中部城市就业紧缩中的行业替代研究

20世纪90年代,中国中部地区农村劳动力持续外迁,同时,城市就业紧缩,城市劳动力市场供需矛盾十分突出。本文结合武汉市20世纪90年代就业结构的变动趋势,通过引入差异系数等分析不同人群就业分布模式的变化趋势和劳动力市场动态。研究结果表明,虽然外来劳动力与本地劳动力在行业分布和职业分布方面存在明显的分野,但竞争、替代、整合的程度越来越高。本文认为城市本地劳动力下岗、失业的原因,不应简单归咎于外来劳动力的到来或国有部门收缩等因素,更深层的原因,与产业结构的变动、创新能力等有直接的联系,区域劳动力市场中的就业问题与区域间的产业替代,以及就业替代紧密相连,就业问题的解决离不开城乡与区域经济的进一步整合。     

上海外来劳动力与本地劳动力补缺替代关系研究

90年代以来 ,上海的劳动力市场发生了显著变化 ,一方面本地下岗待业劳动力日见增多 ,与此同时又有数以百万计的外来劳动力涌入就业 ,本地劳动力下岗待业与外来劳动力“上岗”就业同时并存发展 ,构成了上海劳动力市场的一个重要特征。本文主要从上海劳动力市场的需求发展及分层特征、上海本地劳动力的供给规模及劳动供给行为特征、外来劳动力的基本属性及劳动供给行为特征等几个方面 ,对上海外来劳动力与本地劳动力的补缺、替代关系进行了比较深入的探讨 ,得出了一些很有意义的结论     

农村劳动力城镇就业困境与出路

改革开放以来,农村劳动力大规模向外迅速流动,已从各方面影响到社会经济的发展,其对城镇就业的冲击已经震撼了中国就业体制,并产生了许多问题。本文试图通过分析外来农村劳动力的城镇就业问题,寻求问题的解决思路。一、中国农村劳动力进城就业的困境８０年代初开始,...     

产业结构调整中的上海纺织业外来女性人口

伴随产业结构调整和现代企业制度改革,以女性劳动力居多的城市下岗待业群体,不仅形成了再就业的巨大压力,也使外来女性人口的就业面临严峻的挑战。本文以上海市纺织行业为研究对象,通过对调查资料的梳理分析,探讨了产业结构调整对上海市外来女性人口就业的影响以及出现的新问题、新情况和新特点,评估了上海城市居民对外来女性人口就业的认同程度,并就如何进一步发挥外来劳动力资源的作用和途径提出了对策建议。     

城镇与外来劳动力工资差异分解——人力资本和歧视贡献及其变化北大核心CSSCI

本文运用CHIPS 2002和2007年的数据,对城镇劳动力和外来劳动力的工资差异进行Blinder-Oaxaca分解后发现,人力资本差异是导致城镇劳动力和外来劳动力工资差异的主要原因,同时其解释力度仍然在不断增加,歧视的贡献从2002年的35.18%下降到2007年的25.08%;进一步基于分位数回归的反事实分析表明,歧视程度的下降主要集中在工资分布位于第2个十分位数以上的区间,工资分布位于第2个十分位数以下区间的外来劳动力受到的歧视并未改善,甚至出现一定程度的恶化。     

“机器换人”时代低技能劳动力何去何从?——基于中国劳动力动态调查数据的检验

基于中国劳动力动态调查与海关进口机器人数据等,考察了机器人对低技能劳动力跨市流出的影响机制,并讨论了低技能劳动力的行业和区位流向。结果表明,机器人减少了第二产业就业岗位数,对低技能劳动力产生了替代效应,显著增加了低技能劳动力跨市流出的概率;行业转移层面,机器人增加了45岁及以下低技能劳动力流入服务业和45岁以上低技能劳动力流入农林牧渔业的概率;城市转移层面,机器人增加了低技能劳动力流入本市服务业和跨市流入一线城市服务业的概率;区域转移层面,受教育程度较高的低技能劳动力在东部流动,而受教育程度较低的低技能劳动力出现了流入西部的趋势。这些研究结论对于深入把握机器人对劳动力就业转移的影响、制定合理的机器人产业政策及人口流动政策具有一定的指导意义。     

