高职院校环境专业就业情况调查——以中国环境管理干部学院2014届毕业生为例

采用资料收集、实地调研、调查问卷等方法,对环境保护领域人才需求情况以及岗位知识技能的要求、环境专业毕业生的就业意向进行调查和分析。结果表明,企业对高职环保人才需求量较大,环保人员应具备的素质以分析问题能力和沟通能力为主;高职院校环境专业毕业生对目前环境保护行业就业形势认识清楚,对就业单位的环保人才素质需求分析正确,但求职过程中存在目标设定偏高等问题,因此,从课程设置、教学方法和就业指导方面提出措施。     

中国城乡劳动力就业中的互动机制研究

本文分析了我国城乡劳动力就业过程中相互作用及影响机制 ,阐释两种不同劳动力群体的“竞争—互补关系” ,区分了两类劳动力群体之间的特征差异 ,通过对他们之间相互作用机制的研究 ,全面展示了二者的竞争—互补关系 ,并进一步分析了当前制约劳动力充分流动的因素。在此基础上 ,提出今后增进城乡劳动力良性互动的政策思路     

关于我国城市和农村隐性失业问题的比较研究

作为一个社会性的问题,隐性失业一直受到广泛的关注,在我国的城市与农村社会中都存在着这一现象,而隐性失业存在的普遍性及其深刻的社会因素,使得治愈这一顽疾显得任重而道远.认识城市与农村社会普遍存在隐性失业问题的共同成因,有助于从全社会这个整体入手来制订解决方案;而分析城市与农村社会各自隐性失业得以存在的独特根源,将有利于更有针对性的对症下药.参7.     

Employee responses to employment‐relationship practices: The role of psychological empowerment and traditionality

In studying the effect of employment‐relationship practices on employees, research has largely ignored individual differences, both cross‐culturally and within cultures. In this study, the authors examine the moderating effect of middle managers' traditionality, a within‐culture value orientation regarding submission to authority and endorsement of hierarchical role relationships, on their responses to an organization's employee–organization relationship practices. Based on social learning and social exchange theories, the authors expect the more traditional middle managers to respond less positively in terms of their performance and commitment to high levels of expected contributions and the associated psychological empowerment but respond more positively to high levels of offered inducements. Using a sample of 535 middle managers from 40 companies in China, the authors find support for all hypotheses except the moderating effect of traditionality on the relationship between offered inducements and performance. Additional analysis reveals that less‐traditional managers responded to economic rewards (but not developmental rewards) with higher job performance. The paper concludes with a discussion of implications for research and the practice of employment relationships. Copyright © 2014 John Wiley & Sons, Ltd.     

Working Life of Women With Disabilities—A Review

The aim of this study was to present the situation of women with disabilities on the labour market. Women with disabilities suffer from social and professional discrimination. They are discriminated because of their gender and disability. The Q1 Labour Force Participation Study (2013) showed that, in Poland, labour force participation for men and women with disabilities was 29.4% and 14.7%, respectively, while the unemployment rate was 16.1% for men and 17.2% for women. Quarterly information on employment, unemployment and economic inactivity was gathered from a Labour Force Survey in the first quarter of 2013; data from the Ministry of Labour and Social Policy were also included. The participants of the survey were 15 years old or older; they were members of a sample household. The methodology was based on definitions recommended by the International Labour Office and Eurostat. It is important that women with disabilities are substantially less professionally active, while the unemployment rate for them is only slightly higher.     

社区管理与服务专业毕业生就业意向调查——以中国环境管理干部学院为例

了解和掌握毕业生的就业意向,对于更好地开展就业指导服务、促进大学生就业起到很重要的作用。从就业地区、就业单位、就业信息渠道等方面,对社区管理与服务专业毕业生的就业意向进行调查和分析,提出应该转变毕业生就业观念,对毕业生进行就业心理指导,学校应积极开拓东南沿海地区就业市场,提高就业指导和服务水平,加强专业建设等对策。     

非农就业与土地流转对农户耕地撂荒行为的影响——以闽赣湘山区为例

耕地撂荒是世界各国长期普遍存在的一种土地利用变化现象。基于闽赣湘山区640户农户调查数据,运用Tobit和IV-Tobit模型回归分析得出：农户家庭非农就业每提升10%,耕地撂荒占比会增加1.11%;小规模农户土地转入会提升其耕地撂荒规模,此时扩大经营规模对耕地撂荒的减缓作用甚微,而土地转出会降低非农就业对耕地撂荒的正向影响。此外,农户的劳动力、土地与农业机械等要素投入,以及灌溉条件和地块数等均稳健影响其耕地撂荒行为。农业机械化和土地流转是缓解山区耕地撂荒的重要举措,政府在推动经营规模扩大的同时,应着重提高地块规模,鼓励留村务农劳动力换工,并提升农机社会化服务水平,以及拓宽农户家庭多元化的收入机会。     

高职高专学生就业服务指导

高职高专教育是以就业为导向的教育,专业人才培养方案要与社会需求相一致。除了加强就业指导之外,还应采取多种手段对学生进行正确的就业观、择业观教育,全方位多渠道实现毕业生与人才市场沟通,引导毕业生顺利就业。     

关于中国农村剩余劳动力数量的估计

本文结合中国农业生产实际，运用农业技术需求法估算了相关年份第一产业劳动力投入量，在此基础上结合第5次人口普查和第一次农业普查资料，估算了中国农村劳动力二、三产业就业量及剩余劳动力数量，并据此提出了相关政策建议。     

浅论加强劳动合同管理对国企建立能进能出用人机制的作用

劳动合同制度是企业在市场经济条件下建立员工能进能出用人机制的本质体现。而在国有企业中，受长期计划经济的影响，存在着劳动合同制度流于形式，劳动合同内容及形式不完备，程序不规范，企业对劳动合同制度重视不够、员工进出没有制度保障的问题。加强劳动合同管理，能够规范人员进入企业的入口，打通企业的人员出口。