My Way or High Way? New relationship of employer/employee and their respective ways of survival

Early in the gestation stage of the new labor contract law, the intensive debates sparked by worries and doubts prevailed, and the event of Huawei Group forcing their employees to re-apply for their jobs made this controversy reach fever pitch. When it came into effect on 1st January, 2008, confusions still bothered people of all sides: someone were on thorns about the increased cost and found wry ways to digest it, and someone were scramble to their rights and looked for shortcut to get it, etc. in particular, textile industry featuring labor-intensive will increase 20% on average in terms of cost, so how to cushion the blow and reverse adversity become prominent, what’s more, we should emancipate our mind to create profits rather than make ourselves balky with losses. Brand-building, technology application as well as expanding business abroad where with relatively cheap cost, etc, all of which can be utilized. In fact, launch of new labor contract law coupled with other polices home and aboard and materials cost increment lift the threshold of Chinese textile industry and rendered a new shuffling, so that the conception of "survival of the fittest" becomes the last straw we should grasp……

Management Modes of Employment Relationship under a Changing and Reforming Circumstance in China： a Competitive Advantage Perspective

Since the 1990s, organizational environments in China have taken an unprecedented, unrelenting and largely unpredictable change, competitive advantage has increasingly depended on core employees, conventional and rigid employment modes have been confronted with a serious challenge. In contrast to pervious work in employment relationship, this paper explores how to achieve and maintain sustainable competitive advantage through differential management of employees in a business climate characterized by increasingly fierce competition and diverse human resources. On the assumption that human capital is idiosyncratic and according to a two dimensional matrix of strategic value and firm-specificity of human capital, the paper establishes a binary matrix model and develops a classification of four types of workers： firm-specific core employees, generic key employees, generic ancillary employees, and idiosyncratic allied employees. Each is viewed as playing a different strategic role in organization and should be developed and supported by different employment modes： commitment management based on skill, productivity management based on job, compliance management based on short-term contact, and collaboration management based on alliance, in order to facilitate employment relationship management in congruence with other HR practices and enterprise strategy for winning sustainable competitive advantage.

Evolution of Jobs-housing Spatial Relationship in Beijing Metropolitan Area:A Job Accessibility Perspective

With the urban expansion and economic restructuring, the jobs-housing relationship has become an important issue in studies on urban spatial structure. This paper employed a job accessibility model, which is an evaluation instrument to measure the jobs-housing relationship in Beijing Metropolitan Area from a job accessibility perspective. The results indicate that the population in the central city is declining, whereas the population in the suburbs is consistently growing and forming new population centers. However, the distribution pattern of employment is still highly centralized. Job accessibility varies in different locations, but the inner-city areas(within the Third Ring road) have seen improved job accessibility over time while job accessibility in the suburbs(especially outside the Fourth Ring road) has decreased, and this has led it to become a primary area of residential and employment mismatch. At the same time, the new towns in the outer suburbs have not yet demonstrated great potential to attract more jobs. In addition we find that, to some extent, urban planning changes the jobs-housing relationship, but a polycentric urban spatial structure is not yet evident. The floating population and related housing policy also affect the jobs-housing relationship. We propose some measures to resolve the spatial mismatch as well as some future research directions.

The Particularity of the Development of Labor Relationship in the 70-Year History of the People’s Republic of China

The past seven decades witnesses a stage marked by"ossification-consolidation-emptiness"as regards domestic labor relationship.It is highly probable that China is to be inaugurated by the stage of"falsification"in forthcoming days.A major cause is rooted in that labor relationship is the output of economic development that would request that labor relationship chime with it.The development course of labor relationship since the founding of PRC explicitly evinces that"flexibility"might be incurred in case labor relationship fails to align with economic development and with demands of marketing competitiveness.It might even propel main bodies of labor relationship to circumvent labor laws,as is verified by prevalence of large-scaled labor dispatching,and of"labor dispatching under the disguise of outsourcing".Lawmakers thus need to further ruminate over degree of tolerance on labor legislation.

