工业劳动力流动、资本创造与经济地理空间均衡

资本创造模型（CC模型）忽视了要素流动对产业空间分布的影响。而发展的新的资本创造模型则认为资本集聚的过程必然伴随着工业劳动力的流动过程。另外，是资本的实际收益而不是名义收益决定资本是否创造。研究结果表明，随着贸易自由度、工业品支出份额及资本贴现率的变大，替代弹性及资本折旧率的变小，将降低对称结构的稳定性，而提高中心-外围结构的稳定性；经济地理空间的产业均衡是集聚力和分散力相互作用的结果。当企业生产工业品的规模报酬递增程度足够显著，或者工业品支出份额很高时，市场拥挤效应将彻底消失，并转化成为促进产业集聚的动力；突破点与持续点的大小比较可以形成不同的关系，这意味着随着贸易自由度的变化，本文发展的资本创造模型可以体现出多样化的产业空间动态演化行为。     

农地产权结构变迁视域下土地增值收益的公平分享

农地产权结构是搭建土地增值收益分配与宪法秩序有效链接的重要桥梁.从农地产权结构变迁的视角看,我国传统土地增值收益的国有化机制实际在很大程度上符合1982年宪法所确立的社会主义地租国有原则及地利共享秩序.然而,由于宪法土地条款一开始就被注入了地利分配具有倾向性的思想基因,长此以往便忽视了农民作为整体分享土地增值收益的"另一半宪法秩序".新型城镇化背景下,国家进行了"同地同权"、赋权于"民"的农村土地管理制度改革,其实质是宪法秩序的延续而非替代,我国土地增值收益分配的主要机制仍是征地补偿制度.要实现我国土地增值收益的公平分享,必须回到社会主义"国家—集体"一元论的完整地利共享秩序中来,并遵循实质平等的要求,通过以"人的城镇化"为目标对区片综合地价进行限定、采取倾向于农村及农业发展的"土地财政"政策、打破城乡户籍二元制实现城乡一体化发展等方案,推动农民全过程参与、共享土地利益.     

劳动力转移对城乡居民收入差距的非线性影响研究

借鉴已有相关研究成果,将劳动力转移、农业技术水平与城乡居民收入差距联系起来思考,可以具体地考察劳动力转移对城乡居民收入差距的影响.文章以农业技术水平作为门槛变量,选取2009—2019年中国31个省份的面板数据,利用泰尔指数测定城乡收入差距,以劳动力转移作为核心解释变量构建面板门槛模型,实证得出劳动力转移对城乡居民收入差距的非线性影响.研究发现:劳动力转移可以缩小城乡居民收入差距,且该影响具有单一门槛效应.在农业技术水平较低时,劳动力转移对城乡居民收入差距收敛效应较小;当农业技术水平越过门槛值达到较高水平后,劳动力转移对缩小城乡居民收入差距的效果几乎增加了一倍.此后,通过替换解释变量泰尔指数为城乡人均可支配收入比、替换核心解释变量农业技术水平为农业生产效率重新建立面板门槛模型,发现上述结论仍然成立,其检验结果具有较强的稳健性.文章将农业技术进步、劳动力转移、城乡居民收入差距这三个重要变量纳入同一模型框架中,在加深劳动力流动影响城乡居民收入差距这一视角的研究的同时,对缩小城乡居民收入差距政策的制定提供了重要的参考意义.     

The ‘right time’ – negotiating the timing of interviews with vulnerable young people

Participant retention is a key factor in determining the success of longitudinal research. Challenges in re-locating and retaining participants over the long term are major issues for researchers working with young people who face adversity and experience frequent changes in circumstances. This article reports on a study of vulnerable young people and their transition into adulthood. Rather than the more conventional schedule-based approach to locating and re-interviewing young people, a relational process, the ‘right time’ framework, was used to facilitate young people's involvement in the study. Embedded in the ‘right time’ framework is recognition of the diverse and fluctuating circumstances that shape young people's availability for interviews. Several case examples are considered which amplify the way that the ‘right time’ framework allowed the research to navigate around these circumstances. The case examples highlight the value young people attached to being involved in the research, the influence on the ‘right time’ of wider relational tensions for young people and the need to negotiate researcher status as a different sort of adult. The ‘right time’ framework contributed to a high retention rate in the study generating a more representative sample and enhancing the subsequent data analysis by providing valuable insights into the lives of these vulnerable young people.     

