对外直接投资对母国的就业效应——基于产业和行业分析

<正>自2001年实施"走出去"以来,我国对外直接投资体量不断增加,2013年"一带一路"倡议和亚投行的设立,将我国对外直接投资水平提升到了新的高度,对外直接投资的母国就业效应受到越来越多的关注。本文运用OLS方法分别研究了对外直接投资对国内总体就业情况的影响、对产业和各行业的就业效应。发现对外直接投资对总体就业稍有替代,对第一产业和第二产业有较小的替代作用,对第三产业就业影响不明显,对制造业、采矿业和金融业就业均有显著的促进作用。     

中国对外直接投资的就业效应分析

本文利用Granger因果关系检验和最小二乘回归方法分析中国对外直接投资与国内就业之间关系。研究结果表明对外直接投资对中国就业总量产生替代效应,但较为有限;同时,对外直接投资促进了中国就业结构的优化。     

外商直接投资对我国就业效应的实证分析

20世纪80年代以来,随着我国对外开放程度的逐步深化,外商直接投资大量涌入,对我国的资本形成、技术进步、产业结构、国际贸易和就业等各方面产生了多重影响。为此,本文运用定性分析与定量分析,对于我国2001年加入WTO后外商直接投资的就业效应,包括就业数量和就业结构两个方面的效应进行了分析研究。     

外商直接投资影响就业的机制研究

随着全球化的深入和信息技术的发展,各种生产要素越来越频繁的在各国间流动,对全球各国的经济产生了巨大的影响。资本在国际间的流动必然对各国的劳动力就业产生一定的影响。外商在华投资对我国就业的影响就是其中的一种。本文探讨了外商直接投资对影响就业的机制。     

中国仍是外商投资热土

中国科学院数学与系统科学研究院"非典对中国经济影响"课题组日前通过对比分析一些国际组织和研究机构的观点,研究了SARS对外国企业来华直接投资的影响.报告指出:SARS对外国直接投资的影响是短期和有限的,中国经济增长将会继续强劲,中国仍然是外商投资的热土.     

外国直接投资在中国发展的分期研究

本文利用定量分析方法对在中国的外国直接投资作分阶段研究,研究结果表明,1979—1995年可划分为三个阶段．文章对各阶段的投资情况作了分析和阐述,并对外国直接投资在中国未来发展趋势作了初步探讨.     

技术溢出效应对东道国出口商品竞争力的影响

<正>传统的外国直接投资技术溢出效应理论,大多是从外国直接投资对东道国国内的技术水平、管理水平、劳动生产率等方面进行研究和论述的。对于技术溢出效应对东道国出口商品的影响研究较少。本文主要目的就是论述技术溢出效应对东道国出口商品结构到底存在哪些方面的影响,究其根本,技术溢出效应对东道国自身的技术水平、管理水     

环保投资对就业规模和结构的影响

本文利用两阶段GMM估计方法,检验了2003-2010年期间我国30个地区环保投资对就业规模和就业结构的影响。研究发现,环保投资对就业规模具有显著的带动作用,而且,建设项目"三同时"对就业效应的带动作用最为明显,且有长期效果。因此,完全可以通过扩大环保投资,实现环境保护和就业这两大民生问题的双赢。     

我国应对金融危机增加投资对就业拉动效果评价

本文运用投入产出方法,分析了受金融危机影响导致我国出口下滑引起的就业岗位减少以及我国为应对金融危机采取的增加投资政策对于扩大就业的拉动作用,并针对就业结构的影响进行了比较分析。主要方法为计算2007年中国投入产出表42部门的各就业结构的直接就业系数矩阵和完全就业系数矩阵,并用就业弹性进行调整,进而估算出口下滑以及2009年增加投资对就业结构的影响。结论如下:2009年出口下滑导致的非农就业岗位减少806.8万人,主要集中在通用、专用设备制造业、金属制品业和纺织业,其中,初中文化程度的失业人口最多,约为398.79万人;而2009年增加投资20908.96亿元可扩大就业岗位505.1万人,主要集中在建筑业,其中拉动初中文化程度就业人口330.11万人。可见从总量上分析,增加投资对扩大就业起到一定的作用,一定程度上缓解了出口下滑对就业带来的负面影响。但在结构层面,增加投资对不同行业和不同教育程度的就业人员拉动作用存在较大差异,因此,我国在制定经济刺激政策和投资政策时应加强对行业和就业结构影响的考虑。     

FDI对江苏沿海三市就业的影响分析

江苏沿海三市作为江苏经济相对不发达地区,资金的缺乏一直是制约该区域经济快速发展的重要因素。FDI不仅仅补充了资金要素的不足,对于促进连云港,盐城,南通这沿海三个市的就业也起到了重要作用。本文利用沿海三市的实际外商直接投资额和外商直接投资企业就业人数的指标来分析FDI对沿海三市就业的不同影响,得出了FDI对南通市就业影响最大,盐城次之,连云港最弱的结论。     

中国入世以来经济增长、外贸及FDI对就业的影响

文章建立了关于就业的线性计量模型,并通过中国30个省2002-2006年的面板数据,主要检验了中国入世以来经济增长、外贸、FDI等对于就业的作用。经济增长仍显著促进了就业增加;FDI促进了就业增加,但拉动作用较小,东部与西部的FDI并未显著促进就业;总体上,出口拉动了就业增加,但其作用也不是很大,仅东部的出口显著促进了就业增长;进口显著抑制了国内就业。并在上述分析基础上,提出了相应的政策见解。     

Die Wirkung ausländischer Direktinvestitionen auf die Beschäftigung im Heimatmarkt: Eine empirische Analyse des deutschen Mittelstands

Outbound FDI of German SMEs is often assumed to have a negative impact on domestic employment due to job replacement into low wage countries. In this context research often disregards, that FDI can be of horizontal or vertical nature and therefore has different effects on domestic employment. We analyze domestic employment effects using a sample of 1.106 German SMEs. The results show, that a differentiated view is appropriate and necessary to generate a more complete picture of the effects of FDI on job development in the domestic market. Whereas horizontal FDI has complementary effects on domestic employment, vertical FDI is linked to substitutional employment effects.     

