农民工最低工资制度就业效应分析

农民工劳动力市场供大于求和工资低廉已是不争的事实。借鉴国内外的最低工资理论,本文分析在不同结构的农民工劳动力市场上,最低工资制度对农民工就业的影响。发达的东部地区近似于完全竞争市场,最低工资制度对农民工就业产生负面影响;而落后的中西部地区近似于买方垄断市场,若为无歧视买方垄断市场,最低工资制度对农民工就业产生正面影响;若为完全歧视买方垄断市场,最低工资制度则无影响。最后,根据我国不同地区农民工劳动力市场上最低工资就业效应的不同,给出相关建议。     

农民工中低层灵活就业的社会排斥

农民工中低层灵活就业群体具有农民工和中低层灵活就业人员的"双重"弱势身份。我国的二元劳动力市场主要是通过户籍制度体现的城乡二元结构这一特殊形式呈现出来的,"两个二元"带来的多重社会排斥不仅严重违背了社会公平的原则,而且极大损害了农民工中低层灵活就业群体的权益,不利于灵活就业形式的发展。因此,如何消除社会排斥,是应当高度关注的重要问题。     

农民工社会保障制度缺失的原因探析

改革开放以来,由于经济体制以及立法上的原因,忽视了农民工社会保障制度的建设,许多企业只是重视正式职工的社会保障和福利,忽视对农民工权益的保障,这样一个庞大的农民工群体因为制度观念等原因受到城镇各方面的抵触甚至歧视,即使一些在城市长期稳定下来、永久性脱离农业生产活动的农民工也被排斥在城镇社会保障体系之外,违背了社会公平的原则,伤害了农民的权益,也影响了社会稳定.     

加快健全城乡劳动者平等就业制度

2006年以来，农民工跨区域、跨行业流动日渐活跃，但在城市就业却面临诸多歧视性政策，平等的劳动权利被严重侵害。在新生代成为农民工主体的形势下，其对就业期望的显著提高，与就业质量的普遍偏低，存在鲜明反差，造成企业“招工难”与农民工“就业难”的“纠结”。为此，必须尽快纠正农民工就业歧视问题，为城乡劳动者创造公平的就业环境。     

从经济发展视角看我国反就业歧视

就业歧视是一个世界性的问题,世界各国都存在着不同程度的就业歧视现象。由于我国社会生产力还不发达,法律、法规尚不健全,教育、户籍、社保制度也还不完善以及劳动者维权意识不强,我国劳动力市场存在着性别歧视、户籍歧视、学历歧视和生理歧视等多种就业歧视现象,而且近些年来地域歧视等新型歧视现象也愈演愈烈。为了维护劳动者公平就业权利,我们应该借鉴发达国家先进经验维护我国劳动者的正当权益。     

论农民工平等就业权

平等就业权是公民生存权、发展权的基础和前提,农民工群体的平等就业权有着特殊的内涵和充分的法理依据。但当前农民工的这一基本人权严重缺失,究其原因,主要在于城乡二元化的户籍制度、立法缺陷、政府缺位、司法救济途径不畅等方面。保障农民工平等就业权的路径选择：彻底改革户籍管理制度;制订反就业歧视单行法;强化劳动监察并设置反就业歧视专业机构;加大就业歧视司法救济力度;实现城乡公共就业服务均等化。     

破除农民工统计性歧视的经济学分析

随着户籍制度改革的加速,农民工就业的非竞争性歧视逐渐减少,而统计性歧视越来越成为城乡就业公平的一大障碍.本文根据企业歧视的成本收益模型得出当C相似文献   

我国新生代农民工的就业现状及其对策

随着社会的发展，我国农民工从以前的概念逐渐引申，即称现在的年轻的农民工为“新生代农民工”，在我国城市快速建设中，劳动力需求越来越大，新生代农民工成为了劳动力的主力军，但社会偏见以及农民工自身的条件和素质问题，众多企业在用人上存在着对农民工比较严重的歧视。本文通过对我国新生代农民工的就业现象以及产生的原因进行分析，并提出相应的对策。     

来自劳动力市场歧视现象的思考——基于贝克尔歧视理论及其拓展

我国改革开放以来,劳动力市场结构发生了巨大变化。表面上劳动者就业选择权似乎得到了保障,然而现实的劳动力市场中却存在着较为普遍的歧视现象。本文通过辨析劳动力市场歧视现象,对经典贝克尔歧视理论及其拓展理论进行分析和比照,并由此指出今后理论领域的研究趋势,并期为现实歧视问题提出可行的解决措施。     

美国反残疾人就业歧视法律制度及其借鉴研究

美国有着完备的反残疾人就业歧视的法律体系,包括宪法、基本法律及专门法律三个层次。通过颁布《康复法》及《美国残疾人法》,确立了反残疾人就业歧视的基本法律制度,并设有独立的平等就业机会委员会作为反残疾人就业歧视的联邦执法机构,通过接受投诉、展开调查、进行调解、提起诉讼及执行等程序来保障其权力的行使,有效地维护了残疾人就业的基本权利。美国的反残疾人就业歧视基本法律制度及其执法程序保障对我国完善反残疾人就业歧视制度有重要的借鉴意义。     

提高女大学生就业能力的必要性及价值分析

为把握了解当前女大学生的就业现状,分析女大学生"就业难"和社会排挤的主要原因,研究分析并提出相关对策建议,我们对某高校女大学生就业情况进行问卷调查。调查中我们发现就业过程中确实存在女生比男生更难就业,女生就业面临的最大困难就是性别歧视和社会排挤。政府部门、用人单位与学校应采用积极的改进措施帮助女大学生就业和减少社会排挤。     

