试论大学生就业指导课中法律教育课程的改革

大学生就业指导课设立的目的是使大学生在毕业前掌握求职的技能,制订长远的职业规划,从而在毕业后能更好地融入社会。面对大学生在就业过程中普遍存在的欠缺法律意识和法律知识的现状,各大高校在就业指导课程中加入了法律教育课程。但是,由于主客观原因的限制,高校现阶段的就业指导课中的法律教育课程远远满足不了大学生的需要。文章认为,要培养大学生的法律意识和运用法律的能力,就必须认识到就业指导课中法律教育课程的重要性,通过围绕课程性质,制订科学计划,改进教学手段和教学方法等对该课程进行改革和完善。     

Employment Discrimination Based on Immigration Status: Recent Cases Involving H-1B Visas

The worldwide economic downturn has seen a reversal in previous trends toward offshore staffing and an increase in protectionism toward home country labor. However, employers in the U.S. face potential legal liability if they favor American citizens over authorized foreign guest workers in layoffs, pay decisions, and other such actions. Thus far, employers have succeeded in defending most discrimination claims involving citizenship or immigration status—which often are made by out-of-work plaintiffs unable to afford legal representation—on technical grounds such as faulty pleading, failure to exhaust administrative remedies, filing with the wrong administrative agency, or mischaracterizing immigration claims as ones involving national origin status. These results notwithstanding, a closer reading of the cases suggests that substantive liability may be a matter of growing concern as plaintiffs or their counsel learn to correct such errors. The issues are important to both sides of the employment relationship in today’s global labor market; foreign guest workers will want to better understand their responsibilities and rights, while businesses will want to better manage their legal risks. Because little if any scholarly research has addressed these matters, an exploratory case law review is presented in an effort to identify trends in fact patterns that have generated such issues. Based on the results, practical recommendations are offered for improving the management of U.S. employment relationships that involve foreign guest workers.     

论我国大学毕业生求职过程中所遇到的就业歧视的非正义性

大学毕业生求职受到不公平待遇,侵害了大学生公平竞争和平等就业的权利,对其心理上造成的伤害是无法愈合的。就业歧视是高校扩招政策市场化程度较高的企业的经营意识催生的结果。就业歧视必然带来社会的正义问题,因为它违反了法治原则,是一种就业机会的不平等,腐蚀了政治系统合法性的基础,侵犯了基本的人权。     

University research scientists as knowledge workers: contract status and employment opportunities

University research scientists epitomise knowledge workers who are positioned to avail of the employment conditions associated with ‘boundaryless careers’. Yet while employment flexibility has been hailed as a positive feature of knowledge work, relatively little is known about the forms such flexibility may take or its impact. This article considers the factors shaping the employment conditions of 40 research scientists working in five university research centres in Ireland. The findings suggest that, for knowledge workers such as research scientists, contract employment can deny them access to many of the employment conditions and opportunities that govern their long-term success as researchers.     

大学生就业困惑调查及对策——以广西水利电力职业技术学院2007级毕业生为例

随着我国高校逐年扩招,大学生队伍的规模不断壮大,大学生的就业问题及由此导致的一系列行为问题越来越为社会所关注,并成为国家重视的热点问题。文章以广西水利电力职业技术学院电力工程系2007级各强电专业的学生为研究对象,采用问卷调查形式对大学生就业困惑问题进行调查。结果发现,学生在就业形势认识、就业能力认识、就业渠道认识、就业心理认识、就业准备和择业观的认识方面都不存在不足之处,其中,让学生最为困惑的是大学生就业困难的原因、职业定位、对第一份工作的态度、决定自身就业成败的原因,困惑程度分别为28%、35%、37%、39%。     

Stress: The legal and organizational implications

Evolving legal trends, as well as court cases in which stress related to employment situations led to liability for the employer, were reviewed and summarized. These results were integrated with those in current empirical stress research in order to identify potential areas of concern for managers. This unified approach was then used to examine some common organizational situations and to suggest practices, policies, and procedures that may be useful in reducing or eliminating the harmful effects of stress on employees. It was concluded that, while employers must be knowledgeable about general stressors likely to affect employee well-being, they must also identify factors unique to their own situations. The responsibility of the manager in analyzing the work situation and responding to the individuals involved is emphasized.     