我国城镇劳动力构成的"农村化" 现象和问题思考

1998年人口变动抽样调查结果显示,我国城镇经济活动人口中的农业户口份额已逾三成,城镇农业户口劳动力的失业率明显低于非农业户口.低失业率的进城农民对城镇失业率的上升起了一定的遏制作用;户口"农转非"明显滞后于人口"农进城",是城镇非农业户口劳动力失业率居高不下的一个重要原因.城镇对外来劳动力的控制,应主要定位于限制他们在城镇失业,而不应主要定位于限制他们在城镇就业.作者还就城镇失业率统计指标问题提出了有关建议.     

外来劳动力对城市本地劳动力市场的影响--"武汉调查"的基本框架与主要发现

中国大城市劳动力市场中基于户籍制度的分层现象,为不少学者所关注.近年来,大城市劳动力市场态势发生了较大变化,本地劳动力与外来劳动力的就业冲突日益显现,外来劳动力对大城市劳动力市场的影响问题,不再只是一个学术问题,更是一个政策性问题.我们设计并在武汉市实施了一项调查,通过比较外来劳动力与本地劳动力就业状况及就业行为,研究外来劳动力对本地劳动力的影向.该项调查的主要特点,一是根据外来劳动力的就业结构设定样本框;二是参照外来劳动力就业结构,选取正式迁移及本地居民两类人群作为对照样本;三是将所有样本划分为雇员与雇主(包括自我就业)两种.调查发现,就雇员而言,外来劳动力、正式移民、本地居民等三类样本在就业渠道、工作时间、收入决定等多方面存在较大差异,而雇主中,三类样本的差异则要小得多.这种现象包含着多方面的政策内涵.     

小城镇外来劳动力基本状况及对小城镇发展影响分析——以浙江省柯桥、柳市两镇为例

根据对浙江省柯桥、柳市两小城镇外来劳动力的实地抽样问卷调查 ,考察了两镇外来劳动力的一般属性、迁移、就业、经济收入及将来意愿等基本状况 ,在此基础上 ,系统、客观地分析了外来劳动力对小城镇发展的积极和消极影响 ,这对小城镇制定吸引和管理外来劳动力的政策具有重要的参考意义。     

经济发达农村地区外来劳动力的性别差异研究

本文考察了苏南农村发达地区外来劳动力在个人特征、工作条件及收入等方面的性别差异 ,分析了女性在就业和工作中面临的不同于男性外来劳动力的待遇及其原因。主要结论有 :发达地区男女外来劳动力收入存在着较大差异 ,除了受教育程度 ,地区差异外 ,性别歧视也是一个重要原因。经济发达农村地区应当进一步规范就业制度 ,尽快消除各种限制劳动力自由流动的市场障碍 ,加强对外来劳动力的综合管理和服务 ,为劳动力的充分自由流动创造条件     

Age structure of the workforce in growing and declining industries: evidence from Hong Kong

Industry-specific human capital reduces the incentive for older workers to leave declining industries and raises the incentive for younger workers to join growing industries. Using the industry restructuring experience of Hong Kong, we find that a 1% increase in employment share of an industry is associated with a 0.60-year decrease in the average age of its workforce. The relationship is more pronounced among less educated workers, who have less general human capital, and male workers, who are more committed to the labor force, than among well educated workers and female workers.     

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;     

中国对外贸易就业效应的逆转——倒U型曲线是否存在?

