就业保护法对私营企业经营绩效的影响——基于倍差法的证据

以中国私营企业为样本,采用倍差法研究2008年《劳动合同法》实施对私营企业经营绩效的影响。通过与微型企业比较,研究发现《劳动合同法》显著提升了中小企业的人均年销售水平;这种影响在非外贸企业和管理水平较低的企业中更显著。同时有证据显示,《劳动合同法》的实施并没有导致私营企业通过增加临时用工来控制劳动成本,相反,该法引起企业用工和解雇水平下降,并可能促使私营企业调整人力资源策略,增加人力资源培训开支,从而提升企业经营绩效。     

Did immigration contribute to wage stagnation of unskilled workers?

In this paper we first show that the timing and skill distribution of Immigrants to the U.S. between 1970 and 2014 imply they did not contribute to the decline in the wages of native, non-college educated workers – including high school dropouts – at the national level. We then review other evidence at the local level, which implies immigration is not associated with lower non-college wages. Rather, higher immigration seems associated with higher average (and college-level) wages. Local externalities, complementarities, efficient specialization and appropriate technological choice suggest at least part of the positive association is causal.     

Welfare under friction and uncertainty: General equilibrium evaluation of temporary employment in the U.S.

Temporary contracts usually fall outside of employee protection litigation, thus they are often cheaper than permanent contracts and are offered on-demand by firms. In the last two decades, there has been a sharp growth in such contracts in the U.S. labor market. This paper investigates the welfare consequences of offering temporary contracts in the U.S., an environment with low employee protection litigation and high production risk for firms. Employee protection litigation creates firing rigidity in regular labor markets. Pairing firing rigidity with high production risk, firms reduce employment and output, which generates welfare loss. The inexpensive and flexible nature of temporary contracts offers firms a buffer strategy in making employment decisions under risk and navigating the firing rigidity of the regular labor sector, thereby reducing welfare loss. However, temporary contracts cannot fully compensate for the efficiency cost from rising firing rigidity and risk.     

中国农村住户参与转移就业的影响因素分析

根据2002年度全国农村住户抽样调查数据,当年农村劳动力转移就业比例达40%左右,转移农户占全部农村住户的比例达70%左右。农户对转移就业的参与概率随初始收入的提高而不断提高,至初始收入达到很高的水平之后开始下降;较多的土地资源不利于农户参与转移就业,但对农户参与就地转移的负面影响要小于异地转移;较多的农业固定资产不利于农户参与异地转移,而较多的非农业固定资产有利于其参与就地转移;家庭人口特征、社会资本等因素也会对农户参与转移就业产生影响。     

新《劳动合同法》对外资企业的影响及对策探讨

《中华人民共和国劳动合同法》保护了劳动者合法权益,要求企业制定规章制度更民主化,限制了劳动合同的短期化,试用期受到全方位的规定,为劳动者及时足额取得报酬保驾护航。该法律的实施对外资企业有积极、消极两方面的影响,外资企业应该对照该法,进一步清理、修改、完善规章制度,建立劳动关系时应签订劳动合同,解雇职工和签订无固定期限劳动合同需慎重,努力建设雇主品牌,积极进行产业升级,做好劳动者入职前的风险防范,以便企业能更好地生存和发展,达到双赢。     

企业区位决策、劳动力流动与集聚经济——基于外部性的一个初步思考

中国劳动力的流动是中国经济社会转型过程的产物,对不断变化中的劳动力流动持续进行观察与研究,具有重要的理论意义和现实意义。经济集聚是货币外部性和技术外部性共同作用的结果。劳动力流动通过本地市场放大效应、循环累积效应影响货币外部性,并通过加快技术传播速度、提高经济个体匹配成功率影响技术外部性;以外部性为纽带,劳动力流动最终影响到了企业区位决策,从而实现经济活动的集聚。     

劳动合同对于进城务工人员收入影响的有效性分析

本文重点讨论了《劳动合同法》的颁布对于进城务工人员收入的影响,我们用博弈论模型证明了签订劳动合同可以提高务工人员的收入,并且在一定条件下企业也可以通过生产率的上升而获利,实现双赢。从统计上看,签订合同的工人月收入高出347.19元,小时收入高出2.16元,OLS回归结果也发现合同对于收入有显著的正影响。但同时我们注意到有合同的劳动者本身有着更好的素质,Probit和Logit模型都验证了这一点,基于这种可能的内生性偏误,我们使用了处置效应来控制这一问题,并发现签订合同依旧显著提高了收入,估计月收入提高14.0%—14.9%,小时收入提高18.2%—21.5%。     

宏观税负与中国劳动报酬份额——基于省级面板数据的研究

文章利用财政体制改革后1994-2007年省级面板数据,系统地分析劳动报酬份额变化的整体趋势及其影响因素。发现固定资产投资、政府相对居民的消费结构对劳动报酬份额产生显著的反向作用力。其中,源于投资方面的负面影响更强。与成本费用利润率的负向作用相比,资本的有机构成短期内更不利于改善劳动报酬;引资竞争对劳动报酬份额间接的负面影响弱于消费结构的负面影响,最终消费结构的失衡进一步凸显了劳动报酬份额在初次分配被弱化的趋势;劳动收入份额与宏观税负的反向关系强于劳动收入份额与教育支出的正向关系。控制了经济结构转型的因素后,宏观税负的提高是阻碍劳动报酬份额改善的重要原因。     

劳动力全球化视角下的中国国际竞争力变化——来自亚洲新兴国家的比较

本文从劳动力全球化视角,根据相对劳动成本平价模型,以美国为比较基准,选择东亚4国和印度为比较对象,对1991—2008年的6国相对劳动平价、实际汇率变动和相对劳动成本变动做了系列研究。研究表明,就全时期而言,中国的实际汇率与基期相比已处于升值状态,而其他发展中国家贬值程度扩大;分时期看,在东南亚金融危机前,中国具有相对劳动成本优势。东南亚金融危机后,劳动成本优势持续下降。本次金融危机后,国际竞争力继续恶化。根据研究结果,认为人民币不具升值空间,保持汇率稳定是当前的最优策略。     

Sex Differentials in Earnings in the South Korean Labor Market

We examine gender differences in earnings among South Korean workers in 1988 – the year the South Korean National Assembly enacted the Equal Employment Opportunity Act. Using the "88 Occupational Wage Bargaining Survey on the Actual Condition," we calculate women's mean earnings as a percentage of men's mean earnings by major industrial category and educational attainment. We find a larger wage gap among clerical and sales workers than production workers or professionals. Generally, the more education a woman has, the smaller the gap between her earnings and those of her male counterparts. Women with a middle-school education have a mean income 53.5 percent that of comparable men, while the female-to-male wage ratio among college graduates is 76.1 percent. We analyze wage differences separately for women and men. Following Ronald Oaxaca's (1973) work, we decompose male–female wage differentials. We also calculate a discrimination coefficient. Our work shows that, all else equal, men earn from 33.6 percent to 46.9 percent more than women with comparable skills. We attribute the difference to gender discrimination.