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排序方式: 共有3176条查询结果,搜索用时 31 毫秒
1.
This article examines non-farm employment in the context of Chinese rural institutional change, based on evidence from discrete-time logistic models for event history analysis using the Life History and Social Change survey. We find the transition to non-farm sector rose rapidly during the Great Leap Forward and market reform, while the Cultural Revolution saw it reach the lowest ebb. While male advantage prevailed exclusively during the Cultural Revolution and early marketization, education possessed a stable positive effect in all historical periods. Although the returns to different kinds of political capital vary along with institutional dynamics, intergenerational reproduction was greatly reduced after the Cultural Revolution. 相似文献
2.
Rezart Hoxhaj Florian Miti 《The South African journal of economics. Suid-afrikaanse tydskrif vir ekonomie》2020,88(3):227-241
Closing the gender gaps in economic opportunities is crucial for boosting economic growth and the empowerment of women. In this paper, we study how foreign firms contribute in reducing gender disparities in the labour market by transferring the gender norms of their country of origin to the affiliates in the host countries. We use cross sectional data on foreign firms located in 19 Sub Saharan Africa countries in 2010 by UNIDO. We find that firms coming from more gender equal countries employ more female workers in their affiliates. This effect is more relevant for the highly skilled female workers. 相似文献
3.
Bruce E. Kaufman Michael Barry Adrian Wilkinson Rafael Gomez 《Human Resource Management Journal》2021,31(1):65-92
This paper constructs alternative balanced scorecards based on high‐performance work system (HPWS) and employment relations system (ERS) models. The models are depicted and compared in diagrams and used as framework skeletons for building separate HPWS and ERS scorecards, intended to provide a detailed data picture of the operational health and performance of an organization's employment/HR system and its operations, processes, and inputs/outputs. The scorecards are filled in with nationally representative data from 2,000+ U.S. workplaces using more than 50 employment/HR indicators, as reported by separate panels of managers and employees. The indicators for each workplace are aggregated into an overall HR/employment system score, ranked from low‐to‐high, and graphed as frequency distributions. These distributions provide a unique snapshot picture of the mean and dispersion of the state of employment relations and HR system performance for companies across the United State. They also reveal that “models matter” since the HPWS and ERS scorecards provide distinctly different evaluation assessments. 相似文献
4.
Jacek Liwiski 《Economics of Transition》2019,27(2):409-423
Over 200,000 European students study abroad under the Erasmus programme. It appears that studying abroad may impart skills which are helpful for professional careers after graduation. Approximately, 54% of European students report that participation in the Erasmus exchange programme helped them to obtain a first job; however, interestingly, those from Central and Eastern European countries report it much more often—in 73% of cases. The aim of this paper is to find out whether studying abroad enhances the employability of higher education graduates in Poland. Using the propensity score matching method and data from a nationwide tracer survey of Polish graduates, we find that Polish students who completed at least one semester of their studies abroad do not benefit in terms of a higher employment rate after graduation. 相似文献
5.
Joseph A. Schmidt Chelsea R. Willness David A. Jones Joshua S. Bourdage 《International Journal of Human Resource Management》2018,29(3):571-594
We tested relationships between employee quit rates and two bundles of human resource (HR) practices that reflect the different interests of the two parties involved in the employment relationship. To understand the boundary conditions for these effects, we examined an external contingency proposed to influence the exchange-based effects of HR practices on subsequent quit rates – the local industry-specific unemployment rate – and an internal contingency proposed to shape employees’ conceptualization of their exchange relationship – their employment status (i.e. full-time, part-time and temporary employment). Analyses of lagged data from over 200 Canadian establishments show that inducement HR practices (e.g. extensive benefits) and performance expectation HR practices (e.g. performance-based bonuses) had different effects on quit rates, and the former effect was moderated by unemployment rate. The effects of HR practices on quit rates did not differ between FT and PT employees, but a different pattern of main and interactive effects was found among temporary workers. These findings suggest that employees’ exchange-based decisions to leave may be less affected by the number of hours they expect to work each week, and more by the number of weeks they expect to work. 相似文献
6.
David Neumark 《The German Economic Review》2019,20(3):293-329
I discuss the econometrics and the economics of past research on the effects of minimum wages on employment in the United States. My intent is to try to identify key questions raised in the recent literature, and some from the earlier literature, which I think hold the most promise for understanding the conflicting evidence and arriving at a more definitive answer about the employment effects of minimum wages. My secondary goal is to discuss how we can narrow the range of uncertainty about the likely effects of the large minimum wage increases becoming more prevalent in the United States. I discuss some insights from both theory and past evidence that may be informative about the effects of high minimum wages, and try to emphasize what research can be done now and in the near future to provide useful evidence to policy‐makers on the results of the coming high minimum wage experiment, whether in the United States or in other countries. 相似文献
7.
BASIL DALAMAGAS 《International Review of Applied Economics》2005,19(2):219-242
The focus of this paper is twofold. First, it examines the impact on work effort of changes in government purchases financed with lump‐sum taxes, in a neoclassical framework, with respect to four industrialised countries. Second, it reconsiders the expenditure–work effort relationship in a broader conceptual context that allows for distortionary taxation and a disaggregation of the income and substitution effects. Our findings are shown to cast doubt on the empirical plausibility of the prevailing (neoclassical and New Keynesian) models which seem to rely heavily on the lump‐sum tax notion, thus ignoring the substitution effects of distortionary taxation. 相似文献
8.
我国经济发展水平与劳动力就业数量关系研究——兼论我国劳动力资源是否过剩 总被引:3,自引:0,他引:3
我国劳动力对经济发展而言,其生产率高于资本,因而经济发展对劳动力就业的促进作用逐渐减弱(经济增长的就业弹性逐渐变小)。据测算,我国2013年以前劳动力就业压力很大,2015年以后劳动力又会供不应求。所以,我国未来经济发展中,2014年前后应采用不同的产业结构调整策略来充分满足劳动力就业的要求。 相似文献
9.
自1999年研究生大规模扩招以来,毕业生数量激增,研究生“天之骄子”的地位不复存在,如何有效面对就业形势,转变就业观念,提高就业策略是本文探讨的主要内容。 相似文献
10.
有色金属行业是我国国民经济的重要组成部分,直接影响到国家经济的发展和社会的稳定。根据有色金属行业的特点,鼓励和引导优秀毕业生到基层,到祖国需要的地方去,满足有色金属行业对人才的迫切需求,探索一条会计专业毕业生面向有色金属行业就业新途径。 相似文献