基于分位数回归分解的农民工性别工资差异研究

本文使用基于分位数回归的分解方法研究了农民工的性别工资差异.结果发现,农民工的性别工资差异表现为"天花板效应";但在工资分布的最高端,性别工资差异又开始缩小.对此,本文给出了基于统计歧视和社会保护政策的解释.而城镇职工的性别工资差异则表现为"粘地板效应".在农民工工资分布的高端,性别差异表现出与城镇职工工资分布低端相似的趋势.这一点表明在工资分布高端的女性农民工已经开始突破二元分割体制,获得了一定程度的社会保护.     

建立农民工与城镇下岗职工统一的劳动力市场

本讨论了农民工进城与城镇职工下岗这两种并存的社会现象,认为城镇职工下岗与农民工进城没有必然和联系。章分析了政府为解决城镇职工下岗问题而实施的“腾笼换鸟”政策。提出应从全国一盘棋的角度,协调城乡就业关系,建立城乡统一的劳动力市场。     

国际贸易对性别工资差距的影响:基于CHFS数据的研究

文章构建了国际贸易影响分技能劳动力性别工资差距的理论模型,并运用2011年中国家庭金融调查数据(CHFS)进行均值回归和分位数回归。实证研究结果显示:就总体性别工资差距而言,国际贸易虽扩大了性别工资差距,但对分技能性别工资差距的影响存在差异,贸易对低技能劳动力的性别工资差距有缩小作用,对高技能劳动力的性别工资差距有扩大作用;就不同地区性别工资差距而言,国际贸易提高了沿海地区的工资水平,并有助于缓解该地区的性别工资差距,但对内陆地区工资水平的提高有不利影响;就分技能的分位数性别工资差距而言,在工资分布的不同位置上,国际贸易总是在扩大高技能劳动力的性别工资差距,同时国际贸易有缩小工资分布中的中低端低技能劳动力性别工资差距的作用,这大致印证了上述均值回归的结果。基于以上结论,在贸易促使竞争加剧的背景下,即便高技能女性有时也难以从贸易中获得和男性均等的利益,虽然改善女性的个体特征(如受教育程度)有助于缓解性别工资差距的问题,但只有政府加强对劳动力市场的监管、完善社保制度,才能为解决性别工资差距建立更有效的制度保障。     

转型劳动力市场中工资差距扩大分析

文章认为,我国劳动力市场转型主要是工资结构的调整以及人们在不同就业状态上的分化。劳动力市场改革也使得工资差距不合理的扩大。劳动力市场中收入分配失序的原因有国家规制、非价格机制和劳动力市场分割等。如果我国在构建和谐社会的过程中,采取新的发展战略,重构劳动力市场改革,那么,将不仅有利于经济效率的改善,也有利于收入分配更为平等。     

健康人力资本与性别工资差异

现有对性别工资差异的研究大多是基于教育、经验等人力资本对工资的影响进行分析而忽视了健康人力资本的作用。本文运用中国健康与营养调查数据,将健康人力资本引入工资决定模型,对我国劳动力市场上健康人力资本对工资的影响以及性别工资差异进行了实证分析。研究发现：健康人力资本是影响我国居民工资收入的重要因素;我国劳动力市场上存在明显的性别工资差异,女性工资显著低于男性;利用Oaxaca—Cotton的分解方法发现性别工资差异中大约只有20％可以被个体特征合理解释,余下的部分被认为是对女性的歧视和没能观测到的因素所致。健康人力资本对工资的边际贡献在性别之间的差异是性别工资差异的重要来源。     

中国的工资性别差距及其分解——性别歧视在多大程度上存在?

