科技创新与劳动就业关系探讨

科技创新为劳动力就业提供了广阔的发展空间,但是伴随着生产力的发展和提高,对劳动力的素质提出了更高、更严的要求。针对我国现存实际就业状况及劳动力素质状况,应对科技创新和进步的要求,提高劳动力素质应是解决目前科技创新与进步,进而解决劳动力相对过剩的根本途径。     

Living Arrangements, Employment Status, and the Economic Well-Being of Mothers: Evidence from Brazil, Chile, and the U.S

Using data from Brazil, Chile, and the U.S., we estimate country specific models of household income that characterize mothers according to their marital status, living arrangement, and employment status. We assess the predicted economic well-being of each type of mother relative to a benchmark of married mothers in the same country, and at various points in the income distribution. We find dramatic cross-country differences in the distribution of mothers across categories, but few differences in each type's relative economic status. In all three countries and at all points in the income distribution, mothers who are the only adults in their households have the lowest levels of predicted income, while married mothers—followed closely by cohabitors—have the highest levels.     

On a Dualization of Graphical Gaussian Models: A Correction Note

Abstract.  We correct two proofs concerning Markov properties for graphs representing marginal independence relations.     

辛亥革命前夕的政治变动

《辛丑条约》签订后，清政府开始在政治上进行变革，推行“新政”和预备立宪。在此过程中，自晚清以降出现的中央和地方的矛盾以及固有的满汉矛盾不断加剧甚至激化，在辛亥革命前夕严重动摇了清王朝的统治。     

我国第三产业发展及劳动就业增长的实证分析

首先介绍了我国第三产业发展的现状 ,然后通过计算第三产业发展过程中的劳动就业贡献率和就业弹性 ,分析了我国第三产业发展吸纳劳动力的潜力。最后对第三产业发展及扩大就业提出几点建议。     

Local influence in multilevel models

The authors study the local influence of observations in multilevel regression models. To this end, they perturb simultaneously the variances, responses and design matrix. To measure the local change caused by these perturbations, they use generalized Cook statistics for the fixed and random parameter estimates. Closed form local influence measures also allow them to assess the joint influence of various observations. They suggest a simple computation method and illustrate their results using two examples.     

浅谈气质与大学生就业

气质是个性心理特征之一,属于个性结构中的风格系统,它使人的心理和行为带有特定的风格,了解气质的本质及特征,对于大学生在就业过程中个性完善、社会适应、心理保健等方面都有着重要的指导意义。     

Adaptive tests of regression functions via multiscale generalized likelihood ratios

Many applications of nonparametric tests based on curve estimation involve selecting a smoothing parameter. The author proposes an adaptive test that combines several generalized likelihood ratio tests in order to get power performance nearly equal to whichever of the component tests is best. She derives the asymptotic joint distribution of the component tests and that of the proposed test under the null hypothesis. She also develops a simple method of selecting the smoothing parameters for the proposed test and presents two approximate methods for obtaining its P‐value. Finally, she evaluates the proposed test through simulations and illustrates its application to a set of real data.     

云南方志的价值及其开发利用

本文简要介绍了云南最重要的几种方志,对云南方志的五个特征:地方性、广泛性、资料性、真实性与民族性进行了论述,分析了云南志的价值,并讨论了开发利用情况。     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.