Organizationally Sensible vs. Legal-Centric Responses to the Eroding Employment At-Will Doctrine

Most private sector American employers have responded to the uncertainty created by the erosion of the employment at-will doctrine by adopting tactics aimed at avoiding the perceived costs associated with salient legal concerns (e.g., requiring written agreements to preserve the at-will relationship and defeat implied-contract claims). This article discusses the limitations of such a highly legal-centric approach, and provides an alternative decision framework that will promote more strategic, or organizationally sensible, employer responses. In addition to providing specific guidance for employers facing the employment at-will issue, the article's analysis and discussion illustrates a general approach that has relevance wherever organizational decision makers address employment decisions with potential legal implications.     

Job insecurity,career opportunities,discrimination and turnover intention in post-apartheid South Africa: examples of informative hypothesis testing

The objective of this paper was to investigate differences in male employee experiences in the light of employment equity law and a strong affirmative action drive within present-day South African organizations. This research is important as it can substantiate or invalidate perspectives and beliefs surrounding employment equity issues. A cross-sectional design was used which consisted of a stratified random sample from five corporate organizations (N = 1000). Latent variable modeling with Bayesian estimation was implemented. This paper also demonstrated the use of informative hypothesis testing and subsequent Bayes factors to directly compare the informative hypotheses, in order to show how much more likely one hypothesis is to be the correct hypothesis, compared to the other(s). The results revealed that non-designated (white male) employees experience more job insecurity than their designated (black male) counterparts, but this does not necessarily associate with more turnover intention. It was also found that when designated employees experience less career opportunities, they show more turnover intention. Furthermore, it was shown that designated employees perceive more discrimination, but that this does not associate with more turnover intention. The limitations and future research opportunities are discussed.     

Relative deprivation of temporary agency workers in the public sector: The role of public service motivation and the possibility of standard employment

Although public service organisations have increasingly relied on nonstandard employees, little research has investigated their work experiences and job attitudes. This paper examines the mechanism by which temporary agency workers' experience of relative deprivation affects their organisational attachment toward their client firm in the public sector. Based on data collected from temporary help agencies working with an international airport in Korea, we found that the perceived likelihood of standard employment mediated the negative relationship of relative deprivation to organisational attachment. Moreover, the indirect relationship of relative deprivation with organisational attachment via perceived likelihood of standard employment was strong and significant among those with high public service motivation but was not significant for those with low public service motivation. We discuss the implications of this study in building a better understanding of relative deprivation and nonstandard work arrangements in the public sector.     

提升高职生就业能力的举措

受金融危机的影响，高职高专学生的就业形势越来越严峻。面对各方面的压力，高职生应该对自己的职业生涯进行合理规划，掌握扎实的专业知识，获得专业职业资格证书，加强社会实践，具备良好的社交能力和心理承受能力，掌握应聘技巧，明确工作定位，以此提升自身的就业能力，增加就业的机会。     

Challenges to employment at will: A survey of the natural gas transmission industry

The natural gas transmission industry, once paternalistic towards its employees, is feeling the effects of challenges to the doctrine of employment at will, and is responding with policies that will increase managerial prerogatives. This article approaches the issue from the points of view both of law and of economics, and includes a survey of pipeline managers who must develop viable work rules in an environment of increasing expectations of employee rights and tightening market competition.     

Flexible work arrangements in Greece: a study of employee perceptions

The purpose of this study is twofold: first, to explore factors that affect employees' perceptions towards flexible work options; second, to examine whether the perceived benefits and barriers associated with work flexibility predict one's decision to participate in flexible work arrangements or not. A total of 362 Greek employees participated in the study to determine their attitudes towards flexible work practices. Univariate analyses of variance and logistic regression analysis were conducted with the aim of exploring the research hypotheses. It is found that attitudes towards flexible work options are dependent on gender, sector of employment and prior participation in a flexible work scheme. In general, women, public sector employees and employees who have participated in flexible work arrangements are more likely to perceive more benefits and fewer costs with regard to the use of work flexibility. Further analysis provided evidence that work–life balance benefits are stronger predictors of participation in flexible work practices. These findings suggest that employee-centred organisations that view flexibility as a valuable management tool, should deal with specific barriers that discourage people from taking up flexible work arrangements. Given the dearth of empirical research on work flexibility in Greece, the findings of this study provide the wider academic community with new insights on employees' perceptions of flexible work options.     

At their wits’ end? Economic stress,motivation and unethical judgement of public servants

ABSTRACT

Through an interdisciplinary approach, this paper addresses the scarcity of research that assesses economic stressors, public service motivation (PSM), work motivations, and unethical judgement in the public square. We argue that motivations have a direct relationship with the acceptance of unethical behaviour, but that economic stress (defined as financial stress and job insecurity) may influence this relationship both direct and indirectly. Using data from the European Social Survey, we develop a path model to test these hypotheses. We find that PSM and work motivation influence unethical judgements, and perceived economic stressors play an indirect role through their relationship with work motivations. Implications of the findings are discussed.     

