本文選題：雙邊匹配理論 + 應(yīng)屆大學(xué)畢業(yè)生��； 參考：《新疆大學(xué)》2017年碩士論文

【摘要】：雙邊匹配理論以市場資源優(yōu)化配置為研究目標(biāo),重點關(guān)注參與主體相互間發(fā)生匹配關(guān)系時如何兼顧效率與公平,實現(xiàn)最優(yōu)且穩(wěn)定配對。Gale和Shapley針對婚姻市場設(shè)計的遞延接受算法誕生雙邊匹配理論,Roth等學(xué)者隨后確定了研究框架,推動理論體系成型。自此雙邊匹配理論迅速被應(yīng)用于高等教育、大學(xué)生就業(yè)等多個領(lǐng)域,成為優(yōu)化人力資源配置的一項重要工具。自1999年大學(xué)擴招以來,新疆應(yīng)屆大學(xué)畢業(yè)生歷經(jīng)兩次規(guī)模激增,就業(yè)問題凸顯,很快為就業(yè)率等統(tǒng)計指標(biāo)所反映。長期以來新疆在師資力量、教學(xué)條件等方面較中東部地區(qū)欠缺,應(yīng)屆大學(xué)畢業(yè)生就業(yè)作為一項艱巨而龐大的系統(tǒng)工程更乃民生之本、長遠(yuǎn)大計,是新疆社會穩(wěn)定的重要任務(wù),因此有必要將雙邊匹配理論應(yīng)用于應(yīng)屆大學(xué)畢業(yè)生就業(yè)問題,通過考察匹配過程探尋背后機理,給予優(yōu)化完善,保障大學(xué)生就業(yè)順暢。本文以雙邊匹配理論、委托代理理論、工作搜尋理論和勞動力資源配置理論為指導(dǎo),對新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)匹配機理展開深入研究,共分五步進行:第一步,通過相關(guān)文獻了解掌握雙邊匹配發(fā)展歷程、應(yīng)用領(lǐng)域、匹配算法及主要模型;第二步,結(jié)合我國大學(xué)擴招背景,分析新疆應(yīng)屆大學(xué)畢業(yè)生規(guī)模變化、就業(yè)率變化、特征變化和外部支持情況;第三步,依照信息來源差異,劃分新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)方式為校外招聘和校內(nèi)招聘,重點考察二者各自對應(yīng)的偏好隨機匹配和偏好排序匹配算法,檢驗其是否滿足最優(yōu)性條件;第四步,進一步探討放開部分假設(shè)對匹配過程的影響,包括民族群體因素、招聘周期、三方協(xié)議和尋租行為四個方面,并分析國外部分中心化市場實踐在疆內(nèi)應(yīng)用的可行性;第五步,在前四步的研究基礎(chǔ)上,從職業(yè)規(guī)劃教育、信息傳播渠道、校內(nèi)招聘方式、鼓勵創(chuàng)新創(chuàng)業(yè)等多個方面就完善新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)匹配提出對策建議。本文研究結(jié)論認(rèn)為:(1)新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)市場非中心化;(2)校外招聘算法上僅滿足公平性,不滿足穩(wěn)定性和抗策略性,校內(nèi)招聘滿足公平性和穩(wěn)定性,不滿足抗策略性,二者均非最優(yōu)匹配機制;(3)因有學(xué)校作為第三方信息提供者,在新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)市場,校內(nèi)招聘優(yōu)于校外招聘;(4)新疆的民族畢業(yè)生群體就業(yè)質(zhì)量取決于個體能否達到市場平均水平,實現(xiàn)自身特殊條件向競爭優(yōu)勢的轉(zhuǎn)化;(5)三方協(xié)議和多輪招聘對就業(yè)匹配正負(fù)影響并存,但尋租行為只會破壞匹配過程;(6)新疆部分市場具有潛質(zhì),可循序漸進嘗試中心化改進。本文此次以雙邊匹配理論為視角考察新疆應(yīng)屆大學(xué)畢業(yè)生就業(yè)匹配機理,既是對應(yīng)屆大學(xué)生就業(yè)問題的一個新嘗試,也是作為雙邊匹配、就業(yè)匹配相關(guān)研究內(nèi)容的補充,進一步豐富雙邊匹配理論研究體系。
[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.
【學(xué)位授予單位】：新疆大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2017
【分類號】：G647.38

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