利益相关者视角下的农民工权益保护

该文从国家与地方政府、资方(工厂)和农民工三类利益相关者互动的视角,讨论了《劳动合同法》立法与实施的具体过程中农民工权益保护状况及其原因。研究发现,权益保护现状并不乐观,《劳动合同法》的实施过程中政府与资方加强联合,通过制造"去合法化"条件、选择性利用政策等方式,农民工权益被阻隔在法律保护之外;进而,农民工自身产生了畏惧心理,缺乏维权的内在动力与意愿,形成地方政府、资方和农民工三方"共谋"的局面。     

论农民工权益的法律保护问题与对策

农民工在城市建设的发展中扮演着非常重要的角色。但由于种种原因,他们却行走在城市的边缘,其合法权益得不到保障。这与农民工的文化素质低,维权意识淡薄和现有法律法规的不健全等因素有着密切的关系。加强农民工的权益保护,既是社会公平原则的要求,也是社会可持续发展的要求。为了要保障农民工的合法权益,我们必须全面调整和改革各种歧视性政策,使他们真正融入城市社会。     

两代农民工维权意识对比探析——以江西易富服饰有限公司为例

在劳资博弈中,劳动者的维权意识无疑对劳动者的现在和未来都具有重大影响。在以江西易富服饰有限公司(宁都海澜之家生产基地)为中心展开的对两代农民工维权意识的对比研究表明:两代农民工的维权意识存在明显差异,第二代农民工的维权意识比第一代农民工明显强烈。由此可知,就劳动者的解放而言,第二代农民工是更有希望的一代农民工。     

基于劳务派遣的农民工就业模式研究

目前我国的劳动力供大于求的矛盾日益尖锐化，就业形势十分严峻。农民工就业也成为一大难题。农民工如何实现顺利就业并且能够保证就业后的合法权益，是我们需要深思的一个问题。而劳务派遣所具有的优势，对于农民工的就业和维权，都能起到很好的促进作用。这就促使我们去思考如何让劳务派遣充分发挥它对农民工就业和维权的积极作用。本文在分析我国农民工就业存在问题的基础上，利用劳务派遣的优势，构建出能够保障农民工合法权益的就业模武，同时对该种模式推行的意义进行了研究。     

农民工就业权益歧视的经济与法律二维透视

中国农民工就业权益歧视的体制根源,在于渐进式体制转型中刚性的二元结构。解决办法就是创建新体制和弥补相关制度供给的不足:即通过政府改革制度,加强法律体系、维权体系和农民工自救体系的建设,以及提高农民工自身素质和就业能力等。     

完善和健全农民工工作体系的思考

随着产业结构调整和中央强农惠农政策的出台以及农民工的代际更迭,农民工问题中出现了许多新情况,对农民工工作提出了新的更高要求。各级政府需要从组织、服务、培训、维权与救助、信息服务和党团组织建设等方面入手,完善和健全农民工工作体系,以适应新形势下的农民工工作。     

农民工就业权益歧视的经济与法律二维透视

中国农民工就业权益歧视的体制根源,在于渐进式体制转型中刚性的二元结构.解决办法就是创建新体制和弥补相关制度供给的不足:即通过政府改革制度,加强法律体系、维权体系和农民工自救体系的建设,以及提高农民工自身素质和就业能力等.     

行业集体协商对维护农民工 权益的作用及其实现

本文研究了行业集体协商对维护农民工权益的作用,认为推行行业集体协商,不但能将农民工维权方式前置,从而改变以往农民工事后维权的方式,而且能使农民工的个人意志通过规范化的方式得到集体表达,进而改变农民工在经济方面的弱势地位。为了发挥行业集体协商对维护农民工权益的作用,本文认为需要解决行业集体协商主体不健全、相关法律不完善以及政府作用发挥不到位等问题。     

基于博弈论的农民工工资拖欠问题研究

文章通过建立农民工与雇主的博弈模型,分析了农民工与雇主在各个前提条件下的博弈和得到的结果,认为市场信息欠缺、社会监督力量薄弱、对雇主惩罚力度小和农民工上诉成本高是农民工工资拖欠问题的主要原因,进而提出建立劳动力市场信息披露和传导机制;建立雇主支付农民工工资的监督和惩罚制度;建立农民工维权制度等政策建议。     

农民工低收入的经济学解析

当前我国农民工收入偏低,本文分别利用人力资本理论与劳动力市场歧视理论,深入分析后认为,农民工低收入的内在原因在于农民工自身人力资本贫乏而产生的能力弱势,外在原因在于劳动力市场对农民工就业的不平等对待而产生的制度弱势,并提出了提高农民工收入的对策建议.     

