我国商业银行市场结构和市场绩效的实证分析

运用DEA模型从市场结构和市场绩效两方面对我国商业银行进行检验分析,显示我国银行业的集中度、市场份额与绩效呈负相关关系,原因主要在于我国银行业市场结构较高的集中度不是市场自发作用的结果,大的银行规模并不意味着更高的利润回报。我国银行集中度和绩效之间不存在结构理论中所假设的因果关系,银行业市场结构对绩效的促进作用不明显。建立和完善我国银行业绩效考核体系时着重强调的应该是效率,而非银行规模和市场份额。     

高校就业服务指导工作现状的分析及探讨——基于对南京市六所高校毕业生调研的实证分析

高校就业指导工作对就业有积极促进的作用,从理论上讲参加就业指导课程可以帮助学生了解就业形势、使学生能够适应角色的转换,是帮助大学毕业生迈出人生关键的第一步。但是中国高校就业指导还处于初级阶段,整个机构体系还不够完善,因此就业指导工作对大学生求职的帮助较微弱。在此,我们利用2011年在南京市六所高校调研所得的问卷数据,采用Logistic回归模型进行实证分析,结果证实,大学生参加就业指导课程对其就业无显著影响,而参加实习对其就业有显著的影响。至此提出高校应继续加大就业指导服务工作,建立全方位的就业指导服务,并建立长期的职业生涯规划和就业服务指导工作,积极引导大学生参与实习等实践活动,从而进一步提高大学毕业生的就业率。     

Attention Deficit/Hyperactivity Disorder in Adults: Will This Be the Greatest Challenge for Employment Discrimination Law?

This article examines the issues surrounding the treatment of attention deficit/hyperactivity disorder (ADHD) under the Americans with Disabilities Act (ADA). Recently, medical research has shown that ADHD, which had formerly been thought to be a childhood impairment, in many cases persists into adulthood. Because of the projected prevalence and severity of the disorder, ADHD has the potential to be a critical employment issue as well. This article begins with an examination of the current state of knowledge regarding ADHD. Then, attention is turned to the intersection of ADHD and the ADA. Three central questions are then addressed. These include whether ADHD is a covered condition under the ADA and how ADHD might enter into the employment selection process, and finally, the question of how employers can and should provide reasonable accommodation to ADHD-affected employees. A concluding discussion addresses how the convergence of ADHD and the ADA could become the health issue of the 1990s and beyond for both individual employers and employment law in general.     

旅游经济:需求流动型的群簇经济

旅游经济在国民经济尤其是就业中日益凸显出其重要性。与传统的供给流动型不同,旅游经济是需求流动型的群簇经济,并且内生了信息传递和诚信经营的要求,同时也内生了不同的规模经济实现方式和消费时间要求。     

Job congruence, academic achievement, and earnings

This study combines a widely held view of how earnings are related to education and job tenure (The Mincer model¹) with the notion that earnings are associated with the quality of an employer–employee job match. The quality of an individual's occupational choice is measured using job congruence, a commonly-used construct in the psychometric literature. Better-matched individuals should be more productive and, as a result, have higher earnings. Previous studies were unable to address the importance of job preferences to earnings because available data do not include both job congruence and individual earnings. The Alumni Outcomes Survey, recently produced by ACT Inc., is among the first data sets to include both variables. We use these data to estimate the importance of job congruence on earnings after controlling both for job tenure and for academic achievement, measured by an individual's ACT score. Results indicate that job congruence is positively correlated with earnings, and has effects on earnings that are of almost equal magnitude with years of education.     

Outward FDI and Local Employment Growth in Italy

Using several data sources, we assess the impact of Italy’s outward foreign direct investment (FDI) on local employment growth between 1996 and 2001 for 12 manufacturing industries and 103 administrative provinces. Our main result is that, controlling for the local industrial structure and area fixed effects, FDI is associated with faster local employment growth, relatively to the national industry average. We also find that employment in small plants is not negatively influenced by higher levels of FDI. Our findings do not support therefore the idea that FDI is detrimental to local employment growth in the home country. JEL no.  C21, F21, F23     

IS THERE EVIDENCE OF A WAGE PENALTY TO FEMALE PART‐TIME EMPLOYMENT IN SOUTH AFRICA?

In this paper, we investigate female part‐time employment in South Africa. Using household survey data for South Africa from 1995 to 2004, we show that women are over‐represented in part‐time employment, and that the growth in part‐time work has been an important feature of the feminisation of the labour force. In contrast to many studies of part‐time work in other countries, however, we find evidence of a significant wage premium to female part‐time employment. The premium is also robust to fixed effects estimations using Labour Force Survey panel data from 2001 to 2004, where controlling for unobservable differences increases its size. The premium persists with different hourly thresholds defining part‐time employment and when we account for possible reporting errors in hours worked.     

平衡劳动者与用人单位利益的新规范

《劳动合同法》首次从法律高度明确掌握企业商业秘密的劳动者具有竞业限制义务。文章认为,在保护劳动者合法权益和防止商业秘密侵权之间保持平衡是竞业限制产生的背景;竞业限制的依据包括法律依据、忠实义务、诚信原则和经济学依据;着重从目的合理、对象合理、限制范围合理、限制地域合理、限制期限合理、补偿给付合理等方面对竞业限制的合理性进行探讨。     

Sign This Agreement Not to Compete or You're Fired! Noncompete Agreements and the Public Policy Exception to Employment at Will

A California jury recently awarded an employee who was fired for refusing to sign a noncompete agreement $1.2 million in damages for wrongful discharge. Whether employees have a right to refuse to sign unenforceable noncompete agreements is an emerging employment law issue. This article considers whether a wrongful discharge remedy is available in such cases under the public policy exception to the employment-at-will doctrine. State court decisions addressing the question are conflicting. Some courts have allowed employers to discharge employees who refuse to sign a noncompete agreement even if the agreement is unreasonable. Other courts have recognized a claim for damages under the public policy exception. This article explores the issue from policy and managerial perspectives, critically analyzing the policy justifications advanced by the courts in those decisions, and comments on the liability risks to employers and the proper resolution of the issue.     

加入WTO后对我国就业的影响

分析了加入WTO后，对我国就业的积极促进作用，以及近期对一些企业的冲击，带来的就业困难。