就业能力在人力资源竞争当中的价值与意义

就业能力对于个人、企业和国家都非常重要,是个人和组织在激烈的竞争环境中生存、发展的重要基础,也是国家经济发展的前提。随着知识经济和互联网的发展,传统的就业方法已不适应新形势的需要。而就业能力的发展历程和不同的就业能力理论也随着时代的发展而变更,目前主要有人力资本说和就业市场信号说两种观点．两种理论分别有它们的优势和劣势,教育对就业能力也有深远的影响。     

新型职业农民就业能力实证研究——基于7省679个样本数据

就业能力是新型职业农民培育的核心内容.文章首先运用层次分析法构建新型职业农民就业能力评价指标体系,直观地展现出新型职业农民就业能力的构成.然后,基于7省新型职业农民的调研数据采用因子分析法提取了新型职业农民九大就业能力公共因子并得到各自的表达式,实际测度、比较了各省新型职业农民就业能力差异并分析了原因.最后,从个人、省际及政府三方面分别对加强新型职业农民就业能力培育提出了相应的对策建议.     

Intercultural competencies: what students in study and placement mobility should be learning

When promoting intercultural learning in the context of study and placement mobility, intercultural educators are specifying what students should be learning. Research not only confirms the genuine impact of real-life intercultural contact on intercultural learning, but also shows how this impact can be enhanced through institutional support and the integration of intercultural learning into the curriculum. In this position paper, we propose a number of considerations that need to be taken into account in setting learning objectives for mobile students. Referring to research and policy documents mostly in relation to the European mobility context, we address consecutively what students are learning in study and placement mobility; what they say they want to learn; what they should learn for; and finally, what they should be learning. We conclude that intercultural educators should pay heed to what students are actually learning in study and placement mobility over a time span that transcends the current sojourn abroad. We also recommend that educators take steps to support students in mobilising the intercultural skills they acquired abroad for increased employability.     

农村劳动力转移就业能力的结构维度、测量及其分析

基于广东省711个问卷调查数据,通过信度分析、因子分析和结构效度分析,证明农村劳动力转移就业能力量表的内部一致性、方差解释率以及模型拟合指数均达到理想水平,显示出良好的信度和效度。农村劳动力转移就业能力由职业认同、就业技能和社会资本3个维度构成。对农村劳动力转移就业能力的自我感知测量结果显示,总体水平不低,社会资本的作用发挥较好,就业技能仍是制约农村劳动力转移就业能力提升的关键因素;不同个性特征的农村劳动力对其转移就业能力高低感知不一。为此,应加大对农村劳动力的职业技能教育与培训,强化社会网络和信息交流平台建设,进一步增强农村劳动力的职业认同感,针对不同个性特征的农村转移劳动力提供差异化的帮扶。     

学前教育师范生心理资本与就业力的关系：一个有调节的链式中介效应

为探究学前师范生心理资本对就业力的影响,以及专业承诺、学习投入和社会支持在其中的作用,以江苏省3所高校的244名学前教育师范生为研究对象,采用积极心理资本问卷、大学生专业承诺量表、学习投入量表、学前教育专业学生就业力量表以及领悟社会支持量表进行测量。结果发现,心理资本、专业承诺、学习投入、社会支持、就业力两两显著正相关;心理资本显著正向预测就业力,专业承诺和学习投入在心理资本对就业力的影响中起链式中介作用;社会支持能够调节专业承诺和学习投入对就业力的影响,具体来说,在低社会支持条件下,个体专业承诺对就业力的影响较强,而在高社会支持条件下,个体学习投入对就业力的影响较强。     

Career Management in Uncertain Times: Challenges and Opportunities

The beginning years of the 21st century have witnessed the confluence of a host of environmental factors that have dramatically altered employment relationships and upended long‐standing approaches to career management for workers in the United States and around the world. The authors critically examine these environmental changes, focusing on the implications for career choice and decision making. On the basis of these findings, they address how individuals, working with career counselors and professionals, can enhance their contemporary careers in response to the challenges and uncertainties brought on by rapid environmental change.     

Job insecurity,perceived employability and targets' and perpetrators' experiences of workplace bullying

Abstract

We aimed to investigate (1) the association between job insecurity and workplace bullying from the perspective of both targets and perpetrators and (2) perceived employability as a moderator of these relationships. We argue that job insecurity is associated with social or interpersonal strain as in the case of workplace bullying. Furthermore, workers who feel that they have alternative opportunities for employment may find it easier to cope with insecurity. Stated differently, we aimed to investigate whether the relationship between job insecurity and workplace bullying depended on the level of perceived employability. Hypotheses were tested among 693 workers who participated in a survey on the quality of working life. They were employed at establishments of two Belgian organizations from the textile industry (N=189) and financial services (N=505). We found that that job insecurity was associated with targets' and perpetrators' reports of workplace bullying. The interaction between job insecurity and perceived employability did not contribute to targets' reports of workplace bullying. However, it was related to perpetrators' reports of workplace bullying. Interestingly, the relationship between job insecurity and workplace bullying was stronger under the condition of high versus low employability. This hints at the idea that there could be a “dark side” to employability.     

Human resource development in Pakistan: evolution,trends and challenges

Human resource development (HRD) is an ever-changing field. The concepts and the underlying principles of HRD may be similar throughout the globe, but its practice differs due to contextual factors such as culture, technology, resources and national policies. This article describes the development, current status and future trends of HRD in Pakistan. After analysing HRD in corporate, non-profit, education and community development settings, this article outlines the important role of HRD for the social and economic development of Pakistan.     

含运动分岔闭链的多运动模式并联机构

随着我国农村的发展及制度的改革,农民已拥有多种农地配置与经营模式选择。农地的再配置不仅是实现农民土地权益的重要途径,也有利于农业经营效率的提升。通过对江苏省农民的调查,在对不同农地配置模式特点及农民决策机制分析的基础上,实证考察了农民对不同农地配置模式的选择意愿,并检验了外部就业能力、风险态度等相关因素对农民农地配置意愿的影响。研究表明,农民对农地配置存在多样化的需求,选择出租、代耕、入股以及自营的样本分别为42.68%、9.66%、23.21%和24.45%。非农就业能力强的农民更倾向选择出租以及入股,而农民的风险态度影响了其以土地经营权入股产业经营的意愿。此外,研究还进一步考察了农民对土地承包权的再配置意愿,结果表明,约五分之一的农民已存在自愿有偿退出承包经营权的意愿。     

职业生涯规划教育对提升大学生就业能力的调研

以某校大学生为调查对象,采用问卷调查和随即访谈相结合的方法,对其职业生涯规划现状做了深入的调查分析,结果发现多数学生由于对专业不了解,导致了学习及生活没有目标,就业压力大,同时缺乏对职业生涯规划理论知识的掌握,需要帮助及指导;但学校相关的教学及指导机构力量较薄弱,导致对学生的教育及引导不足.根据以上调查结果及问题提出了树立职业生涯规划教育理念、优化职业生涯规划课堂类型、加强职业生涯规划指导机构及设施建设、实行导师制,提供个性化咨询等建议.