2011 2 2 421 18~ 45 logit 2002 2007 2009 3 2003 2004 4 76
1 2009 2 3 4 442 18~45 2 421 1. 1 4 60.571% 6 61.296% 2 2. 3 3 Cronbach 0.6 % 3 1.960 17.817 17.817 3 1.838 16.711 34.528 3 1.692 15.384 49.912 1 1.173 10.659 60.571 % 2 % 3 2.971 16.505 16.505 4 2.610 14.500 31.004 2 1.946 10.813 41.818 2 1.264 7.024 48.841 3 1.139 6.330 55.171 1 1.102 6.125 61.296 % 77
2011 2 3 Cronbach α 0.717 0.784 4 2387 98.6 1445 10 0.4 10 10 0.4 1 12 0.5 7 1 0.1 1 60 385 15.9 785 70 1244 51.4 592 80 789 32.6 78 2407 99.4 1462 2 0.1 0 7 0.3 3 4 0.2 2 454 18.8 40 448 18.5 136 Cronbach α 0.635 2 0.602 0.706 3 3 3 4 1096 45.3 98.4 418 17.3 0.7 0.1 1133 46.8 0.5 472 19.5 0.1 797 32.9 10 0.4 53.5 40.3 1072 44.3 5.3 1326 54.8 5 0.2 99.6 0.0 78 3.2 0.2 2337 96.2 0.1 1378 56.9 2.7 1043 43.1 9.2 20 60 70 80 70 51.4% 82.6% 70 80 1 60 4 4 696 47.4 594 40.5 1021 69.6 317 21.6 117 8 4 0.3 250 17 1204 82 1 0.1 18 1.2 1431 97.5 925 63 543 37 78
1. 1 5 1.70 1.64 1.88 p<0.05 2 1 94.8% 5 Pearson Chi- square=155.972 p=0.0001 % 0 1 2 3 4 4442 2.09 31.04 63.16 2.63 1.09 1.70 2412 2.29 34.91 59.93 2.20 0.67 1.64 1468 0.96 18.39 74.57 3.96 2.12 1.88 3 6 4 71.4% 79.2% 73.8% 68.6% 51.2% 6 % 28.5 36.6 7.7 14.3 11.8 24.8% 39.1 32.3 8.6 10.2 9.0 25.9 26.0 13.3 15.3 18.9 55.4 23.8 6.6 7.4 6.1 4.4 13.9 20.2 26.6 34.2 2.5 9.3 18.5 27.1 37.7 5.3 11.1 9.3 23.9 49.9 7.1 10.2 13.5 37.9 30.7 30 29.5 21.7 13.5 14.0 14.1 7.4 17.4 15.5 19.3 37.2 79
2011 2 2 54.4% 34.4% 7 M F P M =26.1%>P F =19.0% 1 1 2. 1 8 σ x 軃 38% 5.13% 64.1% 73.8% 63.4% σ x 軃 7 9 263 392 28.5 26.2 8.07 27.1 239 422 25.9 28.2 8.88 27.3 125 122 13.5 8.1 40.00 10.2 109 157 11.8 10.5 11.02 11.0 2 176 391 19.0 26.1 37.37 23.4 8 1 761 21.85% 36.79% 4442 5.77 55.57 3.80 34.85 41.36% 10 2412 5.65 53.10 2.99 38.26 1468 4.85 66.33 5.13 23.70 σ x 軃 9.22 12.06 27.19 23.60 Pearson Chi- square=102.788 p=0.0001 P M 2 F 1 =45.50% P F 2 M 1 =58.19% 58.19% 80
9 % σ x 軃 45.50% 6.9 17.1 11.4 26.1 38.0 62.32 8.1 17.1 10.7 28.1 35.3 58.30 5.3 11.1 9.3 23.9 49.9 91.25 11.5 23.7 9.9 29.3 25.5 43.68 8.7 19.8 12.4 41.5 17.6 63.91 9.7 20.2 13.0 37.8 19.3 54.34 3. 10 11 M 2 F 2 98% M 1 20~29 50% 20~24 60 579 356 6.03 58.19 35.78 25 F 1 303 32 331 46% 45.50 4.80 49.70 4. 363 611 687 12 12 21.85 36.79 41.36 11 % 20 20~24 25~29 30~34 35~39 4442 0.75 55.22 43.17 0.80 0.07 2412 0.62 52.87 45.75 0.71 0.04 1468 0.76 62.16 36.33 0.62 0.14 Pearson Chi- square=35.863 p=0.0001 2009 1 81
2011 2 12 13 logit n=2 282 B S.E. Wald df Sig. Exp B 12.886 3 0.005-0.317 0.150 4.492 1 0.034 0.728-0.593 0.179 11.022 1 0.001 0.553-0.146 0.185 0.623 1 0.430 0.864 6.715 2 0.035 70-0.147 0.160 0.844 1 0.358 0.863 80-0.387 0.182 4.549 1 0.033 0.679 9.487 3 0.023 1 ~3 0.230 0.155 2.195 1 0.138 1.259 3 ~5 0.587 0.201 8.561 1 0.003 1.799 5 0.132 0.223 0.347 1 0.556 1.141 % 774 13.9 32.8 1812 32.6 76.7 793 14.3 33.6 1563 28.2 66.2 402 7.2 17.0 76 1.4 3.2 132 2.4 5.6 5552 100.0 235.1 0.489 0.035 194.565 1 0.000 1.630-0.138 0.038 13.211 1 0.000 0.871 2.163 0.245 77.931 1 0.000 8.121 Cox & Snell R Square 12.4% 70.3% 60 1 logit logit 0 1 0 1 0 2 1 2 Forward LR 13 4 B 0 5% 0.728 0.553 5% B 0 82
5% 20 70 60 80 70 odds 0.679 80 70 B 0 5% 1 ~3 5 1 3 ~5 odds 1.799 B=0.489 2 B=- 0.135 logit logit 0 1 14 14 logit B S.E. Wald df Sig. Exp B 5-0.232 0.114 4.103 1 0.043 0.793 4.845 3 0.043 70-0.035 0.308 4.790 1 0.029 0.965 80-0.050 0.335 3.136 1 0.044 0.812 0.446 0.043 109.242 1 0.000 1.562 0.183 0.043 17.753 1 0.000 1.201 0.297 0.041 52.763 1 0.000 1.364-3.499 0.223 245.784 1 0.000 0.300 Cox & Snell R Square 13.1% 80.1% odds 0.793 N 2402 60 83
2011 2 0.793 20 70 60 0.965 80 0.812 logit 2004 2003 1. 2002 6 2. 2007 6 3. 2009 3 4. 2003 4 5. 2004 4 6. 2009 2 84
