巴黎公社的分配原则是取消特权

撰文说有人认为商品经济不必提“巴黎公社”。请回顾一下历史:巴黎公社的工资原则不是平均主义。它的工资原则是增加低工资,降低高工资,特别是取消了高级官吏所享有的一切特权和支付给他们的办公费,以缩小差别,而保留了必要的和适当的差距。 我认为,巴黎公社工资制度可体现的分配原则与按劳分配原则,是既有联系又     

企业下岗职工的心态及心理健康状况的调查

一、问题的提出现在的下岗职工是指由于企业的生产经营状况欠佳等原因 ,在原企业没有工作岗位 ,且没有找到新的工作 ,但仍然与原企业保留劳动关系的职工。统计资料表明 ,截至到 1 998年底 ,全国国有企业下岗职工总数为 6 1 0万人。到本世纪末 ,预计每年还将新增下岗职工30 0— 40 0万人。“下岗”对每一个职工而言都是严峻的考验。下岗前 ,工资有人发 ,福利待遇有人给 ,生活得稳定、踏实 ;而下岗后 ,工作没了 ,工资没了 ,更谈不上福利待遇。面对这种巨大的变化 ,下岗职工的心态也发生了前所未有的巨变。他们有的悲观失望 ,忧愁焦虑 ,消极地…     

大学生求职行为及其影响因素研究

通过对2570名高校毕业生的调查与实证研究,文章构建了大学生求职行为结构模型,并通过回归分析验证了控制变量对求职行为的影响。大学生求职行为结构模型包含两个因子:职业探索和求职强度。求职行为中的职业探索在求职者的性别、年龄、学校类型、学历层次、学生干部级别、实习经历和参与就业指导情况方面存在显著差异;求职行为中的求职强度在求职者的政治面貌、学校类型、学历层次、专业类别、实习经历和参与就业指导情况方面存在显著差异。     

社会资本对大学生就业质量的影响——基于北京市14所高校的一项实证研究

本文基于对北京市14所高校毕业生的问卷调查检验了社会资本对大学生就业质量的影响。发现:毕业生在家庭之外所认识的人的地位对于他们的就业质量有着广泛的积极的作用;家庭地位有助于毕业生在热门城市找到工作并解决这些城市的户口;强关系更有利于毕业生找到一份对自己的职业生涯发展有意义且个人满意度更高的工作,而弱关系则更有助于毕业生在热门城市就业;帮助者地位越高越有助于毕业生在所谓的"好单位"找到工作。进一步的分析发现:强弱关系各有其优势,强关系有利于突破规则而为求职者提供实质帮助,弱关系则有利于延长资源链条。社会资源理论得到普遍的支持,但发现社会资本对就业的作用往往是间接性的和联合性的,社会资本对就业存在"跷跷板"效应。雇主动机理论获得部分支持,员工推荐求职者有可能为了雇主利益而忽视求职者的诉求。     

江总书记挂念下岗职工

江泽民总书记深深挂念着国有企业下岗职工。近年来，他外出考察，总是想着他们，到他们的家庭走访，到再就业服务中心察看。5月28日下午，正在湖北考察国有企业的江泽民专程来到武汉再就业指导中心，了解下岗职工的再就业情况，并与再就业职工代表座谈。走进一楼大厅，只见左侧墙上的大型电子显示屏不断滚动着各种招聘信息，十多位求职者注视着屏幕，寻找适合自己条件的工作。摆放在大厅里的电脑终端采用了触摸式操作方法，以便求职者简便、迅速地调阅查询。在一台电脑前，江泽民仔细观看了从计算机网络中调阅出的各种招聘信息。随后，江泽…     

对拖欠农村教师工资的行政法学思考

农村教师工资的发放，前几年一直由乡财政统筹解决，全国出现了大范围拖欠农村教师工资的情况。这主要是由于在乡财政和县财政包干的情况下，乡财政财力不足引起的。为解决教师工资拖欠问题，中央教育工作会议明确要求从2001年起，农村教师工资一律由县财政统一发放，广大农村教师欢欣鼓舞，但事情的结果却让他们中的一些人再一次失望。     

美国人的退休生活

在美国,大多数人到了65或70岁就不再工作了,许多退休者不知道如何运用时间,对离职后面临的生活不知所措。退休可能造成一些经济负担,许多人依靠每月的社会保障支票度日。早在他们工作期间,他们就将其工资的一部分捐给了政府。当他们退休的时候,这笔钱就成为社会保障支票按月发给他们。然而这些支票难以维持他们的生活,因为物价上涨很快。那些65岁以上的老年人不得不     

浅谈工资集体协商的技巧

工资集体协商,实质上是涉及企业员工与企业之间关系的相互满足的合作性谈判。成功的谈判不应该产生失败者与成功者,应力图让双方都取得满意的结果。互惠互利是协商谈判的基础,为了使协商有所收获,工会应在开展工资集体协商中了解、掌握一些基本的技巧。一、工资集体协商前的准备(一)思想准备。推进工资集体协商工作,是为了逐步建立与社会主义市场经济体制相适应的企业工资分配决定机制,促进企业劳动关系和谐稳定的重要工作,所以工会要转变观念,真正解决“不愿谈”、“不敢谈”、“不会谈”的思想,以积极姿态参加工资集体协商。当前,工会工作…     

