我国灵活就业的雇佣关系

在我国传统计划经济时期的安置就业退出历史舞台以后,灵活就业逐渐成为我国社会实现充分就业的主要渠道。与此相适应,就是灵活就业也给我们带来了多样化的雇佣关系。本文在两年多的专题调查研究基础上,分析了我国灵活就业劳动雇佣关系的现状特点,对灵活就业群体及其雇主做了分类,对雇佣关系引发的冲突问题作了归纳分析,对不同类型的灵活就业的雇佣关系提出了规范化管理的思路和对策建议。     

中国高科技企业的雇佣关系变革:特征、问题及其管理对策研究

高科技企业的雇佣关系是当前中国经济社会中影响重大的问题。而中国高科技企业的雇佣关系呈现出迥异于传统产业的特征,它具有外部市场主导、个体性、外部化和灵活化以及超组织性等特征。而这些变革特征导致的核心问题是员工组织承诺下降、核心员工挽留难度加大和核心技术培养和积累困难增加,这些问题的解决主要依赖于企业调整雇佣关系管理策略,建立以可雇佣性为核心的心理契约和员工管理系统。     

基于就业能力的无边界职业生涯平衡

随着经济和技术领域的快速发展,组织中的雇佣理念和雇佣形式发生了巨大的改变,终身雇佣、家长式关怀和员工忠诚等因素正在淡出社会的主流雇佣观,自我雇佣、临时雇佣和人事外包等非正规雇佣形式逐渐成为社会的热点。因此,在新的社会背景下对职业生涯的内涵和观念进行反思是十分有价值的。本文分析了无边界组织发展引发的雇佣关系和职业契约的转变,认为就业能力是无边界职业生涯转变与平衡的基础,也是新型雇佣关系核心内涵。     

浅谈高新技术企业产品研发与企业战略的有效匹配

高新技术企业是知识和技术密集的经济实体。产品研发与企业战略的有效匹配是其实现核心竞争力提升的关键因素之所在。文章从界定高新技术企业、产品研发、企业战略等概念入手,重点分析了产品研发与企业战略的关系,进而提出了实施低成本战略的企业应该选择外部化研发组织形式、采用差异化战略的企业应该选择内部化研发组织形式的观点。     

我国灵活就业劳动关系之探讨

作为世界上人口最多的发展中国家,就业问题一直困扰着我国的经济和社会发展。在就业形势异常严峻的情况下,被称为吸纳就业“海绵”的灵活就业逐步引起社会各界的关注。目前,我国灵活就业劳动关系具有非正规化、多元化、动态化、多层次化和外部化等特点。为此,应建立完善的劳动法律体系,使灵活就业规范化;建立三方协调机制,保护灵活就业者的基本权利;加强对灵活就业劳动的行政管理及监察工作;建立城乡统一的劳动市场及公共服务体系等,保障灵活就业劳动关系的稳定发展。     

论当代灵活就业发展的微观基础:组织人力资源雇佣模式的弹性化

灵活就业的快速发展是当代发达国家劳动力市场的一个根本特征,本文旨在从微观劳动力需求主体--组织层面探究灵活就业的形成机制.灵活就业的发展是组织人力资源雇佣模式从传统刚性模式向弹性模式转变的宏观表现,而人力资源雇佣模式的弹性化源于组织在当代日趋动态复杂的市场环境中的管理创新.     

城镇灵活就业问题研究

灵活就业的涵义。灵活就业是指在劳动时间、工作场地、收入报酬、劳动关系、保险福利等方面不固定的各种就业形式,如非全日制就业、临时就业、季节性就业、钟点工等。其从业人员主要是国有或集体企业离岗下岗失业人员、城镇新增就业中缺乏劳动技能者和农民工等,这是我们当前研究的重点,部分具有较高知识水平或特殊技能者也采用这种就业形式。     

非典型雇佣关系的新制度经济学分析

文章在阐述人事代理等非典型雇佣关系主要特征的基础上,运用新制度经济学的分析方法,对这种新型雇佣关系分别从以下五个方面进行了理论分析:企业边界、劳动合同与买卖合同特征、改善代理人激励、企业内部和外部灵活性、管理失灵。分析得出了以下结论:企事业单位通过有选择地建立非典型雇佣关系,可以有效地提高组织机构的运作水平,改善人力资源的配置效率。     

