設萬維讀者為首頁 廣告服務 技術服務 聯繫我們 關於萬維
簡體 繁體 手機版
分類廣告
版主:紅樹林
萬維讀者網 > 五 味 齋 > 帖子
報應?中國職場女性40%不願意生育孩子
送交者: Pascal 2017年05月23日15:34:56 於 [五 味 齋] 發送悄悄話

         報應? 中國職場女性40.1%不願意生育孩子


誰的報應呢?  1. 高房價的報應?


一想到房市,我就陷入到一種渾身癱軟的狀態,根本沒有心思想房事。

這句夠俗卻也夠到位的自我調侃在網上傳為經典,因為它激發了無數人的共鳴和心悸。

房價淘空了太多人的精力和財富,還透支着一個國家的經濟增長潛力。不管買不買房子,高企的房價都在影響着你。是的,在方方面面,以各種不同的方式,甚至在不知不覺中,影響每一個人。

現在情況有所不同,已經不是所有地方都在漲。一線城市和優質二線城市還在漲,三四線城市卻已失去上漲動力。不漲有不漲的壞處,在似乎看到房價“消停”曙光的同時,人們又擔心房價會不會崩盤——當然“崩盤”警報從來就沒有摘除過。三四線城市已是如此,一二線城市又會撐多久?

房價是漲也憂,跌也憂,然則何時不憂耶?

萬眾躊躇之際,任志強適時挺身而出,再發豪言:房價必漲,有錢就買!

任志強因為此前對房價走勢精準的判斷,在許多人心目中已是“神一般的存在”。據說不少人因為聽他的話買買買,已經發了大財。更多的人是對他又愛又恨,恨的是上一次、再上一次為什麼沒有聽他的話買房?

怕呀!總擔心自己接到擊鼓傳花的最後一棒。這一次,聽呢,還是不聽呢?

關於房價,我知道需要關注哪些重要的事情。比如下面這幾件:

1.北京,郊區大興。

大興就在北京南邊挨着,離城區不遠。雖然是郊區,這裡的房價着實不低。據信將於本月入市的綠地海珀雲翡項目,預售價已經到了令人瞠目結舌的7.33-7.81萬元/平方米,最高價甚至達到8.03萬元/平方米。

我就是瞠目者之一。我沒有看過這個項目,原本不應該發言,但是地產最有價值的,難道不是位置、位置、位置嗎?郊區的樓盤要如何超越想象力地奢華,才有如此高的價格呢?

人們在問:大興8萬,北京城區不得直奔30萬了?!

分析人士精彩點評:這個項目拿地成本就比較高,定價7萬元也僅是

保本,定到8萬元其實利潤並不高。

去年2月23日,綠地以總價39億元、配建15000平方米自住房的代價從眾多競爭對手中斬獲該地塊,實際樓面價高達4.7萬元每平方米。這一樓面價創造了大興區域住宅用地價格的新高。

這個故事並沒有完。該項目只是拿到了這個價格的預售權證,懸念是,這麼高的價格,市場買不買賬?我認為,這個項目可以看作檢驗今年地產市場的試金石。

2. 北京,郊區通州,北京城市副中心。

由萬科開發的台湖“城市之光”項目住宅樓獲批預售證,預售價格同樣令人咋舌:平均7.8萬/平方米,最高單價10萬/平方米!這還只是該區價格第二高的樓盤。

對此也有精彩點評:在大興的預售證都能到8萬元/平米的今天,通州作為城市副中心,北京市政府規劃所在地,出一個7.8萬/平米的預售還算挺正常的。

http://blog.sina.com.cn/s/blog_5ae91ebb0102wwex.html


綜上所述,高居不下的住房價格是表象,根本原因是:


北京2017房價走勢最新消息:   北京房價70%是土地成本和稅費!!

http://finance.xiejing.com/china/eoD5CE.html


誰收繳上來原始的、一手土地售賣、多種相關稅費的款項?不會是文

貴、任志強、潘石屹、張欣、王健林吧? 而是類似黨和國家高級領

人 —— 國土資源部以及國家住房和城鄉建設部黃艷兒黃副部長同

吧?!