Let’s Not Go Down that Path Again: Lessons from the Past Applied to Immigrant-Targeted Discrimination

Immigrants, both legal and illegal, are a staple of the modern United States workplace. While much of the discussion of this fact centers on negative consequences for the U.S., far less attention has been paid to the detrimental impact on immigrants resulting from their workplace experiences, particularly relating to being targets of discrimination. In this article, we outline: a) a variety of types of workplace discrimination potentially relating to immigrant status; b) potential negative outcomes arising from said discrimination for both immigrant employees and their employers, and; c) how existing and predicted employment law standards place organizations in a legally vulnerable position when such discrimination goes unchecked. We further discuss implications of immigrant-targeted discrimination (ITD) for organizations and managers, and plausible extensions of workplace discrimination laws to specifically include ITD.     

简论健全我国政府采购制度对解决就业问题的积极作用

文中主要从三个方面,即政府采购工作本身对人才的需求、政府采购制度的配套工作的完善对人才的需求、健全政府采购制度过程中充分利用中介机构,论述了健全政府采购制度对解决就业问题的积极作用.最后提出了在此过程中应注意的问题,即应建立政府采购人员资格认证制度.     

Revisiting the Curvilinear Relation Between Job Insecurity and Work Withdrawal: The Moderating Role of Achievement Orientation and Risk Aversion

Although speculation of the curvilinear relations between job insecurity and job‐related behaviors is theoretically appealing, the empirical evidence has been sparse. The purpose of this study was to contribute to the literature on job insecurity and work withdrawal behaviors by reexamining their curvilinear relation, and the effects of achievement orientation and propensity for risk aversion on this U‐shaped relationship. Using samples with both secure and insecure job situations, we hypothesized that job insecurity could have both positive and negative effects on work withdrawal simultaneously; however, one of these effects could dominate the other at different levels of job insecurity. That is, a U shape would best describe such a relationship, since a moderate level of job insecurity would result in the lowest level of work withdrawal. Furthermore, we hypothesized that achievement orientation and propensity for risk aversion moderates this relationship in such a way that the curvilinear relationship is weaker (flattened curve) when the individual's achievement orientation is high, and that the curvilinear relationship is stronger (steep curve) when the individual's propensity for risk aversion is high. Results show that these hypotheses were supported; implications and limitations of the study are discussed. © 2014 Wiley Periodicals, Inc.     

陕西民办高校就业工作制度建设与长效机制研究

本文从分析陕西省民办高校就业工作制度建设的现状入手,通过开展个案调查,总结并介绍典型学校的先进做法,分析了目前存在的市场与计划矛盾、就业目标考核体系、就业运行机制等几个突出的共性问题,提出了民办高校创新就业长效机制的新思路,为当前高校做好大学生就业工作提供一定借鉴作用。     

论山寨行为的法律规制

近几年,山寨一词渐渐为公众所熟悉,山寨文化现象屡见不鲜,山寨产品遍布市场,可以说它已经进入了我们生活的各个方面。山寨行为的存在自有其法律学的意义,然而,形形色色的"山寨行为"同时也带来了许多法律上的纠纷和问题。本文正是从这一问题出发,第一部分从法律学的视野解析了"山寨行为"的基本概念和其产生、特点和基本性质;第二部分从法理学的角度着重分析了我国"山寨行为"的法律规制现状;第三部分是在前两部分讨论的基础上,探讨了实现我国"山寨行为"法律规制的几条重要途径。     

新形势下桂林地区高校毕业生就业心理调查研究

高校毕业生的就业问题逐渐成为社会关注的焦点。通过问卷调查的方式,主要调查了新形势下影响桂林地区高校毕业生就业心理的因素（包括社会环境、学校、家庭、朋友以及自身）,重点研究了毕业生自身能力和素质对就业心理的影响,并提出了几点建议和策略,以帮助毕业生提升自我,更好地适应新形势下的就业环境。     

知识管理对大学生就业核心竞争力形成的调查分析

随着各高校的逐年扩招,大学生的就业问题逐渐成为社会的热点问题,通过对高校就业管理和大学生个人实施知识管理,有助于高校和大学生双方面提高其核心竞争力,从而促进大学生成功就业。通过调查问卷和深入访谈,对大学生的知识管理以及大学生就业核心竞争力的现状进行了调查与分析,并提出了建议。