民工荒的进化博弈解读

从有限理性的进化博弈视野出发,分析民工荒现象出现的演化机理,将处于相同境况的民工视为一个群体,将民工个体的决策置身于民工群体决策中,则个体民工选择某种策略从民工群体角度来看就是以一定的概率选择该种策略。面对收益与风险并存的民工流动,民工荒进化稳定策略形成不但取决于区域企业需求的特性,而且依赖于民工群体间相互竞争的策略。     

中小企业集群发展的服务中介体系研究

中小企业集群在区域经济发展中的作用日益增强,政府为鼓励中小企业集群的发展也采取相应的政策和措施构建中小企业集群发展的服务中介体系.文章通过分析中小企业集群发展的动力机制,得出其服务中介体系的作用原理,进而从中介组织的角度研究中小企业集群的服务中介体系应具有的作用及其运作.     

Organizational “Emotion Work” Through Consciousness-Raising: An Analysis of a Feminist Organization

In this article I explore how organizational processes link to certain emotional responses, as a way of investigating more fully the role emotions play in social movements. Through the construction of a case study of a feminist group, the New York City chapter of the National Organization for Women (NYC NOW), I analyze how certain emotions, such as anger, alienation, hopelessness and frustration, are redefined within an organizational context. I find that consciousness-raising serves as the organizational process that helps transform personal emotions into a collectively defined sense of injustice. This transformation has the potential of creating actors dedicated to chapter activism.     

保障性住房与新生代农民工城市居留意愿——来自2017年中国流动人口动态监测调查的证据

住房是农民工进入城市、融入城市的安身立命之所,而建设保障性住房(简称“保障房”)是改善农民工居住条件,推进农民工市民化进程的关键举措之一.在此背景下,结合最新的2017年中国流动人口动态监测调查数据,系统考察了保障房对新生代农民工城市居留意愿的影响.研究表明:第一,居住在保障房的新生代农民工比例仍然偏低,意味着针对农民工的保障房建设依然任重道远.第二,相比于租房,保障房对新生代农民工城市居留意愿具有显著正向影响,在加入其他解释变量后,结论保持一致.考虑到模型中潜在的选择性偏误,运用倾向得分匹配法构建反事实框架加以纠正,并通过逆向概率加权法、逆向概率加权回归调整法、调整变量衡量方式等进行稳健性检验,结论依然成立.第三,保障房对新生代农民工城市居留意愿的影响存在代际差异,相比于90后农民工,保障房对80后农民工的影响更明显.由此,提出要发挥保障房在农民工市民化进程中的作用,应当突出保障房建设的多样性与差异化、优先考虑就业居住超五年和80后农民工等方面实施更有利于新生代农民工的住房制度改革举措.     

The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure

There is an extensive private sector literature on organizational change management. However, recent studies have suggested that the specific context of public organizations may have consequences for the management organizational change. This study examines to what extent different change approaches and transformational leadership of direct supervisors contribute to the effective implementation of organizational change in public organizations, and to what extent the bureaucratic structure of public organizations makes the implementation of organizational change s3pecific. The implementation of an organizational change in a Dutch public organization is studied using quantitative methods and techniques. The results indicate that bureaucratic organizations may effectively implement organizational change with both planned and emergent change approaches. The contribution of transformational leadership depends on the type of change approach and organizational structure. Transformational leadership behavior of direct supervisors contributes little to planned processes of change, but is crucial in emergent processes of change in a non-bureaucratic context. Although the literature on change management mostly emphasizes the leadership of senior managers, the leadership role of direct supervisors should not be overlooked during organizational change in public organizations.     

农民工劳动权益保护问题研究

农民工问题已成为当前重要的社会问题,受到社会各界的重视和关注。目前我国法律法规及政策从不同程度对这一弱势群体的劳动权益加以保护,但保护力度仍显不足。针对当前农民工劳动权益侵害的现状,分析其劳动权益受侵害的原因及提出相应的完善建议。     

农民工市民化过程中的现代式社会资本构建

农民工市民化是城镇化健康发展的必然要求,也是构建和谐社会的重要内容。农民工市民化的社会资本构建方向是现代式社会资本。构建现代式社会资本有利于农民工获得就业信息、生活信息、社会信息等;有利于农民工融入现代城市生活,求得和谐生存与发展;有利于提高农民工的法律意识和维权意识,维护农民工利益。因此,在农民工市民化的过程中,应以政府政策制度支持为前提,以社会文化环境支持为基础,以组织化为核心,以自身能力和文化素质提高为动力,构建农民工现代式社会资本框架体系,促进农民工市民化与社会经济协调发展。     

The management of managers: Disputing in an executive hierarchy

This paper focuses on the relationship between organizational rank and respectability and the way top managers handle their interpersonal grievances, conflicts, and disputes in an executive hierarchy. Formal grievance procedures are rarely used. Downward grievances (from a superior to a subordinate) are often settled unilaterally by the superior. Upward grievances are typically handled covertly by subordinates. Titular equals opt for a range of covert and confrontational tactics, many of which evolve into disputes and are settled by a common superior. Respectability within the executive ranks appears to enhance the ability of superiors to impose outcomes on grievances, conflicts, and disputes between and within subordinates, to decrease the hostility of upward grievances, and to decrease vulnerability of subordinates to sanctions by their superiors.An earlier version of this paper was presented at the Annual Meeting of the Law and Society Association, Washington, DC, June 1987.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

城市劳动力供求与外来劳动力就业政策研究--上海的例证及启示

本文系统地研究了2005年到2010年间上海劳动力的供求趋势,测算了所需的外来劳动力数量。结果表明:户籍劳动力的再生产远不能满足经济增长对劳动力的需求,在经济增长速度为10-12%时,这期间上海每年依然需要存在300—600万的外来劳动力。城市在外来劳动力问题上面临两难选择,外来劳动力对城市的贡献与对城市就业岗位的挤占可能同时存在。目前上海劳动力市场中外来劳动力在职业进入、工资水平、社会保障待遇等方面与本地劳动力有明显的差异,其就业环境依然有待改善。我们的结论是:对外来劳动力的歧视性政策可能导致劳动力的大量流失,更有悖于社会公平;外来劳动力就业应主要靠市场调节,地方政府应为外来劳动力就业营造公平竞争的环境。