工运动态

上海市总工会与市人力资源和社会保障局、市企业联合会联合召开2009年上海市工资集体协商工作会议,会议下发《关于2009年进一步推进工资集体协商工作的通知》,对50家2008年上海市工资集体协商示范单位进行了表彰。     

关于推进工资集体协商工作的若干思考

市场经济条件下,职工的工资报酬历来是劳动关系双方涉及物质利益的聚焦点,也是最容易触发劳动关系矛盾的导火索,更是劳动关系最实质的核心问题。建立工资集体协商制度,由企业工会代表职工与企业就职工的工资报酬进行协商谈判,是现代企业规范职工收入分配的重要内容, 是促进企业劳动关系和谐与稳定的一项十分重要的工作。为落实党的十六届五中全会精神,笔者对当前如何进一步推进工资集体协商工作,有以下粗浅的思考。     

The reservation wages of Social Security Disability Insurance beneficiaries

There exists a lot of research on the reservation wages of the unemployed as a determinant of unemployment duration. Little is known about the reservation wages of those who are not in the labor force but might be potential labor force returnees, such as Social Security Disability Insurance (DI) beneficiaries. The main objective of this article is to assess what can be learned from the subjective reservation wages of DI beneficiaries. Using the New Beneficiary Data System (NBDS), the article assesses the magnitudes of reservation wages compared to the last wage earned and the benefit amount, as well as the determinants of reservation wages in a regression framework. The NBDS is unique in that it provides the reservation wages and the work history of DI beneficiaries before and after joining the DI rolls. The article has several noteworthy results and policy implications: *Data show that a significant portion of beneficiaries report being likely to accept a job if offered one. Based on the NBDS, 13 percent of DI beneficiaries who did not work since joining the rolls in 1981-1982 reported in 1991 that they would be willing to work if offered a job and provided their reservation wages. *DI beneficiaries do not appear to price themselves out of the labor market. Half of them would want a wage that is 80 percent or less of the last wage earned before receiving DI. It is estimated that approximately 7 percent of long-term DI beneficiaries may potentially return-to-work if they search for jobs and have a wage offer distribution with a mean at 80 percent of their last wage. *The nonlabor income in addition to the benefit is positively and significantly associated with the reservation wage, while the benefit amount per se is not. However, this result needs to be treated with caution given that nonlabor income is endogenous to the model. *Heterogeneity exists between persons still under the DI program and those that have moved to the Old-Age program. The subsamples of persons who have shifted to the Old-Age program and those who are still under the DI program have median reservation wage to the last wage ratios of 0.69 and 0.93, respectively. A significantly lower reservation wage for persons who have moved to the Old-Age program was also found in a regression framework. This heterogeneity between the two groups may result in part from the different program characteristics both groups face, for instance, in terms of benefit termination and Medicare eligibility rules. *Subjective reservation wage data can be useful to study populations that are out of the labor force. This article is innovative in that it focuses on a group of persons who are typically considered as being out of the labor force, and therefore are not asked reservation wages in general household surveys such as the Current Population Survey. It would be of great interest to collect more reservation wage data for DI beneficiaries in a longitudinal data set to expand this analysis, for instance, to assess conclusively the effects of changing program characteristics on reservation wages and return-to-work outcomes as beneficiaries transition to the Old-Age program or as new return-to-work programs are put in place.     

Can Minimum Wage Standards Reduce Wage Inequality in China？

Along with rapid economic growth over the past several decades in China, wage and income inequalities have also widened over time. This paper analyzes the relationship between the labor market institutions and the labor market outcomes by focusing on the effects of China＇s compulsory minimum wages on wage inequality. The study chooses the year of 2004 as a starting point in consideration of the fact that the new regulation of minimum wages begun to implement in 2004. The main purpose of the study is to utilize quantitative methods to investigate whether the new regulation played a role in preventing wage inequality from further widening. The results show that, without the increases of minimum wages from 2004, the overall wage inequality could further widen in 2006. This observation holds true for male and female workers and for different regions. The paper concludes that China＇s compulsory minimum wages might raise the wages of poor-paid workers, but the system itself is only one instrument in helping poor-paid workers. To a large extent, the rise of workers＇ wages depends on tripartite collective wage bargaining. For China, where the real function of trade union has been questioned, solving the issues of widening wage and income inequalities still has a long way to go.     

Financial Recession and the Wages of the Czech Employees by Educational Attainment

The present paper deals with the development of wage distribution by educational attainment in the Czech Republic in the years of 2003-2012, analyzing 50 wage distributions as the object of research and the gross monthly wage in CZK （Czech Koruna） as the research variable. It examines the development of wage distribution in time and the gross monthly wage in relation to the level of educational attainment. It also pursues the development of the minimum wage in the monitored period. The author pays special attention to the lowest guaranteed wage levels classified according to wage classes and work capability assessment, comparing the minimum wage with the wage of subsistence. The forecasts of future wage distribution are an integral component of the research. Comparison of wage levels in the world and the position of wages of the Czech employees in the international context are included, too.     