                      黃艷兒黃副部長、裴志揚廳長、王天興副市長了解凱旋城項目


2. 富含三聚氰胺十全大補營養成分三鹿奶粉的報應? 不要讓孩子輸

在起跑線上的中英雙語幼兒園、國際學校高昂費用的報應?無數興趣

補習進修班費用的報應?所有與兒童學習教育醫療相關行業,拼死利

潤最大化的報應?


Incidentally,  智聯招聘是一家在紐約證券交易所掛牌交易的上市公

司,ZPIN,  2017年5月23日星期二收盤 18.03 美元


智聯招聘:中國職場女性生育意願低


              關注度:63  發布時間: 2017-05-18   來源:HRoot 分享 

http://news.hrmarket.net/newsDetail_eGk9lpcv_3Pk9lqo0Iuk9lp8i3Pk93P8jp0k95GB3IuK2lpo03P1flq1f.hr?%E6%99%BA%E8%81%94-Zhaopincom-%E6%99%BA%E8%81%94%E6%8B%9B%E8%81%98%E4%B8%AD%E5%9B%BD%E8%81%8C%E5%9C%BA%E5%A5%B3%E6%80%A7%E7%94%9F%E8%82%B2%E6%84%8F%E6%84%BF%E4%BD%8E


(2017年5月18日,/HRoot.com/)根據中國招聘網站智聯招聘的數據,中國的職場女性越來越不願意生育。


該數據發現,中國職場女性由於工作壓力和消費上漲而不願意生孩子。今年有超過40,200人參加了這項調查。


對於尚未生育的職場女性而言,40.1%的人表示不願意

生孩子,幾乎是去年數據20.48%的2倍。對於已經生育

一胎的職場女性而言,62.7%的人表示不想生育二胎。


職場女性不願意生孩子的首要原因是“沒有足夠的時間和精力”(41.9%),其次是“養育孩子太貴”(36.9%),以及“對職業發展的擔憂”(35.2%)。


同時,職場中63.4%的女性認為生育會對她們的職業發展產生很大的影響,而只有48.6%的男性認為她們會如此。數據顯示,32.5%的女性表示生育後其工資降低了,而2016年該數據為24.2%。與此同時,36.1%的職場女性發現生育後其職位降低了,而2016年該數據為26.6%。


對於職場女性來說,她們對生育的最大擔憂是分娩後重返工作崗位很困難(52.5%),以及職位被其他人取代(48.9%)。


大多數(67.9%)的職場媽媽不會考慮成為全職媽媽。其原因包括與社會隔離帶來的心理失衡(79%)、生活的壓力(65.4%)和對家庭關係的負面影響(58.6%)。

Zhaopin Report Found China's Working Women Less Keen on Childbearing


      NEWS PROVIDED BY Zhaopin Limited      11 May, 2017, 02:00 ET



BEIJINGMay 11, 2017 /PRNewswire/ -- Zhaopin Limited (NYSE: ZPIN) ("Zhaopin" or the "Company"), a leading career platform[1] in China focused on connecting users with relevant job opportunities throughout their career lifecycle, today released its 2017 report on the current situation of working mothers in China. The report found that women in the workplace were less keen to have children because of work pressure and rising expenses.

Zhaopin conducted its 2017 survey of working mothers to understand their childbearing intentions, the impact of childbearing on career development, and benefits and provisions for raising babies. More than 40,200 people participated in this survey this year.

Highlights of Zhaopin's 2017 report on working mothers:

  • For working women with no children, 40.1% were reluctant to have children, almost double the 20.48% figure for last year. For women who already have one child, 62.7% didn't want to have a second child.

  • The top reasons for reluctance to have children were "not enough time and energy" (41.9%), "too expensive to raise children" (36.9%), and "concerns over career development" (35.2%).

  • About 63.4% of women in the workplace believed that childbearing would have a large impact on their career development, compared with only 48.6% of men who believed so.

  • Before childbearing, women in the workplace were more concerned about salary (76.5%), work environment (46.4%), and distance from work (45.9%) when selecting employers. After childbearing, working mothers gave priority to distance from work (81.0%), salary (68.7%), and work pressure (49.7%).