Determination of Relationships and Al ocation of Responsibilities——Taking the Adjudication of Household Service Contract Disputes as an Example

The combination of the realistic demand of urban families to raise children and provide for the aged and the employment demand of rural migrant workers will inevitably lead to the continuous growth of the market demand for household care services.The determination of the tripartite legal relationship between household workers,household service agencies,and families(individuals)is an important issue for the normative development of the household service industry.In specific judicial practice,local courts perform differently in the determination of the relationship between“household workers and household service agencies.”The application of law in relevant cases also often swings between the civil law and the labor law.The Civil Code of the People’s Republic of China(hereinafter“the Civil Code”)does not retain the concept of“employment relationship”used in the original Interpretation of the Supreme People’s Court on Several Issues Concerning the Application of Law in the Trial of Personal Injury Compensation Cases.Then,what is the relationship between household workers,household service agencies,and families(individuals)after the Civil Code came into force?This article shows the judicial dilemma currently faced by the household workers in the protection of labor rights and interests through an empirical analysis of the victim liability disputes of household workers and puts forward countermeasures and suggestions for improving the occupational injury protection mechanism of household workers in China through a comparative study of the occupational injury risk sharing mechanism of household workers and an analysis of the local exploration of the occupational injury protection system of flexible employees in China.

新就业形态下城市零工从业者技能特征对其工作时间配置的影响

技能具体表现为技能多元化与技能层级化,工作时间配置包括工作绝对时长与工作相对时长两层涵义。基于城市零工从业者的调查数据,研究技能多元化、技能层级化对个人工作绝对时长、工作相对时长的影响效应及其机制。研究发现:技能多元化和层级化水平提高时,不仅直接与工作时间配置呈倒U型关系,并且通过影响工资收入与工作时间配置呈倒U型关系;工作份数在技能多元化和工作时间配置关联中具有显著的中介效应;雇佣关系的调节作用显著强化技能特征与工作时间配置之间的倒U型关系。应通过提高零工从业者的技能水平,建立超时劳动报酬体系,有效规制长时间工作,优化和健全雇佣关系调整机制,合理配置工作时间,以促进零工劳动者高质量就业。

算法介入下众包骑手劳动关系司法认定的实践检视、困境剖析与标准重释

平台用工模式相较于传统用工模式更加灵活开放、复杂多样。尽管传统的劳动关系认定标准仍有适用价值,但不能完全适用于新业态用工形态下的平台用工模式。审判实践中,众包骑手劳动关系认定出现了平台企业与众包骑手关系性质定性不明、适用法律机械、认定标准模糊以及归责对象单一等问题。破除当前困境的关键在于对劳动关系从属性司法认定方式进行重新解释,强化算法作为新要素在人身从属性和经济从属性判断中的作用,在审判实践中结合当事人提交的证据做实质考察。同时在坚持“劳动关系—民事关系”二分模式的基础上,从合同法和侵权责任法中寻找解决方法。

数字经济视域下网络主播带货行为的法律规制

数字经济的迅速发展使直播购物成为人们的主要购物方式。然而,一些主播行为偏差对直播行业发展产生了负面影响。因此,必须从主播行为入手,作出针对性的制度设计和司法保护。具体而言:针对网络时代下传统劳动从属性弱化使得主播劳动权益难以界定的问题,应当从司法上构建起新型从属性韦恩图,灵活认定主播用工关系;针对现有条款难以协调诸如主播隐瞒与商家的“实质性联系”等虚假宣传新类型,压实直播平台“看门人”责任,强化平台自治以完善平台商业生态系统;针对责任条款繁多使得主播身份缺乏统一界定标准,使用“直播模式—行为判定—责任确定”三步法,合理界定主播责任。通过以上对策规范主播行为,构建良性市场环境,为数字经济长足发展保驾护航。

