德国大学教师聘任制的发展历程及特点

德国大学自建立之初就非常重视教师队伍建设,在洪堡学术自由、教授治校等办学理念指导下,通过提高教授社会地位和工资待遇,吸引了一大批世界一流学者。德国逐渐形成科学合理的大学教师聘任制和严格的教授晋升制度,保证了教师的质量。     

论教授终身制及其在中国高校的应用问题

自20世纪初美国大学建立终身教授制度以来,该制度在维护学术自由、平衡行政权力与学术权力等方面发挥了重要作用,促进了美国高等教育的繁荣发展。中国高校有与之相似的终身制度———职称终身制,但是在实际应用过程中出现了概念不清、大学教师为职称而研究等问题,为此,国内一直在进行教师聘任制度的改革。     

日本特有的企业经营管理模式探析

日本的终身雇佣制是日本社会发展的特有的产物,被称为日本特有的经营管理模式,在战后日本经济的发展中发挥了巨大的作用。近年来,这一管理模式在日本社会中开始动摇,有的企业表示不再坚持这一管理制度,有的企业则仍然相信其为企业带来的经济效益。因此,文章对其存在的价值进行了剖析。     

Consumption in Contemporary Capitalism: The Backward Art of Living

Western economies have undergone a significant transformation over the last half a century as they have moved away from a commitment to full employment, going from activist fiscal policy to its abandonment with the adoption of budgetary austerity. This is not because of any technical or physical incapacity to achieve full employment. Analyzing the broad macroeconomic experience of Canada and the United States in the post-WWII era, the article finds that this growing unemployment has essentially resulted from a deliberate policy choice not to stimulate sufficiently demand via fiscal measures. Learning from the experience of the Great Depression, Michal Kalecki had offered an explanation for this type of policy response in favor of rising long-term unemployment. This article recognizes the relevance and appropriateness of Kalecki's analysis and seeks to determine whether the Minskian institutional proposal for achieving effective full employment (via government as the employer of last resort) would withstand an original Kaleckian critique.     

高校贫困生资助工作的探讨——以某应用型本科院校二级学院为例

本文结合某学院贫困大学生资助管理工作的现状,对现有工作进行了简单介绍和总结。在对以往工作进行整理总结的同时就实际工作中遇到对贫困大学的心理辅导问题进行了一定的思考和应对方法的探讨。     

根据企业用人标准提升技校学生的就业能力

技工教育是一种以市场需求为导向、以学生就业为目标的职业教育。技校学生的就业能力是企业在用人方面考察的重点。文章认为,分析现代企业选录用人标准的侧重点,借鉴知名企业培训经验,注重培养技校学生的职业道德素养,加强校企合作,探索技工教育的新思路,以准企业化管理模式开展教育培训工作,能有效提升学生的就业能力。     

Seasonal Adjustment of Employment to Demand and Revenues in Tourist Hotels During Expansion and Stagnation

Abstract

The monthly distribution of employment in hotels is, presumably, strongly related to demand for hotel services and to the derived revenue. Analysis of the monthly distributions of these indicators at tourism hotels in Israel during the years 1992-1997 revealed two types of maladjustment. First, the amplitude of the distribution for bed-nights and revenues is much higher than the counterpart distribution for employment. Second, the distributions differ in their measure of skewness. While the employment distribution is negatively skewed towards the autumn months, the distributions of the revenues and more so that of the demand for bed-nights services, are positively skewed towards the spring. Hotel management seems to be more alert to reducing the employment maladjustment during years of stagnation than years of expansion. Several hypotheses are suggested in order to explain the maladjustment. A part of it is probably associated with the allocation of overtime working hours. Another portion seems to be related to the efforts made by hotel management to retain trained workers year round in return for their consent to work for low pay.     

The impact of minimum wages on employment of low‐wage workers

This study provides empirical evidence on the impact of a minimum wage increase on employment of workers in the formal sector who have wages below the minimum level in Vietnam. Using the difference‐in‐differences with propensity score matching and the Vietnam Household Living Standard Surveys of 2004 and 2006, the article finds that the minimum wage increase in 2005 reduced the proportion of workers having a formal sector job among low‐wage workers. Most workers who lost formal sector jobs became self‐employed.     

Globalization,employment relations and human resources indicators in ten developed market economies: international data sets

This paper provides statistical information on internationalization, human resources and labour market outcomes in ten important developed market economies (DMEs). Such data are useful for practitioners and academics who are interested in international HRM. The article's aim is to provide easily accessible statistical tables of selected characteristics, which can be used to draw initial comparisons between countries and to test competing accounts of the impact of globalization on national patterns of employment relations. It includes standard sources so readers can elaborate and update these data.