论效率工资

所谓效率工资是使劳动总成本为最小的工资。与效率工资紧密相关的是市场出清工资。市场出清工资是使劳动市场出清的工资，也就是使劳动供给等于劳动需求的工资。效率工资一般高于市场出清工资。效率工资理论的假设条件是生产率受企业支付工资的影响。当工资影响生产率时，减少工资导致的是成本的增加而不是降低。因此，效率工资理论认为，支付比市场出清工资更高的工资，劳动总成本可能最小，厂商能够获得更多的利润。支持该论点的原因有很多，美国经济学家戴维·罗默在１９９６年版的《高级宏观经济学》中介绍了四个最重要的原因：更高的工…     

浅谈科研事业单位的人工成本

在激烈的竞争时代,不断提高效率、降低成本是全球所有企业面临的共同挑战。作为经济实体,提高组织运行效率和降低组织运行成本是相辅相成的。一位著名营销战略专家断言:“企业只有两个持久性的竞争优势——低成本和差异化”,这道出了组织低成本运作的精髓。一、关于人工成本的几个概念1966年日内瓦第十一届国际劳动经济会议人工成本会议决议案通过的人工成本定义是指雇主在雇佣劳动力时产生的全部费用,包括已完成工作的工资,未工作而有报酬的时间的工资,奖金与小费,食品饮料及此类支出,雇主负担工作的住房费用,雇主支付雇员的社会保险支出,…     

坚持按劳分配原则 实行效益工资制

劳动创造价值.活劳动作为企业的可变资本,对企业的利润增长有着直接作用.在资本主义生产条件下,工人的工资是劳动力价值的价格表现形式,而在社会主义生产条件下,职工的工资是按照劳动者创造的产品数量和质量支付的劳动报酬.资本主义企业是靠工人的剩余劳动为资本家创造剩余价值,而社会主义企业是靠职工的积极性提高经济效益增加利润,创造共同财富.这同资本主义相比.职工劳动的目的和作用不同,除了满足职工生活资料需要,保证劳动者再生产能力外.     

应尽快建立劳动力市场工资指导价位制度

随着市场经济体制改革的不断完善和劳动力市场的发育,企业和劳动者亟需有一个“标尺”作为企业支付劳动者报酬和劳动者选择企业的依据,这个“标尺”就是劳动力市场工资指导价位。 一、劳动力市场工资指导价位的主要作用 劳动力市场工资指导价位制度是劳动保障行政部门按照国家统一规范和制度要求,定期对各类企业中的不同职业(工种)     

市场经济国家如何管理煤炭工业⑧就业和工资

市场经济国家如何管理煤炭工业⑧就业和工资煤炭科技信息研究所王庆一在市场经济国家，竞争性的劳动力市场受到进入的条件、雇主的垄断、工会的抗争等一系列因素的限制。政府通过法令对就业和工资进行干预。在美国，对煤矿劳动力市场的干预和管制，是政府的一项重要职能。...     

企业工资制度改革方向的探讨

一、企业工资制度改革思路的说明在有限市场条件下 ,作为过渡和积极适应的工资制度提出岗位工资 ,即以岗位本身的劳动所决定的条件为主的工资制度 ,这是不充分市场条件下许多企业可选择的过渡形式的工资制度。岗位工资的侧重点并不是市场在劳动力流动中的作用方式 ,即劳动力关系的充分市场化 ,它的侧重点是企业内部分配关系 ,当然这比岗位技能工资更能适应市场特征 ,但它主要还是突出劳动的现实成果 ,即提供劳动的数量和质量 ,这本身也是劳动交换关系中的根本环节 ,它是整个劳动力市场的价值中枢 ,劳动力价格一般而言依附于此价值中枢波动。…     

城市工业布局的动态分析法

本文针对圆形城市工业布局的动态分析方法进行初步探讨，以在竞争情况下空间平衡的条件和在不平衡情况下的动态调整方法，讨论了土地市场中工业区之间边界和劳动市场中工资率的逐次调整。     