社会关系对博士生多元就业的影响——基于2019年Nature全球调查数据的实证分析

在日趋严峻和多元化的就业形势下,博士生如何使用社会关系收集就业信息和形成就业决策尤其值得关注。基于2019年Nature全球博士生调查数据,运用二元Logit、多元Logit、OLS回归等方法,研究发现院校职业发展支持是博士生选择使用“强关系”或“弱关系”的主要影响因素;社会关系对博士生多元就业意向和就业信心的形成产生显著影响,社会关系的“同质/异质”属性比“强/弱”属性对就业的影响更大;中国博士生就业受家庭的影响更大,美国博士生就业受多种社会关系的综合影响。建议政府营造公平竞争环境,高校完善多元职业发展支持体系,博士生积极拓展社会网络。

共享用工劳动权益保护的法律争议、焦点与抉择

共享用工作为一种新兴的灵活用工模式,逐渐在各行业占据一席之地。然而,如何切实维护共享员工的劳动权益,是需要面对和解决的重要议题。学术界在这一问题上存在争议,争议的焦点主要集中在是选择“一重劳动关系”还是“二重劳动关系”作为构建共享用工劳动权益保护机制的基础。为妥善处理这一问题,需拓宽研究视野,探究劳动关系的历史演变,把握共享用工的时代特性,全面考察“一重劳动关系”向“二重劳动关系”转变的内在规律,进而结合共享用工中的实践难题,提出动态化、二重性的共享用工劳动权益保护的路径与模式。

高职院校礼仪教育与学生就业竞争力关系研究

目前,我国高职院校毕业生就业难,尤其是在疫情冲击下,更是雪上加霜。高职院校毕业生要在学业水平以外,努力提升自己的礼仪素养、品德修养,以求更好地就业。针对找工作难的问题,通过问卷调查和对面试结果的评价,发现高职学生们往往缺少一些诸如最基础的面试礼节以及对工作的了解,并且很多公司都不能认同现在的高职学生的行为举止。选择以社会企业的需要为切入点,对高职院校中的礼仪教育模式进行探讨,以现实需要为依据,设置礼仪课程,实现学生懂礼、知礼,形成良好道德行为的目标。期望通过礼仪学习,提升学生在工作中的竞争能力。

双创背景下职业生涯规划对大学生就业的影响

从自我认识、自我提升、职业探索及人际关系四个方面探究双创背景下职业生涯规划对大学生就业的影响。结果表明,学生能够充分了解自身的性格特点,深刻地认识自己、了解自己,将未来的职业发展趋势与自身的性格特点及所学专业知识相结合,提升职业认知水平。当学生了解到就业形势时,会对自身的情况进行判断,选择合适的方式增强自身在职场上的核心竞争力,以此获得更多的就业机会。经统计分析方法对比发现,大学生职业生涯规划得越早、越长远,就业质量越高,说明职业生涯规划便于大学生了解更多的就业市场信息,从而在就业市场中占据优势。当学生有了职业生涯发展规划时会利用身边的资源优势对职业进行了解和选择,及时弥补自身的不足,完善对未来的职业生涯规划,丰富未来的职业选择。职业生涯规划可以促进大学生提高自我认知、增加就业机会、提升就业质量、丰富就业选择,对大学生就业有显著的正向影响。

创业教育对大学生就业竞争力的影响分析

创业教育是新时代培养高素质人才的重要环节。在就业创业协同推进的大背景下,分析创业教育对大学生就业竞争力的影响具有重要意义。该文阐述了创业教育和大学生就业竞争力的内涵,从创业教育内涵发展阐明了创业教育对大学生就业竞争力产生影响的作业机制,探讨了当前创业教育和大学生就业竞争力提升的融合问题。最后,提出了通过创业教育提升大学生就业竞争力的主要实现路径,希望能为有效应对大学生就业难问题提供助力。

宋代雇佣奴婢考论

中国古代存在着奴婢群体,他们在现实社会中的地位、处境及其与主家的关系,在不同时代有不同的表现。在宋代,法律规定的奴婢同实际生活中的奴婢的身份有所不同,雇佣关系更加明显,宋代的雇佣奴婢主要来源于债务和人生买卖,这样的雇佣奴婢大体包括三类,即完全依靠以日计酬的雇佣维持生计、有自己的营生在闲暇之时从事雇佣劳动及在主人家内部生活。雇佣奴婢与主家之间虽有“主仆之分”,其社会地位有一定提高,但仍然处于社会底层。

