论就业机会产品失灵问题的政府治理

中国劳动力市场的典型特征是就业机会与劳动力资源之间的信息分布不对称,而就业机会实质上是一种公共产品。根据市场失灵理论,解决公共品市场失灵问题时政府与市场两条思路均可采用。文章沿袭自古典经济学家庇古以来的传统,认为应该引入政府的干预来解决就业机会的市场失灵问题,并在此基础上提出相应的建议。     

Gender Effect in Explaining Mobility Patterns in the Labor Market: A Case Study of Turkey

This paper examines the importance of gender for different job mobility patterns using an extensive household survey data from İzmir, the third largest city in Turkey. The determinants of job‐to‐job and job‐to‐nonemployment transitions are analyzed with the help of a multinomial logit estimation method. The results indicate that there is a distinction regarding the probability of job mobility patterns based on gender. It is more likely for women to be engaged in job‐to‐nonemployment transition, whereas men tend to change jobs more often. Although gender plays a significant role in job mobility patterns, traditionally imposed social constraints associated with childcare and household duties provide us with mixed results considering the behavior of women in the job market. On the other hand, having highly paid and secure jobs decreases the probability of both patterns of job mobility.     

会计信息披露质量与股东忠诚度关系——基于深市上市公司的实证研究

投资者关系管理可以提高公司可信度,进而提高投资者满意度和忠诚度,而提高信息披露质量可以提高公司可信度。那么,在投资者关系管理的前提下会计信息披露质量能否最终带来股东忠诚度呢?文章运用实证分析法,以2004-2005年在深圳交易所发行并上市的A股上市公司作为样本,对上市公司会计信息披露质量与股东忠诚度之间的关系进行统计检验。研究发现,会计信息披露质量与前十大流通股股东增持率有显著的正相关关系,即会计信息披露质量的提高会增加股东忠诚度。研究结果也表明深市信息披露考核等级每增加10%,前十大流通股股东的增持率就会增加大约2%。同时发现,股本扩张能力越强,流通股股东增持率越大,越能吸引股东并提高股东忠诚度。但是,公司盈利能力、公司成长性、公司治理结构和公司规模对增强前十大流通股股东的增持率无显著作用。     

论中美金融关系失衡与金融发展模式的差异

中美金融关系的失衡主要表现为双边资本流动的结构性失衡以及两国在金融政策博弈中的地位不对等。金融发展模式的巨大差异是导致中美金融关系失衡的重要原因。全球金融危机爆发后,中美两国的金融发展模式都发生了一定的变化。然而,中美金融关系失衡的调整是一个长期渐进的过程,中国须本着务实的态度不断为摆脱对美国金融体系的依赖创造有利条件。     

我国资本、劳动力与经济增长关系的分析——基于ARMA理论下的生产函数研究

柯布-道格拉斯生产函数用于反映经济领域中产出和各个要素投入之间的关系.本文在1978-2008年我国劳动力、资本存量和经济总产出的数据基础上,运用时间序列ARMA和回归相结合的计量模型,分析测量了柯布-道格拉斯生产函数中各个参数的数值,并对模型的拟合优良程度和其参数的数理意义进行了相关的统计检验.最后根据计量分析和经济意义分析所得出的结论为,劳动力的投入在我国的经济增长过程中起着主要的作用,当期劳动力增加1％,平均来说经济增长为0.47％.     

劳动力流动与中国农村居民消费结构——基于LAIDS模型的实证研究

使用1992~2011年的时间序列数据,采用线性几乎理想需求系统模型(LAIDS),重点检验了劳动力流动对农村居民消费结构的影响。研究发现,劳动力流动会使衣着、文教娱乐及服务、医疗消费有所增加,会减少食品、居住消费,对家用几乎没有影响。为此,应增加工资性收入,完善劳动力流动政策和供给结构。     

The Future European Labor Supply: The Critical Role of the Family

The European employment strategy initiated in 1997 is critically dependent upon the further integration of women into the labor market. The European Union has set a specific target employment rate for women of 60 percent by 2010 and is also committed to providing more and better child care facilities. This gender focus is reinforced by the requirement for gender mainstreaming in all aspects of European employment policy. There is an implied Europe-wide, universal policy of encouraging female labor-market participation and reducing the care work performed by domestic labor. However, the European Commission continues to have limited competence in areas of family, social, and welfare policy. As a result, these common employment objectives for women are thus being pursued against a background of quite different systems of social, family, welfare, and indeed labor-market organization. These systems have different economic and employment implications, such that the outcomes of the common European employment strategy will also be highly variable.     

Comparative research in industrial relations: helping the survey cross frontiers

There has been a relative dearth of comparative, cross-national research which has followed a survey-based approach. This partly reflects the difficulty that researchers encounter in collecting such information, either via primary collection or the secondary matching of existing survey material. This paper addresses these difficulties and suggests ways in which their impact can be minimized. It notes that such difficulties are much more severe in the case of secondary matching and are thereby likely to constrain the scope of this approach. They are not totally absent in primary collection and it is suggested that there are limits to what can be achieved during data collection to promote the development of like data-sets across countries. This indicates that great care must be taken in interpreting data so obtained. Despite such limits and cautions, it is nevertheless concluded that the survey approach can be an important adjunct to the process of understanding why the world of work varies across frontiers.     

The impact of HRM practices on service quality,customer satisfaction and performance in the Indian hotel industry

This article reviews findings from a first survey of employers' views on collective bargaining reform that now forms the centrepiece of post-apartheid South Africa's experiment with 'democratic corporatism'. Using factor analysis, three constructs have been identified that inform employer attitudes to a revised system of sectoral bargaining: 'autonomous capacity'; 'conditional association'; 'external threat'. Despite the potential for anomie, these factors appear significant in the way they consistently explain an employer's orientation towards associational membership and, by proxy, sectoral bargaining. Moreover, at least two-thirds of responding firms identified strongly with each of the three factors but, typically, firms with weak capacity and in need of collective protection from the other actors are most likely to associate. Regression analysis further reveals company well-being, foreign ownership and union presence to have a significant impact on these three factors to varying degrees. Equally, two of the factors (autonomous capacity and external threat) impact significantly on an employer's tolerance of free-riding in others and on the temptation to do so for oneself. Overall, for this sample of firms, employer bodies are to be viewed more as 'political devices' than as 'economic agents' in the immediate aftermath of political liberation. In this sense, they are different from their European counter-parts. However, there is an increasing likelihood of this changing as the flexibility agenda looms ever larger in employers' minds and as issues of 'political insecurity' correspondingly fade.     

Firms’ demand for work hours: Evidence from matched firm-worker data in Japan

Using information on Japanese males’ work hours and the matched firms’ characteristics, this paper investigates whether the number of hours worked is determined by demand-side factors and tries to offer a possible explanation of why Japanese males tend to work longer on average, than their counterparts in other countries. Based on an empirical framework in which each firm sets a minimum boundary of work hours and where workers hired by the firm are required to put in at least the minimum hours, we found that the minimum requirement depends on each firm’s fixed costs of labor. Specifically, firms that tend to hoard labor during recessions, presumably because of higher fixed costs, require incumbent workers to work longer hours during normal times. Since Japanese firms have long been considered as incurring high fixed costs to train workers, we interpret the long work hour requirement as a rational strategy for Japanese firms in protecting high-skill-accumulated workers from dismissal. In other words, the long work hours of Japanese males reflect firms’ long-term employment practices, a typical feature of the Japanese labor market.