城镇劳动力市场雇佣关系的演化及影响因素

本文利用跨度为二十年(1988年到2007年)的微观家计数据,分析了我国城镇地区雇佣关系在经济转型时期从单一固定工向多元灵活雇佣关系转变的过程。将我国城镇地区的雇佣关系分成四种类型,探讨了雇佣关系构成从1988年到2007年的变化及其影响因素,以及各种因素的相对重要性。分析发现,从1988年开始,我国的雇佣关系构成中灵活雇佣比重开始逐步上升,到2002年,短期雇佣、无合同雇佣等灵活雇佣形式的比重达到一个较高水平,进入2007年,稳定雇佣关系的比重略有回升。扩展的Oaxaca-Blinder分解所得结果表明,从1995年到2002年,劳动力市场灵活性增强主要受到转型过程中制度变迁等不可观测因素的影响;进入2007年,稳定的雇佣关系比重略有回升,放松管制和市场深化的效应逐渐释放殆尽,特征变量对提高雇佣稳定性的作用开始显现。     

浅谈企业工会的维权

随着围有企业改革力度的加大,企业内部产业结构、组织结构和队伍结构的大幅度调整,其经济成份、组织形式、就业方式、利益关系和分配方式等都发生了深刻的变化,呈现出经济结构的多元化、劳动关系的复杂化、就业方式的多样化,这给企业工会工作带来了前所未有的困难与挑战.面对这样的形势,企业工会爱想真正维护工人权益,就必须清醒地认识当前工会工作所遇到的新情况、新问题,与时俱进、依法维权.     

What did China’s labor contract law do to its private manufacturing firms?

Well-intended employment protection legislation may have adverse consequences. This paper uses Chinese firm-level data to assess the impacts of China’s Labor Contract Law, effective on January 1, 2008. My results show that, relative to public firms, private firms as a whole were negatively affected in terms of firm-level year-to-year employment changes. The law had negligible effects on employment and wages in firms with high wages. At the same time, employment fell and wages rose in firms with low wages. Moreover, firms who did not train workers intensively to acquire firm-specific skills had more job turnover than firms who did. Finally, I study how labor demand responded to the law along the extensive margin. For regions that experienced abrupt declines in labor mobility, possibly due to stricter labor regulation enforcement following the enactment of the Labor Contract Law, firm exit rose significantly, suggesting large incidence of mass layoff.     

Does the Effectiveness of Employment Incentive Programs Vary by Firm Size?

This article examines the impact of national employment incentive programs on employment growth of individual firms in the original fifteen member states of the European Union (EU-15). We investigate whether this impact differs among firms of different size classes, and whether the effectiveness of employment incentive programs depends on the business cycle. We find that expenditures on employment incentives have a positive impact on employment growth for firms of all sizes. However, this impact is significantly reduced for smaller firms, suggesting that employment incentive programs are less effective for small firms. We also find that the employment impact of incentive programs is stronger during recessionary periods, but only for firms without any employees (i.e., own-account workers).     

解雇成本、市场分割与《劳动合同法》——基于理论模型对《劳动合同法》争议的新解释

基于理论模型的研究发现,《劳动合同法》有助于知识员工和知识密集型企业达成"双赢",但是可能导致体力员工和劳动密集型企业"双输"。《劳动合同法》之所以备受争议,其对低端劳工市场的消极影响是主因,外界经济环境恶化带来的经营压力和就业压力是辅因,而且,主辅因的结合打乱了政府预期的经济转型之路。     

Employment and wage behaviour of industrial enterprises in transition economies: The cases of Poland and Czechoslovakia1

In this paper we use two very large panel datasets from Poland, 1988-90 and Czechoslovakia, 1990-1992 to explore the dynamics of employment and wage determination at the enterprise level in the early years of transition. The study is intended to assist in building a coherent picture of microeconomic adjustment in transition, a field which was not sufficiently explored in the early years of reform. We find that Polish firms were already to some extent responsive to market conditions pre-reform, notably to demand in determining employment. Czechoslovak firms, however, were largely unresponsive to such pressures in 1989-90. The elasticities rose significantly in both countries in the early years of reform, especially in Czechoslovakia which quickly attained initial Polish patterns of adjustment. Firms became much more responsive to sales and cost pressures in adjusting employment and to their own productivity in setting pay. Ownership effects in these early years were, however, much more modest, with state-owned firms adjusting employment more than their private counterparts, perhaps because over-manning was more serious in that sector.     

企业演化的动态特征及其对劳动就业的影响——对中国制造业的经验分析

本文采用2000年和2005年全部国有企业和规模以上非国有企业数据,考察该时期我国制造业的企业演化动态特征,分析微观层面上企业动态演化所引起的宏观就业变动。研究发现:(1)我国制造业企业更替较快,企业演化表现出高进入率、高退出率的动态特征;(2)进入企业的就业创造效应超过退出企业的就业丧失效应,保证了就业岗位的净增长;(3)新进入企业是近期我国就业增长的重要来源之一。从长远来看,一个行业的企业数不可能无限增加,因此,不可忽视存活企业的稳定成长。     

中国企业对外直接投资影响了劳动力市场的就业极化吗?

