| 1. | Internal labor market and chinese civil servants incentive
内部劳动市场与我国公务员激励 |
| 2. | The economic rationality and contractual features of internal labor market
内部劳动力市场的经济理性与契约特征 |
| 3. | Firm internal labor market theory and its reference to the reform of state - owned enterprises
企业内部劳动力市场理论对国有企业改革的借鉴意义 |
| 4. | The theory of internal labor market is one of the advances in west economics in recent 20 years
内部劳动力市场理论是近20年来西方经济学理论所获得的最新进展之一。 |
| 5. | In internal labor market , there is a mental contract without letter between employee and employer . if employee works hard , enterprise won " t fire employee , and vice verse
在内部劳动力市场上，雇佣双方存在着没有明文规定的心理契约，只要员工努力工作并具有敬业精神，企业一般会保证员工的就业与收入的稳定性，反之亦然。 |
| 6. | The search for the meaning of collective entrepreneurship ends with a proposed definition . four foundations , based on which collective entrepreneurship can be realized , are elaborated : individual leader , " running hot " , internal labor market , and mutual adjustment
第二，阐述了实现集体创新的四大基础：领导者的关键作用、 “持续热情”的工作方式、内部劳动力市场、员工的相互调整和相互适应。 |
| 7. | While most of the research work addressed the internal labor market ( ilm ) issues from the aspect of internal and social equity point of view , our current research is however aimed to present the ilm model from the angle of knowledge learning effects arise from the employees ' firm - specific and job - specific skills
摘要?同于从内部或是社会公平观点?探讨内部?动市场议题的研究，本研究专注于由员工的组织特定与职务特定之知?学习成效观点所建?的内部?动市场模型。 |
| 8. | The theory argues that labor isn " t fully assigned through the competiting market wages . in fact , labor assignment is mainly complete in the internal labor market . it is difficult for external labor market to explain the asymmetry between wages and the marginal revenue product of labor
该理论注意到劳动力并不完全是在外部劳动力市场上通过工资的竞争进行配置的，外部劳动力市场理论无法解释雇佣双方的工资与边际劳动产品价格的不对称现象，即雇佣双方在企业内部不是等价交换的。 |
| 9. | Enterprises can delay payment and designs the job ladder not only to stabilize the work team , but also to encourage employee to invest in human capi tal . the payment which employee obtains depends on not the short - term contribution , but the long - term contribution . this paper , based on the facture existence of internal labor market in a firm , reveals the characteristics of internal labor market , considers that internal labor market is the inevitable product under the fact that physical capital employs human capital
为了稳定员工队伍，鼓励员工的人力资本投资，确保雇佣双方人力资本投资的回报，企业向员工提供延期报酬和内部晋升的工作阶梯等激励措施，企业并不注重员工的某一时期的绩效水平，也不会逐一计量员工的业绩水平，而是注重员工的较长职业生涯阶段的贡献，企业所支付的报酬不是某一时期劳动生产率的反映。 |
| 10. | Internal labor market comes into being because of such factors as : ( 1 ) information is asymmetric , ( 2 ) labor contracts are imperfect , ( 3 ) some knowledge in firm is tacit , and ( 4 ) human capital is characterized by specialization . internal labor market can efficiently overcome the shortcoming of external labor market
内部劳动力市场形成是由于外部劳动力市场存在以下不足： ( 1 )外部劳动力市场上雇佣双方的信息不对称性， ( 2 )劳动合同的不完备性， ( 3 )企业知识的默会性，以及( 4 )人力资本的专用性。 |
