我国公务员工资的现状、问题与对策建议

随着形势的发展,我国公务员工资制度目前已经不能适应当前形势的要求,主要表现在公务员工资制度已失去了激励作用,公务员工资水平地区之间差距过大,职位分类不完善,岗位评价不到位,工资增长机制不健全等方面。为此,下一步公务员工资制度首先应改革职务等级工资制度,加强职位分类,建立工资调查制度,缩小地区之间的差距,建立公务员工资正常的增长机制。     

中国公务员地区收入差距研究

公务员是中国行政机构重要的人才资源,公务员素质的优劣关系到国家的政府水平,影响着政府的建设,而影响公务员素质能力高低的一个关键因素就是公务员工资。目前中国公务员地区间收入还存在着一定的差距。广义上包括不同地区间不同部门的差距和同一地区间不同部门的差距,差距的存在影响着地区间的发展。     

全面认识居民收入差距问题

目前我国收入分配关系尚未理顺,居民收入差距持续扩大,主要问题是:总体收入差距过大,城乡之间、地区之间、行业之间收入差距过大,不同所有制单位之间、机关企事业单位之间收入差距过大,企业内部收入差距不规范、不合理,工资外收入混乱,不合理不合法收入使差距进一步拉大。为了妥善解决这些问题,首先要全面认识这些问题。     

FDI流入对我国工资差距的影响——一个倒U形关系的形成、弱化及其解释

本文发现,2000-2001年我国各地的外资企业相对当地总体平均工资差距与当地固定费产投资中外资所占比重之间存在显著的倒U形关系,但近些年这一关系逐渐减弱.本文认为外资企业与当地国内企业之闻的技术差距在各地区的差异是导致这种倒U形关系出现的重要原因.西部部分地区FDI的低效率和东部部分省份FDI的技术溢出都使得内外资企业间的技术差距导致工资差距缩小,并且技术溢出越显著的地区.内外资企业问的工资差距也越小.而近些年这种倒U形关系的弱化实际上是由个别省份造成的,总体上这种关系在我国仍然存在.     

职级工资的问题与对策分析

职级工资是我国国家公务员工资的基本形式,因而完善职级工资也是提高国家公务员工作效率的主要的主要手段。它在推进我国国家公务员制度改革中起着至关重要的作用。经过多次的改革完善我国国家公务员的职级工资制度基本建立完整,多少随着市场经济的发展和国际化的不断加强,职级工资制度依然显露出了自身或存在的问题与不足。     

企业高管与一般雇员工资差距对企业绩效的影响——基于对A股上市公司的实证分析

本文以我国A股上市公司为例,实证检验了企业内部工资分配差距与企业绩效之间的关系。研究结果表明,二者之间具有显著的正向关系——较大的工资差距有利于提高企业绩效,该结果支持了竞赛理论。本文的研究结果具有明确的政策含义:放松对国有企业的工资管制有利于改善企业绩效。     

论中国公务员养老保险配套制度的改革

中国公务员养老保险改革应与三个方面的配套制度,即退休制度、工资制度和法律制度的改革同时进行。退休制度改革应包括提高退休年龄并使男女退休年龄一致。工资制度改革包括建立合理的工资结构、引入绩效工资制度、减少隐性收入和地区间工资差异。法律制度改革包括建立适应的法律体系,明确政府职责和法治程序。     

我国劳动力工资收入差距的统计分析——对工资基尼系数的测算与分解

本文通过计算地区工资基尼系数、行业工资基尼系数、城乡工资基尼系数及构成来源工资基尼系数,并对它们进行相应的分解,以考察工资收入分配的均等状况.研究结果表明,我国的工资基尼系数基本上都未超过0.3,这说明我国目前的工资收入分配状况比较均等,但工资差距不断拉大的趋势值得注意.本文最后提出相关的政策建议.     

