Gender-Based Occupational Choices and Family Responsibilities: The Gender Wage Gap in Italy

This paper explores the relationship between the gender division of labor, occupational choices, and the gender wage gap in Italy. In Italy, cultural factors and low availability of formal childcare services define gender roles that are generally based on the male breadwinner model, in which childcare is almost completely entrusted to women. The analysis is carried out through an extension of the Oaxaca–Blinder decomposition and is based on data from the 2007 Italian National Institute for Workers’ Professional Development (ISFOL). The results are consistent with gender discrimination on wages and suggest that women’s occupational paths are often an outcome of limited choices, and that women’s unpaid domestic work negatively interferes with the energy women can put into paid work. These findings support the need to ensure gender equality in and out of the labor market, especially through deep changes in Italian social norms and through the development of formal childcare.     

Joining Global Production Networks: Experience and Prospects of India

Cross‐border dispersion of different stages/slices of the production processes within vertically integrated global industries (“global production sharing”) has been a key structural change in the global economy in recent decades. This paper examines India's experience with exploiting opportunities created by this phenomenon for export expansion from a comparative East Asian perspective. The analysis reveals that India has so far failed fitting into global production networks in electronics and electrical goods, which have been the prime movers of export dynamism in China and the other high‐performing East Asian countries. The findings of this study provide further support to the case for completing the unfinished reform agenda, encompassing both trade and investment policy reforms, and “behind‐the‐border” reforms. There is also a strong case, based on the experiences in East Asia and elsewhere, for combining further reforms with a proactive investment promotion campaign to attract multinational enterprises engaged in global production networks.     

日本园林“走出去”的经验及启示

“一带一路”倡议的开展与“走出去”战略紧密相关，而“走出去”战略本身又与不同层面、不同领域的“出发”相关，其中既有经济上的投资与合作，又有文化上的交流与互通。而园林本身作为“文化综合体”天然地具有综合性的优势，因此，中国园林“走出去”已经引起新时期中国园林人的重视。实际上，日本园林的海外修建与传播史远较我国久远，且已取得了显著的成就，赢得了世界性的口碑。这些实绩与其将园林输出有机寓于国家文化战略之中的认识，与其具体实践过程中所不断形成的历史性经验等有关。通过文献与实地踏勘相结合，将这些方面的“他山之石”内容加以研究、提炼，指出日本园林“走出去”的成功除特定历史因素之外，从战略到战术层面均有值得我国借鉴之处。     

借鉴国际经验，建设中国特色 住房保障计划

很多国家的经历表明,房地产价格有着长时间大涨而后大跌的历史特征。而在这过程中,只有新加坡和德国避免了房价的大起大落,其根本经验是很早就制定了并有效执行城市住房保障计划。我国目前呈现城市化的大背景,存在着大量的住房潜在需求,房价也开始不断攀升。为了避免我国房地产市场的大涨大跌,本文建议建立有中国特色的城市住房保障计划,并开征房产增值税和不动产税。     

Maximizing Behavior: Reconciling Neoclassical and X-Efficiency Approaches

International capital flows are constrained by a lack of complementary human capital, information asymmetries and transaction costs for small loan sizes. Extant research has provided a myriad of economic and cultural explanations of how microcredit has overcome these. Based on these, the paper develops a simple economic framework that accounts for these behavioral and institutional factors: a discontinuous marginal revenue curve and a U-shaped supply curve of capital for the microcredit environment. It then uses these analytical tools to explain capital flows and interest rates charged by traditional moneylenders. Finally, it uses these tools to present the growth of microcredit and the increase in financial flows and to explain why microcredit interest rates are lower than those of moneylenders, but higher than those of commercial banks to wealthier borrowers.     

家庭-工作冲突和平衡对服务员工情绪工作的影响机制

采用问卷调查法,探究了影响金融行业和餐饮行业服务员工情绪工作的家庭层面因素。结果表明:家庭-工作冲突对情绪工作的陪伴行为、帮助行为和管制行为具有负向影响;家庭-工作平衡和家庭-工作增益对情绪工作的陪伴行为、帮助行为和管制行为均具有正向影响。     

把科学发展观贯彻宣传思想工作始终

党的十六届三中全会及其通过的《中共中央关于完整社会主义市场经济体制若干问题的决定》,既保持了党的路线方针政策的连续性和稳定性,又富于创新,提出了不少新思路、新观点、新举措。其中,明确提出树立和落实科学发展观就是在理论创新上取得的一个新的突出成果。学习贯彻十六届三中全会精神,一个极其     

Discounting and Long-Run Behavior: Global Bifurcation Analysis of a Family of Dynamical Systems

This paper is concerned with the relationship between the discount rate and the nature of long-run behavior in dynamic optimization models. The theory is developed under two conditions. The first is history independence, which rules out multiple limit sets. The second is a condition that avoids the reversion to a stable steady state, as the discount factor is lowered, once cycles have emerged. These conditions appear to be the minimal restrictions that would allow analysis by a bifurcation diagram. The results are illustrated by two well-known examples in this literature, due to Sutherland and Weitzman–Samuelson. Journal of Economic Literature Classification Numbers: C61, D90, 041.     

