研发扩散、工资外溢与我国科技人员配置

基于1991-2004年我国29个省市的面板数据,本文实证考察了国外研发扩散对我国科技部门人员配置的影响以及作用渠道。本文分别考虑了外商投资与进口贸易两类物化型外溢渠道,研究结果支持了不同研发扩散渠道均提高了我国科技活动从业人员的比重。进一步的实证考察了国外研发扩散是否通过影响科技人员的相对工资报酬而产生外溢,结果表明国外研发对我国科技人员的工资外溢效果存在着显著的区域差异,其中东部地区的工资外溢效果显著高于中、西部内陆省份。     

专用性人力资本积累的促进方法及其与工资的关系的综述

专用性人力资本由于存在双边道德风险,导致积累不足。本文从双方的合约、劳动力市场特征和产权三个方面介绍了促进工人专用性人力资本积累方法,在此基础上,说明了专用性人力资本的度量指标,最后从理论和实证两个方面阐述了工人专用性人力资本积累与工资的关系。     

谈新课程背景下对教师的考核评价

随着市场经济的发展．我们的生活水平得到了很大改善,工资水平也逐步提高。但学校对教师的激励存在一些问题,如可变性工资低、绩效评价无效、激励机制不健全等。本文对学校激励机制的建设提出了一些浅薄的建议和思考：     

Economic development, human capital, and gender earnings differentials in China

Gender earnings differentials in China during the course of development in the post-reform period were examined. The analysis showed that the female–male earnings ratio increased over time in all regions. The region with relatively rapid economic reforms had the highest female–male earnings ratio. Decomposition of the gender earnings differential revealed that in the more developed region a lower percentage of the differential could be explained by gender differences in productive characteristics. Changes in the discriminatory component of the differential by region over time suggested that both the “competition” effect proposed by Becker [The Economics of Discrimination, 1971] and the effects of wage decentralization during economic reforms played a different role in the eastern and central regions versus their role in the western region. Further examination of the sub-components of the explained component of the differential highlighted the minor role of education in explaining the gender earnings differentials.     

《劳动合同法》对劳动力市场影响：分析框架及其政策含义

从劳动力市场的多维性和二元性特点出发,通过理论逻辑分析发现：《劳动合同法》在相当程度上有利于消除劳动力市场的分割,而且并不必然会导致失业率升高;相反,它更加有利于遵纪守法的经营者、有利于促进落后企业改善经营管理水平、有利于促进产业的优化升级,并在一定程度上缓解了“劳动短缺”。事实上,《劳动合同法》起到了鞭策落后、鼓励先进的作用,最终维护了劳动力市场的公平竞争法则。     

关于2006年事业单位收入分配制度改革的思考

2006年事业单位收入分配制度改革是我国建国以来第四次工资方面的重大改革,积极稳妥地推进这项改革不仅是构建和谐社会的重大举措,而且是我国事业单位自身发展的客观要求。本文简要介绍了2006年事业单位收入分配制度改革的主要内容和特点,结合几年来的工作实践和经验,对实施事业单位工资分配制度改革中应注意的问题做出了一些探讨和思考。     

The labour market effects of Alma Mater: Evidence from Italy

We use data from a nationally representative survey of Italian graduates to study whether Alma Mater matters for employment and earnings 3 years after graduation. We find that the attended college matters, and that there are important college-related differences, both among and within regions of the country. These differences, however, do not persist over time and are not large enough to trigger substantial mobility flows from poorly performing to better performing institutions. We also find evidence that going to a private university pays off at least in the early part of a career. Only part of this gain can be explained by the fact that private universities have lower pupil–teacher ratios than public institutions.     

Influence of university prestige on graduate wage and job satisfaction: the case of South Korea

ABSTRACT

Obtaining a tertiary degree no longer guarantees entry to the best occupational positions in today’s labour market. Success is no longer about ‘more’ education, but about ‘better’ education for university graduates. This study aims to understand whether university prestige in Korea accounts for occupational outcomes in both monetary and non-monetary aspects, such as salaries and job satisfaction. The study particularly focuses on the way different levels of university prestige are affected by gender. The fourth wave data from the Korean Education and Employment Panel were used, providing information from the results of a panel survey of university graduates in terms of their social and academic background and job employment status. Results show that university prestige continues to matters in occupational outcomes in particular, for wage, but it is not significant for job satisfaction. The effect is more significant among male graduates than among female graduates.     

目前我国最低工资保障制度存在问题及改进建议——由“家乐福工资事件”引发的思考

透过＂家乐福工资事件＂,可以看出我国最低工资保障制度存在一系列问题,如：总体水平偏低;增长速度低于经济增长速度和全社会平均工资的增长速度;调整幅度不统一,缺乏规范依据;可执行性不强,执行范围过于强调＂月最低工资＂而不是＂小时最低工资＂;立法层次较低,强制性差等。针对上述问题,本文提出如下建议：积极稳妥地推进工资集体协商制度,充分发挥工会在建立和完善最低工资保障制度中的作用;建立最低工资标准的动态调整机制;提高最低工资保障制度的立法层次,完善立法、执法和法律监督系统;加强对劳动力市场的统一管理,从源头上解决最低工资制度保障问题。