2011 2 The Impact of Employment Capacity and Employment Risk in the Receiving Areas of Migrant Labor Li Ping Chen Xinmin 57 With the perspective of receiving areas of migration, this paper chooses employment capacity and employment risk as key variables to construct labor flow model, and use 2001-2008 panel data of Guangdong province to conduct an empirical analysis. We find that the local employment capacity is attractive to migrant labors, while local employment risk reduces the local attractiveness. To realize labor flow balance and steady employment, balanced development of regional economy, opened public services and equal social security are necessary to reduce the risk of employment and alleviate unemployment cost. The Effects of Personality on College Graduates' Employment Hu Yongyuan Qiu Dan 66 This paper estimates the effects of personality characteristics on employment probability and initial wage of the college graduates using Logistic analysis and Heckman two- step methods. The results show that good personality characteristics of college graduates, whether a single variable or comprehensive indicator, have significant positive impacts on employment odds ratio and wage, while passive characteristics have negative effects on employment, which might be explained by the demands of employers. Meanwhile, the regression results suggest that positive personality characteristics of students could be molded on campus which means universities and colleges should provide healthy educational environment. Fertility Intentions of Fertile Women in One-child Families in Hubei Analysis of Survey Data from Ezhou HuangShi and XianTao Xu Yingmei Qu Lingyun 76 Based on the survey of 2 441 fertile women between age 18 and 45 in one- child families, the fertility intentions are analyzed, and either in the case of unrestricted condition or the fertility policy is adjusted. It is shown that the cost of living and bring- up play an important role when the fertile women give birth to the second baby. The factors which affect the fertility intentions of fertile women in one- child families are empirically analyzed by Logistic model, and we find such factors are the individuality, the family influence, the government policy and the ideology. Estimating the Relative Costs of Senior Citizens with Disability in China Xu Liping and Others 85 Disability will decrease the living standard of the senior citizens. If the cost is higher than the households' income, these families can not afford the extra needs of the elders with disability without the policy intervention. The purpose of this paper is to estimate the relative costs of senior citizens with disability in China using 2006 survey data. We conclude that, the characteristics such as household size, age, and living place will influence the relative cost of the older people with disability. Study on Construction of Social Security System and Public Service System of the handicapped Zhou Lingang 93 Based on a questionnaire survey in Shenzhen, Nanchang and Lanzhou, this paper analyzes the coverage level, satisfaction level, demand trend of social security and public service system pertaining to the handicapped. The result shows that in general social rights allocation to the handicapped still stays on a superficial level, and the supply level of the social security and public service system is still very low. Therefore, we suggest that on one hand, a multi- level social security system with the basis of minimum living guarantee should be constructed and improved, and on the other hand, a public service supply model should be established with the orientation of the government, participation of the society, and the operation of the market. Empirical Analysis on the Influence Factors of Introduced Talents' Turnover Intention of Colleges and Universities Taking a University in Harbin as an Example Yang Wei Yang Fangxia 102 By the 21st century, the brain drain in China's colleges and universities has become a commonly concerned social issue. By employing the multiple linear regression this paper analyses the status and factors of brain drain in one university in Harbin. The results reveal that the turnover intention of the introduced talents in this university is generally low, and the group holds a positive attitude. Other significant variables include gender, discipline, income, number of dependent children, and work duration. Organizational commitment is significantly negatively related to turnover intention, and it seems not to be mediated by demographic variables. Job satisfaction and job involvement can influece turnover intention indirectly through organizational commitment. 112