Wage differences between Austrian men and women: <Emphasis Type="Italic">semper idem?</Emphasis>

In most OECD countries, the wage gap between men and women has narrowed during the past two decades. Developments of the last 20 years, e.g., increased labour market attachment of women or the introduction of equal pay laws, may have reduced the gender wage gap. We investigate the extent, persistence, and socio-economic determinants of the gender wage gap in Austria, for the years 1983 and 1997. Using wage decomposition techniques, we find that the average gender wage gap was almost as high in 1997 as it was in 1983. Not accounting for differences, the gender wage gap dropped from 25.5 to 23.3% of men’s wages. Taking observable differences between men and women into account, we estimate that the mean gender wage gap that cannot be explained, i.e., discrimination against women, dropped from 17 to 14% of men’s wages. A decomposition of the gender wage gap over time indicates that both returns to human capital and less discrimination were responsible for the narrowing of the gender wage gap.

Unemployment disparities and regional wage flexibility: comparing EU members and EU-accession countries

This paper provides empirical evidence on regional labor market flexibility in Europe and, in particular, in the EU-accession countries in Central and Eastern Europe. Whereas substantial regional disparities in unemployment are found for pre-accession EU member countries as well as for accession countries, an empirical analysis taking account of spatial effects shows that regional wage flexibility is significantly higher for accession countries. Moreover, unemployment disparities are found to be less persistent in the accession countries.

论单位犯罪中追诉时效制度的适用

根据刑法原理,单位犯罪应适用追诉时效制度。在现行刑法规定下,单位犯罪中单位的追诉时效期限应以单位责任人员中最长的追诉时效期限来确定;单位责任人员的追诉时效期限应以自然人的追诉时效期限来确定。从立法的角度来看,单位犯罪的追诉时效制度还有待通过刑法的修订来进一步完善。     

工资对产业结构升级的影响——基于中国经济数据的分析

经济增长过程中伴随着产业结构的优化升级。工资不但可以通过工资差异激励劳动力从低效率产业向高效率产业流动,推动产业结构升级,而且可以通过改变消费结构和投资结构进而影响产业结构演变,并为产业结构升级储备高级人才。本文对中国改革开放以来的工资与产业结构的经济数据进行实证研究得出:工资与产业结构之间是正向的相关关系,且两者之间存在双向因果关系。因此,工资水平的提高在一定程度上促进了产业结构的优化升级。     

中国证监会行政处罚机制研究

《证券法》等法律赋予中国证监会较大的行政处罚权,以应对处于新兴转轨时期的我国证券市场层出不穷的违法违规事件,但我国证券违法处罚机制存在的不足影响到了中国证监会处罚的有效性和公正性。因此,借鉴主要发达证券市场国家证券监管机构处罚机制有益经验,反思中国证券违法行政处罚机制存在的问题并提出完善建议就非常具有现实意义。     

“德主刑辅,礼法并用”刑法思想在我国的传承与发展

刑法思想是指导立法和司法的理论基础。司法效果是产生刑法思想的实践源泉。中华民族从封建王朝的"德主刑辅,礼法并用"刑法思想到新民主主义时期的"镇压与宽大相结合",再到新中国成立的"惩办与宽大相结合",直至近年来国家实行的"宽严相济以及控制和慎重适用死刑",它们既一脉相承,又发展创新。其宗旨在于注重教化挽救,打击极少数,争取大多数,减少社会对立面,增加和谐因素。以此为指导思想,则社会安定,经济繁荣;反之,重典治乱,虽救弊一时,但衰败亦促。     

论税收滞纳金的法律性质、适用情形与核定机制

税收滞纳金是税收征收管理的重要措施之一。税收滞纳金的法律性质应界定为行政执行罚为主兼具损害赔偿。其适用情形不仅应考虑时间维度上的“未按照规定期限”。还应结合主观过错、行为性质及义务主体等因素予以区别对待。税收滞纳金的核定应采取分段加收率,起止时间应考虑支付方式的差异,并将税务稽查、刑事侦查及行政复议、行政诉讼设定为除外期间。     

通货膨胀、劳动力市场与工资率走势

当前的通货膨胀,属内外结合的复合型通胀。本文提出劳动年龄人口供给变动的三个阶段：第一阶段是2010年以前的总体过剩阶段,表现为劳动力买方市场,工资率被人为压低;第二阶段是劳动年龄人口占比越过峰值,但尚未达到绝对数量峰值,劳动力市场由供大于求向供求平衡转变,工资率处于劳资博弈状态;第三阶段是2017年以后,即占比和绝对数量总体短缺阶段,工资率将呈持续上涨趋势。当前处于第二阶段,由于劳动年龄人口供大于求的逐步结束和工资欠账较多,工资率理应有一个较大幅度的提升;不过要适度,因为总体上还处于劳动力由供大于求向供求平衡转变;更要着眼于实际工资的提升,因为仅仅名义工资的提升是有害的,对通胀治理不利。     

JIT供应链的惩罚机制研究

运用数学方法,导出JIT供应链上惩罚因子与库存的关系.惩罚因子的设定反映了供应链上厂商的关系,并得出结论:当对上游厂商的惩罚因子等于市场对供应链的惩罚因子时,供应链才是JIT方式.