衡量劳动市场供求状况的另一个指标：求人倍率

本文详细整理分析了我国政府分别公布的劳动力市场和人才市场的两套求人倍率统计的特点,分析了求人倍率与失业率的区别,比较了我国的求人倍率统计与世界各国求人倍率统计的异同点。根据我国求人倍率的数据分析了我国劳动市场的供求状况,其中一个重要特征是低学历劳动者的供求压力比高学历劳动者小得多。最后给出了我国求人倍率的详细的明确的定义,提出了今后完善这项统计时的注意事项。     

Fit for Work? The Influence of Sick Pay and Job Flexibility on Sickness Absence and Implications for Presenteeism

Recent developments in UK policy on health and employment have sought to change perceptions about what constitutes ‘fitness for work’. With the aim of reducing the incidence and duration of sickness absence, a range of initiatives, including the introduction of the ‘fit note’, are challenging the belief that it is necessary to be 100 per cent well in order to be at work. However, this article suggests that contextual factors independent of health may also influence people's decisions about whether or not to attend work at times of reduced wellness. Drawing upon data from a qualitative study of mental health and employment, this article illustrates how the terms and conditions of a person's employment may influence sickness absence decisions in a number of ways. It is argued that sick pay provisions, size of employer and nature of work may influence both decisions to take time off and decisions about when to return to work. The degree of flexibility to manage one's workload around times of poorer health may also have a bearing on whether people feel able to carry on with their work without recourse to sickness absence. Therefore, it may be important for policy interventions to consider not only health circumstances but also structural/contextual influences on conceptualizations of being ‘fit for work’. The implications of such contextually‐influenced decision‐making for ‘presenteeism’ are also considered. It is suggested that current conceptualizations of presenteeism are somewhat ambiguous; employees coming to work despite ill health is simultaneously presented as a problem and an aspiration.     

Ask and you shall receive: Social network contacts’ provision of help during the job search

Social network contacts—the people who are asked to help with others’ job searches—are key players in the job networking process. Before job seekers can become employed with the help social networks, contacts must first be able and willing to share the social resources job seekers need for their search. Little is known about the factors that affect contacts’ ability and willingness to do this. Analyses of a unique dataset of contacts show that they typically have access to resources and help job seekers by sharing them. Still, contacts are better able to help when they are male, employed, and better educated than job seekers. They are more willing to help when they perceive job seekers to be “good” workers. In identifying the conditions in which contacts provide social resources, this study illustrates how social networks are a productive job search strategy for some, but not all, job seekers.     

Messages to Social Work Education: What Makes Social Workers Continue and Cope in Child Welfare?

This article examines the positive elements which make social workers continue their career with a focus on statutory child welfare. Such analysis is needed, as existing research tends to highlight stress, exhaustion and career break-up issues. The empirical data consist of focus groups of 28 social workers and a questionnaire addressed to 56 professionals in child welfare in two Finnish urban municipalities. The focus groups were targeted at novice, expert and veteran social workers. The analysis presents organisational, person-related and client-work-related positive elements from the point of view of social workers. The results highlight that social work in child welfare may be experienced as being rewarding and professionally challenging. The positive elements vary among novice, expert and veteran social workers, with the latter especially viewing their work as independent expert work with major opportunities to make a change in children's lives. Commitment to care of children is one of the key motivating factors. The study suggests that social work education should recognise that the subjective motivation to do social work may change during one's career and that social work may be simultaneously both stressful and rewarding. Students should learn how to balance these aspects of their work.     

南京大屠杀期间的鼓楼医院

南京大屠杀期间,南京成为人间地狱,在这之前能走的都已离开,鼓楼医院成为当时南京的惟一医院,几个勇敢的西方人士选择继续留在医院工作。医院面临着人员的严重不足,资金设备的紧缺,日军不断侵犯,员工随时可能有生命危险,即使在这种情况下他们还坚守着各自岗位,克服重重困难,通过与红十字会、安全区合作,尽力挽救更多的生命。     

State and Regional Variation in the Effects of Trade on Job Displacement in the US Manufacturing Sector, 1982–1999

Worker-level data from the 1984–2000 Displaced Worker Surveys are employed to examine the effects of trade on manufacturing workers’ probabilities of job displacement. Observed changes in import and export penetration rates yield increases in displacement probabilities for the North Central, Middle Atlantic and South Central regions yet lower displacement probabilities for the Plains/West and Pacific regions. Changes in import and export price indexes lead to increases in displacement probabilities for the Pacific, Southeast and Northeast regions and decreases for the South Central and Middle Atlantic regions. However, while the influences of imports and exports on job displacement vary considerably across states and regions, the estimated net effect of trade on displacement probabilities is minor, generally speaking, when compared to the combined influence of other factors.

拒绝职场边缘化:模型与检验

初入职场,大学生员工希望被组织接纳而不是被边缘化。本文试图建模表现在如同"政治舞台"的职场中员工努力避免被边缘化的过程。为达到以上研究目标,执行了两项研究:预研究在国务院11个部委机关的公务员群体中收集数据,开发了职场边缘化的测量工具;主研究对16家制造型企业中的343个员工、662个同事及343个直接领导的配对数据进行实证分析,发现员工工作绩效、公民行为以及与上司的私人关系(Guanxi)与职场边缘化之间呈负向关联。相对而言,在政治氛围淡漠的企业中,上司关系与职场边缘化之间的负向关联更强。     

Social networks and labour market outcomes in a meritocracy

This paper examines the significance of personal contacts in job searches, in the context of Singapore's meritocratic system. I show that in certain sectors, such as the state bureaucracy, social networking brings no distinct advantages as appointments are made exclusively on the basis of the academic credentials of the candidates. Thus, personal contacts are not always useful, especially in labour markets that rely heavily on the signalling role of academic credentials to match persons to jobs and allocate rewards. In contrast, personal contacts are more useful among less qualified job searchers in the private sector.     

Effects of resident-oriented care on job characteristics of nursing caregivers

This study evaluates the effects of the implementation of resident-oriented care on the job characteristics (job autonomy, job demands and social support) of nursing caregivers in three Dutch nursing homes. In a quasi-experimental design, experimental and control groups in both general and psychogeriatric wards were followed for up to 22 months, using a pre-test and two post-tests by means of written questionnaires and semi-structured interviews. The results showed that the intervention appeared to be partly successful. Last post-test regression analyses revealed significant increases in a number of design characteristics of resident-oriented care. Significant increases were noticed on resident assignment, the two variables measuring the nursing process and, in the psychogeriatric experimental group, on resident-oriented tasks (p≤.01). The effects on job characteristics were limited. An indicative increase was shown in contextual job autonomy in the experimental group (p≤.05). The qualitative data derived from the interviews showed that there was still a partly task-oriented division of labour. Further, the delegation of co-ordination tasks to nursing caregivers had not yet been properly achieved. The study concludes with some theoretical and methodological reflections in the light of the findings.