基于网络文本挖掘的就业知识需求关系构建

为了帮助高等院校和大学生合理有效地利用网络上的就业信息资源,化解就业知识供需不对称问题,本文提出基于网络文本挖掘的"专业-岗位-知识点"的就业知识需求关系,并通过实验对其构建过程进行验证和分析。具体过程是通过对网络上与就业相关的文本进行挖掘,经过中文分词和语词标注,提取专业、岗位和知识点三者之间的关系,并形成"专业-岗位"、"岗位-知识点"的关系集合,最后以可视化的形式进行直观展现。本文通过实验证明"专业-岗位-知识点"的就业知识需求关系的构建具有较高的可行性,能在提高网络信息资源利用率的基础上,为高校和学生提供教学和学习参考,以应对市场的人才需求。

组织中的心理契约

拟对近年来西方组织行为和人力资源管理领域中兴起的组织中的心理契约问题研究 ,进行综述性的介绍 .内容有心理契约研究兴起的原因 ,心理契约的概念发展 。

大学生可就业能力与主客观就业绩效:线性与倒U型关系

文献中关于大学生可就业能力与就业绩效的关系存在争议,本研究认为需要根据不同的就业绩效和具体的调节变量来深入分析二者之间的关系。研究1,基于预备性研究,来自全国不同地区10所大学1190份问卷的因素分析结果表明,我国大学生可就业能力包括8个因素:职业认同、乐观开朗、人际关系、团队合作、学习能力、问题解决、社会支持、网络差异;问卷具有良好的信效度。研究2,采用他评、前后间隔2周的问卷调查方法,获得不同地区高校530份有效匹配问卷,层次回归分析结果表明,大学生可就业能力与主观就业绩效呈显著正相关的线性关系,但与录用通知书(客观就业绩效)呈显著的倒U型关系;职业探索在可就业能力与录用通知书的倒U型关系中起调节作用:在职业探索高水平下二者呈倒U型关系,而在职业探索低水平下二者没有显著关系;生源地在可就业能力与主观就业绩效、录用通知书的关系中起显著的调节作用:农村大学生可就业能力与主观就业绩效呈显著正相关,而城市大学生二者相关不显著;城市大学生可就业能力与录用通知书呈显著的倒U型关系,而农村大学生二者关系不显著。这为未来探究可就业能力的价值实现机制有重要启发。

企业劳动关系测评与景气指标体系的研究

企业劳动关系定量评估模型包括两个指标体系 :一是企业劳动关系测评指标体系 ,其包括 6个二级指标和 2 6个三级指标体系 ,可对企业劳动关系的现状作定量评估 ;二是企业劳动关系景气指标体系 ,其包括 5个指标 ,可对企业劳动关系的未来发展趋势作定量评估。

员工-组织关系研究述评与展望

基于人力资源管理视角,从雇主角度的雇佣关系研究,即员工-组织关系研究出发,全面总结了当前国内外关于员工-组织关系的相关研究成果,将员工-组织关系界定为雇主与雇员之间的正式与非正式的,经济的、文化的和心理上的联系。在此基础上,从维度与测量、影响因素、作用结果和作用机制等方面进行了系统梳理,总结出了员工-组织关系的研究框架。最后,从前因及中介机制探索、关注人文福祉和情境化研究等方面提出了员工-组织关系的未来研究方向。

有效就业理论与宏观经济增长悖论

1997年以后,中国出现了经济高速增长,就业压力不减,物价走低的宏观经济增长悖论。奥肯定律失效,宏观经济关系扭曲,产出对就业和物价的影响无法正常传递,是造成两个悖论的宏观原因。有效就业理论认为,企业储备了大量的无效就业人员,有效就业率低,因而奥肯定律失效。释放或充分使用无效就业人员,企业有效就业率的提高带来劳动生产率的上升,企业有了产出扩张的激励。这是两个悖论的微观成因。较低的有效就业率源自于已有就业制度安排下劳动力的企业内部储备。