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   bargaining 在 人才学与劳动科学 分类中 的翻译结果: 查询用时:0.186秒
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bargaining
相关语句
  谈判
    Research on the Subject of the Collective Bargaining
    集体谈判制度中的主体问题研究
短句来源
    A Study on Collective Bargaining Right
    集体谈判权研究
短句来源
    On Right of Collective Bargaining
    论集体谈判
短句来源
    Research on Wage System of Collective Bargaining
    集体谈判工资制度研究
短句来源
    Right of collective bargaining is admitted by law as one of the basic labor rights with the developing of collective labor relations.
    集体谈判权是伴随着集体劳动关系的发展而由法律所确立的劳动者的基本权利。
短句来源
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  “bargaining”译为未确定词的双语例句
    Ultimately against the imbalance of present labor relation and according to the conditions and environment required by the institutional balance and the order of choice, the dissertation advocates balancing the bargaining power and rights and interests of both employer and employee, reconstructing stable and harmonious labor relation, which is an indispensable part of the harmonious society.
    最后,针对目前我国劳动关系处于失衡的状态,根据制度供需均衡所需要的条件和环境以及制度选择次序,提出平衡现行劳动关系双方的力量和权益,重构建立稳定和谐的新型劳动关系的制度体系,并使之成为构建和谐社会基础性规范的重要组成部分。
短句来源
    Summarizing the distribution theory from Marx's labor-capital bargaining model, distribution theory of Marginal productivity, Second theorem of welfare economics and New Institutional Economics, the thesis will try to explain China earnings inequality in different crowds by Marx's labour-capital bargaining model.
    本文在回顾马克思“分工—分配”劳资关系模型的基础上,对新古典边际生产力分配理论、福利经济学及新制度经济学对个人收入分配问题的理解进行了深入的讨论。 结论表明,政治经济学和新古典经济学对分配问题理解的核心区别在于对劳动力不同假设:在政治经济学中,分工是劳动力的分工,决定了分配也必须以劳动力为基本单位;
短句来源
  相似匹配句对
    On Right of Collective Bargaining
    论集体谈判权
短句来源
    Research on the Subject of the Collective Bargaining
    集体谈判制度中的主体问题研究
短句来源
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  bargaining
Obwohl es inzwischen eine breite Palette an Fragestellungen gibt, auf die Bargaining-Modelle angewendet werden, lassen sich aufgrund der schlechten Datenlage immer noch wenig direkte überprüfungen dieser Theorie finden.
      
And on the other hand, working time as an object of policy is shifted from the level of company bargaining to the level of individual negotiations between employee and superior.
      
Trade unions usually achieve the internal legitimacy of their rank-and-file and effectiveness of the bargaining system as a whole through substantive improvements of the living and working conditions of their members.
      
The key question of this paper therefore focuses on how unions are able to equally maintain effectiveness and legitimacy of the collective bargaining institution.
      
In the paper, this question will be dealt with by the example of collective bargaining in an exposed branch of the Austrian industry.
      
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As the world first social accountability international standards applicable to third party certification, SA8000 has the features of and plays the functions of trade barriers. But we shall also note that the essence of SA8000 is humanistic concerns for labors. There are still comparatively big gaps between the requirements of SA8000 and many contents in existing labor standards in China, such as right to organize, right to collective bargaining and issues like forced labor and child labor. So China shall...

As the world first social accountability international standards applicable to third party certification, SA8000 has the features of and plays the functions of trade barriers. But we shall also note that the essence of SA8000 is humanistic concerns for labors. There are still comparatively big gaps between the requirements of SA8000 and many contents in existing labor standards in China, such as right to organize, right to collective bargaining and issues like forced labor and child labor. So China shall try to improve the related labor systems as soon as possible in accordance to the requirements of SA8000 so as to meet the requirements of economic globalization and to realize the goal of building a harmonious society.

SA8000作为全球第一个可用于第三方认证的社会责任国际标准,具有某些贸易壁垒的作用和特点,但更应该看到SA8000的实质是对劳工的人文关怀。而我国现行劳动标准中的诸多内容如自由结社权、集体谈判权、强迫劳动和童工问题等,与SA8000的要求存在较大的差距,因此,我国应当尽快按照SA8000的要求来完善相关的劳工制度, 以应对经济全球化的需要和实现社会和谐的目标。

With a non-cooperative bargaining model, this paper researches the forming mechanism of urban unemployment when state-owned enterprise (SOE) is prohibited from hiring rural labor and when it is not. Comparison between this two circumstances shows that once the artificial limits on rural labor's employment in city are loosened, wage will get down to the level as a competitive labor market, and the number of urban unemployment tend to decrease in a long term. Therefore, some cities' usual policies for urban...

With a non-cooperative bargaining model, this paper researches the forming mechanism of urban unemployment when state-owned enterprise (SOE) is prohibited from hiring rural labor and when it is not. Comparison between this two circumstances shows that once the artificial limits on rural labor's employment in city are loosened, wage will get down to the level as a competitive labor market, and the number of urban unemployment tend to decrease in a long term. Therefore, some cities' usual policies for urban labor market against rural labor lead to more urban unemployment rather than less. This paper also proves the unemployment characteristics of classical model in transitional China.

本文通过一个非合作议价模型,研究了禁止城市国有企业雇用农民工和允许其雇用农民工两种条件下城市职工下岗形成的机制。通过对比证明,一旦放开对于农民工就业的人为限制,工资将降到竞争性劳动市场的水平,在长期趋势下,会减少国企下岗的人数。通常一些城市采取的旨在保护城市劳动力免受外来农民工就业竞争的政策,反而导致了更多的城市下岗职工的存在。本文也证明了中国经济转型期失业的古典模型的性质。

The labor relations in the western market-economical countries has developed a longer period,and gradually form a relatively complete legal system of regulating labor disputes.Mainly legislated through labor standard,the right to solidarity,collective bargaining and industrial action to regulate both sides' behavior,and brings the conflict into legal system.Meanwhile,many countries has established a sound legal system as the bottom line of settling labor disputes.

西方市场经济国家劳资关系经历了一个较长发展时期,逐步形成一套比较完整的规制劳资冲突的法律制度。主要表现为通过劳动基准、团结权、集体谈判和产业行动立法,规制双方行为,将冲突纳入法制化轨道中。同时,建立完善的劳资争议处理法律制度,作为解决劳资冲突的底线。

 
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