本文运用中国健康与营养调查(CHNS)2006年的数据对劳动者的工资性别差距进行测度和分解,研究发现在控制个人特征和单位特征后,男性劳动者的小时收入比女性劳动者高23.8%,考虑就业选择偏差后的工资性别差距更大一些,达25.2%。由于劳动者特征差异形成的工资差异很小,而且往往是女性由于个人特征占优而有助于缩小差距。差异的更大部分是由收益率差异造成的,这在一定程度上反映了性别歧视的存在。主要表现在工龄方面受到歧视,女性的工龄收益率低或者为负值。进一步考虑选择性偏差和找到工作概率进行分解的结果说明,女性在就业获得方面受到歧视,这会严重影响其与男性劳动者的收入差距。     

心理资本对农民工与城镇职工工资差异的影响——来自浙江省的调查数据

本文基于浙江省职工调查的微观数据,通过分位数分解法对农民工和城镇职工工资收入差异进行了分解,重点研究了心理资本对农民工和城镇职工工资差距的影响程度。分解结果显示,心理资本对农民工和城镇职工工资差异的贡献基本随着分位数的提高而上升。在各个分位点上,心理资本对系数差异的影响程度都超过了对特征差异的影响度。     

市场化改革中的大学毕业生性别工资差异及歧视

以往文献认为,市场机制的不断完善会逐渐消除劳动力市场性别歧视,然而本文发现这一结论并不适用于目前大学毕业生劳动力市场。通过对不同市场化程度企业工作的河北省2007届大学毕业生抽样数据的实证分析发现,随着我国市场化进程的深入,不但大学毕业生性别工资差异明显扩大,而且歧视尤其是反向歧视所占比重也在加剧。本文认为,大学毕业生劳动力市场受传统文化影响程度还远远大于市场竞争作用的发挥。故只有进一步加大市场竞争,才能逐步消除劳动力市场的性别歧视因素。     

城镇就业市场上劳动力工资扭曲程度测度

本文利用CHIPS2007数据库,基于随机前沿模型对我国城镇就业市场上劳动力的工资扭曲程度进行测度。研究结果表明：（1）在城镇就业市场上,由于工资扭曲现象的存在,劳动力实际获得的工资要比他们的边际生产率低45％～60％;（2）已婚、子女个数较少、本地、拥有失业保险、男性、大中型企业的劳动力工资扭曲程度要低于未婚、子女个数较多、外来、没有失业保险、女性、小型企业的劳动力;（3）中低工资水平的劳动力工资扭曲程度要比高工资水平的劳动力严重,且中低工资水平劳动力工资扭曲程度的方差更大。由此,本文提出推进就业市场的市场化改革,完善就业市场信息网络,从而减轻劳动力工资扭曲程度。     

数字经济背景下互联网的使用对民营企业员工性别工资差距的影响——基于员工受教育层次差异化特征的分析

基于2017年中国综合社会调查的民营企业员工数据,使用稳健最小二乘回归与Oaxaca分解法研究发现:互联网的使用将对未接受过教育以及仅接受过私塾扫盲班/小学教育的民营企业员工工资产生显著的负向影响;互联网的使用将对接受过初中及以上教育的民营企业员工工资产生显著的正向影响;随着民营企业员工受教育水平的提升,互联网的使用对民营企业女性员工工资的弹性影响远超男性;互联网的使用将扩大未接受过教育的民营企业女性员工与男性员工的工资差距;互联网的使用将缩小接受过私塾扫盲班/小学及以上教育的民营企业女性员工与男性员工的工资差距。据此提出,应加大公益互联网使用培训力度,以提升女性的互联网理性使用水平、加强清扫虚假网络平台以防止受教育层次较低女性误入歧途、鼓励女性自主接受多元化再教育以提升自身互联网理性使用水平等,以缩小民营企业员工性别工资差距。     

国内外工资差别研究述评

工资差别按照形成原因可归结为两种:市场性工资差别和非市场性工资差别。前者包括人力资本补偿性工资差别以及行业工资差别,后者包括歧视性工资差别和制度性工资差别。本文通过总结国内外这几类工资差别的研究进展情况,得出结论:我国的竞争性工资差别小于其他国家,由劳动力市场分割导致的垄断性工资差别是我国工资差别的主要形成原因。调节工资差别的关键是培育其市场形成机制。     

Male–female wage differentials in Japan

This paper empirically analyzes the gender wage gap in Japan using a new data set KHPS2004 which contains a wealth of information on the work history of individuals. KHPS2004 enables us to estimate wage functions without overstating individual’s human capital accumulation by work experience especially for females. Neuman-Oaxaca decomposition method is employed to analyze why the gender wage gap appears to exist in Japan. Main reasons as follows. First, full-time work experience and seniority which affect significantly wages is shorter for females than for males. Second, there are significant differences in evaluation of full-time experience between males and females.     

