开发老年劳动力市场的必要性与路径研究

在平均预期寿命增加和低生育率的双重作用下,中国快速进入老龄化社会,给劳动力市场和经济持续发展带来了诸多挑战。中国老年劳动力市场具有巨大的潜力,充分利用51-64岁年龄人口将会有效增加我国劳动力供给,实现二次人口红利。在分析当前中国老年劳动力市场潜力及充分借鉴国外经验的基础上,提出了推行延迟退休政策、鼓励老年人灵活就业、加强老年劳动力培训和完善社会服务体系等开发老年劳动力市场的路径。     

银发浪潮下的中国老年人力资源开发

人口老龄化是中国当前及今后很长时期都必须面临的重要问题,充分认识到老年人力资源开发的重要意义,挖掘老年人口红利将成为经济社会发展的新动力。中国拥有规模庞大的老年人力资源,但老年人口实际就业率并不高。影响老年人力资源开发和利用的因素既有社会观念、强制的退休年龄制度等宏观因素,也有老年人的就业意愿、健康状况、受教育程度等微观因素。促进老年人就业,实现老有所为是中国积极应对人口老龄化的重要举措。研究提出如下政策建议:转变社会观念,营造老年人力资源价值观念;重点开发低龄健康老年人力资源;加强对老年人的教育和培训;重视对老年就业的法律保护;改革现有的强制退休年龄制度,实行弹性退休制度。     

正确认识延迟退休问题

“延迟退休”作为当前社会公众和各类媒体关注的热点话题,是一个涉及国家人口政策、国企改革历史遗留问题和社会不同阶层利益再调整、牵一发而动全局的问题.要按照党的十八大提出的让广大人民共享改革和社会经发展成果的那样,积极稳妥地推进我国退休和养老制度改革,就需要我们正确认识当前民众关心的涉及“延迟退休”的相关问题,通过制度性的改革,确保广大普通劳动者共享经济社会发展成果.     

我国女性劳动者的退休年龄是否应该调整——国内相关研究综述

近十年来,关于女性法定退休年龄的调整问题,已成为政界、学术界热烈讨论的一个话题。目前学术界的主流观点是我国应该延长女性退休年龄,但是女性推延退休也面临很多矛盾,所以也有部分学者主张暂不调整。本文对学术界正反方的观点分别进行归纳梳理,并介绍相关调整女性退休年龄的方案。     

论中国妇女法定退休年龄的界定与调整

男女退休年龄不平等导致女性在养老金的分配和劳动就业权益等方面受损,一些政策对妇女地位的负面影响常常被忽视,或没有得到应有的关注。因此,有必要分析法定退休年龄确定的相关因素并在此基础上对中国妇女法定退休年龄作出界定。     

违约责任与风险负担

风险负担与违约责任是共同处理标的物毁损灭失案型的两项不同制度。在我国违约责任的归责原则实现了由过错责任向严格责任转化的情况下,风险负担制度的内涵与适用范围应作相应的调整。违约之际风险负担的处理涉及到这两项制度的协调与配合的复杂关系。在履行迟延期间标的物毁灭时,原则上应使违约方当事人承担风险。对质的不完全履行之际的风险负担问题,国际公约、各国或各地区立法不一,对我国现行法律进行体系解释可知,当买受人拒绝接受标的物或者解除合同的,由出卖人承担风险,否则则由买受人承担风险,不过,买受人仍享有违约救济权。在违约之际的风险负担问题上,我国现行法律还存在若干漏洞,应予填补。     

The Future of Public Sector Pensions

The dramatic rise in life expectancy and longer retirement has created serious concerns about the long‐term affordability of public sector pensions. Drawing on insights from a recent inquiry into public sector pension reform, commissioned by the Conservative–Liberal Democrat Coalition and led by the author, this article outlines the challenge faced by policy makers and sets out how it should be addressed. It argues that, with 12 million people active in this part of the pensions system, and estimates that the gap between contributions and payments will grow from £3bn to £10bn in the next decade, the government has no choice but to enter the ‘lions’ den’ of pensions’ policy. It contends that any long‐term solution is to be crafted cannot be based solely on economics, but must also answer fundamental questions of ethics and equity.     

How long does it take? An exploration of the time between case assignment and a detective’s first investigative activity

Citizens and victims perceive the criminal justice system to be protracted. Blame for lengthy delays has disproportionately fallen on detective work. To that end, these analyses explore how long it took 184 detectives to work index crimes. Data suggest that more serious crimes, cases with a known suspect, and offenses that did not result in an arrest are most likely to be investigated and worked more promptly by detectives. Detectives, however, continue to exercise a great deal of discretion in if and when cases are worked once they are assigned. These findings are discussed as they relate to police performance indicators, the allocation of departmental resources, issues of crime control, and citizen satisfaction with the police.     

猪脾转移因子微囊的制备及其活性检测

为了提高转移因子的稳定性,以壳聚糖和海藻酸钠为囊材,采用乳化外部凝胶法制备猪脾转移因子微囊,并检测了其粒径大小、包封率、载药量等性质;通过小鼠腹腔巨噬细胞吞噬试验和迟发型超敏反应试验检测转移因子微囊的药理活性。结果显示,转移因子微囊呈类圆形,平均粒径为11.05μm,包封率为60.8%,载药量11.60mg/g;转移因子微囊能增强小鼠腹腔巨噬细胞的吞噬功能,提高迟发型超敏反应的能力,效果优于转移因子。结果表明,该制备工艺简单,转移因子微囊具有较好的发展前景。     

A critical evaluation of the Downs-Hazen instrument (CSQ) by measuring employee communication satisfaction at a private higher education institution in South Africa

Abstract

The aim of this article is to provide a critical evaluation of the Downs-Hazen instrument (Communication Satisfaction Questionnaire) (CSQ) by applying it to the measurement of employee communication satisfaction at a private higher education institution in South Africa. Three communication satisfaction dimensions, consisting of eight constructs, were measured. The results indicated that although employees are satisfied with their relationship with superiors, a need exists for improved communication on the psychological atmosphere in the organisation; the information employees receive about their immediate work environments, meetings and written directives; horizontal and informal communication that is accurate and free flowing; information about the organisation as a whole; as well as the way in which employees are being judged and appraised.

A final conclusion is that the Downs-Hazen CSQ is still applicable even though it was first developed almost 30 years ago. Furthermore, the adjustments to items in this study did not affect the reliability of the adapted questionnaire.