职业院校基层管理人员职业倦怠现状调查和对策研究

当前,职业院校基层管理人员的职业倦怠问题日益凸显。职业院校基层管理人员存在职业认同感低、自我成就感低、职业自我效能感低等职业倦怠问题。文章从管理学、心理学和社会学的视角进行归因分析,认为应把职业院校基层管理人员置于多元背景下,从组织援助、自我预防等多维度共同构建职业院校基层管理人员职业倦怠的应对体系。     

当前大学生职业生涯规划存在的问题与解决方案

大学生就业难问题已经成为社会普遍关注的热点,解决就业难的主要方式之一是要做好大学生的职业生涯规划。当前,大学生职业生涯规划中存在的问题从表象看是源于大学生自身职业规划的缺失,而深层原因在于高校缺乏大学生职业生涯规划方面系统性与长期性的工作。强化大学生职业生涯规划,必须从大学生个人与高校、社会多个层次进行改进,全面解决大学生职业生涯规划中存在的问题,以促进当前大学生就业。     

就业流动、市场分割与行业收入差距分析

本文从就业流动视角出发,运用劳动力市场分割理论的分析范式,考察了垄断行业和竞争行业间的收入差距问题。研究发现行业间存在非对称的就业流动,影响国有垄断行业就业流动的因素主要体现为体制性特征,且其与其他行业间的收入差距明显,表明该行业与其他部门存在明显的市场分割特征;而对于非国有垄断行业来说,非经济性因素对其影响非常有限,虽然该行业和竞争行业间仍存在工资差距,但并不足以证明其与竞争行业存在市场分割。竞争行业内部同样存在收入差距,影响国有部门和非国有部门间流动的因素体现出市场性和体制性混合但偏向市场竞争的特征,表明市场化的改革推动了竞争行业走向公平竞争,但是福利待遇等非工资性收入差距仍是改革的难点。     

人民币实际有效汇率变动对就业的影响——基于中国制造业企业层面的分析

汇率变动会影响到进出口产品（包括中间投入品）的价格,改变企业的出口竞争力和生产规模,进而影响企业对劳动力的需求,表现为就业创造和就业破坏两种效应。使用1998—2007年的微观企业面板数据和固定效应计量方法,并将实际有效汇率对就业的冲击分解为破坏效应和创造效应,分析人民币实际有效汇率变动对我国就业的溢出效应。结果表明,对于出口企业,实际有效汇率上升（人民币升值）的就业创造和就业破坏效应同时存在,且影响系数大致相当,其总体就业情况并没有受到实质性的影响;但人民币升值对我国制造业的整体劳动力需求会产生显著的负面冲击,加重就业压力。因此,当前人民币不宜大幅过快升值。     

Employee experienced HPWPs and job performance: Roles of person-job fit and intrinsic motivation

The extant research on high performance work practices (HPWPs) mainly focuses on the organization level, with little research exploring employee experienced HPWPs and their impact on individual work outcomes. Whether and how employee experienced HPWPs contribute to individual job performance is investigated in this study, using three waves of data from 318 subordinate-supervisor dyads in three big auto manufacturing companies in China. Results show that HPWPs are positively related to individual job performance. Moreover, this relationship is fully mediated by employee person-job fit and intrinsic motivation.     

Dispositional antecedents and consequences of workplace ostracism: An empirical examination

Drawing on the victim precipitation theory and self-esteem theory, this study examines the dispositional antecedents and consequences of workplace ostracism. Using data from 208 employees and their 96 immediate supervisors in two petroleum and gas companies in China, this study finds that agreeableness and extraversion are negatively, and neuroticism is positively related to workplace ostracism. Moreover, workplace ostracism is found to be negatively related to employee job performance, and this relationship is mediated by employee organization-based self-esteem.     

Changes in Job Structure and Rising Wage Inequality in Urban China, 1995-2007

We use household surveys from 1995, 2002, and 2007 to examine how changes in job structure contributed to China’s rising urban wage inequality, considering three job characteristics: occupation, industry, and firm ownership. The explanatory power of job structure for wage inequality increased between 1995 and 2007. Both the change in relative number of jobs (composition effect) and the change in between-job and within-job wage gaps (price effect) contributed to rising wage inequality. Price effect was the major contributor, whereas composition effect played a larger role in the 1995–2002 period than in the 2002–2007 period, and at the lower-half distribution. Between-job inequality played a major role in the first period, and within-job inequality played a major role in the second period. Our results suggest that both technological change and institutional features influence job structure and wage inequality.     

The Impact of Non-Labor Income Given Job Heterogeneity on Household Time Allocation: The Evidence from China

This paper proposes a theoretical framework based on new household economic theories. A dataset from the 2006 China Health and Nutrition Survey (CHNS) is used. Given heterogeneity in major family members’ jobs, the effect of non-labor income on household time allocation is discussed under two scenarios: jobs with flexible work hours and jobs with fixed work hours in the market. Based on the nature of the employer the major family member works for, employers can be categorized into four categories: government-owned, family contract, privately-owned, and foreign-funded. Each of the four categories is used for dissecting the data into different sets for analysis by category. The results imply that job heterogeneity is significantly correlated to household time allocation. An increase in non-labor income results in a decrease in the time allocated to housework for all households. However, leisure time is allocated differently among different households due to job heterogeneity. An increase in non-labor income leads to less leisure time for households working for government-owned or foreign-funded enterprises, and more leisure time for households working for family contract or privately-owned enterprises.     

Are false own-account workers less job satisfied than true ones?

This article compares job satisfaction of true and false own-account workers. The latter group refers to own-account workers who are employed with the same tasks by the same employer for whom they previously worked as employees. To create a valid comparable group, the former workers are defined as paid employees who independently started a new business as own-account workers. Using data drawn from the European Community Household Panel for the EU-15 and controlling for possible self-selection issues, we observe that false own-account workers, compared with true ones, have less job satisfaction in terms of type of work, number of working hours, working times, and working conditions and environment. Our results are consistent with existing policies aimed to combat false self-employment developed by many OECD countries.     

Overeducation,job mobility and earnings mobility among holders of first degrees

Overeducation has been researched extensively for nearly three decades, but some major issues in regard to it are still topics of ongoing debate. By using a panel data, that combines a survey of two cohorts of Israeli first-degree holders and data from administrative sources on jobs and wages, we examine the contribution of job turnover, cognitive abilities and continuing graduate studies to the likelihood of overeducation and wage dynamics. The study produces four main findings. First, rapid job-switching makes a negative contribution to the increase in employee’s wage and there is a negative correlation between two variables – an employee’s tenure and the number of past employers in the years after the completion of degree studies – and the probability of being overeducated. Second, the contribution of the individual’s cognitive abilities and quantitative reasoning skills to the likelihood of becoming overeducated is negative. Third, the wages of overeducated employees are some 11% lower and rise more slowly than the wages of those whose level of schooling corresponds to their jobs; this outcome may be interpreted as indicating that the ‘scars’ of being overeducated tend to be long-lasting. Fourth, the overeducated workers have lower propensity to continue to advanced academic studies.