我国合伙企业制度中的“当然退伙”对“或有负债”的承担方式

通过对"当然退伙"类型的阐述和"或有负债"的分析,说明我国法律中对此项内容规定上的一些欠缺。正确认识"或有负债"的内容,探寻解决合伙企业"当然退伙"人在退伙时对"或有负债"责任的认定及承担方式,可有效保护合伙企业的良性发展。本文提出几种可供选择的应对这一事实出现时的承担方式。     

The Relative Earnings of Contingent Faculty in Higher Education

Part-time and full-time non-tenure-track faculty currently represent almost half of all faculty in U.S. higher education, yet little is known about their earnings relative to traditional tenure-track faculty. I find that full-time non-tenure-track faculty earn approximately 26% less per hour from their academic institution and 18% less in total earnings from all sources per hour than comparable tenure-track assistant professors. Part-time non-tenure-track faculty earn 64% less per hour from their institution, but only 1% less in total earnings per hour, than tenure-track assistant professors.

Market‐Triggered Changes in Capital Structure: Equilibrium Price Dynamics

We analyze the internal consistency of using the market price of a firm's equity to trigger a contractual change in the firm's capital structure, given that the value of the equity itself depends on the firm's capital structure. Of particular interest is the case of contingent capital for banks, in the form of debt that converts to equity, when conversion is triggered by a decline in the bank's stock price. We analyze the problem of existence and uniqueness of equilibrium values for a firm's liabilities in this context, meaning values consistent with a market‐price trigger. Discrete‐time dynamics allow multiple equilibria. In contrast, we show that the possibility of multiple equilibria can largely be ruled out in continuous time, where the price of the triggering security adjusts in anticipation of breaching the trigger. Our main condition for existence of an equilibrium requires that the consequences of triggering a conversion be consistent with the direction in which the trigger is crossed. For the design of contingent capital with a stock price trigger, this condition may be interpreted to mean that conversion should be disadvantageous to shareholders, and it is satisfied by setting the trigger sufficiently high. Uniqueness follows provided the trigger is sufficiently accessible by all candidate equilibria. We illustrate precise formulations of these conditions with a variety of applications.     

Minimizing the Number of Late Jobs under the Group Technology Assumption

We consider the one-machine scheduling problem to minimize the number of late jobs under the group technology assumption, where jobs are classified into groups and all jobs from the same group must be processed contiguously. This problem is shown to be strongly NP-hard, even for the case of unit processing time and zero set-up time. A polynomial time algorithm is developed for the restricted version in which the jobs in each group have the same due date. However, the problem is proved to be ordinarily NP-hard if the jobs in a group have the same processing time as well as the same due date.     

Are women over-represented in dead-end jobs? A Swedish study using empirically derived measures of dead-end jobs

It has been claimed that women experience fewer career opportunities than men do mainly because they are over-represented in ‘Dead-end Jobs’ (DEJs). Using Swedish panel data covering 1.1 million employees with the same employer in 1999 and 2003, measures of DEJ are empirically derived from analyses of wage mobility. The results indicate that women are over-represented in DEJs, especially in the public sector. The findings are interesting from (a) a methodological viewpoint, as it is indicated that the career opportunities associated with occupations can be indicated using one measure for both men and women, (b) the glass ceiling perspective, which arguably under-emphasizes gender inequality in relation to low positions, and (c) a class perspective, which basically ignores gender and sector in explaining career chances.

Transitions from Temporary to Permanent Work in Canada: Who Makes the Transition and Why?

The focus of this paper is on a microeconomic analysis of the annual transition rate from temporary to permanent work of individual workers in Canada for the period 1999–2004. Given that a large proportion of temporary employment is involuntary, an understanding of the factors associated with the transition to permanent work may inform public policy. Factors associated with the transition, namely, human capital, household structures and labour market segmentation are analyzed using data from the Statistics Canada’s Survey of Labour and Income Dynamics (SLID) for the period 1999–2004, limited to paid workers aged 20–64 years, excluding students. Among the key factors associated with the transitions are younger age and low unemployment rates. The analysis adds to the Canadian and international literature on transitions from temporary to permanent work.

甘肃省大学生就业与人口问题探析

大学生就业与人口问题是举国上下关注的大事要事,甘肃省是西部欠发达省份,随着就业形势的日趋严峻还将成为今后我们所要面临的重要问题。人口素质的提升与就业反映出人口增长与提高人口素质必须和谐统一。这需要政府强力的政策引导、企业配合、机制完善。从调研来看,甘肃省人口素质在不同年龄段存在明显差异。大学生就业中存在性别歧视及用工不平等现象;性别比失衡的突出问题;大学教育所设专业课程与经济发展、社会进步严重不协调。大学教育还不能适应指导大学生就业的形势。     

居民对生态环境改善的支付意愿与受偿意愿差异分析—理论探讨与上海的实证

支付意愿和受偿意愿在意愿价值法（CVM）评估生态服务价值应用中呈现的违背理论预期的巨大差异,是CVM方法有效性受到质疑的主要依据之一,也是国际研究的重点。国内由于缺乏该方面的实证研究与理论探讨,影响了CVM在我国生态环境价值评估中的应用,由此势必影响到以此为基础的相关环境公共政策的科学性。应用CVM评估上海景观内河的生态价值,不仅证实了支付意愿和受偿意愿的分布差异,与国外研究成果相比,呈现差异更大、范围更分散的特征。通过计量手段,揭示了差异的一般经济学因素和我国的特殊影响因素,如户籍因素、收入差距等,并建议：在中国应用CVM中选择价值测度指标时,应充分考虑收入差距、地区差距、二元结构等我国转型经济的特征。     

The divergent logics of labour market reforms in times of permanent austerity

In an age of ‘permanent austerity’, growing economic insecurity may increase the demand for protection against labour market risks. At the same time, economic pressures may push governments to scale down on the provision of social protection. In this article, this contradiction is examined by focusing on reforms of two labour market institutions: unemployment benefits and employment protection legislation. It is argued that the incidence of reforms of both institutions follows a different set of logics, depending on the type of economic pressures as well as the political and institutional settings. The article makes use of a new data set on labour market reforms in 14 European countries over the period of 1980–2007. Results from discrete‐time logit‐regression analysis support the main hypotheses that (1) reforming unemployment benefits (UBs) does not follow the same logic as reforming employment protection legislation (EPL), and (2) factors that contribute to expansion/regulation are not the reverse of those that lead to retrenchment/deregulation.     

Man Up,Man Down: Race–Ethnicity and the Hierarchy of Men in Female‐Dominated Work

Scholars have largely overlooked the significance of race and socioeconomic status in determining which men traverse gender boundaries into female‐dominated, typically devalued, work. Examining the gender composition of the jobs that racial minority men occupy provides critical insights into mechanisms of broader racial disparities in the labor market—in addition to stalled occupational desegregation trends between men and women. Using nationally representative data from the three‐year American Community Survey (2010–2012), we examine racial/ethnic and educational differences in which men occupy gender‐typed jobs. We find that racial minority men are more likely than white men to occupy female‐dominated jobs at all levels of education—except highly educated Asian/Pacific Islander men—and that these patterns are more pronounced at lower levels of education. These findings have implications for broader occupational inequality patterns among men as well as between men and women.