转型期欠发达地区农村劳动力转移模式对策研究——以甘肃省为例

甘肃省在全国属于典型的欠发达地区 ,其农村劳动力转移的主要制约因素是 :①农村劳动力整体素质低 ;②经济发展慢 ,特别是乡镇企业不发达 ;③一系列限制农村劳动力转移的制度。转移农村过剩劳动力是解决甘肃省农村发展问题的突破口 ,而当前实施的西部大开发战略又给农村劳动力转移带来了压力和动力。在这种形势下甘肃省农村劳动力转移应采取市场主导与政府指导、农村劳动力开发与城镇非农产业发展、向小城镇就近转移与区际转移的“三结合”加速转移模式。     

浅议农村妇女劳动力非农转移对人口素质现代化的促进作用

农村实行改革以来，不但我国农村社会生活的各个方面深受影响，加快了经济生活和社会结构的演变步伐，瓦解了小生产式的家庭经济圈，冲击了传统的男女角色分工，女性角色由家庭辅助劳动力向主要劳动力方向发展。在乡镇企业发达的江浙农村，这一步伐更加迅速，她们生产方面进入了男子的传统领域，积极参与生产劳动，很多人成为独当一面的能人，     

粮食安全框架下农村劳动力转移模式研究——基于劳动价值增量理论的分析

处于农业劳动生产率大幅提高且城乡差异化显著的经济社会,当代农民在人力资源配置方面不得不面临一个选择:转移.本文在粮食安全框架下研究了农村劳动力个体转移模式的选择.研究的基本理论为劳动价值增量理论,研究的主要对象为农村劳动力中的个体,研究的主要方法为比较优势分析法.假设农村劳动力在转移模式的选择上,劳动力个体始终扮演着"理性人"的角色且会做出有利于生产要素配置的理性决策.理论分析表明劳动力无论在短期转移还是在长期转移中受人力资本逐利性驱动,均会朝着劳动价值增量为正的方向转移,继而探索出农村劳动力最佳的转移方式为"转业不转地,离乡不离土".     

农村劳动力转移模式与区域非均衡度比较研究--以山东、河南两省为例

本文以山东、河南两个人口大省为例，从转移地域类型、转移产业类型、转移人口类型、转移时间类型、转移动机和转移收入6个方面比较分析了农村劳动力转移模式。并在此基础上构建了农村劳动力转移区域非均衡度指标体系。对山东、河南两省农村劳动力转移区域非均衡性进行了定量分析和综合评价。     

略论农村劳动力转移新阶段的机制与对策

农村劳动力转移是个复杂的社会经济运动过程。总的来说,它是受社会经济系统运动的状况制约的。马克思早就论述过这一问题:“农业工人和工业工人之间的分工一般来说也是这样。……它本身是社会发展的产物,并且是很现代的、决不是到处都已达到的产物,它是和一个完全特定的生产阶段相适应的。”实际上,劳动力这种生命有机体的产业、地域流动及其引起的结构演变,也是伴随着社会形态的发展、科学技术进     

农村劳动力就地转移的影响因素研究——基于陕西省中部地区的调查

本文基于对陕西省中部地区8个样本村的调查数据,运用Logistic模型对影响农村劳动力"就地转移"的因素进行实证分析。研究发现:陕西省中部地区村域资源拥有及开发程度、村干部素质、村城基础设施条件、距城镇距离和家庭身份等对农村劳动力是否进行就地转移具有显著影响。为进一步促进农村劳动力的就地转移,实现农村劳动力资源的有效配置,需要重视村干部的作用,加快农村各项优势资源的充分开发,加强农村公共基础设施建设,推进小城镇建设,充分发挥农村母亲在就地转移中的作用。     

浅析我国农村劳动力转移模式

一、我国农村劳动力转移模式改革开放以来,我国已有2亿多农村劳动力通过不同方式转入非农业部门就业,对改变农村面貌,加快工业化和城镇化进程,作出了重要贡献。从劳动力转移模式来看,以1990     

江苏省农村劳动力转移问题的研究

江苏省农村劳动力转移已形成了新的趋势，分析总结这些现状对当前全国农村劳动力的转移和就业具有一定的借鏊和指导。本文着重研究了当前江苏省农村劳动力转移过程中的现状和存在问题，并提出了一些相应的对策建议。     

