Asian Women,Job Training and the Social Organization of Immigrant Labor Markets

This paper examines the entry of Asian immigrant women into a gendered labor market via government-funded job training programs. The focus is on the intake processing of clients into an employment training program operated by a community based organization. The study reveals that women's family responsibilities and the cultural capital they bring function to screen them into or out of training programs and ultimately shape their location in the workforce. The study thus draws attention to how race, class, and gender enter into the organization of Asian immigrant women into the labor market. This investigation is based in institutional ethnography (Smith 1987), a research strategy which displays how activities in a particular setting are coordinated with more extended forms of social organization. The study shows that the overriding concern with successful placement in a job as mandated by government regulations is a critical factor in selecting the women for these programs.     

Contextualizing the Employment Decisions of New Mothers

This paper suggests that the employment behavior and stated preferences of new mothers are not simply a product of choices that individual women make or characteristics that they have. Rather, using qualitative interview data from a sample of new parents, this paper illustrates some of the interactional and institutional contexts in which new mothers' approaches to paid work are embedded, with a particular focus on gender. Among the themes explored are the influence of husbands' preferences on women's decisions, the role of economic processes in structuring parenting arrangements, as well as the prominence of gendered cultural imagery in new parents' accounts about their work and family arrangements.     

委托-代理下人力资源有效激励模式与退出机制设计

在假定产出可以观测的条件下,首先比较员工素质信息是完全信息和非对称信息下不同产出差异,再讨论基于利润分享激励模式下不同激励效应,最后设计出根据员工自愿选择策略而实现的企业存优弃劣的有效退出机制.     

我国制造业产能利用率测度与影响因素研究——基于十个重点行业

选取制造业的十个重点行业,使用2001-2014年的面板数据,运用数据包络分析法(DEA)对其产能利用率、技术效率和设备利用率进行了测算,结果显示:我国制造业的部分行业存在严重的产能过剩问题;非金属矿物制品业、黑色金属冶炼和压延加工业等传统行业的产能利用率较低;通信设备、计算机及其他电子设备制造业等新兴行业的产能利用率相对较高.剖析制造业产能过剩的影响因素,发现市场需求与产能利用率存在显著的正相关关系,资本密集度、就业水平、开放度、金融支持与产能利用率有显著的负相关关系.     

河北省大学生就业现状研究

2012年,河北省的高校毕业生将达到35万人,加上中专、技校毕业生可达40万人,就业形势不容乐观。在这样严峻的形势下,河北省要实现大学生充分就业,须从政府、社会、高校和用人单位等各方面抓起。     

关注大学生就业问题,谋求地方高师院校长足发展

通过对地方高师院校毕业生就业形势的深入分析,剖析了引发地方高师院校毕业生就业难的内因和外因。从学校长足发展的角度,对地方高师院校的教育、管理和服务提出了改进措施。     

Feeling well while chronically ill or impaired: a multilevel study on the moderating role of employment and volunteering in Europe

People with a chronic condition tend to report poorer subjective well-being than people without. This article examines the dependence of the relationship on doing paid and voluntary work, and on macro-level labour market exclusion of people with and without chronic conditions. Data from the European Quality of Life Survey (2011–2012) of people aged between 25 and 65 are analysed using multilevel regression techniques. A chronic condition has a stronger negative effect on subjective well-being for persons who are economically inactive or who never engage in voluntary work. The importance of paid work, however, varies with national levels of labour exclusion.     

80后农民工的城市就业现状与对策建议

分析了80后农民工在城市的就业特征,主要从四方面提出了对策建议:建立健全80后农民工就业的社会保障机制;改革创新80后农民工就业培训模式;为农民工塑造良好的工作环境;构建农民工双向流迁就业体系。     

关于高校思想政治教育与大学生就业工作的思考

艺术类院校应发挥思想政治教育的功能,帮助大学生树立正确就业观念。     

马克思主义就业理论在我国的应用与发展

马克思主义就业理论在我国的应用发展是中国共产党三代中央领导集体和以胡锦涛为总书记的新一届党中央在马克思主义就业思想指导下,牢固立足于马克思主义就业思想的理论立场,植根于马克思主义世界观,将马克思主义就业思想的基本原理与我国实际相结合的过程,是对我国就业问题的系统反映和总结。毛泽东、邓小平、江泽民、胡锦涛对就业问题的论述,继承和发展了马克思主义就业思想,开辟了马克思主义就业思想的新境界,概括和提升了我国建设、改革的具体实践经验,并自觉地不断地推动着马克思主义就业思想在我国不断发展。