“[It's] what you do after the mistake that counts”: Positive employment credentials,criminal record stigma,and potential pathways of mediation

The findings from prior research indicate that positive credentials, or documentation of prosocial accomplishments, can vary in strength and perceived value in mitigating aversions to hiring individuals with criminal records. In the current study, we examine why certain types of positive credentials may be more influential in reducing stigma than others. Using data from a nationwide survey of American adults (N = 3,476), we combine a mediation analysis with content-coding of open-ended responses to identify key themes and patterns in decision processes. The results indicate the factors examined here—employee dependability, trustworthiness, recidivism risk, and workplace crime—explain a large proportion of the total effect across credentials and are the strongest for reference letters. Trustworthiness is the most influential mediator across credentials, whereas general recidivism risk is consistently the lowest. An analysis of open-ended responses provides further context and insight into these patterns. Although policy strategies often target risk reduction on the employer's end, credentials that also relay information about skills, character, and the timeline of recent life events are especially influential.     

论平等就业权的司法救济

中国现行反就业歧视法律制度被视为特别的私法制度,平等就业权司法救济实践中呈现出来的诸多问题亟须通过制定专门的《反就业歧视法》予以解决。反就业歧视法属于以保护他人利益为目的的行为法,平等就业权的法益结构是人格尊严与就业机会两位一体的利益集合。平等就业权争议应当属于劳动法领域的特殊侵权纠纷,适用劳动争议处理程序。中国反就业歧视法应当建立举证责任转移制度和抗辩制度,将就业机会纳入损害赔偿范围,将强制缔约设定为独立的责任类型,并按照保护法益建立相应的损害赔偿制度。     

缩短工时能解决一切问题吗？ ——基于工作时间变化的文献研究

在社会学研究领域，工作时间已经成为不同分支学科共同关注的话题。本研究以西方相关文献 为基础，回顾了多方力量在标准工作时间制度的建立、变化以及向非标准工时转变过程中的作用，分析了非标 准工时和雇佣关系的相互影响。研究认为，工作时间制度的建立和变化，是一个复杂的过程，受工业化时代的 生产技术和管理方式的进步、工人运动和集体谈判、国家立法和监管、后工业化时代的全球化和算法革命等多 种因素的影响。工时和雇佣关系构成了相互作用的复杂关系，应该摒弃简单的“两分法”，正视工作时间和雇 佣关系的非标准化进程，在灵活化中寻找新的劳动者权益保障方式。     

The enhancement effect of social and employment integration on the delay of recidivism of released offenders trained with the R & R programme

Abstract

The aim of this study is to assess the extent to which social and employment integration enhances the efficacy of social–cognitive training carried out in prison through a Spanish adaptation of the Reasoning & Rehabilitation (R & R) programme. A quasi-experimental design was used to compare a group of inmates who received only social–cognitive training with a group of inmates who also received social and employment integration and with a comparison group who received neither of these interventions. The total sample was composed of 117 repeat offenders, serving sentence for property offences, drug dealing and offences against the person. The results obtained through a Kaplan–Meier survival analysis after a 6-year follow-up indicate that both intervention groups are significantly different from the comparison group. The group that received social and employment integration had the highest level of delayed recidivism, but the difference with the group that only received social–cognitive training was not statistically significant. The results are discussed in relation to the Good Lives Model and to the Risk–Needs–Responsivity Model of offender rehabilitation.     

Affirmative Action in Malaysia: Education and Employment Outcomes since the 1990s

Abstract

An important element of Malaysia's affirmative action regime has been to expand tertiary education access and upper-level occupational opportunities for the Bumiputera beneficiary group. However, the momentum of change has dwindled in recent years; Bumiputera representation in managerial and professional positions remained fairly static across 1995-2005. This paper provides a framework for conceptualising affirmative action and outlines Malaysia's affirmative action programmes in education and employment. It compiles evidence of affirmative action outcomes from official publications and various surveys, and derives new information from census data. Tertiary education quantitatively burgeoned from the 1990s, but the growing importance of educational quality adversely affects Bumiputera graduates, who predominantly enrol in less regarded domestic public institutes. In addition, Bumiputera continue to rely heavily on the public sector for employment in managerial and professional positions. The findings demonstrate a critical need to arrest the quality decline in public education and to judiciously modify affirmative action programmes.     

The Impact of Metagovernance on Local Governance Networks. Lessons from Danish Employment Policy

This article analyses the impact of metagovernance on the functioning of local governance networks. It does so by comparing the functioning of four local governance networks in the field of local employment policy in Denmark. Between 2007 and 2009, two of these networks were linked to jobcentres in which the municipality and a state agency shared responsibility for employment policy, while the other two were linked to jobcentres in which the municipality had full responsibility. We explore two types of metagovernance that the local governance networks were subject to: general, hands-off metagovernance consisting of the assignment of full responsibility to the municipality alone, or of shared responsibility to the municipality and the state jointly; and tailored and fine-tuned metagovernance directed towards only one or a few networks and their corresponding jobcentre(s). Our findings suggest that, as network governance becomes a mature phenomenon, the importance of metagovernance increases, particularly for strategic reasons. More specifically, we find that the functioning of local governance networks is only marginally affected by acts of general, hands-off metagovernance, such as the different organisational set-ups ascribed to the jobcentres. More influential are the hands-on network management tools, such as direct consultancy. Hands-on metagovernance instruments, however, are more costly for the metagovernor. Whichever tool is applied, the local actors' responsiveness to metagovernance is significant for the outcome.     

Where the Low Road and the High Road Meet: Flexible Employment in Global Value Chains

This article examines production organisation and employment patterns in the export-orientated centres of Denizli (Turkey) and Tiruppur (India). It argues that Denizli and Tiruppur's involvement in global value chains has resulted in segmented production patterns and insecure employment arrangements. Larger producers use sub-contractors as a strategy to mediate the instability of international contracts and pass the uncertainty in their global linkages on to smaller firms and their workforces. Such flux, then, has become a regularised feature of manufacturing work within the ranks of sub-contractors. Employers have solidified these production arrangements by recruiting rural and female workers. The article sheds light on the relationship between new production forms and rising employment insecurity.     

我国经济增长结构的转变与就业增长分析

随着大学毕业生就业困难问题凸显,就业问题再次引起人们的关注。其主要原因是经济增长速度放缓以及经济结构的转变,造成“无就业增长”。要改变这一状况,我们可以尝试对经济增长与三次产业就业弹性进行分析,寻求解决问题的对策。     

全球人才战略背景下的在华外国人就业管理新探

经济全球化使各国纷纷从经济发展的需要出发,调整移民政策,招揽人才。可以预见,随着中国改革开放的深入和综合实力的提高,会有更多的外国人来华寻求发展。如何正确处理好控制外国人就业与引进优秀外来人才之间的关系,立足于我国经济发展情况和劳动力市场供求关系,尽快健全我国的外国人就业法律制度,是全球人才战略背景下我国出入境管理亟待解决的现实问题。     

反就业歧视举证责任探微

反就业歧视举证责任配置理论包括差别对待理论和差别结果理论。我国现行反就业歧视举证责任制度存在专门立法缺失、可操作性缺乏等问题,因此,应制定专门的禁止就业歧视法律,完善现行的反就业歧视单行法律,循序渐进地构建就业歧视诉讼体系,充分发挥社会组织在公益诉讼中的作用,并设立独立的反就业歧视监督和执行机构,以有效地实施法律。