互联网使用能否减小性别工资差距?——基于CFPS数据的经验分析

互联网的广泛应用为减小性别工资差距带来了新的可能.基于中国家庭追踪调查( CFPS)数据,文章考察了互联网使用及偏好对性别工资的影响作用,利用RIF回归分解的方法分析了互联网对性别工资差距的影响.结果表明:第一,使用互联网促进了性别工资的增长,并且对于不同婚姻状况、年龄和学历的就业者而言,这种影响作用存在差异;第二,上网时长与性别工资之间呈"倒U形"关系,并且男性无论在家还是在工作场所上网,均对工资有正向影响,而女性在工作场所上网对工资有显著影响;第三,利用网络收发邮件和信息获取能够提高男性工资,但娱乐游戏会减小男性工资,而上网专业学习能够提高女性工资;第四,使用互联网能够减小低收入层和中高收入层就业者的性别工资差距,但却加大了高收入层就业者的性别工资差距.据此文章建议,为减小性别工资差距,不仅要强化网络建设和扩大教育培训,增加女性互联网使用率和使用技能,而且要发展新经济新业态,升级产业结构,减小职业性别隔离.     

农民工职业流动与职业上升的机制研究——基于北京市农民工的调查数据

文章利用一手调查数据研究了农民工职业流动与职业上升的机制。实证结果显示,近三年职业流动频次对农民工职业上升有倒"U"型影响,适当的职业流动能增加农民工向更高地位职业流动的机会,当近三年流动次数超过6次时,职业上升的概率降低。另外,工作经验对农民工职业上升产生了倒"U"型影响,适当年限的工作经验能够提高农民工职业上升的概率。亲友介绍工作对于农民工实现职业上升有显著正向影响。男性比女性发生职业流动的概率高,实现职业上升的可能性更大。子女随迁对农民工实现职业向上流动有阻碍作用,而配偶随迁会产生显著正向影响。     

上市公司高管性别与公司财务绩效的实证研究

随着经济的发展和各类女权运动的兴起,女性的权利和地位日益受到广泛关注,女性在法律、经济、政治等方面与男性平等的诉求越来越强烈。本文从企业层面出发,以沪、深两市1992-2013年所有上市企业为研究对象,对高管性别对公司财务绩效的影响进行研究。研究结果表明,女性高管会降低公司绩效,在对女性教育水平进行控制后发现女性本身并不是降低企业绩效的原因,甚至女性除受教育程度以外的因素会提高企业绩效,女性之所以会降低企业绩效是由于女性高管平均受教育程度低于男性高管造成的。然而女性对于公司绩效的影响并不显著,因此,某种程度上可以认为性别对于公司绩效没有影响。     

性别收入差异及性别歧视的变化

性别歧视带来的性别收入差异一直备受关注。文章基于吉林省1990-2010年间三期妇女地位的调研数据分析了吉林省的性别工资差异问题,并运用Oaxaca-Blinder对性别收入差距进行了分解。文章对20年间吉林省的性别收入差异进行了横向和纵向的分析,实证研究得到如下结论:性别分割是我国劳动力市场上一直存在的一种现象,性别收入差距总体趋势在扩大;个体特征差异能够在一定程度上解释性别收入差异,现阶段性别收入差异在很大程度上是由于劳动者本身的人力资本水平引起的,是正常合理的范围;歧视仍然是造成性别收入差距的一个原因,女性在获得教育的机会上还是比男性要低,而且女性很难进入到高收入行业和职业,使得在教育方面女性仍然处于不利地位。但是经过20年的发展,对女性的歧视逐步减弱。     

女性的自我意识及其影响因素-以福建省为例

在揭示自我意识概念及其内涵的基础上,利用第二期中国女性社会地位调查福建样本的数据,描述和分析女性自我意识的特征及其影响因素。经多元线性回归分析,工作的满意度对女性自我意识产生最显著的影响;从事非农职业的女性自我意识较强,女性的受教育年限、法制政治观念、母亲受教育程度与其自我意识成正相关关系,而年龄、父亲的受教育程度对女性自我意识呈反比关系。城镇女性较农村女性的自我意识较弱。提出加强女性自我意识的对策。     