  • After returning to work, the needs of working mothers included flexible working hours (70.5%), family first after work hours (62.1%), and higher salaries (41.1%).

  • About 32.5% of women saw that their salaries decline after childbearing in 2017, compared with 24.2% for 2016. Meanwhile, 36.1% of women found that their positions were lowered after childbearing in 2017, up from 26.6% in 2016.

  • About 66.0% of working mothers felt depressed after childbearing. 65.3% believed that returning to work would relieve the depression, while 13.8% said that going back to work actually deepened their depression.

  • For women in the workplace, their biggest concerns about childbearing were difficulty in returning to work after childbearing (52.5%), and being replaced by others (48.9%).

  • The majority of working mothers (67.9%) in China would not consider becoming stay-at-home moms. Key reasons included psychological imbalance by isolation from society (79.0%), pressure from life (65.4%), and negative impact on relationships (58.6%).

Low willingness for childbearing

In the Zhaopin survey this year, nearly 50% of female participants had no children, 43.3% had one child and 7% had two or more children.

Childbearing status of women in the workplace

No child

49.7%

One child

43.3%

Two or more children

7.0%

Among women with no children, 40.1% were reluctant to have children at the moment, almost double the 20.48% figure for last year.

Childbearing intention of women without children

Reluctant to have a child at the moment

40.1%

Willing to have children

59.9%

The top reasons for reluctance to have children were "not enough time and energy" (41.9%), "too expensive to raise children" (36.9%), and "concerns over career development" (35.2%).


Reasons for reluctance to have children

Not enough time and energy

41.9%

Too expensive to raise children

36.9%

Concerns over career development

35.2%

Worrying about pains in pregnancy and childbirth

25.9%

Still renting apartment and cannot afford to buy one

24.8%

No confidence in marriage

21.5%

Cannot afford to buy a new apartment (bigger or with school quota)

10.4%

Among women who already have one child, 62.7% didn't want to have a second child, while 22.5% intended to have a second baby.

Intention for second child among women with one child

No intention for second child

62.7%

Want to have second child

22.5%

Have not thought about second child

14.8%

Impact of childbearing on career development

About 63.4% of women in the workplace believe that childbearing would have a large impact on their career development, compared with only 48.6% of men who believed so.

Impact of childbearing on career development


Women

Men

Big impact

63.4%

48.6%

Moderate impact

30.8%

41.9%

No impact

5.8%

9.4%

For women in different age groups, those born in the 1980s saw the most impact on their career development from childbearing, followed by women born in the 1990s.

Impact of childbearing on career development to women

 in different age groups


Big impact

Moderate impact

No impact

Born after 1995

50.9%

41.1%

8.0%

Born in 1990s

56.5%

37.3%

6.2%

Born in 1980s

64.0%

30.0%

6.0%

Born in 1970s

52.7%

35.7%

11.6%

Born in 1960s

36.8%

38.4%

24.8%

Zhaopin's survey found that 32.5% of women saw their salaries decline after childbearing in 2017, compared with 24.2% for 2016.

Salary changes for women after childbearing


2017

2016

Salary increased

6.7%

4.3%

Salary declined

32.5%

24.2%

No change

60.8%

71.5%

About 36.1% of women found that their positions were lowered after childbearing in 2017, up from 26.6% in 2016.

Position changes for women after childbearing


2017

2016

Promoted to higher positions

5.9%

4.3%

Positions lowered

36.1%

26.6%

No change

58.0%

69.1%

For women in the workplace, their biggest concerns about childbearing were difficulty in returning to work after childbearing (52.5%), positions replaced by others (48.9%) and lowered personal value (46.6%).

Major concerns for women during childbearing

Difficulty in returning to work after childbearing

52.5%

Positions replaced by others

48.9%

Lowered personal value

46.6%

Difficulty in promotions and salary raises

41.1%

Others

10.1%

After returning to work, the needs of working mothers included flexible working hours (70.5%), family first after work hours (62.1%), and higher salaries (41.1%).

