Sectoral Productivity,Density and Agglomeration in the Wider Europe

Abstract

We then test this model using panel data for five sectors on regional-level data for 27 EU Member States. Our results for the aggregate economy confirm previous estimates. For our full sample of countries the sectoral-level results also indicate significant agglomeration effects. Considering differences in the extent of agglomeration effects between new and old EU Member States, however, leads to the conclusion that agglomeration effects tend to be stronger at both the aggregate and the sectoral level for new Member States.

Productivité sectorielle, densité et agglomération dans l'Europe élargie

RÉSUMÉ?Nous testons ensuite ce modèle en utilisant des données de panel pour cinq secteurs à l'échelon régional dans 27 états membres de l'UE. Les résultats que nous obtenons pour l'économie dans son ensemble confirment les estimations précédent. Pour notre échantillon complet de pays, les résultats au niveau sectoriel font état d'importants effets d'agglomération. Si, toutefois, l'on tient compte des différences quant à l'étendue des effets d'agglomération entre nouveaux et anciens états membres de l'UE, on en conclut que les effets d'agglomération ont tendance à être plus prononcés à l'échelon global et à l'échelon sectoriel chez les nouveaux états membres.

Productividad sectoral, densidad y aglomeración en la Europa más amplia

RÉSUMÉN?A continuación, ensayamos este modelo utilizando datos de panel para cinco sectores aplicables a datos de nivel regional sobre 27 estados miembros de la UE. Nuestros resultados en relación con la economía agregada confirman las estimaciones anterior. Con respecto a nuestra muestra completa de países, los resultados de nivel sectoral también indican efectos significativos de la aglomeración. No obstante, la consideración de diferencias en la extensión de los efectos de la aglomeración entre nuevos y antiguos estados miembros de la UE, lleva a la conclusión de que los efectos de la aglomeración tienden a ser más pronunciados en los nuevos estados miembros, tanto a nivel agregado como sectoral.

     

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研究生就业观的调查与思考——以西安电子科技大学为例

研究生就业竞争日趋激烈,就业工作面临严峻挑战。就业观是研究生就业的基本导向。调研发现研究生在择业过程中心态积极、地域选择理性、单位选择多元、薪资期望偏高、个人主义倾向严重,同时创业意识淡薄,期望深入有效的就业指导。因此,就业工作中应进一步通过思想政治教育、精细化的就业指导服务、开设创新创业教育和做好信息服务体系建设,帮助研究生树立高远的职业理想、建立合理的就业期望、搭建良好的就业平台,提升研究生就业满意度。     

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文章阐述了领导干部从业教育、监督、问责机制的建立与完善,说明了强化领导干部从业教育、监督、问责机制的重大意义,并结合国有企业领导干部肩负经营国有企业的重任和国有企业承担的经济、政治、社会职能,提出建立与完善机制的建议和做法。     

试论运用市场营销理念促进大学毕业生就业

本文针对大学毕业生就业难的问题,通过分析大学毕业生就业市场,总结归纳了影响大学毕业生就业的主要因素,提出运用市场营销理念促进大学毕业生就业。政府、学校、企业要切实转变观念,营造良好的就业环境;高等院校要根据自己的条件明确在就业市场中的战略定位,在细分市场中确立目标市场,进而培养适销对路的人才;积极改进大学毕业生促销方式,拓宽大学毕业生的就业渠道,促进大学毕业生的充分就业。     

Flexible work arrangements in Greece: a study of employee perceptions

The purpose of this study is twofold: first, to explore factors that affect employees' perceptions towards flexible work options; second, to examine whether the perceived benefits and barriers associated with work flexibility predict one's decision to participate in flexible work arrangements or not. A total of 362 Greek employees participated in the study to determine their attitudes towards flexible work practices. Univariate analyses of variance and logistic regression analysis were conducted with the aim of exploring the research hypotheses. It is found that attitudes towards flexible work options are dependent on gender, sector of employment and prior participation in a flexible work scheme. In general, women, public sector employees and employees who have participated in flexible work arrangements are more likely to perceive more benefits and fewer costs with regard to the use of work flexibility. Further analysis provided evidence that work–life balance benefits are stronger predictors of participation in flexible work practices. These findings suggest that employee-centred organisations that view flexibility as a valuable management tool, should deal with specific barriers that discourage people from taking up flexible work arrangements. Given the dearth of empirical research on work flexibility in Greece, the findings of this study provide the wider academic community with new insights on employees' perceptions of flexible work options.     

Mutation of HRM practices in Russia: an application of CRANET methodology

This article describes the challenges facing established practices and patterns of human resource management (HRM) during the economic recession. It is based on the results of the CRANET survey, administered in Russia in the third quarter of 2008, on the 2008 CRANET data available for Bulgaria and on survey of companies' executives, implemented in the first half of 2010. We found that Russian HRM practices that are based on low formalization of performance assessment, great versatility of payment arrangements, and high flexibility of working and contractual arrangements enabled companies to adapt to the recession conditions without massive layoffs.     

The use of flexible employment arrangements: some new evidence from Greek firms

The present study attempts an examination of the extent to which Greek firms use flexible employment arrangements, the kind of jobs in which they are used and the factors affecting their use. It concentrates on three types of flexible work: temporary workers, independent contractors and subcontractors. Drawing upon data from a sample of seventy-five companies, it identifies factors affecting: a) firm's decision to use flexible forms of work or not and b) the percentage of flexible workers used.

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The EU seeks to improve its labour market performance through implementing the Lisbon and European Employment Strategies which encourage the modernization of work organization through the development of partnership with the assistance of an ‘appropriate’ regulatory framework. Key aspects of this latter framework concern workers' rights regarding information, consultation and participation in corporate governance. European labour laws, introduced in the 1970s, sought to strengthen employers' consultation with their workforce and, more recently, the changing economic, technological and organizational environment has returned issues related to workplace democracy to the top of the social policy agenda. Here we evaluate the significance of the new Directive on Information and Consultation with Employees (ICE) within the context of this planned modernization of European social policy. In doing so, we re-examine the historical development of workers' consultation laws in Europe and assess the economic rationale for regulating workplace social dialogue in an enlarged Social Europe.