预期退休年龄的影响因素分析* ——基于CHARLS数据的实证研究

本文基于2011年CHARLS数据,利用Multinominal Logit模型分析了45岁~60岁劳动者个人特征、配偶特征以及家庭特征对他们延迟退休意愿和无休止劳动意愿的影响。本文发现,女性、具有高级职称和农业户口的劳动者更愿意延迟退休,在企业工作、具有农业户口和受教育程度偏低的人倾向于无休止劳动。对延迟退休意愿进行性别差异分析的结果表明,男性延迟退休意愿随着自身受教育程度的提高而增加,随着妻子受教育程度的提高呈现先降低后提高的“U”型趋势。女性的延迟退休意愿随着自身受教育程度的提高而下降,但并不受丈夫的影响。无论是男性还是女性,随着受教育程度的提高,他们无休止劳动的预期均下降。针对以上结论,本文提出了相应的政策建议。     

人力资本代际传递效应及其多维度差异探究

人力资本日益成为一国可持续发展的重要核心竞争力,考察其代际传递效应有助于进一步挖掘与剖析我国教育发展面临的潜在问题。文章从全国选取685名学生的人力资本数据作为被试,就城乡、性别、职业三个维度分别探究认知能力人力资本代际传递效应。结果发现:父母受教育水平对子代认知能力呈正向影响;女性子代相较男性子代受人力资本代际传递影响更强烈;受教育时间更短的农村父母较受教育时间更长的城市父母拥有更显著的人力资本传递效应;从事于受教育时间最长的职业的父母对于子女认知能力的影响不显著,反之亦然。可见,更优质的认知能力资本并未有效传至子代,而相对较差的认知能力资本却有很强的传递效应,暴露出我国人力资本积累与传递中存在隐忧。     

教育对中国居民收入的影响分析——基于分位数回归和收入分布的考察

教育作为人力资本形成的最主要因素,影响着收入分配,但教育对不同收入水平人群的效应并不相同。本文采用分位数回归方法估计教育回报率,以分析教育对收入水平的影响,并通过考察教育扩张引起的收入分布位置和形态的变化来分析教育对收入不平等的影响。研究结果表明,性别、城乡、单位所有制类型以及职业类型对各分位点上的教育回报率影响显著;受教育程度提高使收入分布位置右移、离散程度增加,教育扩张加剧收入不平等;而右偏程度减小又减弱收入不平等程度;总体上说教育对收入不平等的影响作用被削弱了。     

乡村振兴下人格特征对乡村人才收入的影响

本文利用2021年大学生“三下乡”对乡村振兴的调研数据研究乡村人才人格特征对其收入的影响。研究发现,顺同性和外向性人格特征总体上对乡村人才收入增长具有显著的正影响,且顺同性人格特征的影响远大于教育年限的影响,外向性人格特征的总体影响也大于教育年限的影响。分位数回归结果表明,随着收入水平的提高,顺同性的影响下降,外向性的影响上升,神经质与开放性人格特征分别在75%分位数点和25%分位数点对乡村人才收入增长具有显著负影响,严谨性人格特征对乡村人才收入增长无显著影响。进一步研究发现,人格特征对不同职业和性别的乡村人才收入增长的影响具有差异性。外向性人格特征对男性和从事农业相关工作的乡村人才更重要,而顺同性人格特征对从事非农业相关工作和女性乡村人才的收入影响更大。因此,国家在义务教育中应更重视农村学生人格特征的提前干预,重视农村居民人格特征的引导和培训,提高乡村综合人力资本素质,从而带动农村居民收入水平的持续提高,最终实现乡村振兴。     

我国女性农民工就业特点与对策

该文从性别视角对女性农民工就业特点作出分析,说明女性农民工在受教育程度、职业选择、劳动报酬、家庭分工与社会分工的表现及幸福指数方面都不及男性农民工;并从女性农民工群体内部分化的角度,分析了不同代际女性农民工的不同就业特点;在此基础上,针对当前金融危机的冲击,分别提出解决女性农民工就业的长效机制和当前阶段的就业途径。     

You can’t always get what you want: gender differences in job satisfaction of university graduates