Needs of working mothers after childbearing

Flexible working hours

70.5%

Family first after work hours

62.1%

Higher salaries

41.1%

Do the work they enjoy

40.2%

Less work pressure

35.9%

Higher positions

13.9%

Working mothers were more occupied with children and family, which would hold back their career development, the Zhaopin survey found. Working mothers were primarily worried about children's education (68.0%), children's health (64.8%) and pressure from daily expenses (51.0%).

Factors affecting working mothers' career development

Children's education

68.0%

children's health

64.8%

Pressure from daily expenses

51.0%

Emotion problems from family lives

50.7%

Household chores

46.2%

Others

5.2%

Before childbearing, women in the workplace were more concerned about salary (76.5%), work environment (46.4%), and distance from work (45.9%) when selecting employers. After childbearing, working mothers gave priority to distance from work (81.0%), salary (68.7%), and work pressure (49.7%).

Factors in selecting employers before and after childbearing


Before

After

Salary

76.5%

68.7%

Work environment

46.4%

31.4%

Distance from work

45.9%

81.0%

Position

33.2%

16.8%

Work pressure

26.1%

49.7%

Industry

23.2%

12.4%

Style of the boss

19.0%

15.1%

Others

1.5%

1.4%

After returning to work, 46.3% of working mothers already changed jobs, and 38.9% had the intention to change jobs without action yet.

Job hopping intention after childbearing

Already changed jobs

46.3%

Wanted to change jobs, but no actions yet

38.9%

No intention to change jobs

14.8%

For career decisions after childbearing, 77.1% of working mothers would change jobs because work was too far away from home, and 38.6% would refuse challenging jobs for family reasons.

Career decisions after childbearing

Changing jobs as work too far away from home

77.1%

Refusing challenging work due to family reasons

38.6%

Engaging in work related to children

20.1%

Others

12.4%

Support for working mothers

Zhaopin's survey found that 66.0% of working mothers felt depressed after childbearing.

Depression after childbearing

Yes

66.0%

No

22.4%

Not sure

11.6%

About 65.3% of working mothers believed that returning to work would relieve the depression, while 13.8% said that going back to work actually deepened their depression.

Effect of returning to work on depression

Help relieve depression

65.3%

No help

7.7%

Deepen depression

13.8%

Not sure

13.2%

The benefits for nursing mothers in the workplace in China included one-hour off for breastfeeding each day, no termination of employment contract, no business trips and no over time. More men (41.9%) than women (28.3%) believed that their employers did not provide any benefits for nursing mothers because men often ignored or paid little attention to such benefits offered to nursing mothers.

Benefits for nursing mothers


Women

Men

One-hour off for breastfeeding each day

45.0%

34.3%

No termination for employment contract

33.0%

39.2%

No business trips

29.5%

20.2%

No over time

29.2%

45.6%

No night shift

24.9%

38.3%

Provide breastfeeding rooms

10.4%

14.5%

Extra subsidies

6.4%

17.8%

No benefits at all

28.3%

41.9%

As to suggestions for maternity leave, 48.6% of women in the workplace suggested extending the leave. 44.7% of women and 53.8% of men wanted to share maternity leave between parents, allowing fathers to take such leave. The survey found that men were more willing to take the responsibility to care for children and family.

Suggestions on maternity leave


Women

Men

Extend maternity leave

48.6%

36.6%

Sharing maternity leave between parents 
so fathers can take leave

44.7%

53.8%

No need for improvement

5.0%

6.0%

Shorten maternity leave

1.7%

3.6%

Zhaopin found that the majority of working mothers (67.9%) in China would not consider becoming stay-at-home moms.

Attitude towards stay-at-home moms

Would not consider

67.9%

Would consider

21.7%

Indifferent

10.4%

Key reasons that prevented working mothers from becoming stay-at-home moms included psychological imbalance by isolation from society (79.0%), pressure from life (65.4%), and negative impact on relationship (58.6%).

Reasons for not becoming stay-at-home moms

Psychological imbalance by isolation from society

79.0%

Pressure from life

65.4%

Negative impact on relationship

58.6%

Pursuit of career and dream

50.5%

No need for stay-at-home as children going to school

14.1%

Others

2.8%

About 60.2% of working mothers believed it was difficult to return to work, but they could manage to overcome the difficulty. Meanwhile, 27.3% believed it was difficult to go back to work and they would feel it hard to adjust.

