在校大学生兼职打工问题的几点思考

对在校大学生兼职打工问题的调查研究表明,大学生兼职的形式主要集中于家教、传单派发和促销三种,多分布在大二和大三年级,兼职时间多选择在周末和寒暑假。高校应为大学生提供便利的兼职条件;社会应完善相关的法律法规,促进大学生兼职合法化和规范化;大学生则应树立正确的兼职观念,增强维权意识和自我保护意识。     

大学生兼职权益受损引发的企业社会责任之探讨

当前大学生兼职已成为社会一股潮流,他们在获取经济收入的同时,自身合法权益往往得不到保护。企业以利润最大化为追求目标,在追求这个目标的同时,一些不法企业将矛头指向了低成本、短时期、无权益保护意识的在校兼职大学生群体。在相应法律法规尚未完善的时候,企业社会责任的提出与探讨尤为必要。     

新时期农民工就业质量提升的主要挑战与政策应对

随着脱贫攻坚取得决定性胜利和小康社会全面建成,新时期我国农民工工作的中心任务是继续推进全面市民化和高质量就业。本文聚焦农民工就业质量提升,从理论上阐明了农民工就业质量与市民化之间的关联,认为高质量就业是促进农民工高质量全面市民化的基础。但当前中国农民工就业质量偏低,且面临老龄化加剧、就业灵活性扩张、工资增长相对滞缓等挑战,非但难以支撑起农民工全面市民化的发展目标,还存在沦为城市新贫困群体的风险。因此,新时期要根据中国城镇化战略的发展形势和需要,合理应对农民工就业质量提升面临的挑战,不断调适中国劳动就业政策体系,完善和强化劳动保障型、收入分配型、能力培养型和公共服务型政策工具,通过四种政策工具的组合运用实现农民工就业质量和市民化的同步提升。     

促进高校毕业生就业对策研究观点述评

受新冠疫情等多重因素影响，高校毕业生就业形势越发严峻。本研究在梳理高校毕业生就业相 关理论的基础上，从毕业地、高校类型、学科及家庭因素等方面对高校毕业生就业现状进行了总结。研究认为， 高校毕业生就业存在的主要问题有劳动力需求收缩、就业稳定性变差、“慢就业”现象升温及就业歧视加剧等， 原因主要是劳动力市场就业结构性失衡、用人单位适合毕业生的岗位稀缺、高校毕业生就业能力不足及就业服 务缺乏针对性等。研究建议，为改变高校毕业生就业现状，应完善促进就业创业政策，加强就业服务和权益保障， 建立健全教育与就业的联动机制，提高高校就业工作实效性，同时毕业生也应顺应变化转变观念，制定职业规划， 培育就业能力。     

The negative relationships between employee resilience and ambiguity,complexity, and inter-agency collaboration

Employee resilience (ER) is often needed to face demands inherent in public sector work. Some types of demands, however, may hinder its development, rather than provide the type of challenging adversity from which resilience can develop. Public sector job demands have been a long-standing issue for public workplaces and employees but are also growing in salience as organisations face an increasingly variable, uncertain, complex, and ambiguous environment. Drawing on the Job Demands–Resources model and the challenge/hindrance stress literature, this multi-level study of Aotearoa New Zealand civil servants (n = 11,533) in 65 public sector organisations shows that ER is negatively affected by demands such as job insecurity, unclear job and organisational goals, and inter-agency collaboration. However, organisational resource constraints are positively associated with ER. This study identifies core PA job and organisational demands that hinder ER and offers practical implications and suggestions for further research.

Points for practitioners

• Job role ambiguity, job insecurity, unclear organisational goals, and inter-agency collaboration are common job and organisational demands in public sector workplaces.
• For employees, these demands are stressors that employees do not feel they control, and may therefore hinder employee resilience: the ability to learn, adapt, and leverage networks in the face of challenges.
• Surprisingly, resource constraints, where employees have to ‘do more with less’, might help employees develop ER.
• While inter-agency collaboration has potentially many benefits, it appears to have negative spillover effects on employees unaware of it or not involved in it.
• To encourage ER, agencies should clarify both organisational and job goals, and assure job security, control, competency development, and supervisor support.