Outbound Foreign Direct Investment (FDI) Motivation and Domestic Employment by Multinational Enterprises (MNEs)

This study investigates whether and how outbound foreign direct investment (FDI) boosts or reduces domestic employment by multinational enterprises (MNEs). Based on analyses of a firm-level sample of 18,252 subsidiary-year cases of Japanese MNEs in 59 countries from 1996 to 2010, the findings indicate that outbound FDI motivated by (1) market seeking for scale and scope expansion, (2) natural resource seeking, or (3) strategic asset seeking tends to serve as a “strategic complement” that enhances domestic employment by MNEs. However, outbound FDI motivated by (4) market seeking associated with declines in domestic demand or (5) labor resource seeking tends to act as a “strategic substitute” that reduces domestic employment by MNEs. The implications for theory, practice, and policymaking are discussed.     

Employment‐protecting Labour Market Institutions and Inward Foreign Direct Investments

Abstract. This paper proposes labour market institutional arrangements as a strategic device to induce or deter export‐substituting inward foreign direct investments (FDI) — in either instance protecting domestic employment. In a union‐oligopoly context it is shown that, if the FDI‐associated unit costs (FC) are not high enough, then employment‐neutral (‐enhancing) inward FDI will emerge in equilibrium if the domestic wage setting is credibly centralized and the unemployment benefit is sufficiently high (low), each instance arising for a different range of — intermediate — FC values. If however the FC values are sufficiently high, then the centralized structure of wage setting along with a low enough unemployment benefit will deter employment‐reducing inward FDI.     

On the Asymmetric Volatility of Employment Outflows

Recent research into job flow dynamics highlights the asymmetry in aggregate employment adjustment. This has implications for patterns of worker flow adjustment. This paper draws upon modelling strategies developed in the applied finance literature to characterize the asymmetry of aggregate employment outflow volatility. It is found that higher employment outflow volatility is associated with negative shocks, when the outflow is lower than expected. This, it is suggested, could be associated with the dynamic processes linking the hiring and turnover of workers.     

Union Wage Setting,Employment and Investment: a Survey of Theory and Empirical Evidence

Abstract. This paper provides a survey of recent theoretical and empirical research on union wage setting, employment and investment. The basic models of union wage setting and employment are presented in a unified framework. The distinction between insiders and outsiders is introduced as an extension of the basic models. Empirical evidence on union preferences and on the performance of the various models is accessibly ordered. Finally, attention is paid to the effects of strategic behaviour between union and firm on wages, employment and investment.     

Unveiling the Canvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

Increasing levels of displacement and the need to integrate refugees in the workforce pose new challenges to organizations and societies. Extant research on refugee employment and workforce integration currently resides across various disconnected disciplines, posing a significant challenge for management scholars to contribute to timely and relevant solutions. In this paper, we endeavour to address this challenge by reviewing and synthesizing multidisciplinary literature on refugee employment and workforce integration. Using a relational framework, we organize our findings around three levels of analysis – institutional, organizational and individual – to outline the complexity of factors affecting refugees’ employment outcomes. Based on our analysis, we introduce and elaborate on the phenomenon of the canvas ceiling ? a systemic, multilevel barrier to refugee workforce integration and professional advancement. The primary contributions of this paper are twofold. First, we map and integrate the multidisciplinary findings on the challenges of refugee workforce integration. Second, we provide management scholarship with a future research agenda to address the knowledge gap identified in this review and advance practical developments in this domain.     

Employment Protection and Temporary Work Agencies

Employers who use temporary agency staff in contrast to regular staff are not affected by employment protection regulations when terminating a job. Therefore, services provided by temporary work agencies may be seen as a substitute for regular employment. In this paper, we analyse the effects of employment protection on the size of the temporary work agency sector in a model of equilibrium unemployment. We find that higher firing costs may even reduce temporary work agency employment if agencies themselves are subject to employment protection, a consideration that distinguishes our results from those for fixed‐term employment arrangements.     

Employment of Older People in the European Union

Abstract. This article identifies the alternative employment modes of older workers in the European Union. Against a background of changing levels of labour force participation and declining employment opportunities the paper describes and discusses the relative significance for older workers of alternative employment modes. Two atypical modes, part‐time and self‐employment, are discussed in detail. The paper concludes that atypical employment modes offer ageing employees the opportunity to gradually retire by providing a bridge between full‐time employment and final retirement.     

Technology,Employment and Wages

This paper provides a critical review of the impact of technical change on the structure of relative wages and employment, and considers some alternative explanations for the immiseration of low skilled workers. In the absence of any clear and distinguishing policy blueprint, the paper also seeks to clarify the major issues raised by our discussion for employment policy.