Economic liberalization and welfare in a model with an informal sector

The paper reexamines the conventional results relating to inflow of foreign capital, removal of protectionism and structural reform programmes, in a small open economy in terms of a two-sector general equilibrium model with an informal sector. The paper shows that in the presence of labour market distortion and a protectionist policy, inflow of foreign capital may be desirable irrespective of the pattern of trade of the economy due to its favourable impact on welfare. But the welfare implications of tariff reductions and/or structural adjustment programmes, such as deregulating the formal sector labour market, depend crucially on the economy's trade pattern. The paper provides an answer to the question as to whether in a developing economy labour market reform and tariff reform should go hand-in-hand or whether one should precede the other for welfare improvement.
JEL classification: F10, F13, F21, O17.     

调整最低工资政策对中国就业影响的经济分析

2004年4月,新的最低工资规定实施,最低工资问题得到空前的重视。随后,各地区不断对最低工资标准进行调整。最低工资政策的效应在经济学界引起广泛争论。对调整最低工资政策的指责主要来源于其对就业的影响。本文分析了国家提高最低工资标准政策对中国就业总量和劳动力流动的影响。结合中国实际的理论分析表明,在最低工资标准普遍偏低的情况下,适度提高不仅不会造成就业总量损失,还有利于农村剩余劳动力向城镇转移,加快城市化进程。     

效率工资的决定机理及在薪酬管理中的作用

效率工资理论认为 ,支付比市场工资更高的工资 ,劳动总成本可能更小 ,企业能获得更多的利润。工作转换模型表明 ,在其他条件不变时 ,企业支付较高的工资可以降低工人的工作转换率。效率工资理论在理论上和现实的薪酬管理中都展示了极其强大的威力。     

公平偏好在劳动契约中的作用探讨

劳动契约是典型的不完全契约,一般认为自利的工人仅仅只会做出最低程度的努力水平,而近年来的实验与行为经济学发现工人的选择并不完全符合自利的假设,工人的努力程度还会受到其公平偏好的影响,由于工人的选择直接影响到企业的获利状况,故企业在制定工资水平时应该考虑工人对公平的诉求。     

Can employee ownership and human resource management policies clash in worker cooperatives? Lessons from a defunct cooperative

The article analyzes the interaction between employee ownership, HRM policies and practices, and HRM outcomes in what was the world's biggest industrial worker cooperative for decades, and now defunct, Fagor Electrodomésticos. Using longitudinal internal data and detailed interviews with key stakeholders, this paper sheds light on how employee ownership conditioned HRM policies. HRM outcomes—such as job satisfaction and absenteeism—are also analyzed over a long period of time. Chronic nepotism when recruiting new members, failures in the training policy, impoverished and Taylorist working systems, and reverse dominance hierarchies are analyzed as factors that increased free riding and caused low satisfaction and the disengagement of working members. This case study contributes to the literature on HRM and worker cooperatives as it provides some insights that are rarely found in that literature. It also provides guidance to worker cooperatives about increasing the fit between employee ownership and HRM policies and outcomes.     

德鲁克自我管理四大维度及实施的五行环

知识社会的到来使越多的劳动者和知识工作者需要进行自我管理,自我管理已经成为21世纪的管理挑战之一。本文在此背景下提炼了彼得·德鲁克自我管理思想的四大维度和实施自我管理的五行环,旨在促进将自我管理思想作为一种生活习惯和工作理念在组织中更进一步地推广与应用,从而促进知识员工的个人自我实现与全面和谐地发展。     

基于工序的油藏经营工资制度简析

文章分析了现代油藏经营管理、现行工资制度的特点,探索基于工序的油藏经营工资制度,即基于工序的定额工资制度,以期逐步完善现有的油藏经营工资制度,更有效的激励员工,实现油藏效益与个人收益的紧密联系及最大化。     

建筑业高级技工培养障碍性因素与对策研究

建筑业是各个行业发展的基础性先导产业,其前后关联度范围大,但从业人员结构构成不合理,培养的制约因素诸多,本文借助层次分析法提出建筑行业高级技工培养的关键性障碍因素。利用资金时间价值原理,从建筑企业内、外部分别提出培养高级技工的有效路径。     

Investment and technological choice in a right-to-manage model

We analyze the interactions between investment and local wage bargaining in a putty-clay model where the investment decision commits the firm to a particular capital intensity. This technological precommitment is used strategically in order to manipulate the bargaining outcome. We show that this strategic behavior induces a nonmonotonic relationship between the capital and labor demands of the firm and most of its environmental parameters (e.g., the bargaining power of the union, its minimum wage requirement, the capital cost). The results we obtain in our putty-clay framework thus contradict several conclusions of the standard literature on wage bargaining and investment.