劳资关系协调及矛盾化解机制研究

当前我国劳动关系日益复杂多变,劳动关系中各种利益矛盾不断凸显,劳动争议案件大幅度上升,为维护社会和谐稳定,和睦企业与员工的关系,预防劳动争议的发生,促进企业持续健康发展,本文根据目前我国劳资矛盾的现状及特点,以及劳资矛盾不断增多的原因,有针对性地提出创新社会管理、建立健全劳动关系协调和劳资矛盾化解机制的对策建议。     

宏观税负与中国劳动报酬份额——基于省级面板数据的研究

文章利用财政体制改革后1994-2007年省级面板数据,系统地分析劳动报酬份额变化的整体趋势及其影响因素。发现固定资产投资、政府相对居民的消费结构对劳动报酬份额产生显著的反向作用力。其中,源于投资方面的负面影响更强。与成本费用利润率的负向作用相比,资本的有机构成短期内更不利于改善劳动报酬;引资竞争对劳动报酬份额间接的负面影响弱于消费结构的负面影响,最终消费结构的失衡进一步凸显了劳动报酬份额在初次分配被弱化的趋势;劳动收入份额与宏观税负的反向关系强于劳动收入份额与教育支出的正向关系。控制了经济结构转型的因素后,宏观税负的提高是阻碍劳动报酬份额改善的重要原因。     

Fiscal stimulus and labor market dynamics in Japan

The paper studies the effects of fiscal expansion on the Japanese labor market. First, using a structural VAR model, we find that the unemployment rate falls and employment rises following an increase in government spending. We also find that fiscal expansion affects flows in and out of unemployment. While an increase in government spending increases the job-finding rate, it reduces the separation rate. We then incorporate search and matching frictions into a standard dynamic general equilibrium model, and study whether the model can explain what we observed in data. While the model fails to predict the exact size of the impact of government spending shocks on the Japanese labor market variables, it can consistently capture the empirical pattern of responses of labor market variables to shocks.     

Firms’ demand for work hours: Evidence from matched firm-worker data in Japan

Using information on Japanese males’ work hours and the matched firms’ characteristics, this paper investigates whether the number of hours worked is determined by demand-side factors and tries to offer a possible explanation of why Japanese males tend to work longer on average, than their counterparts in other countries. Based on an empirical framework in which each firm sets a minimum boundary of work hours and where workers hired by the firm are required to put in at least the minimum hours, we found that the minimum requirement depends on each firm’s fixed costs of labor. Specifically, firms that tend to hoard labor during recessions, presumably because of higher fixed costs, require incumbent workers to work longer hours during normal times. Since Japanese firms have long been considered as incurring high fixed costs to train workers, we interpret the long work hour requirement as a rational strategy for Japanese firms in protecting high-skill-accumulated workers from dismissal. In other words, the long work hours of Japanese males reflect firms’ long-term employment practices, a typical feature of the Japanese labor market.     

剖析有差别计件工资制的作用机理

有差别计件工资制历经一百多年的发展,仍有着强大的生命力。本文试图从经济学和管理学的领域剖析有差别计件工资制的作用机理,阐明这种计酬方式的现实意义。     

非公有制企业劳资冲突的根源及治理

中国非公有制企业的劳资冲突已成为企业界和理论界关注的热点问题。本文在描述非公有制企业劳资冲突的表现形式和基本特征的基础上,运用经济学和管理学的分析工具,从劳资利益对立、劳动力市场、家族管理、心理契约等方面对劳资冲突的根源进行了初步探讨,并提出了预防和治理冲突的政策措施。     

重庆市两江新区产业布局与劳动力聚合效应研究

比较分析了两江新区和滨海新区的功能区及产业布局,利用就业弹性系数模型对未来10年两江新区产业发展所需的劳动就业数量进行了预测。主要结论是:二、三产业的增长对劳动力就业产生了较强的聚合效应,第一产业产值的增加一定程度上对就业增长产生了"挤出"效应。未来10年,两江新区将聚合劳动力137～142万人。据此,提出了两江新区的产业布局思路,以及发展、促进就业的政策建议。     

Social signaling and interorganizational relationships: Lessons learned from the professional sports industry

In today’s connected economy, interorganizational relationships are increasingly important. Whether government-to-government, political party-to-political party, business-to-business, department-to-department, or some other interorganizational pairing, these relationships can provide organizations with signals used to identify and better respond to changes in their environment and in their interorganizational relationships. This enables astute organizations to not only understand how others will interpret the social signals they send, but also to shape those signals in ways that will improve their interorganizational relationships. We illustrate this herein, using the public and readily recognizable relationships involved with labor relations in the professional sports industry. We show how social signals can explain the way organizations change and adapt to their environments, and how these changes send messages to related organizations. Finally, we provide a set of recommended advice for managers based on this case analysis.     

就业保护法对私营企业经营绩效的影响——基于倍差法的证据

以中国私营企业为样本,采用倍差法研究2008年《劳动合同法》实施对私营企业经营绩效的影响。通过与微型企业比较,研究发现《劳动合同法》显著提升了中小企业的人均年销售水平;这种影响在非外贸企业和管理水平较低的企业中更显著。同时有证据显示,《劳动合同法》的实施并没有导致私营企业通过增加临时用工来控制劳动成本,相反,该法引起企业用工和解雇水平下降,并可能促使私营企业调整人力资源策略,增加人力资源培训开支,从而提升企业经营绩效。     

Did immigration contribute to wage stagnation of unskilled workers?

In this paper we first show that the timing and skill distribution of Immigrants to the U.S. between 1970 and 2014 imply they did not contribute to the decline in the wages of native, non-college educated workers – including high school dropouts – at the national level. We then review other evidence at the local level, which implies immigration is not associated with lower non-college wages. Rather, higher immigration seems associated with higher average (and college-level) wages. Local externalities, complementarities, efficient specialization and appropriate technological choice suggest at least part of the positive association is causal.