FDI的工资效应研究——基于江苏省制造业面板数据的分析

利用江苏省制造业2000--2006年的面板数据，从行业角度分析FDI对于江苏省制造业平均工资以及国有企业工资的影响，结果表明外资企业的进入可以通过提高整体的劳动生产率水平从而间接提高整体平均工资水平；劳动力工资与加工贸易的开放程度之间呈正相关关系，而与行业规模大小呈负相关．外资对于国有企业劳动力工资存在正的工资溢出，但是国内资本对于劳动力工资水平的影响与外商直接投资相比相差不大，甚至可以超过外商直接投资的贡献。     

Weakly implementable social choice rules

Previous investigations have shown that a social choice function which is partially implementable must be characterized by pervasive veto power. This paper investigates how much additional latitude in the design of social choice functions, and how much relief from this vetoers result, can be achieved by examining multi-valued social choice rules and relaxing the requirement of partial implementability to a requirement that we call weak partial implementability. We find that the power structures which characterize partially implementable social choice functions, including the veto properties, also characterize weakly partially implementable social choice rules. The conclusion is that invoking multi-valuedness and implementation of appealing social choice rules in strong Nash equilibria. Our results apparently exhaust the possibilities for implementation in strong Nash equilibrium. If any implementation possibility results are to be achieved, they can apparently come only by weakening the equilibrium requirement.     

Les transformations de l'intégration par l'emploi: Regards croisés : France métropolitaine - île de La Réunion

Against a background of mass unemployment and the increasing precariousness of employment, the current changes in the labour market demand that we examine the previously central role of paid employment in social integration. If the individual now deprived of employment or having a temporary contract is by dint of this fact less included in society or is less secure by not having a permanent salary, is it to say that he embodies the face of the de-affiliated, of those who miss out on social benefits? Taking the example of the Reunion Island which has the highest level of unemployment and population covered by the minimum income (RMI: Revenu Minimum d'Insertion) in the country, this article endeavours to explain and understand how, in the context of a protective society and increasingly flexible employment market, new methods of social integration without and resulting from paid employment are being formed.     

石油企业建立岗效薪点工资制的探索 --以胜利油田为例的研究

从建立油田有限公司基本工资制度的角度出发，分析了岗效薪点工资制的地位、作用及局限性；提出了完善该工资制的具体建议。     

贫困地区低保动态管理探析

本文从贫困人口需求获得经济利益与主体管理部门动态性控制二者的矛盾入手,对贫困地区低保动态管理的内涵进行了探析,并将低保动态管理分为三个类型:一是对象平行动态,二是实行标准上下动态,三是需求类型变化动态,进而提出了解决低保动态管理问题的路径及措施.     

深圳特区三资企业劳工问题的调查

本文通过对15家三资企业和230多名员工的调查,对深圳特区劳动管理体制的改革情况,进行了简要的总结和分析。既肯定了改革的成绩和经验,也指出了目前存在的问题和外商对特区劳工问题的意见。在此基础上提出了建议,以使改革深化、完善、配套,更好地适应外商投资的需要,优化投资环境,促进特区外向型经济的发展。     

FDI、要素成本与东道国产业发展

论题拓展了James R Markusen（1997）的基本模型，重点纳入外商直接投资进入东道国对其要素市场的影响，分析了FDI与东道国产业的关联效应以及在要素市场的竞争效应对东道国产业发展的影响。外商直接投资将通过关联效应和要素市场的竞争对东道国产业发展产生一个动态二阶段影响过程：在初始阶段外商直接投资的进入将引导东道国发展最终消费品产业，从而促进产业结构变动；但在东道国产业发展到一定阶段后外商直接投资与东道国产业在要素市场的竞争加剧将阻碍东道国产业发展。     

一类非线性混合整规划的无约束连续化解法

将整系数多项式 0 - 1混合整规划问题化成无约束多项式规划问题。通过解该问题 ,能得到原问题的近似解。处理方法的特点是能够直接处理不等式约束情形 ,而不需要先将不等式约束化成等式约束再来处理     

Making ends meet: perceptions of poverty in Sweden

During the era after the Second World War, Sweden has built a welfare system based on labor market participation and income maintenance. Low unemployment and decent wages are supposed to guarantee people a labor market income or income maintenance, which in turn should provide a proper standard for everyone. However, a rapid increase in unemployment and economic problems have made the future of the Swedish welfare state more uncertain than ever. These circumstances have, among other things, led to the suggestion that Sweden should abandon the income maintenance policy and create a social policy system with the more limited ambition of guaranteeing everyone a minimum income. In that case, one central question must be answered: what constitutes a decent minimum income in today's Sweden? Where should we draw the poverty line under which people will not be forced to live? These questions are central in the current debate. The consensual poverty line method is used in this article to derive a poverty line relevant for today's Sweden. The results shows that more than every fifth household has an income below the consensual poverty line. That is, they have an income that most Swedes would argue is too low to make ends meet. The level of the consensual poverty line was compared with the National Board of Health and Welfare's guidelines for social assistance. The consensual poverty line was shown to be more generous to small households and the norm for social assistance was more generous to larger households. Finally, the expenditure for guaranteeing all Swedish household a minimum income equal to the consensual poverty line was estimated: more than SEK 25 billion per year. The results in the article casts serious doubt on the ability of the Swedish welfare state to secure a decent income to all citizens.     

Some Notes on Workplace Equality Renewal in the Swedish Labour Market

In 2001, Swedish authorities imposed a new obligation upon all firms with ten or more employees to undertake annual wage surveys, ‘workplace equality audits’ in which it is possible to ascertain, remedy and prevent unwarranted wage differentials and other unfair employment terms between men and women. An important implication of the new system, called ‘workplace equality renewal’ (självsanering), is that, at the level of the firm all Swedish employers must explain what they mean by work of ‘equal value’ as opposed to ‘different value’. This article discusses the practical pros and cons of the new system, and considers how the surveys can be used in research into the present state of gendered work division. A main finding is that the introduction of this new legislation in the long run might change the Swedish industrial relations system as well as the preconditions for many companies’ human resource management policies. Yet, neither the governmental agencies involved nor the parties’ confederate organizations have been able to clarify what the issue is really about to the single, small business employer or to the local trade union branches. Many employers find any interference, whatever it may be, threatening and trade unions have not realized the potentialities of the system from an employee perspective, potentialities connected to the fact that companies are now more or less forced to make transparent their wage policies at large.