先介绍了效率工资的经典模型——夏皮罗一斯蒂格里兹模型,探讨了效率工资的形成以及非自愿失业出现的原因,及失业的“威胁”作用。另外,本文在符合效率工资模型的基本假定条件下,融合代理理论和强制性储蓄假说,构建了效率工资增长模型,提出了效率工资增长模型的关键等式,且由等式隐含地决定了效率工资的最优增长率。此外,还分别分析了效率工资的最优增长率与贴现率、厂商生产技术和工人偏好之间的关系。最后,探讨了最优就业路径和调整成本问题等等。     

第三方物流行业的发展和特征分析

文中阐述了第三方物流行业的概念,并分析了它的特点,最后描述了发达国家第三方物流的发展状况,以求对第三方物流行业的发展和特征做详尽的分析。     

Strategic Alliances in the Aviation Industry: An Analysis of Turkish Airlines Experience

SUMMARY

This paper investigates antecedents of success/failure in strategic alliances, which is implemented by airline companies as a response to globalization and liberal government policies. The relationship between Turkish Airlines and Qualiflyer Group, the largest airline alliance in Europe until its collapse in 2001, has been taken as a case study to present the question in terms of matching the goals, partner selection, alliance management, and areas of cooperation. Two factors at the macro-level and four factors at the micro-level are found to be important to succeed in strategic airline alliances.     

Disproportionate Black and Hispanic Unemployment in U.S. Metropolitan Areas: The Roles of Racial Inequality, Segregation and Discrimination in Male Joblessness

Abstract . Three common hypotheses about disproportionate Black and Hispanic unemployment among metropolitan males are tested, using data from the 1980 Population and the 1977 Economic Censuses. It is found that Black and Hispanic male unemployment is higher relative to that of Whites where jobs are most suburbanized and the minority population least so. This supports the view that segregation which separates minorities from job location elevates minority unemployment. It is also found that relative levels of Black, but not Hispanic, unemployment correlate positively to the minority percentage in metropolitan populations. This is consistent with the view that potential White gains from discrimination are greater where the Black (but not Hispanic) population is larger. Finally, both Blacks and Hispanics experience more disproportionate unemployment where their percentage of high school graduates is low relative to Whites, though this is less true for areas with larger Black populations. This suggests that job skill differentials also play some role in disproportionate minority unemployment.     

环境管制水平区域性差异与污染产业区际转移的效应研究

环境管制水平区域性差异是污染型产业发生区际转移的重要因素。污染型产业若不能"趋利避害",将导致地区经济结构调整的难度进一步加大。根据2000—2013年中国30个省区的面板数据,实证结果表明:东中西部地区环境管制和环境经济措施对污染企业数量的抑制效应强弱不一。东部地区环境管制水平较高,有效抑制污染产业企业数的增加;中部地区环境经济措施对污染产业企业数增加的抑制作用更显著;西部地区环境管制水平整体较为薄弱。据此,基于合理一致的环境标准,根据区域差异性制定有效的环境政策,以环境管理优化产业结构,推动地区经济发展,并减少污染排放。