A research on wage status and wage expectations of migrant workers in Hulan District

Since 2004, there has been the succession of migrant workers labor shortage all over the country. Among the factors causing farmers to hunt jobs in cities, wage plays a decisive role. So in this paper, it made an investigation and research on wages status and salary expectations of migrant workers in Hulan District. There are three main problems of migrant workers wages in Hulan District： The migrant workers＇ average wage is less than the community average wage; the wages were cut down in fact because of long working hours, as well as the low rate of return. In this district, the wage expectation of migrant workers on average is between 1341.8 and 1496.9 Yuan, that is 0.91-1.01 times as many as local minimum wage standard （after adding the overtime pay）; and 0.98-1.12 times as many as AVG salary last year. At last, it gives some suggestions： The enterprises should raise the standard of wages referring to the wage expectation of local migrant workers; local government should enhance skill trainings for migrant workers.     

Occupational Segregation and its Effect on Estimates of the Gender Wage Differential: Evidence from Brunei

This paper investigates the impact of the different occupational distributions of the gender groups on the gender wage differential in Brunei. We disaggregate occupational differences into explained and unexplained portions as this can provide better estimates of across-occupation and within-occupation wage differentials. Using data from the Brunei 1995 Labor Force Survey report, results indicated that the gender wage difference is approximately 60%. Unlike other studies, it is found that in Brunei the unexplained portion of occupational segregation has had an impact on gender wage differentials and accounts for approximately one-third of the observed gap. Interestingly, the unexplained component of the within-occupation gap is relatively less than in some developed economies. This is attributed to the effects of the large public sector in Brunei and its regulated pay scales.     

Gender Discrimination and Worker Selectivity: A Comparison of the Self-employed and Wage Earners

This study compares the size and nature of the gender earnings differentials for the self-employed and wage earners in Korea, taking into account the workers’ self-selection of each employment type. The two-stage estimates of the earnings equation, corrected for worker selectivity, are used to decompose the gender earnings differentials into productivity-related and discriminatory factors. Our results suggest that the size of the gender earnings gap is larger in the wage sector than in the self-employment sector, but not by large margin, and so is the discrimination effect when not controlled for worker selectivity. With worker selectivity controlled, the discrimination effect is greatly intensified in the wage sector, while it becomes not significant in the self-employment sector. These findings imply that the observed gender earnings gap in the wage sector is largely ascribed to discrimination against women, while the gender earnings gap in the self-employment sector is mostly due to productivity difference that, in part, is caused by worker selectivity.     

浙江省人力资源市场行业工资差异现状分析

改革开放以来,浙江省人力资源市场工资差异已经成为影响浙江省收入分配的重要因素。本文通过对杭州、嘉兴、绍兴、湖州、宁波、舟山、金华、温州、台州、丽水、衢州等11个市在行业工资差异方面进行调查研究,归纳总结,阐述浙江省11个市人力资源市场行业工资水平上存在的差异,简要分析其成因与控制方法。     

Wage differentials between local and foreign workers in Macao: Discrimination?

This paper looks into the wage differential between local and foreign workers in Macao. We applied standard wage decomposition techniques to official wage statistics to identify wage gaps according to sector and occupation, among other dimensions. The results suggest that, in addition to wage discrimination against foreign workers as a whole, Macao’s employers tend to pay skilled foreign workers premium wages, whereas less-skilled foreign workers receive lower wages than their local counterparts.