The trinity of wage setting in EMU: A policy proposal

Diverging labor cost developments are often considered to be one of the most important factors that led to large current account imbalances in the euro area (EA) in the run-up to the global financial crisis. It has also been shown that wage growth differentials have significantly lowered the co-movement of EA countries’ business cycles – the most widely used meta-criterion for optimum currency areas. Against this background, this paper develops a wage-setting benchmark that aims to keep the economy in internal equilibrium and to maintain price stability, while it also exhibits the capacity to correct for external imbalances. The proposed wage benchmark is very simple and may serve as an anchor for the macroeconomic dialogue in Economic and Monetary Union. In order to demonstrate the potentially beneficial effects of such a wage benchmark we present some simulations showing how current account balances and labor costs would have developed across EA countries if the rule had served as a benchmark already in the run up to the crisis.     

《劳动合同法》之错的社会法学解析——个别劳动法的局限与集体劳动法的倚重

我国以《劳动合同法》为代表的个别劳动法具有特别私法的本质属性,它主要将劳动关系当做用人单位与劳动者之间的个体利益冲突来处理,进而以劳动者个体向用人单位主张权益以及权益遭受侵害后寻求司法救济的机制来运行。个别劳动法并不能强制用人单位履行劳动法为保护劳动者权益而设定的义务,劳动者个体大多选择放弃维权导致法律保护不能直接辐射到劳动者集体（特别是无法给予劳动者积极、有效的预防性保护）,鼓励劳动者个体积极实施＂私人执法＂,特别是主张劳动合同无效带有很强的悖论色彩。故此,倚重集体劳动法调整劳动关系是未来我国劳动法的必由之路。     

后危机时期的企业劳动关系影响因素分析--基于珠三角企业的抽样调查

后危机时期,企业面临产业转型升级的压力,而劳动关系状况对促进企业顺利转型、摆脱劳动力低成本竞争具有重大意义。以往劳动关系影响因素的研究大多为单因素描述,缺少几个因素之间的作用程度的对比分析,也很少对不同企业分类条件下的劳动关系进行差异分析。基于后危机时期的企业劳动关系状况的调查,在研究中建立了企业劳动关系影响的因子模型,区分了企业劳动关系主要影响因素的作用程度,并通过对企业统计变量的单因素方差分析,检验和衡量了不同企业条件下各因素对企业劳动关系的影响程度。研究表明：后危机时期企业法定保障因素和基本福利制度对企业劳动关系至关重要;不同性质企业的劳动关系和谐度差异明显,而效益、地区等因素对劳动关系造成的差异不够显著。     

语言的本质及其与思维的关系

语言与思维的关系问题困扰中外学术界多年。运用马克思主义哲学中的劳动价值理论来揭示语言和思维的本质,并以此为基石对语言和思维的关系做了一个基本的分析,从哲学角度回答了语言与思维的产生孰先孰后、两者作用孰轻孰重等问题。     

上海服务业“结构奖赏”与“结构惩罚”效应分析

2012年,上海第三产业增加值占GDP比重首超60％,达到服务经济的国际标准。借助shift—share方法对2003-2012年上海第三产业劳动生产率变动进行分解得出：“结构奖赏”和“结构负担”假说并存,且前者效应已高于后者,表明结构转换有助于提升劳动生产率,但力度有限;各行业内部劳动生产率的提升才是上海第三产业劳动生产率提升的主体。上海调整第三产业结构的前提是各行业能按自身发展规律协调发展,即须在发展中实现结构转换,而非片面追求结构调整。     

The impact of labor shortage on the employee commitment

ABSTRACT

The purpose of this article is to demonstrate the impact of the shortage of labor on individuals’ workplace attitudes, strangely their commitment. It is beneficial for organizations to develop their management strategies in view of employees’ loyalty attitudes. As a conceptual paper, the article contains a theoretical deduction. The characteristics of the labor market (macro level), the organizational needs and responses (meso level), and the set of the employees’ commitment (micro level) are linked to a theoretical process. According to our results, the average levels of the different dimensions of employee commitment will be changed in the future. The levels of continuance commitment and professional commitment will be higher, while the levels of deliberate commitment and affective commitment will be lower in the employee commitment profiles. By increasing continuance commitment and professional commitment, the toolkit of the HR strategy needs to be transformed to make it more relevant external motivation tools and training-development solutions. Meanwhile, it is important to note that the interactions among the employees will be less frequent and they will have less affection for their workplace. Labor shortage transforms individuals’ workplace attitudes. Understanding of employees’ decisions to maintain their organizational membership is supported by the relationships found in this research.     

Peer group ties and executive compensation networks

Publicly traded firms in the US typically determine C.E.O. compensation by benchmarking the pay of their C.E.O.s against the pay of C.E.O.s in “peer” firms. Consequently, executive compensation is influenced not only by firm-level characteristics, but also by the selection and actions of the firm’s immediate peers as well as by the structure of the executive compensation network overall. Analyzing compensation peer group choices made by the same 1183 firms for F.Y. 2007, 2008 and 2009, we find that while the typical compensation peer is similar in size and industry to the firm that chose it, deviations from this norm are common, especially among larger firms, and tend to be towards larger firms with better paid CEOs. Further analysis shows that firms who pay CEOs well relative to the pay that would be predicted from their revenues, return on assets, and industry tend to have greater aspiration bias in their group of named peers.     

年龄分层视角下的中国劳动力

在全社会关于“延迟退休”的热议之下,本文利用2012年中国劳动力动态调查,分析了不同年龄层劳动力的特征,调查结果显示,我国高龄劳动力素质低、收入低,全职就业及劳动合同签订比例皆低,同时,他们更看重工作的谋生价值.基于不同年龄层劳动力状态的对比,本文为提高领取养老金年龄、延迟退休年龄的渐进实现问题提出一些建议.     

劳动力年龄分布、老龄化趋势与出口比较优势

不仅劳动力相对数量影响出口比较优势,劳动力年龄分布同样影响出口比较优势。对此,本文采取动态面板数据系统GMM方法,利用我国2001-2010年28个制造业行业数据进行实证检验,在对FDI、全要素生产率和研发密度等变量进行控制后,发现16—29岁和30—44岁劳动力分布比重与行业出口贸易正相关．45—64岁劳动力分布比重与行业出口贸易负相关;而且,人口老龄化趋势对出口贸易不利。此外．传统要素禀赋理论在我国仍然发挥作用,资本劳动比也显著地与出口贸易负相关。     

The Demand for Labor: An Analysis Using Matched Employer–Employee Data from the German LIAB. Will the High Unskilled Worker Own-Wage Elasticity Please Stand Up?

This paper uses matched employee–employer LIAB data to provide panel estimates of the structure of labor demand in western Germany, 1993–2002, distinguishing between highly skilled, skilled, and unskilled labor and between the manufacturing and service sectors. Reflecting current preoccupations, our demand analysis seeks also to accommodate the impact of technology and trade in addition to wages. The bottom-line interests are to provide elasticities of the demand for unskilled (and other) labor that should assist in short-run policy design and to identify the extent of skill biases or otherwise in trade and technology.