员工学历、企业绩效与人均工资

随着高等教育的不断改革与发展,一大批获得高学历的人才进入社会,这将对经济发展起到重要作用。不过,目前的研究中很少涉及高学历人才对个体企业究竟能否起到预期中的作用。本文试图从生产率的角度解释员工学历对于企业经营绩效的相关影响,从企业角度研究员工学历对于人均工资的可能影响。运用2004年中国经济普查数据实证检验员工学历对于企业利润率与人均工资的可能影响,结论认为:(1)员工学历与企业利润率呈显著的正相关性,员工学历对于企业绩效可能具有积极影响,但是平均学历并未通过出口而增强对利润率的影响;(2)员工学历与人均工资呈显著的正相关性并且通过出口而增强,这从企业角度再一次证明了学历对于求职者以及工人的重要性。     

缴费基数打折,谁说了也不算

案情:2006年初,姜某应聘到某公司就职,该公司承诺为姜某办理社会保险等相关福利待遇。该公司对员工实行结构工资,即将工资分解成基础工资、奖金、津贴等,每月根据公司经营情况和个人工作业绩计发。由于公司的经营随着市场销售不断调整变化,姜某每月工资收     

新型工业化进程中知识员工管理的思考

长期以来，由于受多种因素的影响，新疆人才大量流失，人才管理声誉不佳，“孔雀东南飞”的现象一直没有得到很好的遏制。新疆新型工业化战略的提出和实施丰富了西部大开发的内容，传统的以开发自然资源为经济发展依赖途径的做法正被开发和提升智力因素所替代。本文拟从知识员工的特征入手，分析新疆新型工业化进程中知识员工管理存在的问题。并就知识员工管理改善做粗浅探讨。     

创学习型企业求可持续发展——辽河油田分公司构建"塔式"人才工程

作为科技密集型企业,辽河油田分公司十分重视人才的培养和储备,面对上市公司的激烈竞争,辽河油田对各类高素质人才的需求越发迫切.辽河油田分公司党委书记孙崇仁认为,要想保持竞争上的优势,必须培育"学习型"企业,把企业作为一个大学校,把各种新知识、新技术灌输给员工,提升员工整体素质,构建起"塔式"人才工程,才能为企业的长期稳定发展做好人才储备.     

国有企业福利制度改革初探

福利是企业在工资以外发放给员工的一种间接报酬,是企业薪酬中的有机组成部分。企业福利制度的设计方式会直接关系到员工的工作积极性,也会进一步影响企业效益和市场竞争力。现阶段,国有企业为员工提供的福利在实践中存在诸多弊端,因此无法有效实现福利的激励作用。如何转变思维模式,建设顺应时代潮流,符合国有企业特点并满足员工多元化需要的福利制度,对于国有企业的可持续发展有着重要的现实意义。     

知识经济时代知识员工的激励

对知识经济条件下知识员工激励问题的探讨,就必须深入了解知识员工的特点。本文通过对知识员工与普通员工的比较分析,剖析了知识员工特征的特殊性,提出了在知识经济条件下要对知识员工进行有效激励应必须遵循的基本原则。     

美日人力资源管理模式的比较及对中国乡镇企业的启示

21世纪企业管理的重心将由物资资源的管理转向人力资源的管理 ,知识将成为企业的关键性资源 ,人才将成为企业竞争的基础。怎样激发员工的创造性、挖掘员工潜力 ,从而提高组织效率 ,是各国、各类企业都在研究的重要课题。配备合适的人员、从事合理的工作设计、改进工作制和工作报酬是人力资源管理的关键内容 ,必须结合企业的实际加以科学化和规范化。美国的人力资源管理模式是机械式组织结构的典型 ,日本的人力资源管理模式是有机式组织结构管理的代表 ,本文通过对两者的比较分析 ,揭示了人力资源管理的外在决定因素 ,再结合我国乡镇企业的实际情况 ,推导出其人力资源管理模式应具备的特点。希望此文能对中国乡镇企业管理能有所启示     

对汽车企业销售知识与心理管理的初探

本文站在汽车销售工作者的角度对新时期汽车企业如何应对社会经济转型期突变挑战展开探讨,对知识管理与心理管理在汽车销售工作中的应用加以分析。笔者多年从事汽车营销工作,认为知识管理理论在汽车销售服务工作中不失为一种有效的管理手段,而心理契约理论在汽车销售企业人力资源管理工作中也会起到稳定员工队伍、调动员工工作积极性的作用。如何将这两个理论正确运用到工作实践中来,还需要广大同行的不懈努力和积极探索。     

