新疆应届大学毕业生就业匹配机理问题研究

发布时间：2018-07-06 11:45

本文选题：双边匹配理论 + 应届大学毕业生　；参考：《新疆大学》2017年硕士论文

【摘要】：双边匹配理论以市场资源优化配置为研究目标,重点关注参与主体相互间发生匹配关系时如何兼顾效率与公平,实现最优且稳定配对。Gale和Shapley针对婚姻市场设计的递延接受算法诞生双边匹配理论,Roth等学者随后确定了研究框架,推动理论体系成型。自此双边匹配理论迅速被应用于高等教育、大学生就业等多个领域,成为优化人力资源配置的一项重要工具。自1999年大学扩招以来,新疆应届大学毕业生历经两次规模激增,就业问题凸显,很快为就业率等统计指标所反映。长期以来新疆在师资力量、教学条件等方面较中东部地区欠缺,应届大学毕业生就业作为一项艰巨而庞大的系统工程更乃民生之本、长远大计,是新疆社会稳定的重要任务,因此有必要将双边匹配理论应用于应届大学毕业生就业问题,通过考察匹配过程探寻背后机理,给予优化完善,保障大学生就业顺畅。本文以双边匹配理论、委托代理理论、工作搜寻理论和劳动力资源配置理论为指导,对新疆应届大学毕业生就业匹配机理展开深入研究,共分五步进行:第一步,通过相关文献了解掌握双边匹配发展历程、应用领域、匹配算法及主要模型;第二步,结合我国大学扩招背景,分析新疆应届大学毕业生规模变化、就业率变化、特征变化和外部支持情况;第三步,依照信息来源差异,划分新疆应届大学毕业生就业方式为校外招聘和校内招聘,重点考察二者各自对应的偏好随机匹配和偏好排序匹配算法,检验其是否满足最优性条件;第四步,进一步探讨放开部分假设对匹配过程的影响,包括民族群体因素、招聘周期、三方协议和寻租行为四个方面,并分析国外部分中心化市场实践在疆内应用的可行性;第五步,在前四步的研究基础上,从职业规划教育、信息传播渠道、校内招聘方式、鼓励创新创业等多个方面就完善新疆应届大学毕业生就业匹配提出对策建议。本文研究结论认为:(1)新疆应届大学毕业生就业市场非中心化;(2)校外招聘算法上仅满足公平性,不满足稳定性和抗策略性,校内招聘满足公平性和稳定性,不满足抗策略性,二者均非最优匹配机制;(3)因有学校作为第三方信息提供者,在新疆应届大学毕业生就业市场,校内招聘优于校外招聘;(4)新疆的民族毕业生群体就业质量取决于个体能否达到市场平均水平,实现自身特殊条件向竞争优势的转化;(5)三方协议和多轮招聘对就业匹配正负影响并存,但寻租行为只会破坏匹配过程;(6)新疆部分市场具有潜质,可循序渐进尝试中心化改进。本文此次以双边匹配理论为视角考察新疆应届大学毕业生就业匹配机理,既是对应届大学生就业问题的一个新尝试,也是作为双边匹配、就业匹配相关研究内容的补充,进一步丰富双边匹配理论研究体系。
[Abstract]:Two-sided matching theory aims at optimizing the allocation of market resources and focuses on how to balance efficiency and fairness when matching between participants. To achieve the optimal and stable pairing. Gale and Shapley's deferred acceptance algorithm designed for marriage market the bilateral matching theory Roth and other scholars then decided on the research framework to promote the formation of the theoretical system. Since then, bilateral matching theory has been applied to many fields such as higher education, employment of college students and so on, and has become an important tool to optimize the allocation of human resources. Since the expansion of university enrollment in 1999, the new university graduates in Xinjiang have experienced two surges in scale, and the employment problem has become prominent, which is reflected by the statistical indicators such as employment rate and so on. For a long time, Xinjiang has been short of teachers, teaching conditions and other aspects. As a difficult and huge system engineering, the employment of recent university graduates is also the foundation of people's livelihood. The long-term plan is an important task for social stability in Xinjiang. Therefore, it is necessary to apply the bilateral matching theory to the employment problem of college graduates. By investigating the matching process, we can find out the mechanism behind it, and optimize and perfect it to ensure the smooth employment of college students. Under the guidance of bilateral matching theory, principal-agent theory, job search theory and labor resource allocation theory, this paper carries out an in-depth study on the employment matching mechanism of fresh graduates in Xinjiang, which is divided into five steps: the first step, Through the relevant literature to understand the development of bilateral matching, application fields, matching algorithms and main models; the second step, combined with the background of college enrollment expansion in China, analysis of the changes in the size of new university graduates, employment rate changes in Xinjiang, The third step, according to the difference of information sources, divides the employment patterns of fresh university graduates in Xinjiang into off-campus recruitment and in-campus recruitment. Focus on the corresponding preference random matching and preference ranking matching algorithms to test whether they meet the optimal conditions; fourth step, further explore the open partial assumptions on the matching process, including ethnic group factors, Recruitment cycle, tripartite agreement and rent-seeking behavior, and analysis of the feasibility of the application of some centralized foreign market practices in Xinjiang. Fifth, on the basis of the first four steps of research, from the career planning education, information dissemination channels, This paper puts forward some suggestions on how to perfect the employment matching of the graduates in Xinjiang. The conclusions of this paper are as follows: (1) the employment market of new graduates in Xinjiang is not centralized; (2) the algorithm of off-campus recruitment only satisfies fairness, not stability and strategy, and campus recruitment meets fairness and stability, and does not satisfy anti-strategy. (3) because there are schools as the third party information provider, they are in the employment market of fresh university graduates in Xinjiang. (4) the employment quality of ethnic graduates in Xinjiang depends on whether the individual can reach the average level of the market. (5) Tripartite agreement and multi-round recruitment have both positive and negative effects on employment matching, but rent-seeking behavior will only destroy the matching process; (6) some markets in Xinjiang have the potential to gradually try to improve centralization. From the perspective of bilateral matching theory, this paper examines the employment matching mechanism of recent graduates in Xinjiang, which is not only a new attempt to solve the employment problems of recent college students, but also a supplement to the relevant research contents of bilateral matching and employment matching. Further enrich the bilateral matching theory research system.
【学位授予单位】：新疆大学
【学位级别】：硕士
【学位授予年份】：2017
【分类号】：G647.38

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