CHILD LABOUR: A REVIEW OF RECENT THEORY AND EVIDENCE WITH POLICY IMPLICATIONS

In recent years, a growing number of authors have turned their attention to the question of why children work. The purpose of this paper is to review some of the more recent theoretical and empirical research into the topic of child labour, and to illustrate the fact that no one factor on its own can account for the phenomenon of child labour. Therefore, policies aimed at eradicating child labour will need to address the broad range of underlying factors that contribute to the incidence of child labour, such as poverty, market imperfections and access to education.     

矿产资源的市场配置与地勘单位改革

文章认为 ,矿产资源的市场配置是通过矿业权运作的 ,而矿业权的要素市场又同矿产品的商品市场相互依存 ,矿业权的商品市场是矿业权要素市场发展的基础 ,矿业权要素市场的发展水平又制约着矿业权商品市场的发展。矿产资源配置由计划调节转为市场调节 ,是我国矿业经济体制的根本改革 ,它要求培育独立自主的市场主体 ,建立现代市场体系、健全宏观调控体系等三方面的改革。为适应改革的要求 ,地勘单位出现了三种产业走向的改革 ,一是利用已有地质成果向下游延伸 ,开发矿业 ,走探采结合的路子 ;二是利用已占有的找矿线索 ,成矿有利地区的优势构建资源性矿业公司 ;三是利用地质勘查技术和地质工程技术劳务的优势 ,发展成技术劳务服务型公司。三者的共同特点就是走企业化改革之路     

论市场化进程中政府的作用

“市场失灵”致使政府具有弥补“市场缺陷”的必要性,适应市场化进程的政府职能体系的目标表现为秩序、活力、和谐。政府职能的规划包括即期目标、中期目标、长期目标。政府职能规划的即期目标是重构政府,其核心是政府职能的规范化,标准和目标是“秩序”,包括政治秩序、经济秩序、社会秩序;中期目标是引入第三种力量,其核心是政府职能的科学化,标准和目标是“活力”,包括政治活力、经济活力、社会活力;远期目标是建立“市场 政府 第三种力量”的运转机制,其核心是政府职能的民主化,标准和目标是“和谐”,包括政治和谐、经济和谐、社会和谐。     

The impact of management on the engagement and well-being of high emotional labour employees

Australia, like many other countries, suffers high turnover of nurses and police officers. Contributions to effectively manage the turnover challenge have been called for, and there are few Australian studies of nursing/policing turnover intentions. The purpose of this study was to examine the impact of supervisor–subordinate relationships and perceived organisational support (POS) upon engagement, well-being, organisational commitment and turnover intentions. Second, we examined the similarities and differences between nursing and policing work contexts. The retention of nurses/police has been investigated from traditional management perspectives; however, we used a different theoretical approach – social exchange theory – and evaluated its utility as a framework. Findings are from Australian data collected during 2010–2011 from 510 nurses and 193 police officers, using a survey-based, self-report strategy. Partial least squares path modelling was used to analyse these data. Results indicated that for both samples, engagement predicts well-being and then, well-being predicts affective commitment and intentions to leave. MANOVA results suggested that nurses had significantly higher levels of satisfaction with their supervisor–subordinate relationships, POS, engagement, well-being and affective commitment than police officers. Only the intention to leave was similar for both groups. Given that turnover can be influenced by supervisors/management, this study provides new knowledge about targeted retention strategies.     

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.     

Promotion systems and career development in Thailand: a case study of Siam Cement

This paper examines the promotion systems and career development of managers of Siam Cement Public Company Limited, the largest manufacturing conglomerate in Thailand. Since the 1980s, the company has grown into a full-blown conglomerate and is widely considered to be Thailand's most modernized corporation. In the aftermath of the 1997–8 Asian crisis, the meltdown forced the company and other debt-addicted business groups to streamline their debts and organization structures drastically. However, just five years later, the company had bounced back into profitability and first-class corporate governance, and stands firmly in the front rank. Undoubtedly, the company's successful recovery and its current strengths have been driven by the capability and dedication of its managers. This paper focuses on interviews with the company's personnel managers during 1999–2001, and on the personnel profiles of 128 managers (general manager level), in order to examine Siam Cement's human resource management policies and practices, and to draw from this its overall strategies for the development of managerial careers. The main finding was that well-planned recruitment, competitive promotion, concrete performance appraisal and wide-ranging training and development programmes, including job rotation and sending managers to study abroad, are all essential career development strategies.     

Going global,feeling small: an examination of managers' reactions to global restructuring in a multinational organisation

This paper is concerned with examining the reactions of managers to the process of global restructuring in a large, multinational food-processing company. Much extant research concerning globalisation has focused on the wider economic, political and social outcomes. Perhaps surprisingly, relatively little attention has been given to how globalisation is experienced inside organisations. This paper examines how country-level managers have been affected by the move to a new global structure in their organisation. We present evidence of these managers feeling disempowered by global reorganisation and of a largely negative impact on their feelings towards the organisation they work for.     

European and Asian resistance to the use of the American case method in management training: possible cultural and systemic incongruencies

In this contribution to the use of the Harvard-style case-style method in the training of managers, a transfer problem is identified. This is manifested in the difficulties presented for many non-American students in the use of traditional case-studies. As a result, an example of a revised case method is proposed which offers more educational flexibility and better acceptability.     

The Socialist Legacy and Worker Perceptions of Transformation

ABSTRACT

This paper presents a study of worker attitudes from four post-socialist Polish enterprises towards aspects of enterprise transformation, namely organisational processes, working relationships and styles of management. We employ the concept of path dependence to identify structural, relational and attitudinal features of the socialist legacy at enterprise level. We argue that such an approach is valuable in identifying conceptual and practical problems of enterprise transformation in contrast to the determinism of neo-classical economic orthodoxy.