Sex Differences in Perceived Weight-Based Employment Discrimination When Weight Discrimination is Illegal

The reported study explores sex differences in both overt and subtle forms of perceived weight discrimination in employment using original data from a telephone survey of 1,010 randomly selected residents of Michigan, the only U.S. state with a law prohibiting weight discrimination. Sex differences in the experience of overt forms of weight discrimination (e.g., refusing to hire a person) that have been consistently found in other work and non-work settings were not found in this unique legal context. However, overweight women reported experiencing subtle forms of weight discrimination (e.g., verbal harassment, exclusion from social activities) to a significantly greater extent than men. Implications for employers’ discharge of their responsibilities and for policy makers’ consideration of greater legal protection against weight discrimination are discussed.     

关于领导赏识的正面辨识度研究

“辨识度”一词由音乐中音色的辨识度引申而来,是指辨别、认识的程度。用来形容人,就是指一个人的个性、特点的与众不同。辨识度高就是因为拥有某些特殊的特质,从而得以脱颖而出。干部的正面辨识度,就是指一名干部给人留下的正向的、积极的印象。每个人都有不同的特点,不同的领导欣赏的下属也有不同的特质。为此,论文对下属易被领导赏识的正面辨识度展开探究。     

Why do real estate brokers continue to discriminate? Evidence from the 2000 Housing Discrimination Study

This study examines racial and ethnic discrimination in discrete choices by real estate brokers using national audit data from the 2000 Housing Discrimination Study. It uses a fixed-effects logit model to estimate the probability that discrimination occurs and to study the causes of discrimination. The data make it possible to control for auditors' actual demographic and socioeconomic characteristics and characteristics assigned for the purposes of the audit. The study finds that discrimination remains strong but has declined in both the scope and incidence since 1989. The estimations also identify both brokers' prejudice and white customers' prejudice as causes of discrimination.     

Power,Subsidiarity, and the Economy of Exclusion

According to Pope Francis, an “economy of exclusion” is an economy with barriers that prevent individuals and groups from participating in the economy and society to their full potential. Power is a key determinant for both exclusion and inclusion. All economies are based on power relations and an “economy of exclusion” is an abuse of power. This contribution looks at what economic power is and how it can build barriers of exclusion or pathways to inclusion. We use income inequality as a measure of exclusion, giving a general history of power and inequality to demonstrate the role of power. Lastly, we look at the concept of subsidiarity in Catholic social thought as a principle to guide the use of power in the economy.     

Weight-Based Discrimination in the Workplace: Is Legal Protection Necessary?

Legal protection against weight-based discrimination in the workplace exists in the U.S. However, it is quite limited and its application across jurisdictions is inconsistent. The purpose of this paper is to examine whether such protection is needed—in other words, whether significant weight-based discrimination exists in the workplace, and, if it does, to what extent the legal system should intervene to prevent such discrimination.     

The effect of applicant race upon personnel selection decisions: A review with recommendations

The research literature addressed in this review concerns unfair racial discrimination in the personnel selection process. Because of methodological limitations and narrow research interests, the extant research fails to provide a clear framework from which to interpret the impact of racial discrimination on personnel selection, nor does it adequately account and control for the factors associated with unfair racial discrimination. Furthermore, this report shows that investigations concerning racial minorities other than blacks are virtually nonexistent. Following reviews of resume, in-basket, and interviewing studies, recommendations for future research are provided.     

Price Discrimination in Input Markets: Downstream Entry and Efficiency

The extant theory on price discrimination in input markets takes the structure of the downstream industry as exogenously given. This paper endogenizes the structure of the downstream industry and examines the effects of permitting third‐degree price discrimination on market structure and welfare. We identify situations where permitting price discrimination leads to either higher or lower wholesale prices for all downstream firms. These findings are driven by upstream profits being discontinuous due to costly entry. Moreover, permitting price discrimination fosters entry which often improves welfare. Nevertheless, entry can also reduce welfare because it may lead to a severe inefficiency in production.     

Dissection and Analysis of the Recent Cases on Employment Discrimination Under Title VII of the Civil Rights Act of 1964

This article begins with an overview of the existing law of employment discrimination under Title VII of the Civil Rights Act of 1964, within which it explains disparate treatment discrimination, disparate impact discrimination, pregnancy discrimination and sexual harassment. This article then dissects the recent U.S. Supreme Court and U.S. Courts of Appeal cases that have interpreted and provided specificity to various concepts used in the application of Title VII. This article then analyzes the details of the new substantive aspects of the law of employment discrimination, the philosophical positions within the cases, and how the intricacies of employment discrimination law are applied.     

DETECTING AND REMOVING DISCRIMINATION UNDER EQUAL OPPORTUNITIES POLICIES

Abstract. This paper surveys part of the recent voluminous literature on the economics of discrimination, focusing on two key questions. First, how should discrimination be measured and can in fact unambiguous estimates be derived, as the basis for detecting where discrimination is present and setting in train measures to eliminate it? Second, to what extent has the implementation of equal opportunities legislation improved the relative standing of women and minority workers in the labour force? This section includes a discussion of the likely effects of recent changes in the law such as the equal value amendment in the UK or the introduction of comparable worth in the USA. The survey concludes that our ability to detect discrimination at all precisely is still rudimentary and consequently policy measures are likely to be inefficient for this reason.