Previous literature stressed on the gender differences in job satisfaction and the factors influencing the job satisfaction of men and women. Two rationales are usually provided for the finding that women tend to be relatively more satisfied with their jobs than men although disadvantaged in labour markets: first, women may have relatively lower expectations of career and income, and second, they may attach relatively less importance to extrinsic rewards than men. In order to analyse whether substantial gender differences exist already at the beginning of the career, we employ information of over 20 000 graduates collected through a large-scale survey of German university graduates who recently entered the labour market. We find that the job satisfaction of female graduates is on average slightly lower than the job satisfaction of male graduates, but our results do not point to substantial gender differences. In our sample of highly qualified individuals, men and women are very similar in what they want from their jobs and also in their perceptions of what they get. While our results point to substantial similarity of men and women in the early career stage, gender differences may emerge at later stages of the career life cycle.     

职位隔离对高管薪酬性别差异的影响

目前国内对性别工资差异研究很多，但对高管人员薪酬性别差异的分析还较少。本文利用2005-2010年沪深两市A股上市公司数据，在综合考虑不同性别在不同职位层级上的代表性的同时，采用Brown分解法分析了高管人员的性别薪酬差异问题。结果表明我国上市公司女性高管在较高层级的职位上代表性不足，同时也存在着“玻璃天花板效用”。女性高管在职位晋升方面受到了严重的歧视，在每一个职位层级上，女性高管职位晋升的门槛值都显著高于男性高管职位晋升的门槛值。男性高管和女性高管存在明显的性别薪酬差距，其中，超五成的薪酬差异是同一职位内的，四成以上的差异是职位间的；而有超七成的薪酬差异无法用教育程度、工作经验等可观测因素解释。     

The impact of job mobility on earnings: using occupational and industrial classifications to identify job changes

According to the Bureau of Labor Statistics, the median number of years that a US worker has been with their current employer is 4.4 years. Although many job changes may not be classified as ‘career changes,’ any type of job change may have an impact on a person’s future earnings. In the present study, the following three types of job changes are examined in order to determine which ones result in higher incomes: a change in occupational status; a change in industry; or a change in both. Using data from the National Longitudinal Survey of Youth (NLSY), a log-linear wage regression with a correction for self-selection is estimated. Results suggest that changing jobs within the same industry or within the same occupation both increase a person’s income. However, a job change that is characterized by both a change in industry and occupation reduces a person’s income. The present study is one of the few studies to examine the effects of job mobility on earnings when mobility is defined in the context of changes in occupational and/or industrial classification.     

Career, experience and returns to human capital: is the dual labour market hypothesis relevant for the UK?

This paper investigates the relationship between career status, labour market experience and returns to human capital accumulation in the context of a two-tier, career and non-career labour market. Using micro data from the British Household Panel Survey (BHPS), this study detects wage and employment mechanisms that differ between these two tiers of workers. The paper finds no support for the hypothesis of strict duality, by which the returns to education are expected to differ across labour market segments, with the returns in career employment being high and positive and the returns in the non-career sector being close to zero. The paper, however, finds support for significant returns to current tenure only in the career sector and also for the scarring hypothesis, according to which part-time employment and unemployment experience have a negative effect on participation and earnings in the career sector. Finally, there is evidence that only non-career earnings are significantly affected by local demand conditions, in contrast to earnings in the career sector. Career status is modelled as an endogenous variable subject to an initial job choice.     

教育错配对工资的惩罚效应——来自中国微观面板数据的证据

教育错配如何影响工资?文章基于2010?2014年中国家庭追踪调查面板数据,基于固定效应模型和工具变量估计,测度了教育错配产生的工资惩罚效应及其产生的理论机制.研究表明:过度教育员工每过度一年将承受1.4%的工资惩罚,教育不足员工将获得2.4%的工资红利.工作所需教育水平是40岁以上员工工资的主要决定因素;随着任职生涯的推进,教育错配会得到改善;教育错配与人力资本之间存在补偿机制.文章的政策涵义是:教育主管部门应从市场需求端改革教育体系,提供市场需要的相应技能毕业生.高校应主动顺应社会主义市场经济需求,及时有效地调整学科专业结构和人才培养结构.企业应建立人才识别和多层奖惩机制,充分释放过度教育者的劳动生产率水平.政府应加强就业指导工作,帮助求职者精准定位与其教育水平相匹配的工作,以减少搜寻成本.     