员工心理账户视角的薪酬心理折扣研究

薪酬是企业吸引、激励和保持员工的重要途径。然而,企业支付给员工的薪酬数量是否为员工所客观感知,直接关系到企业薪酬的支付效率。本文从心理账户的理论视角构建了员工薪酬的心理账户结构,并通过对10家企业共338名员工主客观薪酬数据的整合研究,揭示了员工对薪酬感知收入的心理折扣现象,及其在不同所有制形式企业中的差异。研究结果表明:在工资、奖金、法定社保和企业自主福利四类薪酬心理账户中,员工对企业自主福利的心理折扣最大;与外资企业员工相比,国有企业员工对工资和企业自主福利的心理折扣程度都明显更大。本文对企业薪酬支付效率问题的探讨不仅丰富了薪酬领域的理论研究,对企业如何在相同人工成本下提高薪酬的激励效果也有重要实践指导意义。     

过度劳动的经验分析及其对就业的影响

过度劳动是指劳动者在就业岗位上超过了法定的劳动时间,同时又不能得到法定的加班劳动报酬的现象.本文认为中国的城乡二元结构、社会保障体系不健全以及劳动保护制度执行的不规范等因素是过度劳动存在的制度原因.而在劳动力过剩的条件下,资本处于强势地位,劳动要素相对于资本要素的讨价还价能力下降,从而导致劳动者存在不同程度的"过度"劳动.从业人员的过度劳动造成了很多就业机会被挤占,从而造成一些具有就业能力的人员的失业.但由于劳动时间与劳动总量并未减少,所以对经济增长并无任何影响.本文对所进行的问卷调查结果进行分析,试图从经验上说明中国过度劳动的程度.     

议减人不减工资

为了鼓励减少人员,落实减人不减工资的政策。对在什么情况下不占用吨煤包干工资,需要具体研究,作出明确规定。各工作岗位上减下的富余人员,安排在劳动服务公司工作,由劳动服务公司从自己的经营收入中支付工资的,应不再占用矿上     

LDC Labor Markets: Applications of Internal Labor Market Theory

This article does not attempt, nor has it delivered, a complete theory for the labor market in Egypt, let alone for LDC labor markets in general. The macro-model developed here serves mainly to demonstrate the diaculties involved in formulating macro-theories for LDC labor markets that, while necessarily simple, can still claim realism when confronted with certain fundamental “stylized h t s. Our considerations have, moreover, been limited to LDCs with mixed economies, using Egypt as the example. Hence, large-scale modern industry was assumed to belong to the public sector which then emerges as the country dominant, nonagricultural employer. Agriculture is the second large and relatively homogeneous sector, in Egypt dominated by small holdings. In-between we find the private, nonagricultural sector, overwhelmingly dominated by small-scale enterprises with large numbers of the self-employed, and with trade as the most important single activity. Labor is (in Egypt) generally unorganized or enrolled in government-controlled unions, active mainly in the public sector and without much real say in matters of wages and salaries. It is in this specific institutional setting that I have tried to discuss the application of internal labor market theory. This theory has, to the best of my understanding, nothing to offer by way of explaining public sector behavior (which is of crucial importance for wage and employment formation in a mixed economy). However, adapted to the circumstances, internal labor market theory goes a long way toward explaining wages and employment in agriculture and the “informal” small-scale sector. Our considerations, tentative though they are, do not point to any single, dominant labor market mechanism that could form the basis for a simple macro-theory. Wage flexibility differs greatly between sectors, overstaEng may be a more important phenomenon than unemployment in some activities, and unemployment may be of both the voluntary and involuntary variety, with withdrawals from the labor market related to well-defined reserve wages, and open unemployment related to internal labor market behavior. These considerations are based more on loose impressions than on solid facts. Further theorizing may be needed, but the development of labor market theory for LDCs has undoubtedly reached a point where progress depends critically upon painstaking empirical studies of basic labor market institutions such as employment and wage forms and responses, bargaining procedures, and conditions of both labor and output markets for small private enterprises in particular countries. Considerable work has been done in India but even here much remains for investigation. Studies of specific countries may, even for LDCs in rapid, turbulent transformation, disclose ongoing changes in institutions that for a full understanding of the labor market may be more important than the institutions themselves. Existing wage theory has little to offer for the analysis of such institutional change, but something may be learned from the American institutional school in labor economics whose leading exponent we are paying homage to with these papers.     