Determinants of social assistance caseloads for employable single adults without dependants in Canada

Government officials like the idea of just a small number of households in their respective jurisdiction receiving social assistance. A large number is seen as costly to the public treasury, and declining caseloads are generally viewed as a mark of success for both the economy and the government of the day. But what factors account for the size of a Canadian province's social assistance caseload? This article aims to shed light on this question, with a focus on single adults without dependants (and without serious disabilities) during the 1989–2017 period. One important finding is that when the value of social assistance benefit levels for this group increases by 1% in a province, the social assistance caseload for this demographic rises by 0.457%. Put differently, there is indeed an important behavior response associated with higher benefit levels. In response, we propose that provincial officials budget for higher take up levels when they increase benefit levels for this household group.     

公司高级管理人员解雇保护问题研究——以《劳动合同法》第48条为视角

在我国,由于劳动法和公司法内容的冲突以及公司高级管理人员在现有劳动法语境下身份的特殊性,导致了不同法院对于劳动合同违法解除后劳动合同继续履行与否的判决并不一致。高级管理人员并不完全具有劳动法上劳动者人格和经济上的从属性,因而其不应该获得完全的与普通劳动者相同的倾斜保护。而且,高级管理人员被解聘后,因为岗位的重要性,公司往往会迅速找人代替;由于岗位数量稀缺性和要求的专业性,高级管理人员要求恢复原岗位的要求在实践中难以满足。因此,法院在适用《劳动合同法》第48条时,不应支持被解除职务的高管的复职请求,而应采用其他救济方式。     

The evolution of intellectual property strategy in innovation ecosystems: Uncovering complementary and substitute appropriability regimes

In this article, we attempt to extend and nuance the debate on intellectual property (IP) strategy, appropriation, and open innovation in dynamic and systemic innovation contexts. We present the case of four generations of mobile telecommunications systems (covering the period 1980–2015), and describe and analyze the co-evolution of strategic IP management and innovation ecosystems. Throughout this development, technologies and technological relationships were governed with different and shifting degrees of formality. Simultaneously, firms differentiated technology accessibility across actors and technologies to benefit from openness and appropriation of innovation. Our analysis shows that the discussion of competitiveness and appropriability needs to be expanded from the focal appropriability regime and complementary assets to the larger context of the innovation ecosystem and its cooperative and competitive actor relations, with dispersed complementary and substitute assets and technologies. Consequently, the shaping of complementary and substitute appropriability regimes is central when strategizing in dynamic and systemic innovation contexts. This holds important implications for the management of open innovation, innovation ecosystems, platforms, and coopetition.     

论被遗忘权的本土化移植

随着信息技术的高速发展，公民的个人信息和个人隐私极易遭受滥用和侵害。以达成数据主体对于个人信息的主动自决意愿为内驱动力的被遗忘权，欧美发达国家因符合其政治需求和价值主张而广泛确立。虽然被遗忘权权利本质亦与我国社会发展实际相契合，且国内的立法司法实践也为其培育了移植基础，但被遗忘权在我国的本土化移植仍然面临诸多障碍，如信息技术瓶颈、商业风险增加、现有制度衔接低效等。从厘清被遗忘权基本概念、建立专门信息保护机构、构建商业化个人信息储存及使用机制、明确被遗忘权救济渠道与规则以及升级信息保护技术等方面为切入点，寻求被遗忘权本土化移植的解决思路。     

基于人力资源管理价值链视角的“用工荒”现象分析

本文基于人力资源管理价值链的视角，分析了政府和企业在农民工这一特殊人力资源类型的价值创造、价值评价和价值分配的三个环节管理中存在的问题。这些问题最终导致了＂用工荒＂现象的产生。政府层面存在的主要问题有：在价值评创造环节中，缺乏对低端劳动力群体的规划、建立统一的劳动力市场和对农民工技能培训经费的投入不足；在价值评价环节，缺乏对技能人才的评价机制；在价值分配环节，对农民工利益保障的立法不完善且执法不严。企业层面存在的主要问题有：在价值创造环节，只重使用，不重培养；在价值评价环节，缺乏多种评价手段；在价值分配环节，企业发放给农民工的薪酬福利低，针对以上问题，从政府和企业两个层面，提出了相应的解决对策。     

湖北省乡镇企业1978—2002年发展概况、问题及对策研究

1978～2002年,湖北省乡镇企业在企业单位数量、对经济增长贡献及转移农村剩余劳动力等方面对该省经济产生了重要的推动作用。然而,随着市场经济体制的深入发展和不断完善,乡镇企业发展也遇到了前所未有的困难。本文在深入分析当前乡镇企业所面临的问题基础上,提出了乡镇企业未来发展的战略对策。