Difficulty in returning to work for working mothers

Difficult, but can overcome

60.2%

Difficult, and hard to adjust

27.3%

Not difficult and easy to adjust

12.5%

About Zhaopin Limited

Zhaopin is a leading career platform in China, focusing on connecting users with relevant job opportunities throughout their career lifecycle. The Company's zhaopin.com website is the most popular career platform in China as measured by average daily unique visitors in each of the 12 months ended December 31, 2016, number of registered users as of December 31, 2016 and number of unique customers[2] for the three months ended December 31, 2016. The Company's over 129.5 million registered users include diverse and educated job seekers who are at various stages of their careers and are in demand by employers as a result of the general shortage of skilled and educated workers in China. In the fiscal year ended June 30, 2016, approximately 36.9 million job postings[3] were placed on Zhaopin's platform by 509,813 unique customers including multinational corporations, small and medium-sized enterprises and state-owned entities. The quality and quantity of Zhaopin's users and the resumes in the Company's database attract an increasing number of customers. This in turn leads to more users turning to Zhaopin as their primary recruitment and career- related services provider, creating strong network effects and significant entry barriers for potential competitors. For more information, please visit http://www.zhaopin.com.

Safe Harbor Statements

This press release contains forward-looking statements made under the "safe harbor" provisions of Section 21E of the Securities Exchange Act of 1934, as amended, and the U.S. Private Securities Litigation Reform Act of 1995.  These forward-looking statements can be identified by terminology such as "will," "expects," "anticipates," "future," "intends," "plans," "believes," "estimates," "confident" and similar statements. Zhaopin may also make written or oral forward-looking statements in its reports filed with or furnished to the U.S. Securities and Exchange Commission, in its annual report to shareholders, in press releases and other written materials and in oral statements made by its officers, directors or employees to third parties. Any statements that are not historical facts, including statements about Zhaopin's beliefs and expectations, are forward-looking statements that involve factors, risks and uncertainties that could cause actual results to differ materially from those in the forward-looking statements. Such factors and risks include, but not limited to the following: Zhaopin's goals and strategies; its future business development, financial condition and results of operations; its ability to retain and grow its user and customer base for its online career platform; the growth of, and trends in, the markets for its services in China; the demand for and market acceptance of its brand and services; competition in its industry in China; its ability to maintain the network infrastructure necessary to operate its website and mobile applications; relevant government policies and regulations relating to the corporate structure, business and industry; and its ability to protect its users' information and adequately address privacy concerns. Further information regarding these and other risks, uncertainties or factors is included in the Company's filings with the U.S. Securities and Exchange Commission. All information provided in this press release is current as of the date of the press release, and Zhaopin does not undertake any obligation to update such information, except as required under applicable law.

智聯招聘?你聽說過嗎?算個TNND什麼玩意兒? 什麼“尚未生育的中國職場女性而言,40.1%的人表示不願意生孩子”的狗屁調查報告!  

一旦這份孤證不成立的報告,廣泛傳播開來,很快、很快就會有另外多份中國國家級別權威機構呈上的詳盡調研統計稱,不願意生育孩子的職場女性,僅僅為區區 3、4、5%。其宣傳聲勢力度之大,迅疾將上述報告的聲音淹死了算!

怎麼會是這樣呢? 因為,17年前的2000年時,中國人口普查數據顯示中國生育率是1.23,與全世界最低水平相差不太多。中國與全球化智庫(CCG)高級研究員黃文政表示,政府官方不相信這個數據,不想讓這個數據傳播開來、盡人皆知。最後,相關部門硬是把數據調整到1.8,往上調整了將近50%。而這個數據一直延續了大概10年,所以,官方生育率從2000年到2010年,一直是1.8,從來、從來沒有動過 !!!!!!

http://m.kdnet.net/share-12258841.html?sform=club

   幾十年過後,人類再也生不出孩子:  

     Children of Men (Near the End)

