从职业流动看失业阻滞与再就业机制

从职业流动视角来看 ,失业具有无流动性、下向流动性和被迫性 ;失业阻滞在于职业流动的规模不大 ,制度约束性太强和观念滞后 ;再就业具有上向流动性和主动性 ;再就业机制是一个由经济驱动机制、制度改革机制、就业观念转变机制和劳动力自由流动机制构成的综合性、动态性结构体系。     

人员流动对组织间隐性知识共享影响研究

促进组织间隐性知识共享是一个企业取得成功的关键.隐性知识和人与人之间传染病的传播途径非常相似,主要是通过人与人之间的直接接触进行传播的.文章受传染病动力学建模思想的启发,针对有人员相互流动的两个组织,并考虑员工的引入和离职,构建了两组织间的隐性知识传播动力学模型,给出区分实现组织间隐性知识共享与否的阈值,并对模型进行数值仿真以验证所得理论结果的正确性.从理论性定量研究的角度说明,在两组织间适当进行人员流动能有效促进组织间隐性知识共享,而如果人员流动不合理则会起到抑制作用.     

Broken promise of college? New educational sorting mechanisms for intergenerational association in the 21st century

Previous studies have shown that intergenerational socioeconomic association becomes weaker as children's education level increases and is negligible among college graduates. A college degree is known as the great equalizer for intergenerational socioeconomic mobility. Recent studies, however, reported that the strong intergenerational association reemerges among advanced degree holders although it stays weak among BA-only holders. Despite the substantial theoretical importance and policy implications, the mechanisms behind the reemergence of the intergenerational association at the post-baccalaureate level have been less studied. In this paper, we examine the association between parents' education and children's earnings using the 2010, 2013, 2015, and 2017 National Survey of College Graduates data. Our results show that the strong intergenerational socioeconomic immobility among advanced degree holders is fully attributable to three educational sorting mechanisms: children from high-SES families (1) obtain expensive and financially rewarding advanced degrees, (2) attend selective institutions and major in hyper-lucrative fields of study such as law and medicine in graduate school, and (3) complete their education at a younger age and enjoy income growth over more years in the labor market. Implications of these findings are discussed.     

中国居民代际收入流动性的变化趋势及影响机制研究

基于1989~2015年共计10轮CHNS数据,本文采用代际收入弹性和代际收入秩关联系数双重测度指标对我国居民代际收入流动性进行了测算,发现代际收入流动性在1991~2004年期间基本保持稳定,2004年以后呈现出不断上升的变化趋势。基于收入分组视角的研究发现,各收入组2004年以后代际收入阶层固化程度均有所降低,但高收入组和低收入组的固化程度远高于其他各组,中等收入群体是目前我国保持较高代际收入流动性的主要动力来源。从城乡差异视角看,受大规模农村劳动力向城镇流动的影响,2000年后农村家庭的代际流动性显著提升,且持续高于城市居民的代际流动性。进一步,基于人力资本分析框架对我国代际收入传递机制进行了探究,发现父亲的非教育因素在代际收入传递中起到主导作用。受整体社会制度环境不断改善的积极影响,2004年以后非教育传递机制不断减弱,对代际收入流动性的提升起到较大助推作用;而受高等教育扩张政策的影响,教育因素在2004年左右一定程度上削弱了代际收入流动性。     

失地农户生计策略多样化研究

利用九江和襄阳两地的失地农户调查数据,刻画失地农户生计策略多样化特征;并利用广义线性模型和广义线性混合模型,分析生计资本对失地农户生计多样化的影响。主要研究结论包括：1）失地前后农户的生计多样化与收入水平、兼业程度和劳动力流动具有某种关联;2）失地农户实施生计多样化的能力依赖于一定的生计资本,生计资本的提高有助于扩展失地农户实施生计多样化的能力;3）生计多样化虽然是失地农户发展生计的重要途径,但当生计资本超过某个临界点后农户不再将生计多样化作为其最优的选择。     

文化研究视野下的社会流动研究

社会流动现象及相关问题在中国内地日渐突出.其间的原因是多方面的,其影响是多层次的.包括文化研究在内的诸多人文及社会科学,纷纷踏上社会流动研究的快车,广泛关注和讨论以农民工为代表的底层流动和迁徙,在中国引发了一股社会流动研究的热潮.中国内地学者对社会流动的研究正开始呈现出良好势态,并且已然取得一些值得肯定的成果,但客观地讲,他们的研究还并非成熟与完善.由于社会流动的内涵是什么、如何进行社会流动研究等一系列问题仍未得到很好的解答,中国内地的社会流动研究在一定意义上还处于盲动或者混乱之中,参与其间的学者难以进行有效对话,社会流动研究的意义难以得到彰显.     