Are women less likely to be managers in the UK labour market?

This paper investigates the gender gap within management roles in the UK. We find that female workers are less likely to become managers than male workers because women are traditionally expected to provide the majority of care for their family. This implies that women are pressured to do more informal work than men, which limits their formal working experience and impedes their career development. We also find that the probability of becoming a manager adopts an inverted U-shape relationship with age. This likelihood of becoming a manager also increases with employment duration and educational attainment due to the accumulation of relevant experience and human capital.     

基于职业倦怠的员工职业稳定性研究

我国正处于社会和经济的转型期,职业的不稳定性和不安全感逐步增加,职场竞争激烈,职业焦虑严重,职业倦怠已成为职场人工作和生活中不可回避的问题。最新权威调查显示,我国正进入"职业倦怠"的高峰期,七成以上的职场人士产生了工作倦怠。职业倦怠因工作而起,又反作用于工作。本研究对职业稳定性的理论进行了梳理,从职业倦怠角度分析了员工职业稳定性下降的原因。这些因素说明员工个体因为工作负担过重、缺乏工作自主、薪资待遇不合期望、缺乏职业安全感、缺乏挑战性的工作以及个人能力得不到发挥等对员工的职业稳定性有着密切的关系。员工职业的不稳定,将使企业面临巨大的人才流失的压力。为此,本研究提出企业要想确保员工队伍的稳定,就应该关注员工的职业匹配度和职业延展度,规划好员工的职业生涯,通过多样化的工作设计,为员工提供更多的职业发展机会。同时,提倡成功标准多样化的企业文化,引导员工正确认同自我价值,企业才能成功地留住员工。     

Worker separations in a nonstationary corporate environment

Assessing ten years of unique personnel data from a large firm, this paper investigates how determinants of worker turnover differ between periods of corporate expansion and decline. Performance and career progress considerably reduce the hazard of job separation during downsizing for blue-collar workers, but are less important for white-collar workers. Effects of firm-tenure, occupation, education, training, part-time status, and gender are largely in accordance with the implications from existing models. But no model generates all patterns observed in the data. Age effects are sensitive to retirement options and discontinuous, dropping in response to the anticipation of becoming eligible for early retirement during downsizing and jumping at the actual retirement age.     

The effect of female and male schooling on economic growth in the Barro-Lee model

Barro and Lee (1994), in an influential empirical study of the determinants of economic growth, find that, whereas growth is positively related to male schooling, it is negatively related to female schooling. Stokey (1994) has suggested that this is largely due to the influence of four Asian countries (Hong Kong, Singapore, Taiwan and Korea) that have very high levels of growth but very low levels of female schooling, and that deleting the female education variable would cast doubt on the statistical significance of the male education variable. Deletion diagnostics and partial scatter plots are analysed to identify influential observations. The sensitivity of the Barro-Lee results to deleting selected countries from the sample and deleting female education from their growth equations is then examined. The results obtained point to the fragile nature of both the significant negative effect of female education and the significant positive effect of male education in the Barro-Lee model. First version received: September 1996/Final version received: December 1998     

Couple Formation in France: The Changing Importance of Labor Market Early Career Path

This article shows that couple formation and labor market early career path (as measured by unemployment, insecure employment, and characteristics of the first job) are intrinsically linked. We use data from the 1997 ‘Jeunes et Carrières’ survey to consider the experience of two different generations. We show that, with the arrival of mass unemployment, labor market early career path has become an important factor in couple formation, while the effect of education has diminished for young men in recent cohorts. The rise of the two-earner couple has gone hand-in-hand with greater symmetry between men and women in terms of couple formation: specifically, unemployment now reduces couple formation for both sexes. Some more traditional aspects persist however: (i) Women who are inactive on the labor market form couples earlier than do other women; (ii) Low wages in the first job encourage (discourage) couple formation for women (men); (iii) Higher education favors men's couple formation, but not that of working women; and (iv) Temporary work does not discourage couple formation by women. This revised version was published online in July 2006 with corrections to the Cover Date.