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人口与劳动经济学文摘.2017.No.1

作者: 张车伟
出版日期:2018-01-01
浏览次数:29次
简介: 本书是中国社会科学出版社学科文摘系列的新成员,由中国社会科学院人口与劳动经济研究所主办,该册为第三期。本书分为“人口学”和“劳动经济法”两部分,精选了2017年上半年涉及“生育”“死亡与健康”“人口流动与城市化”“劳动就业”“社会保障”“人力资本”等10个方面的56篇文章。本书以全球视野和学科交叉的多元视角对所选文章进行提炼,选取其核心精华部分展现给读者,是相关研究者的重要参考资料。
关键词: 人口学  文集  劳动经济学  

中国劳动经济学40年:1978—2018

出版日期:2018-01-01
浏览次数:4次
简介: 改革开放40年以来,中国的劳动经济取得了举世瞩目的成就,同时也催生出大量具有中国特色的劳动经济学研究成果。纵观过去40年的发展,中国劳动经济学的研究内容不仅完全涵盖了劳动经济学的传统领域,如劳动力需求、劳动力供给、劳动力市场规制等,还拓展到经济增长与就业增长的关系、就业结构与产业结构的协调、农村劳动力转移就业、贸易与就业、人口红利、刘易斯转折点、营养与健康等诸多新兴领域,并逐渐从微观走向宏观,逐渐走出一条贯穿微脚宏观经济分析的路子。本书以中国劳动经济发展的实践为主线,从就业与经济增长、劳动力转移、工资决定、工资差距、人力资本投资、劳动力市场运行等方面,综述改革开放40年以来学术界对这些领域的研究成果,描述相关研究的进展、创新及未来的研究方向。
关键词: 劳动经济学  文集  

基于决策过程的社会创业研究

出版日期:2018-01-01
浏览次数:0次
简介: 本书抓住非营利组织(NPO)缺失的背景,围绕核心问题“非营利组织与企业异质组织间网络如何影响非营利组织社会创业公信力”,借助于社会网络理论的分析框架,解释了NPO社会创业活动公信力的多部门组织互动形成机制;基于异质组织间合作和控制的观点,揭示了权力和利益作为中间变量影响NPO社会创业活动公信力的基本逻辑。在理论分析的基础之上,构建了多层次跨部门异质组织间网络通过控制行为影响非营利组织社会创业公信力的模型以及动态演化机制概念模型,并提出了相应的研究假设。通过理论探讨和实证分析,研究结论为我国NPO有效实施社会创业项目并提高公信力提供了必要的理论支撑和政策建议。
关键词: 创业  决策  

环渤海地区创业生态指数报告.2015:企业创新与创业成长

出版日期:2018-01-01
浏览次数:35次
简介: 本书是《京津冀创业生态指数报告(2013)》《北京市创业生态指数报告(2011)——创业生态学原理及其应用》的后续研究。在2015年的研究中,我们将创业生态研究的范围扩展到环渤海地区的五个省市,在此基础上对创业型企业的企业成长、外部环境、基础设施等要素进行了考察。本书还对创业型企业的创新活动进行了调研,将其作为研究的重要模块纳入全书中。本书对创业生态这一概念进行了较深入的探讨,研究成果也将惠及社会多个层面。
关键词: 环渤海经济圈  创业  研究报告  2015  

中国人力资源管理研究40年:1978—2018

作者: 周文霞
出版日期:2018-01-01
浏览次数:6次
简介: 本书是对中国改革开放40年人力资源管理领域学术研究的回顾与总结。采用文献分析的方法,以中国知网提供的中文文献数据库为文献来源,以历史和文化的双重视角梳理40年来中国人力资源管理研究状况。历史视角以年代为主线对人力资源管理领域各模块独特概念的研究进行描述,剖析这些概念和改革开放40年进程的联系;文化视角分析40年来中国人力资源管理在研究问题、研究方法上哪些是模仿西方的概念验证西方的理论,有没有原创的本土构念和理论模型。通过对现有文献的系统梳理,呈现了中国人力资源管理研究现状、存在问题及未来研究重点。本书是集体智慧的结晶,全书共十二章,每章涉及人力资源管理的一个模块,由该章节涉及的研究领域中有影响力的学者主笔。开篇概括了国内人力资源管理研究的兴起与发展,结语对国内人力资源管理研究进行了反思与展望,由此全书形成一个较为完整的体系,对系统了解40年人力资源管理的研究有重要的参考价值。
关键词: 人力资源管理  1978—2018  

中国产业结构转型过程中劳动市场性别差异之谜

作者: 任继球
出版日期:2018-01-01
浏览次数:13次
简介: 随着服务业的发展,世界很多国家和地区劳动市场上的性别差异正在不断缩小,然而中国劳动市场的性别差异在产业结构转型过程中并没有缩小,构成“中国产业结构转型过程中劳动市场性别差异之谜”。本书研究发现中国服务业发展滞后限制女性在劳动市场地位的改善,而在自改革开放以来的人口流动中,男性在家庭经济中的主导地位促使女性沦为“被动移民者”,限制了女性在迁移地的就业机会,扩大了劳动市场性别差异。