Intergenerational class mobility in contemporary Britain: political concerns and empirical findings

In Britain in recent years social mobility has become a topic of central political concern, primarily as a result of the effort made by New Labour to make equality of opportunity rather than equality of condition a focus of policy. Questions of the level, pattern and trend of mobility thus bear directly on the relevance of New Labour's policy analysis, and in turn are likely be crucial to the evaluation of its performance in government. However, politically motivated discussion of social mobility often reveals an inadequate grasp of both empirical and analytical issues. We provide new evidence relevant to the assessment of social mobility - in particular, intergenerational class mobility - in contemporary Britain through cross-cohort analyses based on the NCDS and BCS datasets which we can relate to earlier cross-sectional analyses based on the GHS. We find that, contrary to what seems now widely supposed, there is no evidence that absolute mobility rates are falling; but, for men, the balance of upward and downward movement is becoming less favourable. This is overwhelmingly the result of class structural change. Relative mobility rates, for both men and women, remain essentially constant, although there are possible indications of a declining propensity for long-range mobility. We conclude that under present day structural conditions there can be no return to the generally rising rates of upward mobility that characterized the middle decades of the twentieth century - unless this is achieved through changing relative rates in the direction of greater equality or, that is, of greater fluidity. But this would then produce rising rates of downward mobility to exactly the same extent - an outcome apparently unappreciated by, and unlikely to be congenial to, politicians preoccupied with winning the electoral 'middle ground'.     

Impact of older adults' mobility and social participation on life satisfaction in South Korea

South Korea has been experiencing rapid population aging. In an aging society, the need for healthy lives is greater. Two of the fundamental factors to enable independent and active life for the elderly are mobility and social participation. The purpose of this study was to examine the relationship between older adults’ mobility, social participation, and quality of life in South Korea. We used data from the 2017 National Survey of Older Koreans conducted by the Ministry of Health and Welfare and the Korea Institute for Health and Social Affairs and applied hierarchical regression. The major finding was that older adults’ mobility had a positive impact on their life satisfaction. After controlling for older adults’ mobility, social participation was positively associated with life satisfaction regardless of the place of residence. The findings of this study not only make a valuable contribution to further research on mobility and social participation but also provide new insight into improving older adults’ quality of life.     

Im/mobile highly skilled migrants in Qatar*

Most studies on the mobility of highly skilled migrants have been examined with a framework of global talent mobility and under conditions of neoliberal governance and economic globalization. In this study we challenge the notion of the hypermobile knowledge worker. Utilizing mixed methods, we examine the factors that attracted highly skilled migrants to Qatar and the conditions under which they might leave in the future. Rather than finding a group of footloose migrants attracted primarily to high-wage jobs, a lack of taxation or amenities, and with multiple alternative locations of residence, we find that highly skilled migrants exist on a spectrum of immobility. More significantly, this immobility depends on the migrant’s region of origin. For Asian and Western migrants immobility is attributed to the Kafala system or employer sponsorship, which hinders occupational and spatial mobility and ties workers to their sponsors. Arab highly skilled migrants are especially affected by lack of security and stability in their home countries, which makes these workers involuntarily immobile. The former group seem to be willing to accept a reduced level of agency and mobility for high income, whereas for the latter security and stability are more fundamental to their decision to come to Qatar.     

Public sector managers: the decision to leave or remain in a job

The public sector faces a grave problem as far as managerial retention as the result of the increasing number of retirements and of voluntary resignations. Despite the vital interest in managerial turnover in the public sector, research is scarce. This study, which increases our understanding of why public sector managers leave their positions, takes a qualitative and narrative research approach in examining voluntary turnover. Interviews were conducted with operations managers (in education, social care, and technical activities) at three Swedish municipalities. We identify a multitude of environment push and pull factors with a focus on administrative support, supervisory support and illegitimate tasks. The narratives of managerial turnover reveal the complexity of the decision to leave or remain in a job, containing a mixture of push and pull factors, negative feelings, unmet expectations and extraordinary events. Three possible HRD actions to decrease undesirable managerial turnover are identified: re-work organizational structures; re-model job characteristics; and re-examine managerial turnover decisions as a long and complex process. Our hope is that the findings are used for ultimately create healthy organizations.