Current Issue : January - March Volume : 2020 Issue Number : 1 Articles : 5 Articles
There exist strong direct and indirect employment contributions in producer\nservices, which have become an important way to solve the employment problems\nin developed countries. In contrast, the overall employment ratio of\nproducer services is low in China. It is important and necessary to study the\ninfluencing factors of producer services employment in order to fully explore\nthe employment growth potential of producer services and promote the solution\nof current structural employment difficulties in China. This paper analyzes\nthe conditions, under which the development of producer services drive\nthe employment growth from the perspectives of demand and supply. The\ntheoretical model of the influencing factors of producer services employment\nis constructed and the empirical method is adopted to measure the influencing\neffects of these factors. It is helpful for policy makers to grasp the key of\nproducer services employment at the implementation level, so as to more actively\nand effectively defuse the negative impacts of economic recessions on the\nemployment and alleviate the current employment pressures in China....
This study sought mainly to examine the effect of Emotional intelligence (EI)\nand readiness for organizational change (RFC). Additionally, the study sought\nto explore the association between EI, RFC and demographic variables. The\ndata were collected from employees from a government authority in Jeddah\ncity, Saudi Arabia. The data were analyzed using Spearmanâ??s rho to find the\nrelation between EI and employeeâ??s RFC. Then, Simple Linear Regression was\napplied to find the effect of EI on the employeeâ??s RFC. In addition, association\nbetween RFC and demographic variables was determined by Chi-square.\nThe findings of this study confirmed the significant relationship between EI\nand employeesâ?? readiness to accept change. There was a statistically significant\nassociation between RFC and education level among participants. However,\nthere was no association between other demographic variables and RFC\nor EI. This study has some limitations that were presented at the end of the\nstudy....
The paper reviews the compliance status of the Federal, State and private\nsector pension systems in Nigeria after the reform in 2004 that changed the\nfunding strategy from pay-as-you-go to the contributory modality. It first\nspotlighted the grim factors of the old pension system that made reform inevitable.\nThe paper in the main argues that compliance with the provisions of\nthe law remains the only guarantee of workersâ?? retirement future. It further\npoints out the specific role labour leadership must play in this regard. The\npaper disclosed that the observed failure to implement the provisions of the\nlaw across the tiers, especially the federal and state government segments,\narose in part due to a conspiracy of factors, including, recession, legislative\nloopholes, supervisory negligence, and absence of sustained engagement of\nlabour leadership with employers across the tiers. The paper therefore concludes\nby recommending a more focused engagement strategy by labour leadership\nand a stricter penalty that makes default in making contributions less\nattractive....
With the development of company, human resource has been increasingly\nimportant for a company, some research shows that human resource has positive\ncorrelation with company performance. Human capital value is one of\nthe most important resource of a company. To satisfy requirements of the\ndevelopment of company and the expansion of business, paid dramatic attention\nhas been to human resource department. In this paper, the human resource\ndepartment of Tencent will be shown and analyzed. The HR three pillar\nmodel is practiced by Tencent and developed to new form. The development\nof human resource has been a significant requirement of Tencent to\nexpand business and an important strategy to promote competitiveness....
As the economy develops and peopleâ??s aspirations grow in China, Chinese\nwomen are more aware of gender inequality in the workplaces. Though the\nworking conditions have been greatly improved, Chinese women are still discriminated\nand underestimated in the labor market and many of them have\nto give up their rights and opportunities when they are facing the dilemma of\nwork and personal life. To enhance gender equity in the workplaces, this article\ndiscusses the factors leading to the unequal situation and focuses on the\nmeans of education to improve young peopleâ??s awareness of gender equality\nand their ability to deal with gender inequality in the workplaces. During the\nresearch, we designed a workshop on gender equality education and delivered\nit to fellow college students. In this article, the teaching plan of the workshop\nwill be explained in detail and the studentsâ?? feedback is recorded....
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