由“民工荒”引发的对珠三角地区外来女工供给的思考

近来，“民工荒”问题已成为媒体及有关专家关注的焦点问题，很多学者都站在一个比较宏观的角度分析“民工荒”问题，认为我国农村还存在大量急待转移的剩余劳动力，我国劳动力市场供给仍处于“无限供给”的状态。但笔者认为，如果把供给细化到某种人群(如外来女工)对特定地区(如珠江三角洲地区)的供给，则这种劳动力供给的情况可能会发生改变。     

就业半径、就业机会、社会关系网络与农村劳动力转移

农村劳动力转移是解决我国“三农”问题的重要途径，也是我国城镇化推进的必然环节。基于2007－2009年2291份调查问卷②所建立的固定效应Probit模型及实证分析显示：就业半径、就业机会、社会关系网络等代表地理距离和非地理距离的变量对农村劳动力转移均有显著影响，是促进或制约农村劳动力转移的重要因素，其中社会关系网络的作用尤其值得关注。该研究对促进农村劳动力有序、平稳、持续地向城镇转移，以及城镇化道路的推进路径，具有一定的借鉴意义。     

Monkey bars and ladders: The importance of lateral and vertical job mobility in internal labor market careers

This paper compares results from the empirical literature on internal labor markets with outcomes from analyzing personnel data of the Dutch aircraft manufacturer Fokker. It sheds light on differences in the functioning of internal labor markets between periods of workforce growth and decline. Despite substantial variation in individual wages, careers are important as wages are strongly related to job levels. Promotion rates fall and demotion rates rise when the firm enters the stage of demise. Vertical and lateral job mobility are important in internal labor market careers as they stimulate wage growth and reduce the lay-off risk.     

Elder Care and Migrant Labor in Europe: A Demographic Outlook

This article examines the demand for migrant labor in older‐adult care as one of the key aspects of the aging and migration nexus. It reviews the demographic determinants that have shaped demand for and provision of older‐adult care across Europe. Using the EU Labour Force Survey, new comparative estimates are generated on the employment of migrants in care occupations and the channels of entry into the European labor market. Projections on demand for and supply of care to the older population reveal a future gap in both formal and informal provision. It is shown that, owing to institutional, economic, and social constraints, the significant growth of the care workforce that will be required to meet the future needs of Europe's aging populations is unlikely to be achieved by relying exclusively on EU labor supply. The conclusions outline some implications for future immigration policies.     

劳动力流动对人力资本形成与配置的影响

改革开放以后,我国劳动力流动的迅速增加,对人力资本的形成与配置产生了深刻的影响。劳动力流动不仅有利于促进人力资本的形成与优化配置,而且有利于提高欠发达地区对人力资本的重视程度;与此同时,劳动力流动也加剧了企业之间对人力资本的竞争,并以此促动了企业的用工制度改革。但是,劳动力的不均衡流动所带来的负面影响也是不容忽视的,它造成了地区间人力资本的巨大差异及一定程度的人才浪费,使企业面临人力资本投资成本增加与人力资本流失的矛盾。而对这些问题,不仅应该在政策方面进一步放宽并取消对劳动力流动的限制,而且应该从各个层面与角度重视企业对人力资本的培育。     

Strategic HR Management with an Aging Workforce: Using Demographic Models to Determine Optimal Employment Policies

A key component of the strategic plan for any company is the determination of the optimal number of workers needed to produce the desired level of output. Unless workers of different ages have the same skills and productivity, managers must also decide on the best age structure of their workforce and adopt compensation and employment policies to achieve these objectives. Employer responses to the shifts in the demand for their output impact the age distribution of the workforce while employment and compensation policies influence age specific hiring, retention, and retirement rates. This paper examines how demographic models can be used to project the future age structure of a labor force. In addition, we describe how compensation policies can be used to alter trends in the age distribution of employees. Thus, employers can develop strategic plans for achieving the desired labor force.     