转型·创新·化解:劳资纠纷治理机制研究

作者: 程启军
出版日期:2018-01-01
浏览次数:20次
简介: On the background of social transformation and governance innovation in China,based on the full application of sociological theories and methodology,this book studies the construction of the most important social relation at present—the labor-capital relation,namely its structure and function,its relationship and activities,the disputes between the labor and the capital,the causes and current situation of the disputes as well as the approaches and mechanism to solve the labor-capital disputes and conflicts.In the end,it gives a general conclusion on the core outlet to the solution of current high incidence of labor-capital disputes in China.With the insights back into the construction history of the coordinative mechanism of labor-capital relation and disputes in western countries,it is easy to be observed that the periodic social background becomes the starting point for them to establish,improve and adjust labor-capital relationship.Similarly,China is experiencing the fast transformation from traditional agricultural society to modern industrial one.Several factors such as conflicts,tasks,characters and value orientation in the current and transitional society have become the impor tant contents which impose a decisive impact on the coordinative policies,means and mechanism on labor-capital relation and conflicts in China.Besides,the prevailing social governance innovation advocated by the government provides fresh participating forces,creates new chances,offers new thinking modes and new routes to action breakthrough,and brings new possibilities for the solution of labor-capital disputes and the rebuilding of their relation.Currently,un der the situation of undifferentiated labor supply and absolute dominance of capital in China,reasons for the labor-capital disputes mostly show up as contradic tions intensified after the capital invades the rights of the labor during the work,among which,the invasion of the salary,treatment and security rights of the labor becomes the most direct reason for the current labor-capital disputes.The generation,development and outbreak of labor-capital disputes in China closely relate to the factors such as the scale and structure of the enterprise,the constitution and relationship of the labor and capital.In most cases,in bigger enterprises with higher level of technology and skills,labor-capital disputes mostly represent as potential and invisible while in smaller enterprises with lower level of technology and skills they tend to be explicit and escalating.Different features of the capital and the labor,including the age,hometown,education level,experience,characters,social capital possessed will influence the actions taken by both sides during the disputes.The cooperative,in-fighting or confronting relations formed in daily interaction for both sides will lead to the coordinative,concessive,or obstructive orientation of labor-capital action correspondingly.Currently,we lack comprehensive cognition on the function of labor-capital disputes and conflicts.We always emphasize their negative influence and challenges on the social harmony,enterprise stability and economic development while neglecting the positive function and opportunities brought by them on the renewal of social self-regulation capability,the upgrading of economic industrial structure,the improvement of social and enterprise system construction.The above-mentioned thinking ability and mode have laid obstacles in different levels for the introduction of substantive policies and strategies on coordinating labor-capital disputes,which,as a result,increases the difficulty of resolving them.The different modes and means involved in labor disputes resolution are recognized by relevant authorities as falling into two types:official and unofficial.When a dispute occurs,the two parties involved,especially,the labor will choose,from the many modes and means available,the most appropriate strate gies to defend their own interests.The decisions are often made on the basis of a comprehensive calculation of the comparative powers of various factors such as the capital,the government,the labor and the relevant social mobilizing forces.In the case of individual action,the comparative strength between the labor and the capital will determine the labor's strategies.In the case of collective action,in this period of social transformation,the success and effects of collective action are directly affected by the government with its particular concept and practice of governance,its interference level and its governance efficiency and also by the social mobilizing forces led by mass media.The strategic moves and changes made by the labor and the capital tend to result from rational choosing,especially,rational economic gaming.In the process of labor-capital disputes,the capital will carefully consider the gains and losses involved in either compromising or confronting action before adopting its strategies;the government will determine its position and role and interference level by fully considering the gains and losses involved in either controlling or protecting action;the labor will act rationally to achieve maximum benefits for its own party;the social mobilizing forces will also act toward maximum gains for either the society as a whole or for their own groups as an individual entity.Generally,labor-capital disputes and conflicts resolution and its mechanism are extremely complicated.In this period of fast social transformation,our country should show proper understanding of the basic concepts,approaches,and fundamental measures needed to meet the challenge of highly frequent and increasingly intense labor disputes.Fully aware of the functions of labor disputes and conflicts,we propose that our proper attitude toward labor disputes should be one between ideal and practical,i.e.seeking maximum harmony while allowing mild disputes;fully aware of the dominating role the government plays in the political,the economic and the social life of this country,we propose that the most practical way to resolve labor-capital disputes is one led by the government through balancing the interests of all parties;we propose that the fundamental approach to labor disputes and conflicts should be an institutional one which has the advantage of being“an impersonal and disinterested force”and thus can effectively keep the government from being directly attacked in labor disputes.Key words:social transformation,social governance,labor-capital disputes,labor-capital conflicts
关键词: 劳资纠纷  处理  治理  

中国劳动关系学40年:1978—2018

作者: 吴清军
出版日期:2018-01-01
浏览次数:3次
简介: 《中国劳动关系学40年(1978-2018)》由国内一批劳动关系领域优秀的中青年学者编写而成。全书以中国劳动关系市场化和中国劳工政策的发展历程为背景,综述和提炼了中国劳动关系研究近40年的发展成果。劳动关系学作为一门新兴的交叉学科,其研究成果涉及多个研究领域,所以本书综述的研究成果涵盖了劳动关系学、劳动法学、工会研究、劳工研究、劳动经济学和管理学等多学科。《中国劳动关系学40年(1978-2018)》以时间发展为逻辑线索,梳理了改革开放40年来不同发展时期的研究成果。全书的内容聚焦到三大主题的研究成果,即劳动关系主体、劳动关系制度与微观企业劳动关系研究。在具体内容安排上,劳动关系主体研究综述了关于工会、雇主及政府三大主体的研究成果;劳动关系制度研究综述了集体协商与集体合同制度、劳动争议处理制度、集体行动与政府治理制度以及企业民主管理制度的研究成果;微观企业劳动关系研究综述了关于企业劳动关系管理、企业社会责任以及企业内部沟通与协调的研究成果。在各章具体的阐述中,作者们把劳动关系学科的初创、学科成立以及学科趋于成熟的逻辑脉络贯彻于全书的内容之中。
关键词: 劳动关系  1978-2018  
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