Gender-Equalizing Family Policies and Mothers' Entry into Paid Work: Recent Evidence From Norway

Universal parental leaves with job protection and earnings compensation increase women's labor market attachment, but very long leaves may have negative consequences at both individual and societal levels. Using panel data from the period 1996–2010, we study whether it is possible to offset the potential negative effects on women's labor supply of long parental leaves by policies targeted especially at fathers, and policies making formal daycare cheaper and more easily available. Norway is used as example, since all recent extensions in the parental leave scheme have been reserved for fathers and at the same time the daycare sector has expanded rapidly. We find that Norwegian mothers did enter work faster after childbirth in the late 2000s than a decade earlier. The latest initiatives may thus have contributed to a shortening of women's career interruptions and a more equal division of paid and unpaid work among parents.     

印度潘查亚特制:职能、事权和资源

印度于1992年通过第73号宪法修正案,规定邦政府将职能下放给各级潘查亚特。本文旨在检验宪法修正案后转移给潘查亚特的职能在当前的执行状况,并考察转移给潘查亚特的资源是否足以让它们执行其职能和履行其职责,最后提出了改善其财政状况的建议。     

工作团队凝聚力、组织公民行为与工作绩效关系——基于服务性企业的实证研究

本文以123个服务性企业的工作团队为研究对象,运用群体内部一致性系数Rwg将个体水平的变量转换成群体水平的变量,采用结构方程模型进行分析,探讨团队凝聚力、团队整体上表现出的组织公民行为与工作绩效的关系.研究结果表明,团队整体上表现出的组织公民行为对团队工作绩效具有积极的影响作用;团队凝聚力是组织公民行为的显著预测变量,并且与工作绩效成正相关.这一研究结论可以为提高服务性企业工作团队的工作绩效提供积极的指导意义.     

Transition to FDI openness: Reconciling theory and evidence

Empirical studies quantifying the economic effects of increased foreign direct investment (FDI) have not provided conclusive evidence that they are positive, as theory predicts. This paper shows that the lack of empirical evidence is consistent with theory if countries are in transition to FDI openness. Anticipated welfare gains lead to temporary declines in domestic investment and employment. Also, growth measures miss some intangible FDI, which is expensed from company profits. The reconciliation of theory and evidence is accomplished with a multicountry dynamic general equilibrium model parameterized with data from a sample of 104 countries during 1980–2005. Although no systematic benefits of FDI openness are found, the model demonstrates that the eventual gains in growth and welfare can be huge, especially for small countries.     

Governance Reforms and Growth: Some Ideas from Economic Theory

Ideas from the theory of incentives and organization are deployed to examine how some aspects of economic governance—primarily protection of property rights, enforcement of contracts, and oversight regulation—can be improved for achieving better economic growth and development. Some suggestions for reform of governance institutions in developing countries are offered.     

1992～2002年间中国共产党经济工作的特点与经验

1992～2002年,是中国共产党的经济工作史上一个具有特殊意义的时期.在实践上,中国共产党领导中国人民初步建立了社会主义市场经济体制,完成了现代化建设第二步战略目标;在理论上,进行了一系列重大理论创新,形成了中国特色社会主义经济理论体系;在战略上,构建了一系列面向新世纪的经济工作战略.这一时期中国共产党的经济工作无论在指导思想上还是在方法上都形成了鲜明的特点,凝聚成丰富的经验.     

家族认同与企业战略变革——来自中国家族上市公司的经验证据

战略变革是企业维持自身持续竞争优势的重要手段,对于以基业长青为目标的家族企业具有重要意义.以中国A股家族上市公司为样本,基于身份认同理论,探索了高管家族认同对企业战略变革的影响并关注了制度效率的调节效应.实证检验结果表明:家族认同能够有效地促使家族企业实施战略变革,对于处在制度效率较高地区的家族企业,家族认同对战略变革的积极效应更显著.机制检验结果表明,家族认同主要从意愿(风险承担和代际传承)与能力(合法性和融资约束)两方面推动战略变革的实施.拓展性分析发现,在董事长与总经理学历差距较大、年龄差距较小、性别相同的情境下,家族认同对战略变革的积极影响更显著.研究结论从家族认同的视角分析家族企业战略变革的决策动机、情境机制和影响路径,拓展了家族企业战略变革的相关研究.     

Principles versus principal: Reconciling norm compliance and shareholder value

This paper considers situations where an agent (say, a polluting firm's CEO) must allocate his nonobservable effort across two distinct tasks (say, revenue/market share enhancement and environmental stewardship), and where two principals (say, the firm's shareholders and an external stakeholder) hold diverging viewpoints on what the best allocation should be. Both characteristics of this context—multitasking and conflicting principals—are normally seen as obstacles to strengthening the agent's incentives. This paper proposes a simple arrangement, based on contingent monitoring and clawbacks, that can overcome these obstacles. Under this arrangement, the principals would end up coordinating their respective incentive schemes so that the agent considers his two tasks as complementary utility‐increasing activities. Applications to regulatory compliance, corporate social responsibility, and innovation management are briefly sketched.