文章采用1952～2009年对外贸易时间序列数据并运用渐进回归、卡尔曼滤波和门限回归考察了对外贸易对就业水平的影响。研究表明,在不考虑进口的情况下,出口规模的增加对就业产生正向波动的冲击,而考虑进口后,外贸顺差的就业效应却存在倒U型曲线特征,外贸即顺差规模高于约14000亿元时,就业水平反而开始降低,此时"贸易筛选"机制将在劳动力市场上起主要作用。     

煤炭城市特殊就业再就业体系的探索

煤炭城市就业再就业是振兴东北老工业基地、实现资源型城市发展接续产业战略亟待解决的问题。这一突出的矛盾有其历史因素,存在着固有的特殊性。因此,在振兴东北老工业基地战略中,国家应考虑制定特殊的政策和采取特殊的措施来解决煤炭城市的就业再就业难题。     

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。     

Measuring the occupational segregation of Australia's indigenous workforce: A census-based analysis

This purpose of this paper is to describe the occupational status of Australia's indigenous population and measure the extent to which this differs from that of all other Australians. For this purpose, inter- and intra-occupational segregation indexes are calculated using 1986 Census data. This reveals for the first time the precise occupational mix which characterises the indigenous workforce. At the broad level of major occupations, there is some indication that the degree of employment segregation between indigenous and other Australians has decreased over time, although the lack of time series data based on consistent occupational classification renders this analysis inconclusive. At the more disaggregated occupational unit level, clear patterns of relative employment concentration and exclusion in particular occupations are in evidence with gender as a major differentiating factor. Australian Standard Classification of Occupations (ASCO)-linked occupational prestige scores are applied to the employment distributions as a basis for comparing socioeconomic status.     

重庆市产业结构与就业结构变动关系的实证研究

在经济发展过程中,就业结构与产业结构之间存在着极为密切的互动关系。本文在分析改革开放以来重庆市产业结构与就业结构演变趋势的基础上,运用协整检验和广义最小二乘法测算了产业结构对就业结构的影响程度,计算了产业结构与就业结构的偏离度。研究发现,重庆市第一产业产值与其就业人数之间不存在长期的协整关系,其产值增长的同时并未带动就业人数的增加,反而对本已存在的剩余劳动力具有一定的挤出效应。第二和三产业对促进就业量的增长均具有积极作用,但第三产业吸纳劳动力就业的能力明显大于第二产业。     

Addressing the midwifery workforce crisis: evaluating an employment model for undergraduate midwifery students at a tertiary maternity hospital in Melbourne, Australia

Background and aims

In Victoria, maternity services are under significant strain due to increased numbers of women giving birth and critical workforce shortages. Hospitals have experienced challenges in adequately staffing maternity units, particularly on postnatal wards. In 2008, a tertiary maternity hospital in Melbourne introduced a model where undergraduate midwifery students were employed as Division 2 nurses (SMW_Div2) (enrolled nurses), to work in the postnatal area only. This study explored the pilot employment model from the perspective of the SMW_Div2 and hospital midwives.

Methods

A web-based survey was administered to hospital midwives and the SMW_Div2s in the employment model in January 2010. The survey explored the views of midwives and SMW_Div2s regarding the perceived impact of the model on workforce readiness, recruitment and retention, and clinical competence and confidence.

Findings

Forty-seven of 158 midwives (30%) and five of nine SMW_Div2s employed in the model responded to the survey. Both groups considered the model to have benefits for the organisation, including increased: student workforce readiness; clinical confidence and competence; and organisational loyalty. Both groups also considered that the model would facilitate: workforce recruitment; a teaching and learning culture within the organisation; and enhanced partnerships between students, hospitals and universities. Caution was expressed regarding workload and the need for ongoing support for SMW_Div2s working in the model.

Discussion and conclusion

SMW_Div2s and midwives were positive about the introduction of the paid employment model at the Women's. The findings are consistent with evaluations of similar programs in the nursing setting. The employment model has potential short and long term individual and organisational advantages, which is important in the context of increasing births and workforce shortages. Progression of such models will be contingent on the collaboration and cooperation of the various stakeholders involved in maternity workforce and education.     

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.     

我国农村劳动力就业的路径选择与制度支持

农民阶层是社会地位较低表现为:农民收入明显低于其他阶层的收入;农民充分就业率低农民整体素质相对较差。橄榄型的现代社会阶层结构要求提升农民阶层社会地位。农村人力资本投资是增强农村劳动力就业竞争力,实现农村劳动力持续性就业根本性的路径选择。政府应为增加农村劳动力就业提供在人力资本投资、劳动力市场体系建设、消除对农民的歧视、社会保障制度健全等方面的制度支持。