在中国企业"走出去"步入新常态和就业压力持续加大的复杂背景下,探寻对外直接投资影响劳动力市场中的就业极化及其作用机理,对缓解我国当前的就业矛盾具有重要意义.基于此,文章利用匹配后的中国工业企业数据,基于倾向得分匹配和倍差法实证检验了对外直接投资的就业极化效应.研究发现,对外直接投资总体上显著增加了母国劳动力市场上的就业,但影响程度具有显著差异,对高技术和低技术企业的就业水平的影响更为明显,而对中等技术企业的提升作用相对较小,即存在"两端高、中间低"的就业极化现象.进一步研究发现:(1)企业对"一带一路"沿线国家的直接投资有利于缓解我国劳动力市场的就业极化;(2)与投资中低收入国家相比,对高收入国家的直接投资在一定程度上会加剧母国劳动力市场的就业极化趋势;(3)与外资企业相比,国有企业和民营企业的对外投资加剧了劳动力的低技术"极化"趋势.上述研究为实现中国企业更好地"走出去"与就业优先战略的良性互动提供了有益的启示和借鉴.     

How credit constraints affect small and medium enterprises' strategic employment decisions and employees' labour outcomes: Evidence from Vietnam1

This study makes use of rich firm-level and linked firm-employee datasets that span the 2009–2015 period in Vietnam to examine how SMEs' credit constraints affect their strategic employment decisions and employees' labour outcomes. Our results show that constrained SMEs enlarge total employment by employing relatively more temporary workers and paying their employees relatively lower wages than unconstrained borrowing firms. Meanwhile, discouraged firms, mostly informal businesses, do not behave differently from unconstrained counterparts. In order to maintain a stable employment portfolio, discouraged firms are relatively more willing to reward their employees with an overtime payment.     

Private sector employment in Russia: Scale, composition and performance

In Russia, as across Central and Eastern Europe, privatization and the establishmemt of new private firms have been viewed as key factors in labour market adjustment during the transition period. This paper considers the overall employment developments in the private sector in Russia and the extent to which the private sector employment performance is differentiated from that of other sectors in five Russian regions. The analysis is based on a fresh look at these issues using official statistics published by Goskomstat and drawing on microdata from the March 1996 Russian Labour Force Survey (LFS). A special questionnaire attached to the LFS in the study regions provides supplementary information.
The paper highlights shifts in the sectoral composition of employment, including growth in private sector employment. Compared to other forms of ownership, the analysis confirms a tendency for private sector ownership in the study regions to be associated with stronger employment performance with respect to hours worked and, in some cases, timely payment of wages. Private sector firms appear to have relatively flexible employment patterns, utilizing more fixed-term or part-time employment than other types of firms and experiencing greater labour turnover. Also, private sector employees tend to be somewhat younger and probably more adaptable people. However, there is significant variation across the study regions and substantial exceptions exist with respect to the above-mentioned tendencies. With respect to employment issues, the differentiation between sectors appears to be less pronounced than one might have expected.     

Influence of open innovation strategies on employment dynamics: evidence for Spanish manufacturing firms

ABSTRACT

In this paper, we explore the influence of different modes of openness of innovative firms on employment growth. Using a panel database of Spanish manufacturing firms during the period 1998–2015, we analyze the influence open innovation (OI) strategies on employment distinguishing by type of external partner. The main objective of the research is to know whether opening innovation strategy contributes to employment taken into account another firm capabilities and sectorial technological opportunities. For this purpose, a two-step procedure is specified. Firstly, a random-effect computes the effects of OI on the innovation probability. In the second step, the variation of innovativeness due to openness on GMM-system estimation controlling by potential endogeneity and unobserved firm heterogeneity is used. The results support that the influence of open strategy on employment growth is positive. Moreover, the employment depends on the breadth of OI measured by the number of out-inbound relationships. Finally, the employment consequences are different for each mode of open strategy.     

我国近期就业政策选择的重点

中小企业自身的特点决定了它在创造就业机会方面具有大企业不可替代的优势。通过发展中小企业促进就业增长,不仅符合我国的资源比较优势,而且在我国具有深厚的制度与文化基础。我国现有失业人员文化素质较低的特点,使他们在劳动密集型中小企业实现就业相对来说比较容易。因此,发展中小企业,应该成为我国当前及今后解决就业问题的重点政策选择。