Aging Public Services and the Position of Older Women: An Australian Case Study

Contemporary labor markets are characterized by both aging of the workforce and the increase in participation of women. At the intersection of these two policy agendas are older women. Governments and employers recognize the importance of attracting and retaining older workers to address skills shortages, but the aging workforce discourse remains largely gender neutral. This research considers the intersection of age and gender in the context of public services, which are large employers of both women and older workers. It focuses on the agencies in an Australian state public service. The research finds that, despite decades of equal opportunity programs, there is still evidence of subtle inequalities and cumulative disadvantage. While the case study agencies employ a large proportion of older women, these women were generally recruited at younger ages and aged within the workforce. Their advancement and development opportunities were also inferior to those of older men. Despite these lesser opportunities, older women are generally very satisfied with their employment, and the employer should explore these residual inequalities if genuinely seeking to attract and retain all older workers.     

The Association between Health Workforce and Health Outcomes: A Cross-Country Econometric Study

This study investigates the strength and significance of the associations of health workforce with multiple health outcomes and COVID-19 excess deaths across countries, using the latest WHO dataset. Multiple log-linear regression analyses, counterfactual scenarios analyses, and Pearson correlation analyses were performed. The average density of health workforce and the average levels of health outcomes were strongly associated with country income level. A higher density of the health workforce, especially the aggregate density of skilled health workers and density of nursing and midwifery personnel, was significantly associated with better levels of several health outcomes, including maternal mortality ratio, under-five mortality rate, infant mortality rate, and neonatal mortality rate, and was significantly correlated with a lower level of COVID-19 excess deaths per 100 K people, though not robust to weighting by population. The low density of the health workforce, especially in relatively low-income countries, can be a major barrier to improving these health outcomes and achieving health-related SDGs; however, improving the density of the health workforce alone is far from enough to achieve these goals. Our study suggests that investment in health workforce should be an integral part of strategies to achieve health-related SDGs, and achieving non-health SDGs related to poverty alleviation and expansion of female education are complementary to achieving both sets of goals, especially for those low- and middle-income countries. In light of the strains on the health workforce during the current COVID-19 pandemic, more attention should be paid to health workforce to strengthen health system resilience and long-term improvement in health outcomes.

     

China＇s Employment Situation and Policies

With a large working-age population with a relatively low average level of education, China is facing severe challenges in employment. These include: the contradiction between workforce supply and demand; irrational employment structure;increasing pressure on the urban labor market;     

The effects of a change in the point system on immigration: evidence from the 2001 Quebec reform

In 2001, Quebec changed its point system, a system that selects immigrants based on specific observable characteristics. The explicit objective was to increase the number of French-speaking immigrants, with no deterioration in overall labor market performance. To achieve this, points for French and education (specifically bachelor’s degrees) were increased. In parallel, points for a subjective assessment of “adaptability” were decreased. In line with the initial objective, we find more French-speaking immigrants with bachelor’s degrees, and no worsening in labor market outcomes after the reform. These results hold in a difference-in-differences and triple differences analysis. This paper shows how point systems can be used to shape the immigrant workforce according to policy goals.     

Low-wage mobility during the early career

Despite the size of the low-wage workforce, knowledge of the low-wage labor market is markedly sparse. In particular, little is known about the mobility patterns of low-wage workers. Using data from the Panel Study of Income Dynamics, I analyze low-wage mobility during the early career. I find that exits from low-wages are common, but the odds of exit and the permanence of an exit vary by social group membership and have changed in recent decades. Women, African Americans, residents of the South, and the less educated fare worse in the low-wage labor market. My findings also suggest that low-wage mobility has changed since the 1970s, with low-wages becoming more difficult to avoid.     

Applying demographic analysis in affirmative action disputes: An instructional case

This instructional case study illustrates applications of demographic concepts, data, and techniques in evaluating affirmative action goals for equalizing employment opportunity. Courts of law addressing employment discrimination disputes need an accurate picture of each minority group's proportion in a pool of prospective employees. The demographic and socioeconomic factors conditioning those proportions vary from place to place. In the situation examined here, the court originally used an imperfect population standard to set hiring goals. The case traces the multiple failures to account for those conditioning influences and describes the resulting distortions of legal purpose. In analyzing this failure, students gain experience in clarifying issues in dispute, devising measures to fit legal standards, and delineating qualified labor pools. Specific instructional applications include: using census data to document how local population structure and composition determine each minority group's presence in the workforce; and using administrative data to delineate the relevant labor pools for setting affirmative action goals. Training is broadly suited to assignments where applied demographers must delineate the ethnic and racial composition of a pool of workers eligible to be hired or promoted.