工作嵌入对知识型员工越轨创新行为的影响——建设性责任知觉与角色宽度自我效能的链式中介作用

应用资源保存理论、社会交换理论和社会认知理论,构建工作嵌入对知识型员工越轨创新行为影响的理论框架,并分析建设性责任知觉和角色宽度自我效能在两者间的内在作用机制。运用层次回归分析法和Bootstrap法,对324份知识型员工问卷数据进行实证检验,分析发现：工作嵌入对越轨创新有显著正向影响;角色宽度自我效能在工作嵌入与越轨创新之间发挥完全中介作用;建设性责任知觉在工作嵌入与越轨创新之间发挥部分中介作用;建设性责任知觉与角色宽度自我效能在工作嵌入对越轨创新的作用路径中发挥链式中介作用。     

新生代农民工与新兴城市的和谐发展——来自长三角的一个调查

本文通过对新生代农民工的统计调查和新兴城市发展现状的分析发现,新生代农民工向城市迁移的欲望更加强烈,大量依托迅速发展的工业化而形成的新兴城市导入大量人口形成集聚优势以推动城市经济持续发展的需求也日益迫切。通过拓展一个城市部门的经济增长模型和纳入新生代移民的城市人跨期效用函数,本文认为局部地区可以同当初通过先试先行的制度设计迅速实现工业化一样,再次尝试率先实现城市人口导入和经济持续发展的和谐。     

论我国社会工作人才队伍的建设——基于国际经验与本土实际

中国社会工作事业处于初期发展阶段,社会工作人才队伍建设是发展社会工作事业的重要任务,也是促进社会工作事业发展的手段。对比国际上社会工作事业发展的成熟模式,指出中国目前社会工作人才队伍存在的问题,通过借鉴美国社会工作发展的成功经验,提出中国社会工作人才队伍建设的具体举措。     

基于股票期权的核心知识员工多重激励组合模型

核心知识型员工与一般知识员工相比,其鲜明的个性和工作特征决定了他们的需求为混合交替式需求模式.通过引入股票期权变量构建核心知识员工的多重激励组合模型,旨在将给予核心知识员工的货币性薪酬和股票期权联系起来,以探讨基于股票期权的多重激励组合所诱发的公司委托人与核心知识员工的行为选择特征.     

农民工住房政策与经济增长

中国城市住房市场中存在明显的分割,"城中村"等居住环境恶劣的"非正式"住房容纳了大量农民工。通过构建一个农民工住房与经济增长的理论模型,本文发现,针对农民工的单纯住房数量的供给在低端产业占主导时对经济增长的推动作用明显,但在高技能产业比重逐渐增加时其效果逐渐衰减。相反地,改善农民工居住环境的政策能够使住房供给对经济增长的推动力具有可持续性。同时,这类改良政策能够减少潜在的社会冲突所导致的社会资源非生产性损耗,使得分给城市原有居民的"蛋糕"份额也会变大,因此有希望成为一个可以自发实现的内生政策变迁过程,既有利于促进经济增长,又有利于实现城乡融合和社会和谐。     

深圳外来劳动力质量随机调查与思考

外来劳动力对深圳经济社会发展贡献很大,但深圳经济社会发展的现实是"GDP总量的增加与劳动力数量并非同步增加"。这是技术要素与劳动力质量提高的结果。重视劳动力资源的投入和资源开发,以提高外来劳动力的质量和充分挖掘劳动者的潜力,是深圳转变经济增长方式的重要内容。本文对深圳外来劳动力的基本情况进行了随机调查,以此论证劳动力质量与经济增长方式转变的关系,以及对提高外来劳动力质量提出相关思考。     

Worker heterogeneity and labor market volatility in matching models

Shimer demonstrated that aggregate productivity shocks in a standard matching model cause fluctuations in key labor market statistics—such as the job-finding rate, the vacancy/unemployment ratio, and the unemployment rate—that are too small by an order of magnitude [Shimer, R., 2005. The cyclical behavior of equilibrium unemployment and vacancies. American Economic Review 95 (1) 25–49]. This paper shows that when the standard model is extended to allow for worker heterogeneity, it exhibits considerably greater volatility. In the model, marginal workers, whose productivity only slightly exceeds the value of their alternative use of time, constitute a disproportionate share of unemployment on average, and that share rises when aggregate conditions deteriorate. These composition effects cause firms to open fewer vacancies during downturns.     

Employment protection regimes and dismissal of members in worker cooperatives

In connection with the "Great Reset" literature in management and organizational theory, this article discusses human resource sustainability, employment stability, and layoffs in worker cooperatives, a unique organizational form in which employees are members holding residual control rights. Theoretical and empirical contributions show that worker control stabilizes employment better than investor ownership, opening the door to stronger employment protection. The paper leverages key theoretical insights from evolutionary economics and systems theory to discuss the benefits and critical elements associated with limiting member layoffs in worker cooperatives. While strong employment protection can lead to short-term inefficiencies and underperformance due to labour hoarding, imperfections in governance and control mechanisms, it can foster better accumulation and retention of firm-specific human capital and dynamic capabilities, thereby supporting long-term performance.     

“稳就业”还是“毁就业”？ 数字经济对农民工高质量就业的影响

在"数字中国"和"就业优先"战略背景下,数字经济释放就业效能被社会寄予诸多厚望,但其在理论文献上缺乏直接的经验证据。文章利用2017年中国流动人口动态监测调查数据和278个城市数据的匹配数据,采用腾讯研究院发布的"互联网+数字经济指数"对数字经济进行测度,考察了数字经济对农民工高质量就业的影响。研究发现,数字经济对农民工高质量就业具有显著的正向影响。为克服实证模型的内生性问题,文章选取历史数据作为工具变量,所得结果依然支持数字经济对农民工高质量就业的正向效应。基于广义倾向得分匹配法分析发现,数字经济尽管正向影响农民工高质量就业,但在影响效应上却呈现"先上升后下降"的"倒U型",当数字经济为中等发展水平时,农民工高质量就业的边际效应达到最佳。这意味着今后以数字经济为抓手推动农民工高质量就业需遵从"适度"原则,需谨防过度数字化带来的"就业无效"和"就业低效"问题。进一步异质性分析发现,数字经济对"新生代"、"高技能"、从事制造业、交通运输业和居民服务业的农民工就业质量促进作用更明显。本研究为目前国家倡导"大力发展数字经济,促进就业提质扩面"提供了实证支撑,结论对推动农民工高质量就业具有重要政策启示。     

Can behavioral biometrics make everyone happy?

The market for behavioral biometrics—a technological evolution whereby patterns in human movement and activities can be identified, captured, and analyzed—is expected to exceed US $11 billion by 2031. We highlight the evolution from early physiological biometrics (e.g., fingerprints and iris scans used to verify the identity of individuals) to today’s behavioral biometrics. Technological advancements now turn our retail stores, offices, and warehouses into live data streams that let us closely and automatically monitor employees’ conduct at work. Although this development raises several legitimate surveillance and privacy concerns, behavioral biometrics can potentially benefit organizations and employees alike. Such mutual benefits compel managers to approach behavioral biometrics using our TRUST framework: transparency of intentions, respect for concerns, understanding the importance of choice, sharing the data benefits, and proactively timing the development. Managers who do so will gain a clear focus on organizational and employee well-being.