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.

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……

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。

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.

网络主播与经纪公司劳动关系认定的困境与出路——基于113份裁判文书的分析

在“互联网+”迅速发展的背景下,网络直播行业发展得如火如荼,但网络主播数量激增带来的是其劳动关系认定的相关法律问题。由于直播行业相较于传统行业更依赖于互联网,因此其用工形态与传统劳动模式也有较大差距,不仅表现在从属性、工作方式的变化,还表现在薪资支付方式的多样化等方面。虽然直播行业具有新的行业特征,但现有的“从属性”认定标准可以解决其劳动关系认定法律问题,无须构建新的判断标准。基于此,为适应行业新特征,应在原框架内对传统的劳动关系进行拓展,对于从属性的认定要从实质性和综合性进行判断,重点审查关键要素,对于双方签订的协议也要从实质把握是否具有合意。

数字时代的新工作形态对人力资源市场的影响

数字时代呈现出生产空间平台化、生产要素资本化、生产工具智能化等新特点,它们在推动生产方式变革的同时,也催生了一系列新的工作形态。以工作场景与要素变革为逻辑起点,分析梳理数字时代新的工作形态及对人力资源市场与流动管理的影响,主要包括以下特征:从类型看,主要形成了平台网约、“微创客”、远程办公、人机协作等新工作形态;从特点看,呈现出劳动者与组织之间的空间交互、人身依附及组织对劳动者的规则约束减弱,劳动过程管理动态化等新趋势;从影响看,工作形态的变化将对全社会的人力资源流动配置、企业内部的人力资源管理及劳动者个体的工作生态等形成一定挑战。对于劳动力市场而言,基于互联网的人力资源跨区域流动加剧;对于组织人力资源管理而言,企业文化建设、员工忠诚度管理以及内部组织架构等都面临新挑战;对于劳动者个人而言,多重职业带来多元身份有助于释放多元兴趣爱好,工作和生活的边界日渐消融。适应新工作形态的发展,未来迫切需要构建新的人力资源管理逻辑体系以及组织架构。

平台用工关系中经济从属性的内涵厘定及司法认定

数字经济革新劳动用工形式,传统经济从属性标准的解释功能弱化,已不足以支撑司法机关定性平台劳动关系,导致平台与劳动者之间劳动关系司法确认陷入困窘,平台用工劳动者权益保障面临司法救济之殇。虽然突破了传统从属性认定标准,然而平台生产过程中劳动力与生产资料相结合的劳动本质属性并未改变。由此宜立足马克思主义政治经济学视角,探究基本的劳动从属资本理论,通过数据信息、算法技术构建经济从属性新的时代内涵,使得经济从属性成为司法机关判断劳动关系存在与否的重要标尺,为保障平台弱势群体劳动权益,实现社会实质平等提供有益建议。

人工智能与高质量就业——基于耦合视角的分析

本文通过引入耦合概念,基于技术发展过程,从耦合关系判定、耦合过程阐释、耦合阶段划分等维度分析人工智能与高质量就业的关系。研究结果表明:人工智能与高质量就业不仅存在彼此影响、相互依赖的动态关联,还存在静态、单向视角下的技术破坏和创造效应,形成适应于高质量协同理念的新体系。具体地,本文重点考察人工智能与高质量就业的耦合效应,揭示链条耦合、闭环耦合、跨层耦合、远程耦合等耦合形式,分析系统性、协同性、开放性、演化性等耦合特征,并以耦合协调程度作为判断依据,划分两者的耦合协调发展阶段。

我国互联网平台多元劳动关系研究

互联网平台经济的发展,对平台的劳动关系治理提出了严峻挑战—如何界定平台与平台劳动者的关系?如何保护平台劳动者的合法权益?平台如何承担平台劳动者权益的保障责任?文章梳理了平台经济中实际存在的多种用工方式和多元劳动关系;系统分析了平台劳动者在社会保障权、组织保护权、职业健康权和公平报酬权等方面的缺失;讨论了如何保护平台劳动者的以上权益,以及平台对不同类型平台劳动者的合法权益应承担的相应责任。此外,文章以典型的平台公司为案例,证明了互联网平台广泛存在着的多种用工方式和多元劳动关系,且相当部分平台劳动者的权益难以得到保障。最后,文章提出了对我国互联网平台多元劳动关系的分类治理思路和对相关劳动法律法规的修订建议。

劳动者个人信息保护制度研究

随着个人信息保护立法的完善,劳动者个人信息保护制度开始受到更多关注。囿于管理和被管理关系的存在,个人信息保护的相关理念不能完全照搬到劳动者个人信息保护之上。在立法层面,当前对于劳动者个人信息保护的法律体系缺乏系统性,法律解释较为含糊;在司法层面,普通劳动者在诉讼中举证难度过大,难以获取赔偿,存在维权主体单一等问题。未来在劳动者个人信息保护的完善上,可以通过区分不同阶段对用人单位的行为提出不同的义务要求,从而更好地保障劳动者的正当数据权益。