Pathways from workplace flexibility to turnover intention: Role of work–family conflict,family–work conflict,and job satisfaction

This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low‐wage workers in South Korea. Participants included 250 low‐wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low‐wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.     

农民工工资支付法治化问题研究——基于对《保障农民工工资支付条例》的解读

《保障农民工工资支付条例》(以下简称《条例》)是我国当前面对农民工工资支付出现的新问题制定的一套具有规范化、权威性和有效性的法律保障机制。从农民工工资支付法治化保障机制的制度特点来看,《条例》的主体责任更加明确化,处罚方式强调规范化,监管过程具备严密化,监管主体呈现多元化。《条例》采取全程协同监管手段消除“灰色治理”的“梗阻”,用“法律红线”落实并明确各方的法律主体责任,以细化规定的方式打通工资支付的“绿色通道”,从而能够保障《条例》的有效落实。为了更好地保障农民工的切身利益,《条例》主要从实践逻辑层面上落实法治化保障措施:明确不同监管主体在监督检查领域中的职能定位,对用人单位实行严格的资格认定与法律责任制,在监管领域中始终关注劳有所得的民生问题。     

FDI的工资效应研究——基于江苏省制造业面板数据的分析

利用江苏省制造业2000--2006年的面板数据，从行业角度分析FDI对于江苏省制造业平均工资以及国有企业工资的影响，结果表明外资企业的进入可以通过提高整体的劳动生产率水平从而间接提高整体平均工资水平；劳动力工资与加工贸易的开放程度之间呈正相关关系，而与行业规模大小呈负相关．外资对于国有企业劳动力工资存在正的工资溢出，但是国内资本对于劳动力工资水平的影响与外商直接投资相比相差不大，甚至可以超过外商直接投资的贡献。     

石油企业建立岗效薪点工资制的探索 --以胜利油田为例的研究

从建立油田有限公司基本工资制度的角度出发，分析了岗效薪点工资制的地位、作用及局限性；提出了完善该工资制的具体建议。     

艰苦奋斗精神的时代内涵及弘扬途径

艰苦奋斗精神是中华民族的传统美德和民族精神 ,中国共产党的三代领导人都高度重视用艰苦奋斗精神教育和武装全党。实现中华民族伟大复兴 ,唱响时代主旋律 ,提高全民族的思想道德素质和科学文化教育水平 ,都需要弘扬艰苦奋斗精神。应当与时俱进 ,科学地理解艰苦奋斗精神的时代内涵 :艰苦奋斗是志存高远、克己奉公的人生境界 ,是昂扬向上、发奋图强的精神风貌 ,是坚韧不拔、求真务实的工作作风 ,是简约朴素、吃苦耐劳的生活态度。培养大学生艰苦奋斗精神的有效教育方式 ,可以有以下几种 :开展励志教育 ;融入专业教学 ;大力加强实践教学 ;大力加强体育工作。     

浅谈高校工资制度的改革

高校工资制度改革对促进高等教育发展 ,加强师资队伍、职员队伍建设起着重要的作用。本文分析了我国高校三次工资制度改革的特点和存在的问题 ,结合高校实际 ,提出高校工资制度改革的基本思路     

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。     

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.     

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。