外媒:這是地球10億年後的模樣

                              2017-05-22 16:27 


如果你曾好奇,10億年 大陸球會變怎樣,那這部令人印象深刻的新影片會告訴你答案。

這部驚人的影片替你簡化了艱難的想像,但在未來等着我們的改變很難置信。

YouTube頻道現實生活王(RealLifeLore)發表了這部影片,揭示他們對地球的預測,內容令人不安,也很驚人。

這部短片從未來1萬年開始,顯示人類將遇上巨大的科技危機。

影片解釋:

將西元紀年轉為四位數十進制的軟體,從西元1萬年開始,將無法再轉換日期碼。

它將會是真正的1萬年問題(Y10K)。

在地球生命周期的此時,人們天生的外表,例如皮膚和頭髮顏色,將會散布到全球,不只特定分布在一個地區。

快轉到2萬年,全球的語言將變得完全不同,它們互相結合,我們現在用的詞彙已很少出現。

在此時期,地球將會進入另一個冰河時期,造成尼加拉瀑布、加拿大地盾的湖消失。

跳轉到10萬年,我們現在所看到的星座群將會變得截然不同。

在25萬年,世界的景色開始改變,人類會看到Lo-ihi海底火山從海中升起。

將時間乘以兩倍,一切開始變得可怕了,因為專家預測地球將會被巨大的小行星擊中,不過人類的介入可能會阻止災害發生。

在95萬年,亞利桑那州的隕石撞擊坑將會消失,令人擔心的是,專家預測會有一場重大的火山爆發,而參宿四(Betelgeuse)將變成超新星(supernova)。

2百萬年時,大峽谷將會因風化而變成山洞,根據推測,人類將會離開,移居到其他行星,這代表物種將“完全”進化。

1千萬年時,東非的陸地將分裂,形成新的海洋盆地,而在5千萬年時,地獄將會出現,因為火星會悲慘地撞上它的衛星。

此時,另一個小行星可能會飛向地球,在2億5千萬年時,經過數千年的分裂,陸地將會再度合併。

在4億到5億年間,所謂的“超大陸(supercontinent)”將會再度分裂,之後致命的伽瑪射線暴(gamma ray burst)將對臭氧層造成巨大損害,導致全球生物大滅絕。

影片的作者解釋:

在此時期,地殼板塊運動會停止,大氣層中的二氧化碳濃度會戲劇性地減少。

此時植物的光合作用不再發生,地球現存的植物中,有99%會死亡。

太陽不斷增強的能量也會為地球造成嚴重的問題,而在8億年時,二氧化碳的濃度會降到一個程度,使光合作用無法再發生。

在10億年時,這裡變成乾燥又荒涼的地方,太陽的強光比現在多了10%。

影片補充說明:

地表的平均溫度將會上升到酷熱的華氏117度、攝氏47度。

大氣層將會變成潮濕的溫室,全球的海洋會蒸發。

地球的極區可能會留存少量的水,不過這代表它們可能成為地球生物的最終堡壘。

這裡有完整的影片,你可以自行觀賞:

如果我們夠幸運,能活到10億年…不是指我們這代人啦,但你知道我的意思,未來不會有太多人存活。

當然也要我們能接近那個時間點,就像史蒂芬霍金最近說的,人類可能在短短的100年內滅絕。


0%(0)
0%(0)
標 題 (必選項):
內 容 (選填項):
實用資訊
回國機票$360起 | 商務艙省$200 | 全球最佳航空公司出爐:海航獲五星
海外華人福利!在線看陳建斌《三叉戟》熱血歸回 豪情築夢 高清免費看 無地區限制
一周點擊熱帖 更多>>
一周回復熱帖
歷史上的今天:回復熱帖
2016: 周恩來曾掌握着中共的軍權,曾狠狠整過
2016: 轉貼好文:馬英九的自我毀滅
2015: 美國華人和歐洲華人的巨大反差
2015: 說句實話,英國女人比美國的要漂亮的多
2014: 八國聯軍的真相,史料很豐富
2014: 北京的房子,1000元人民幣一平方我都不
2013: 東北女人(2)
2013: 紫荊棘鳥:生查子
2012: 在網上狗狗了幾下,肉毒基本沒副作用,
2012: 今早接到老闆E妹。一個華裔同事幾個月