身份政治：回归社区后的北京市下岗失业职工的生计策略

本文基于北京市城区下岗职工的日常生活策略访谈和田野调查而来,关注北京国企下岗职工回归社区后,如何通过身份斗争来谋取资源,维持生计。回归社区后的下岗失业职工的集体身份,由多重因素建构,并且服从于实践利益的需要。本文并没有刻意导向阶级分析的思路,而是沿着文化身份的意义进行分析。     

新生代农民工组织承诺管理——基于就业能力的视角

改革开放至今，新生代农民工已成为农民工的主力军。他们有着受教育水平较高，就业期望值较大、注重精神和情感生活、忍受挫折能力低以及职业选择迷茫的特点。农民工在就业过程中与企业进行着组织支持与组织承诺的交换。由于缺乏组织支持。新生代农民工的组织承诺很低，流动率非常大，给企业造成管理混乱的同时也不利于自身的发展。就业能力体现为人力资本、社会资本及心理资本的协同作用。企业应该加强培训、严格执行国家劳动安全卫生规定、关注健康以提高农民工的人力资本；多组织有意义的群体活动扩展农民工的社交圈以提升他们的社会资本；重视心理健康，构建心理咨询渠道以提高其心理资本，通过这些努力，增加组织支持以获取农民工较高的组织承诺，降低流动率。     

农民工与城市可持续发展

当今的农民工与历史上的“流民”不可同日而语,他们已经成为产业工人的重要组成部分,其廉价劳动力大大提升了城市竞争力。然而,农民工在为城市发展带来机遇的同时,也使城市面临着资源整合、社会融合及管理调适等方面的挑战。为应对这些机遇与挑战,城市政府需要转变管理理念,完善有关法规,不断创新农民工管理体制。进一步提高公共服务能力。     

Job autonomy and education-skill matches of immigrant workers in Germany

This letter examines the determinants of occupational autonomy and education-skill matches of immigrant workers in Germany. Their jobs are characterized by much lower autonomy than those of comparable natives and the immigrant penalty decreases only minimally over time. In contrast to wages, the difference between immigrants from advanced and non-advanced countries is small. But immigrants from advanced countries are much more likely to have a job matching their qualification. The probability of a match does not increase over time for highly educated immigrants, but does for others. Highly educated immigrant women have an additional disadvantage. In some industries low autonomy and skill downgrading of immigrant workers are particularly common.     

The endogenous national minimum wage institution

This paper offers reasoning for the endogenous sustainability of the National Minimum Wage Institution (NMWI). In an economy with asymmetries in productivity among unionized firms, high-tech firms may often opt for minimum wage agreements covering all unionized workers, in order to raise the relative costs of their rival low-tech firms. Their workers’ unions as well as the unions of workers in low-tech firms share this interest, provided that the degree of product substitutability is not too low and the wage agreement is not too high. Hence, since economy-wide minimum wage agreements prove to be compatible with the interest of all unions and high-tech firms, the NMWI can be sustained in equilibrium under politically convenient circumstances.     

General training by firms, apprentice contracts, and public policy

Workers will not pay for general on-the-job training if contracts are not enforceable. Firms may if there are mobility frictions. Private information about worker productivities, however, prevents workers who quit receiving their marginal products elsewhere. Their new employers then receive external benefits from their training. In this paper, training firms increase profits by offering apprenticeships which commit firms to high wages for those trainees retained on completion. At these high wages, only good workers are retained. This signals their productivity and reduces the external benefits if they subsequently quit. Regulation of apprenticeship length (a historically important feature) enhances efficiency. Appropriate subsidies enhance it further.     

Wages, Experience and Seniority

In this paper we study the sources of wage growth. We identify the contribution to such growth of general, sector specific and firm specific human capital. Our results are interpretable within the context of a model where the returns to human capital may be heterogeneous and where firms may offer different combinations of entry level wages and firm specific human capital development. We allow for the possibility that wages are match specific and that workers move jobs as a result of identifying a better match. To estimate the average returns to experience, sector tenure and firm specific tenure within this context, we develop an identification strategy which relies on the use of firm closures. Our data source is a new and unique administrative data-set for Germany that includes complete work histories as well as individual characteristics. We find positive returns to experience and firm tenure for skilled workers. The returns to experience for unskilled workers are small and insignificant after 2 years of experience. Their returns to sector tenure are also zero. However, their returns to firm tenure are substantial.     

Why it Pays to Major in Economics

In this article, the authors use a large, recent, and accessible data set to examine the effect of economics major on individual earnings. They find a significant positive earnings gain for economics majors relative to other majors, and this advantage increases with the level of education. Their findings are consistent with Black, Sanders, and Taylor (2003), documenting that about two-thirds of the bachelor's degree premium for economics majors can be attributed to the type of job economics majors perform, and about one-third is a premium that economics majors earn over other workers within the same job.     

近代天津早期的军事工业技术引进

作为中国北方开放最早和具备地理优势的城市,天津是吸取近代技术最理想的窗口,其技术开端的标志最先是从军事工业开始的,也是近代西方技术的移植与使用的开始,其中,天津机器局和大沽船坞的兴建,代表了早期天津技术引进的典范,其创立和发展使得天津有了更多的与世界先进技术接近的机会,形成自己的优势,培养了大批的技术工人,不仅为天津近代工业的发展提供了重要的物质和技术基础,而且对北方近代工业的发展也有一定的影响。     

苏南农民工社会保障的实证研究

苏南农民工社会保障虽略好于江苏全省情况,但仍存在不少问题。苏南民工就业劳动合同签订率低,大部分农民工未参加任何社会保险,参加医疗、养老、工伤、失业、生育和综合保险的人数比例低。苏南农民工主要就业于私营、个体和股份制企业,就业于集体、国有企业的也有一定的比例。农民工平均工作时间长,而月收入仅相当于本地居民平均收入的60-80%。其原因,除了劳动力过剩、城乡两元体系和关系网络外,主要是由于农民工受教育程度低,工会组织不健全等。