经理收入的ISM分析(英文)

以经理的收入与经理的经营业绩相一致为假设,确定和分析了影响企业经理收入的个人、企业和外部环境因素。依据这些因素间存在的逻辑关系,运用解析结构模型(ISM)方法进行了定量处理,建立了影响经理收入因素的多级递阶结构模型。通过模型,得出企业因素对经理收入起着决定性作用,为建立有效的经理激励机制提供了理论和实际依据。     

The Role of Family Income in the Intergenerational Association of AFDC Receipt

Daughters from low‐income families who did not receive Aid to Families with Dependent Children (AFDC) are compared to daughters from low‐income families who did receive assistance to better account for family income in the intergenerational association of AFDC. The research models the timing of a daughter's first birth and, for those who become mothers, the number of years a daughter receives any AFDC. Women whose families received AFDC during their childhood are more likely to receive AFDC as adults relative to those women whose families did not receive AFDC. Controlling for family income in a more careful and comprehensive way than past research explains part but not all of the effects of childhood AFDC receipt. Among daughters from chronically poor families, however, parental AFDC use is not associated with additional years of AFDC participation. Although the present research cannot confirm or deny a causal role for parental welfare use, the intergenerational transmission of financial resources does explain part of the intergenerational association of welfare use.     

深圳特区三资企业劳工问题的调查

本文通过对15家三资企业和230多名员工的调查,对深圳特区劳动管理体制的改革情况,进行了简要的总结和分析。既肯定了改革的成绩和经验,也指出了目前存在的问题和外商对特区劳工问题的意见。在此基础上提出了建议,以使改革深化、完善、配套,更好地适应外商投资的需要,优化投资环境,促进特区外向型经济的发展。     

FDI、要素成本与东道国产业发展

论题拓展了James R Markusen（1997）的基本模型，重点纳入外商直接投资进入东道国对其要素市场的影响，分析了FDI与东道国产业的关联效应以及在要素市场的竞争效应对东道国产业发展的影响。外商直接投资将通过关联效应和要素市场的竞争对东道国产业发展产生一个动态二阶段影响过程：在初始阶段外商直接投资的进入将引导东道国发展最终消费品产业，从而促进产业结构变动；但在东道国产业发展到一定阶段后外商直接投资与东道国产业在要素市场的竞争加剧将阻碍东道国产业发展。     

对我国贫富差距扩大现象的思考

贫富差距扩大已成为一种不容忽视的社会现象。本文在分析形成贫富差距扩大现象的原因及其影响的基础上 ,提出政府应加强在国民收入再分配领域的调节作用 ,综合运用经济、法律和行政手段 ,缩小贫富差距的初步设想     

Making ends meet: perceptions of poverty in Sweden

During the era after the Second World War, Sweden has built a welfare system based on labor market participation and income maintenance. Low unemployment and decent wages are supposed to guarantee people a labor market income or income maintenance, which in turn should provide a proper standard for everyone. However, a rapid increase in unemployment and economic problems have made the future of the Swedish welfare state more uncertain than ever. These circumstances have, among other things, led to the suggestion that Sweden should abandon the income maintenance policy and create a social policy system with the more limited ambition of guaranteeing everyone a minimum income. In that case, one central question must be answered: what constitutes a decent minimum income in today's Sweden? Where should we draw the poverty line under which people will not be forced to live? These questions are central in the current debate. The consensual poverty line method is used in this article to derive a poverty line relevant for today's Sweden. The results shows that more than every fifth household has an income below the consensual poverty line. That is, they have an income that most Swedes would argue is too low to make ends meet. The level of the consensual poverty line was compared with the National Board of Health and Welfare's guidelines for social assistance. The consensual poverty line was shown to be more generous to small households and the norm for social assistance was more generous to larger households. Finally, the expenditure for guaranteeing all Swedish household a minimum income equal to the consensual poverty line was estimated: more than SEK 25 billion per year. The results in the article casts serious doubt on the ability of the Swedish welfare state to secure a decent income to all citizens.     

水资源跨流域配置的经济学分析

由于我国水资源空间分布不均匀的突出特点 ,大型跨流域调水工程已经成为我国国民经济可持续发展的重要支撑。文章从水资源的经济特点出发 ,结合南水北调中线工程 ,对水资源跨流域配置的市场供求、成本收益等资源经济学问题进行了分析 ,并对社会主义市场经济条件下水资源跨流域配置的利益分配机制进行了探讨     

Some Notes on Workplace Equality Renewal in the Swedish Labour Market

In 2001, Swedish authorities imposed a new obligation upon all firms with ten or more employees to undertake annual wage surveys, ‘workplace equality audits’ in which it is possible to ascertain, remedy and prevent unwarranted wage differentials and other unfair employment terms between men and women. An important implication of the new system, called ‘workplace equality renewal’ (självsanering), is that, at the level of the firm all Swedish employers must explain what they mean by work of ‘equal value’ as opposed to ‘different value’. This article discusses the practical pros and cons of the new system, and considers how the surveys can be used in research into the present state of gendered work division. A main finding is that the introduction of this new legislation in the long run might change the Swedish industrial relations system as well as the preconditions for many companies’ human resource management policies. Yet, neither the governmental agencies involved nor the parties’ confederate organizations have been able to clarify what the issue is really about to the single, small business employer or to the local trade union branches. Many employers find any interference, whatever it may be, threatening and trade unions have not realized the potentialities of the system from an employee perspective, potentialities connected to the fact that companies are now more or less forced to make transparent their wage policies at large.     

Who Gets What From Government? Distributional Consequences of Child‐Care Assistance Policies

Given the fragmented structure of child‐care assistance in the United States, it has been difficult to obtain accurate estimates of which families are assisted, through which mechanisms, and at what level. Making use of survey data from New York City, we analyze the distribution of several forms of public child‐care assistance. Results suggest that about 40% of all families with young children receive some form of child‐care assistance. Considering all forms of assistance, the distribution of child‐care help is targeted in both expected and some unexpected ways. Implications of these results are discussed in the context of U.S. child‐care policies governing access and benefit levels.     

现代企业新工资制度探讨

探讨适合现代企业工资制度要求的新工资分配形式,对现代企业工资制度进行了阐述,列举了现代企业工资制度存在的问题,提出了工资制度改革的必要性、改革的条件、改革的原则,初步构建了企业工资结构的模式。在定性研究的基础上,对基本工资、岗位工资、特种工资及奖金等工资的基本构成进行了定量的研究。同时,对在工资改革中应注意问题的解决,提出了新的观点。