多维视角下的科技企业员工满意度问题研究

员工满意度是现代企业管理服务的追求目标之一。重视员工满意度是科技企业现代管理的文明标志。由于新知识、新技术迅猛发展,使得人力资本在企业之间竞争中越来越重要,高素质人才已经成为企业核心竞争力的主要要素。尤其是科技企业要想获得创新发展,就要积极提高员工的满意度。     

企业知识型员工情感资本提升机制探析

知识型员工情感资本是指存在于知识型员工心中,通过激发、释放知识型员工所拥有的知识资源,给组织创造价值的情感方面的资本存量.情感资本在知识型员工知识付出与企业知识资源向企业产出转化过程中的作用表现在:一是协同,二是助推.知识型员工负面情感的来源是人的需要得不到满足,而基于激励性需求研究的视角,我国企业知识型员工情感资本的影响因素主要有:个体成长与发展、金钱财富、事业机会及良好职业前景、工作成就.对企业知识型员工情感资本提升机制的探析,包括对知识型员工需求的了解、引导及培养;企业组织结构设计中的社会需求观点即沟通优化、授权与工作内容丰富化;现代企业领导的情感资本观点即社会化的企业领导者、与知识型员工之间建立以平等、信任、双赢及员工归属为特征的合作关系.     

Compensating wage differentials for fatal injury risk in Australia,Japan, and the United States

Our research infers the effects of institutionalized wage setting and lengthy worker-firm attachment by comparing estimated compensating wage differentials for fatal injury risk in Japanese, Australian, and U.S. manufacturing. Hedonic labor market equilibrium regressions for Japan reveal a statistically fragile compensating wage differential of 0% to 1.4% for exposure to the average fatality risk compared to employment in a perfectly safe workplace. Australian workers receive a statistically robust 2.5% estimated wage premium. Using new data on work-related fatalities, we find a 1% compensating wage differential in U.S. manufacturing that becomes more positive and statistically less significant as data are aggregated.     

劳动剩余条件下的供给不足与工资上涨——基于家庭分工的视角

基于贝克尔家庭经济学和时间配置理论可以证明,劳动剩余条件下的劳动供给并不是无限的。受制于家庭分工的约束,供给曲线呈特殊的阶梯形态：随劳动供给的增加,农业劳动力的保留工资不断提高,且幅度不断扩大。劳动供给对工资的反应是非连续的：只有当工资上升到新的保留工资水平时,劳动供给才会增加;否则,工资上涨并不能带来供给增长。与这种特殊的供给形态相对应,工资上涨的主要动力从农业收入转向工业劳动需求。内蒙、甘肃两省1,500个农户的调查数据证明了上述判断。当劳动需求扩张时,由于工资的微调不能带动供给的微调,劳动力市场将长期难以出清。这提醒我们,当前农民工工资上涨与用工短缺并存现象很可能源于劳动剩余条件下的供给不足,并不必然意味着剩余劳动力枯竭,不能作为刘易斯拐点到来的证据。     

中国城镇职工性别工资差距的演变(英文)

本文利用1995年、2002年和2007年的数据,分析了城镇工资的性别差距的演变特点和影响因素。研究结果表明,1995--2007年特别是2002--2007年期间工资的性别差距显著扩大,其中不可解释部分的比例也越来越大,显示了性别歧视的严重化问题。年纪轻、学历低、职业差、行业差的女性职工在劳动力市场中受到更为严重的歧视,导致了低收入群体性别工资差距的迅速扩大。     

Wage compensation for job-related illness: Evidence from a matched employer and employee survey in the UK

Despite voluminous studies on compensating wage differentials for job-related fatal or non-fatal injuries, there remain few published studies confirming the existence of compensating wage differentials for job-related illness. This study utilizes a recently completed UK employer-employee survey to look at this specific issue. I find there is strong evidence of wage compensation for job-related illness risk for both male and female employees in the UK. The estimated wage compensation for one job-related illness episode per year ranges from 27% to 140% of annual earnings depending on gender and estimation approaches.     