Job Choice and Performance: Revisiting Core Assumptions about Public Service Motivation

Although there has been considerable enthusiasm for public service motivation (PSM) research in recent years, two of PSM's fundamental assumptions have been relatively untested: its impacts on job choice and on job performance. Using panel data from two different studies, we offer stronger observational tests of these core assumptions. The findings provide mixed evidence. When testing PSM's effect on employment choice, we find that PSM measured during a law student's first year predicts the sector in which they are employed after graduation three years later. In a separate study investigating PSM's effect on job performance, we find that government employee PSM does not predict employee absenteeism or supervisor assessments of their in-role and extra-role performance. Our findings support recent calls for a more nuanced theory and analyses of PSM to help better understand its implications for recruiting, retaining, and motivating the workforce used to provide public goods and services.     

Core self-evaluations in the military context： Relative effects on job satisfaction and organizational commitment

This study validates the construct of core self-evaluations （CSE） and examines the relationship of CSE with global job satisfaction and organizational commitment in the military context. Analytical results from 114 sergeants in the military school are summarized as follows： （1） Analytical results validate the convergent and discriminant validity of the constructs; （2） CSE has significant positive relationships with global job satisfaction and organizational commitment. This study provides practical implications for management in both business and military organizations and suggestions for future studies.     

The road to economic self‐sufficiency: Job quality and job transition patterns after welfare reform

This paper analyzes the relationships of schooling, the skill content of work experience, and different types of employment patterns with less‐skilled women's job quality outcomes. Survey data from employers and longitudinal data from former and current welfare recipients are used for the period 1997 to early 2002. The analysis of job quality is broadened beyond employment rates and wages measured at a point in time by including non‐wage attributes of compensation and aspects of jobs that affect future earnings potential. This study shows the extent to which lack of employment stability, job skills, and occupation‐specific experience impedes welfare recipients' abilities to obtain a “good job” or to transition into one from a “bad job.” The business cycle downturn has significantly negatively affected the job quality and job transition patterns of former and current recipients. © 2003 by the Association for Public Policy Analysis and Management.     

The Effects of Green Cards on the Wages and Innovations of New PhDs

Visa policies in the United States restrict job opportunities and job mobility for U.S.‐trained PhDs who hold a temporary visa, a group that accounts for 40 percent of newly graduated PhDs in science and engineering. The Chinese Student Protection Act of 1992 (CSPA) allowed Chinese students to be eligible for permanent residence in the United States. Many CSPA beneficiaries, Chinese students who became permanent residents, did not pursue postdoctoral training and instead entered the public or private sector directly. This supply shift increased the relative wage of native postdocs to non‐postdocs. Four to eight years after graduation, CSPA beneficiaries earned 9 percent more than the comparison group, were less likely to work in academia, published fewer research articles, and produced more patents.     

The Effects of Doing More with Less in the Public Sector: Evidence from a Large‐Scale Survey

Since the onset of the Great Recession, “doing more with less” has become a policy mantra. To do more with less, a range of governments have concurrently imposed wage cuts and greater work demands on public employees. This article assesses the impact of these changes on the job satisfaction and work motivation of public employees in 34 European countries. Congruent with previous studies linking income and working hours with job attitudes, the article finds a negative impact on both. There are no free austerity lunches: while public employees may work longer hours for lower pay, they are less satisfied and less motivated when doing so. One caveat applies: the effect on motivation—although not satisfaction—is mitigated when employees feel that their values are aligned with those of their organization. This puts a premium on public managers fostering value alignment, particularly when it is hardest to achieve: in times of cutbacks.     

Pension coverage and benefits, 1972: findings from the retirement history sutdy

This article, based on data from the Retirement History Study, examines coverage by an employee pension plan on the longest job and the extent to which covered workers received an employee pension upon retirement and the size of their benefits. It also examines the joint receipt of employee pension and OASDI benefits and the size of the combined benefits. Each of these pension variables is analyzed for differences by class of worker (private wage and salary or government), sex, and characteristics of the longest job (industry, occupation, tenure, recency of job, extent of employment, and annual earnings rate). The majority of completely retired individuals in their early to middle sixties in 1972 did not receive employee pension benefits in that year. Women employed in private industry on their longest job were the most disadvantaged in this regard. Even when they were fortunate enough to receive retirement benefits from employee pension plans, their benefits were substantially lower than those of men or of women employed in government.     

Recent changes in the Mexican industrial labor force

"We study...some of the repercussions of the crisis and economic restructuring on the manufacturing labour force in the main urban areas of Mexico. Using the data of the National Survey of Urban Employment for the period 1986-1992, we set, first of all, the evolution of female and male presence in the manufacture of the country's main industrial cities. Further, some of the characteristics of the manufacturing labour force in different types of cities are examined. For this purpose, we are considering several issues: the condition of wage earner and non-wage earner workers, the size of the establishment, some sociodemographic aspects (gender, age, schooling level, and condition of the head of household), as well as different aspects related to labour conditions (length of workday, job benefits, and salary levels)." (EXCERPT)