农民工永久性迁移意愿影响因素分析——以理性选择理论为视角

以科尔曼(James Coleman)的理性选择理论为指导,并将理性分为生存理性、经济理性和社会理性,结合对武汉市农民工健康及社会经济状况调查的数据,从农民工主体的角度,运用定量研究的方法,探讨农民工永久性迁移意愿的影响因素。农民工能够获得越多的比较收入,越愿意选择永久性迁移;农民工对新环境的适应性越强,能够获得的资源越多,越愿意选择永久性迁移。而"原居住地自然灾害情况"和"原居住地区类别"所构成的生存理性,对农民工的永久性迁移意愿则不具有解释力。     

Analysis of Informal Communication Networks – A Case Study

The structure and dynamics of informal communication networks are of central importance for the functionality of enterprise workflows and for performance and innovation of knowledge-centric organizations. While most executives are aware of this fact, there is a general lack of (semi-) automated, IT-supported methods and instruments to make informal communication networks measurable. Although logging of electronic communications has made considerable progress over the past few years, it is still extremely difficult to map personal interaction; manual approaches in particular are extremely error-prone. The article shows how informal communication networks can be investigated by IT-based methods. At the same time, the authors will be presenting an instrument (“Social Badges”) that collects personal communications automatically and more precisely than legacy approaches allow. The practical applicability of the approach is evaluated through a case study. This article is also available in German in print and via : Fischbach K, Gloor PA, Schoder D (2008) Analyse informeller Kommunikationsnetzwerke am Beispiel einer Fallstudie. WIRTSCHAFTSINFORMATIK. doi: . Accepted after three revisions by Prof. Dr. Buhl.     

公平与互惠理论视角的知识员工激励

知识员工的特性使得基于理性人假设的经济契约不能进行有效激励。本文建立了基于知识员工互惠性的委托-代理模型。研究结果显示,新模型的最优委托-代理合约可给委托人带来比传统的委托-代理最优合约更高的利润水平。     

企业文化浅谈

企业文化是企业的灵魂，企业文化对企业的经营管理、风气、员工士气等都有极大的影响。系统建设的企业文化，是企业持续发展的重要基石；优秀的企业精神，是构建企业的精神支柱；企业英模人物，是企业经营的鼓舞因素；企业文化管理活动艺术技巧，是企业管理的有效手段。一个优秀的企业。应着意创造一种能够使企业全体员工衷心认同、促进员工奋发向上和推动组织变革发展的企业文化。     

农民工的弱势链与社会支持系统

农民工是城市社会的弱势群体,他们的权益往往得不到保障。文章分析了农民工现有弱势的成因及现状,认为农民工的弱势是一循环链,要想改变农民工现有的地位,就必须改变这一弱势链的轨迹,社会各阶层都要给予帮助,努力建立、完善农民工的各项保障措施。     

农民工的社会网络与农民工工会建设

农民工依靠社会网络求职,在城市中也生活在社会网络之中;由血缘和地缘关系构建而成的社会网络只不过是一种非正式组织,难以起到保护其权益不受损失的作用.目前来看,建立农民工工会是一种次优的选择;但是由于农民工的具体特征,农民工工会的建立有一系列的困难;文章针对农民工的特点,提出了建立农民工工会的基本思路.     

农民工性别工资差异的实证分析——基于改进的Brown分解方法

利用2009年农民工调研数据,采用改进的Brown分解方法对农民工性别工资差异进行测度,研究结果表明农民工存在严重的性别工资差异。从工资差异的构成来看,性别歧视等不可解释因素是导致性别工资差异的主要原因,人力资本和社会资本对性别工资差异的影响较小;从行业隔离的角度来看,性别工资差异也主要由行业内的同工不同酬造成的,行业隔离所起作用较小。因此,消除性别歧视、创造公平的劳动力竞争市场是改善农民工性别工资差异的重要途径。     

国企高管薪酬管制的经济学分析

国企高管薪酬问题的根源在于内部治理机制失效、国有企业资源租金阻碍了业绩的可证实性、高管薪酬信息披露机制不健全和股东利益法律保护机制缺乏威慑力等方面。充分发挥职工董事在高管薪酬形成机制中的作用、完善高管薪酬信息披露制度、降低质疑高管薪酬问题的门槛和积极推进国企高管业绩评价手段是解决高管薪酬异化的有效措施。     

Complementary or conflictual? Formal participation,informal participation,and organizational performance

Most studies of worker participation examine either formal participatory structures or informal participation. Yet, increasingly, works councils and other formal participatory bodies are operating in parallel with collective bargaining or are filling the void left by its decline. Moreover, these bodies are sprouting in workplaces in which workers have long held a modicum of influence, authority, and production‐ or service‐related information. This study leverages a case from the health care sector to examine the interaction between formal and informal worker participation. Seeking to determine whether or not these two forces—each independently shown to benefit production or service delivery—complement or undermine one another, we find evidence for the latter. In the case of the 27 primary care departments that we study, formal structures appeared to help less‐participatory departments improve their performance. However, these same structures also appeared to impede those departments with previously high levels of informal participation. While we remain cautious with respect to generalizability, the case serves as a warning to those seeking to institute participation in an environment in which some workers have long felt they had the requisite authority, influence, and information necessary to perform their jobs effectively.     

Monitoring Compliance with International Labor Standards: How Can the Process Be Improved, and What Are the Implications for Inserting Labor Standards into the WTO?

The Report of the National Academy of Sciences Monitoring International Labor Standards: Techniques and Sources of Information shows that assessing compliance can be carried out in a thorough, transparent fashion, allowing alternative evaluators to identify where they disagree in assessment. Drawing on the Report and written by the Chair of the Committee that produced it, this paper offers a short overview of the principal challenges in assessing compliance with the ILO core labor standards, and offers a simple framework for investigating compliance. The paper concludes with a discussion of the implications for trying to include labor standards in trade agreements.