晋升激励、专业搭配与公共卫生服务满意度

提供高质量的公共卫生服务不但是现代政府的重要职责,也是国家治理能力的重要体现。随着中国经济发展进入新常态,干部考核评价机制不断完善,地方政府官员开始重视公共卫生等民生服务,同时,官员间专业搭配也成为影响民生服务质量的重要因素。文章将2013年中国综合社会调查数据与81个地级以上城市官员的相关信息进行匹配,将上任时年龄小于55岁的官员定义为"强晋升激励"官员,而将上任时年龄大于等于55岁的官员定义为"弱晋升激励"官员。研究发现：第一,具有"强晋升激励"的市委书记和市长都有助于改善城市公共卫生服务满意度。第二,在经济较发达、政府财力较雄厚和东部地区城市,官员晋升激励的积极效应更为明显。第三,在本研究样本中,市委书记和市长"经管—理工"的专业搭配模式是提高城市公共卫生服务满意度的积极因素。在考虑了测量偏误、地区异质性、遗漏变量、样本代表性问题,并经过安慰剂检验后,文章的主要结论依然保持稳健。本研究不但有助于我们更深入地理解中国城市间公共卫生服务质量的差距及其决定因素,而且也启发我们从改善官员治理的角度来提高公共卫生服务质量,以及应对突发性公共卫生事件的能力,从而有效推进中国经济健康可持续发展。     

Labour-Market Developments at a Time of Heightened Uncertainty

These are testing times for labour-market policies in Indonesia. The country faces two major challenges in an unpredictable international and domestic environment: providing people with better, more secure jobs and raising productivity to help raise living standards and reduce poverty. Over the past several months, new global and domestic threats to economic growth have emerged and may hinder progress in jobs and productivity. In the longer term, the government is searching for new strategies to increase productivity, with a focus on supply-side investments in skills and training. In relation to events abroad, uncertainty has increased over the early initiatives taken by the new US president and his nationalist administration, such as the scuttling of the Trans-Pacific Partnership trade deal. At home, likely to be of some significance for economic policy are mass actions that were levelled against Jakarta’s governor but de facto also directed against the government. In the medium term, our assessment of the record of the Joko Widodo (Jokowi) government on the labour market is mixed. Over the past two years, growth has been slower than under the previous administration and hence job creation has also been muted. The experience of a handful of countries in Asia suggests that the government might have done more to stimulate economic growth and create jobs. The disappointing performance of manufacturing stands out. Yet inflation has fallen and the slide in the value of international trade—both exports and imports—has reversed in recent months. Improved fiscal management and a generally successful tax amnesty are other pluses. There was also an unexpected but considerable fall in unemployment in 2015–16, according to labour-force statistics. Some policies, such as the new approach to minimum wages, seem to have had beneficial effects for both business and the economy, and Indonesia has done well in some international rankings, such as the World Bank’s Ease of Doing Business index. However, the picture for the medium to longer term seems less bright for the labour market. There has been much talk about raising productivity by improving skills through government support for investment in training and apprenticeships, as well as by expanding vocational training along the lines of the German model. Expanding tourism is seen as one solution to the lack of employment for young secondary- and tertiary-educated jobseekers. But we have an impression of policy-making on the run; often, the argument for government intervention has not been made clearly enough. We argue that Indonesia still lacks a coherent, well-thought-out plan to increase jobs and productivity.     

整合工会资源和条件 推动工资集体协商

工会在工资集体协商中起着保驾护航的作用,工会要担当起这一重大历史使命,就必须整合各种资源和手段,争取更多的话语权。具体而言就是要聚集政治资源和手段;强化组织资源和手段;挖掘工会的法律资源。     

A tale of industrial stagnation from Africa

Many African economies have experienced rather dismal industrial development since the 1980s. The consensus is that African firms lack competitiveness in a world with increasing trade openness. What determines competitiveness? A well‐known explanation is that resource endowments in Africa favour land not labour, which results in high wages, especially in comparison with ‘labour abundant’ Asian economies. This paper examines the validity of this view on the basis of the case of Sudan. We demonstrate that the lack of competitiveness of manufacturing industries is not caused by high wages. Assuming a direct relationship between labour productivity and international competitiveness, we argue that acute capacity underutilisation, caused by supply‐side constraints, lowers manufacturing productivity, which in turn negatively influences competitiveness.     

基于激励机制下的高校科研管理研究

高校的科研管理工作关系到一个学校的生存和发展,也是衡量学校创新水平的重要标志之一。本文采取激励机制这样一个视角,通过对其内涵的阐述,分析了当前高校科研管理存在的现状。作者将激励机制同高校科研管理部门和人员的团队建设、考核和物质以及精神激励相结合,为科研管理的持续有序的发展提供途径。     

公立医院绩效工资分配中的问题及对策

公立医院推进绩效工资改革,面临认识不够、考核指标分层难等现实问题。可以从提高绩效考核、工资分配的重要性的认识,作好绩效工资的分层工作,突出重点科室、重点岗位同时兼顾公平的原则等方面入手进行完善。     

员工工资、培训与跳槽:一个劳工合约模型

本文通过劳工合约模型论证了员工工资与企业培训之间的交替关系，并分析了企业向接受培训继而跳槽的员工收取罚金对该交替关系的影响。在跳槽率作为外生变量时．若企业不向跳槽的员工收取罚金．签约员工通常乐于以较低的工资换取更多的技能培训。鉴于此，为使劳动力流动更有利于提高生产力和降低通货膨胀，政府应采取培训导向型的收入政策．或通过货币政策和财政政策的传导，鼓励企业和雇主增加培训支出并取消跳槽罚金。     

联合确定基数合约:对魏茨曼模型的一个改进

本文针对国内外委托代理理论主要局限于理论分析层面而实用性不强的特点,在概要评论有关利润基数确定的相关文献的基础上,通过对美国一家公司委托代理实际案例的研究,提出了旨在能够解决实际委托代理关系的"联合确定基数法"。文章分析了联合确定基数法与棘轮效应模型的区别和联系,以数学方法论证了联合确定基数法的若干命题,描述了公司利润基数确定的利益诱导机制,并对比分析了联合确定基数法与西方教科书中的"激励设计模型"。本文试图以联合确定基数法为核心内容的一次性动态模型,代替蕴含着讨价还价过程的多次性动态模型。     

高校人才财务激励初探

现有的高校人才激励体系往往注重于教师,而忽略学生这一重要人才资源。文章在界定高校人才财务激励相关概念的基础上,重点进行了高校人才财务激励体系设计。从个人激励和团队激励两大方面建立了较系统的财务激励模型。个人激励又包括了教师和学生两个具体方面。文章设计的财务量化激励体系,可以为高校人才财务激励提供理论和实务的指导。     

政府补贴能否促进高新技术企业的自主创新？——来自中关村的证据

中国政府对高新技术企业投入了大量补贴以激励它们创新,但是对补贴效果的研究并未达成一致结论。基于中关村3万多个高新技术企业2001-2012年的观察值,本文同时采用PSM与DID法对政府补贴的效果进行了研究,结果发现:第一,整体而言,政府补贴显著提高了创新经费支出、新产品销售收入和专利申请数量;第二,进一步将创新细分为自主创新和购买引进新技术之后发现,政府补贴存在“挤出效应”:被补贴企业的自主创新明显下降,而购买引进新技术显著增加;第三,政府补贴对企业的短期创新激励有显著的促进作用,但是对长期创新激励的促进作用不显著。本文对高新技术企业的补贴效果提供了实证绩效评估,所得出的结论有助于政府优化和调整激励创新政策。