The Capital Market Response to Wage Negotiations in the Airlines

This paper examines the effect of the announcement of various types of airline wage concessions on stock market value. Our results show that capital markets respond positively to wage cuts but not significantly to wage freezes or two-tier settlements. However, a significant intraindustry spillover effect from two-tier agreements was found that suggests that concessions by one carrier decreases the value of the remaining carriers. The results also vary by craft, indicating that labor market and institutional characteristics influence market response.     

Doubts Regarding the Human Capital Theory of Racial Inequality

Using wage data developed by Smith (1984), this paper compares human capital and institutional explanations of trends in the racial wage gap since 1890. While a regression including daily schooling variables is consistent with the human capital theory, so is an institutional model which omits schooling variables but adds the influences of isolation in the rural South, discriminatory hiring and promotion practices, unemployment, and government policy. Including schooling and institutional variables together casts doubt on the relative importance of schooling compared to labor market demands and political variables.     

On-The-Job Training Under Firm-Specific Innovations and Worker Heterogeneity

In this article I present a general equilibrium adverse selection model of the labor market in which workers differ in their ability to learn and implement new technologies. Exogenous firm-specific process innovations require firms to teach workers the new firm-specific skills introduced by the new technology. As firms' training costs negatively depend on the expected ability of their labor force and positively on their technological level, firms seek to hire workers able to learn at least cost. I show how firm-specific human capital can explain employer- and plant-specific wage differentials caused by skilled-labor-biased technological shocks.     

Income Inequality: An Inter-Industry Analysis

This paper offers new evidence that inter-industry inequality has increased since the early seventies. An examination of de industrialization, segmented labor market, and international competition explanations of this increase shows that the growth of inequality is accounted for mainly by growing wage differentials among industries, notably between primacy and secondary sectors. Employment shifts out of middle-wage industries and employment and wage effects of international trade do not explain the inequality increase.     

Wage councils,product markups and wage markdowns: Evidence from Uruguay

In 2005, after a leftist coalition won the national election for the first time, Uruguay returned to sector-level wage bargaining councils with active government participation. We estimate product markups and wage markdowns using firm-level data for the period 2002–2016, and report decreasing wage markdowns and increasing -to a lesser extent- firm-level product markups. We find statistically significant impacts of minimum mandated wages on product markups and wage markdowns, and additional effects of unions on wage markdowns. The evidence suggests that firms operate in monopsonistic labor markets. Though their bargaining power in the labor market was reduced over time as a result of wage councils, firms were able to pass a sizable part of the increases in labor costs to consumers.     

Inertia and Discrimination in the California State Civil Service

Analysis of the California State Civil Service indicates that its occupational wage structure is very stable. Salaries established in 1931 continue to influence current wages, over 60 years later, even while controlling for market wages. This results from the California Civil Service's policy of maintaining the relative wage structure that was established initially in 1931 despite conflicting market wages. Because the California Civil Service explicitly lowered salaries for female-dominated jobs when it established its initial salary structure, these jobs remained underpaid by $1.6 billion from 1973 to 1993. These findings support notions of wage rigidity and fairness in efficiency wage and institutional labor market theories.     

The Share Economy with Efficiency Wages

This paper examines the cyclical implications of share contracts in an efficiency wage model, with wage and share economy firms facing a common labor market constraint. In the efficiency wage context, I find that the share economy will no longer remain at full employment in the face of modest-sized demand shocks. But suitably amended, Weitzman's (1983, 1984, 1985, 1986) conclusions regarding the cyclical employment benefits of share arrangements extend to an efficiency wage model.     

Hispanic Immigration and Labor Market Segmentation

This paper investigates the wage and employment effects of Hispanic immigration on native-born, low-skilled urban workers. The study develops a multiquation model to counter simultaneity bias, isolates the impact of recent illegal aliens from that of settled immigrants and of native interstate movers, calculates separate estimates for female and male employees, subdivided by race and Spanish origin, and tests both conventional and dual labor market theories. The results indicate that recent immigration has not had substantial adverse wage or employment effects.     

The Australian Wage System and Its Labor Market Effects

In Australia, quasi-judicial conciliation and arbitration tribunals set the terms and conditions under which the majority of employees work. Many commentators maintain that the activities of these tribunals have significantly affected the county's labor market and the operation of the economy. This paper outlines the distinguishing characteristics of Australia's wage determination system and reviews the research concerning its labor market consequences. Recent evidence suggests that critics of the system may have overstated their case.