Institutions and the gender wage gap: How production and welfare regime moderates the effect of family policy

The aim of this study was to determine whether the effects of work and family reconciliation policy on the gender wage gap are moderated by institutional contexts of production and welfare regime. Using time‐series analysis for 13 countries from 1981 to 2015, the study revealed a strong association between childcare and a lower gender wage gap in the Coordinated Market Economies (CMEs)/social democratic welfare states but not in Liberal Market Economies (LMEs)/liberal welfare states. The study also found that the impact of leave generosity on the gender wage gap in CMEs/social democratic welfare states is less salient than in CMEs/continental welfare states. This study highlights the extent to which family policy affects the gender wage gap hinges on how each country organises its market coordination and welfare institutions and pushes the current literature forward to a question of ‘what kinds of’ family policy matters in ‘which’ production and welfare regimes.     

Collective bargaining levels,employment and wage inequality in Spain

After the increase in inequalities following the Great Recession, studies on wage bargaining systems have increasingly focused on wage inequality. This research examines wage inequality associated with collective bargaining levels in Spain, based on matched employer–employee microdata and quantile regression methods. These methods are applied across the wage distribution, following the method proposed by Firpo et al. (2011), to estimate wage premiums associated with agreement levels and to decompose the wage differentials observed at different points of the wage distribution. From the evidence obtained it can be concluded that, although the higher wages found in firm-level agreements are explained by the better observed characteristics of firms and workers covered by these collective agreements, there remains a positive wage premium. Although this premium is seen throughout the wage distribution, it favours mostly workers in the middle and upper-middle end. This slightly increases wage inequality in comparison with sectoral agreements. In contrast, workers without collective bargaining coverage generally suffer a wage penalty. This penalty is only observed on the left of the wage distribution. It becomes a significant wage premium in the upper end of the distribution, which implies a significant increase in wage inequality. In short, the evidence of this research suggests that reducing the coverage of collective bargaining could be associated with a significant increase in wage inequality. A better policy option for countries with a predominant sectoral model, such as Spain, would be to move towards an organized decentralization model. This would cause significant gains in employment as suggested by OECD (2019) and only a slight increase in wage inequality.     

The determinants of living wage rates

Several cities have recently adopted living wage ordinances which mandate that firms contracting with the city pay their workers an hourly wage at or above the legislated “living wage rate” set by the city. Following the literature on minimum wage rate determination, I explore factors influencing living wage rates. Using a sample of 39 cities, the results show that living wage rates are particularly sensitive to per capita income, fair-market rent, the minimum wage rate, the proximity of the city to other living wage cities, and the year that the city adopted the living wage ordinance.     

Evolution of the Gender Wage Gap among China’s Urban Employees

本文利用1995年、2002年和2007年的数据, 分析了城镇工资的性别差距的演变特 点和影响因素。研究结果表明, 1995—2007年特别是2002—2007年期间工资的性别差 距显著扩大, 其中不可解释部分的比例也越来越大, 显示了性别歧视的严重化问题。 年纪轻、学历低、职业差、行业差的女性职工在劳动力市场中受到更为严重的歧视, 导致了低收入群体性别工资差距的迅速扩大。

关键词: 城镇 性别歧视 工资差距

Using data from the 1995, 2002 and 2007 surveys, the paper attempts to investigate whether the gender wage gap has continued to widen during the period under study. To answer the question, this paper utilizes decomposition methodology to decompose the wage difference between male and female employees into explained and unexplained components. The results of decomposition for 1995, 2002 and 2007 indicate that the gender wage gap increased significantly, particularly in the period 2002-2007, and that an increasing part of the gap was due to unexplained components. This implies rising discrimination against female employees in China’s urban labor market. Decomposition results based on quantile regression analysis indicate the gender wage gap is greater for low wage groups, as is the share of unexplained components in the gap.     

Job Mobility and Early Career Wage Growth of White,African‐American,and Hispanic Women*

Objective. This article examines whether and how young women's job mobility influences racial and ethnic wage‐growth differentials during the first eight years after leaving school. Methods. We use the NLSY‐79 Work History File to simulate the influence of job mobility on the wages of skilled and unskilled workers. Results. African‐American and Hispanic women average less job mobility than white women, especially if they did not attend college. Unskilled women who experience frequent job changes during the first four postschool years reap positive wage returns, but turnover beyond the shopping period incurs wage penalties. Job mobility does not appear to boost wage growth for college‐educated women. Conclusions. Among unskilled women, race and ethnic wage disparities partly derive from group differences in the frequency of job changes, but unequal returns to job mobility drive the wage gaps for skilled women. We discuss several explanations for these disparities.