Hazardous Occupations Within the Job Hierarchy

Firms using hazardous technologies face strong incentives to reduce job skill and training requirements so as to minimize the level of compensating wage differentials they must pay. This note examines the outcome of this process in terms of the location of hazardous occupations within the overall structure of jobs. Using four independent sources of data for the period 1974 to 1982, hazardous Occupations are found to offer significantly less worker autonomy, less on-the-job training, poorer promotion possibilities, greater risk of temporary and permanent layoff, and lower wage levels than safe occupations.     

Meritocracy in America: Wages Within and Across Occupations

In The Bell Curve , Herrnstein and Murray argue that the U.S. economy is a meritocracy in which differences in wages (including differences across race and gender) are explained by differences in cognitive ability. In this article we test their claim for wages conditional on occupation using a simultaneous model of occupation choice and wage determination. Our results contradict Herrnstein and Murray's claim that the U.S. labor market operates only on meritocratic principles.     

The Relationship between Delegation and Incentives Across Occupations: Evidence and Theory

A large literature suggests that incentive pay and delegation of worker authority are positively related. Using data from a large cross section of British establishments, we show that the positive relationship found in the empirical literature masks a stark difference across jobs. Classifying jobs into two categories (complex jobs, including professional, technical and scientific occupations, and simple jobs, consisting of all other non‐managerial occupations) we find a positive relationship for simple jobs and a negative relationship for complex jobs. To explain this negative relationship, we develop a model where stronger incentives distort a worker's decisions towards low risk‐return tasks.     

Licencing Occupations: Ensuring Quality or Restricting Competition? – Morris Kleiner

Books reviewed: Licencing Occupations: Ensuring Quality or Restricting Competition? by Morris Kleiner. Upjohn Institute, Kalamazoo, MI, 2006, xiii + 183 pp., ISBN 0 88099 285 9, US$40.00; ISBN 0 88099 284 0, US$18.00, paper.     

电力环保的形势与任务

一、电力企业面临的环保形势 <国家环境保护"十五"计划>要求电力行业:以削减二氧化硫排放量为重点,优化电源布局,促进西电东送,控制东部地区新建燃煤电厂,限制"两控区"新建燃煤电厂,禁止在大中城市市区和近郊新建、扩建燃煤电厂(热电联产除外).     

A Diagnostic Tool for Identifying Disharmonies Within Corporate Innovation Networks

In an article in the previous issue of JPIM , Vasudevan Ramanujam and Gerhard Mensch introduced the concept of mismatches in the perceptions and priorities of various functional specialists, staff and line managers, and senior managers. These mismatches highlight lack of agreement among key participants in the innovation management process within a given company and indicate problems that could hinder performance of the whole management interaction system. Here Mensch and Ramanujam explore the use of a new managerial instrument that can help technology driven companies that are caught in a stalemate in technology. The technique is designed to improve new product development and commercialization of new technology by diagnosing discrepancies in awareness, sense of urgency, and opinions on technological choices which may exist within the organization.     

电力系统内部过电压及其防护

电力设备在运行中 ,有时会在并无雷闪放电时出现损坏事故。其原因常来自两方面 :一是设备绝缘因老化出现故障 ;二是短时间作用于电力设备上的电压可能超过该设备的最高工作电压 ,若此电压已高到超过该设备当时所具有的耐受能力 ,就会损坏绝缘。通常把作用于电力设备而幅值超过其最高工作电压的电压统称为过电压 ,而其中由于电网内部原因所产生的都称为内部过电压。因为电网内具有电感、电容元件 ,这些元件中能量都不能突变 ,当电网运行状态改变 (如投切电感或电容元件 ,投切线路或当电网故障 )时 ,这些元件的工作状态就会发生变动。正是由于…     

大河流域电力开发你的担子有多重

在中国经济现代化的过程中,长江、黄河等大江大河流域是国家的资源富集区,也是国民经济的主干核心区,她们所蕴含的巨大的开发潜力,是21世纪中国经济现代化的基本动力。而在水域资源中,大河流域的电力开发更具特殊意义。在我国,水电等清洁能源的比例很低,据世界银行统计,1998年世界发电能源水电比重为22％,煤为35.7%,石油为9.9%,天然气为14.7％,核电为17.7%,而我国分别是18.9%,73.4%,6.1%,0.2%,1.3％。加大水电的开发力度,尤其是加大大河流域的电力可持续开发已势在必行。那么我国大河流域的电力开发进展如何?它对促进流域经济的发展有何作用?目前我国大河流域开发所面临的困难是什么?有何对策?政府在此间的作用以及国外又有何值得借鉴的经验?带着这些问题,记者走访了有关专家。     

Making the Processes of Designing Explicit Within an Information Technology Environment

In this paper, technology is described as involving processes whereby resources are utilised to satisfy human needs or to take advantage of opportunities, to develop practical solutions to problems. This study, set within one type of technology context, information technology, investigated how, through a one semester undergraduate university course, elements of technological processes were made explicit to students. While it was acknowledged in the development and implementation of this course that students needed to learn technical skills, technological skills and knowledge, including design, were seen as vital also, to enable students to think about information technology from a perspective that was not confined and limited to `technology as hardware and software'. This paper describes how the course, set within a three year program of study, was aimed at helping students to develop their thinking and their knowledge about design processes in an explicit way. An interpretive research approach was used and data sources included a repertory grid `survey'; student interviews; video recordings of classroom interactions, audio recordings of lectures, observations of classroom interactions made by researchers; and artefacts which included students' journals and portfolios. The development of students' knowledge about design practices is discussed and reflections upon student knowledge development in conjunction with their learning experiences are made. Implications for ensuring explicitness of design practice within information technology contexts are presented, and the need to identify what constitutes design knowledge is argued.     

基于网络的机助自适应考试系统

为了更好地培养包装行业计算机人才的创新能力，开发了网上机助自适应作业／考试系统（Computer Adaptive Testing-CAT），该系统只需选择考生能力范围内的题目进行测试，施测题目少，效率高，选题灵活，测试准确，标准化程度大大提高。     

电力高技能人才培养的形势与任务

一、实施电力高技能人才培训项目的现实意义高技能人才的培养是电力行业人才队伍建设的重要组成部分。中共中央、国务院《关于进一步加强人才工作的决定》明确提出了人才强国的战略指导思想,并将高技能人才作为人才队伍建设的重要组成部分纳入了人才强国战略的总体部署。2002年9月,劳动和社会保障部提出了实施国家高技能人才培训工程,其目标是通过三至五年的努力,使技术工人尤其是高级工、技师和高级技师的数量和比重有明显增加和提高,缓解高技能人才短缺状况。2003年底,又制定了全国《三年五十万新技师培训计划》,要求通过企业岗位培训、学…