我国公务员收入水平偏低吗

“公务员的收入低于社会平均水平”这一判断是错误的，错误的原因在于用行业工资水平反映行业收入水平。劳动的收入是一个综合报酬，劳动者从其职业中获得的收入除了供其直接支配的工资外，还包括非工资货币收入、实物收入及无形收入。我国特殊的收入分配制度导致非工资收入占劳动收入的比重在行业间存在较大差距，这使得用行业工资水平反映行业收入水平这一被普遍采用的衡量行业间收入差距的方法在我国失效。在我国，公务员的工资收入虽稍低于社会平均水平，但非工资收入却非常丰厚，公务员收入不是低于社会平均水平，而是远高于社会平均水平。     

公务员薪酬结构调整的实证研究——基于执行标准前后数据分析

2006年工资制度改革以来,公务员津贴补贴得以规范,但是,“同岗不同薪,同城不同酬”的分配不公现象依旧存在.因此,本文采用2005年和2012年S部门不同级别的公务员薪酬数据,分析执行标准前后公务员薪酬级别差异和地区差异现状,采用聚类分析探究31个省直辖市的薪酬级差类型,采用泰尔指数比较省内外间的差距.研究表明:执行标准前后的公务员薪酬结构有所改善,差距缩小;薪酬区域差距聚类分析,得到四大类公务员津贴补贴;省份组内差异大于省组间差异.最后,为我国建立科学合理的公务员薪酬结构提出相应的建议.     

Should civil servants be restricted in wage bargaining? A mixed-duopoly approach

Should civil servants (employees in the public sector) be allowed to bargain collectively? To answer this question, we construct a model of unionized mixed duopoly and examine the regulatory framework of public institutions, especially focusing on a wage regulation imposed on the public firm. The wage regulation turns out to yield critical welfare implications as it gives rise to two opposing strategic effects: the wage regulation intensifies downstream-market competition while it loosens upstream-market competition. The overall welfare effect is ambiguous, depending crucially on the degree of product differentiation between the firms. We also show that, in contrast to the popular belief, granting the right to bargain collectively to civil servants would not necessarily help them because they tend to demand excessively high wages when they are allowed to bargain collectively. Finally, we briefly discuss a new perspective on the role of profit motives in public institutions when the wages are determined endogenously.     

我国公职人员工资分类管理研究*

分类管理是管理的一种进步。目前我国机关事业单位工资制度比较单一,公务员都实行职务与级别相结合的工资制度,事业单位都实行岗位绩效工资制度。过分统一的工资制度不能适应不同行业、不同部门管理的特点和要求。本文对工资分类管理相关问题进行了探讨,回顾了我国公职人员工资分类管理和发展变化,分析了我国公职人员工资分类存在的问题,提出了下一步深化工资分类改革的设想。     

Interindustry part-time and full-time wage differentials: regional and national analysis

This paper provides more evidence that the wage differential is far smaller than is suggested by simple comparison of gross wages of full-time and part-time workers. It is noted that to obtain a more reasonable measure of the full-time and part-time wage differential, it is necessary to adjust for differences in workers' characteristics, labour market conditions and sample selection. It is found that, in general, full-time and part-time workers exhibit different personal characteristics. In particular, full-time workers possess more human capital and experience than part-timers. Also, labour market conditions such as unions and pension plans favour full-timers. These differences may partly account for the wage disparity between full-time and part-time workers. It was noted that the nonrandomness of the workers into full-time and part-time jobs influences the wage determination of both full-time and part-time workers. The results indicate that the adjustment of the wage equations to reflect the above mentioned differences reduces the national wage differential between full-time and part-time workers by 10%. The reduction is even larger across regions and industries. Another finding was that the wage determination processes between full-time and part-time workers do differ.     

The heterogeneous regional effects of minimum wages in Poland

We evaluate the impact of large minimum wage hikes on employment and wage growth in Poland between 2004 and 2018. We estimate panel data models utilizing the considerable variation in wage levels, and in minimum wage bites, across 73 Polish NUTS 3 regions. We find that minimum wage hikes had a significant positive effect on wage growth and a significant negative effect on employment growth only in regions of Poland that were in the first tercile of the regional wage distribution in 2007. These effects were moderate in size, and appear to be more relevant for wages. Specifically, if the ratio of minimum wage to average wage had remained constant after 2007, by 2018, the average wages in these regions would have been 3.2% lower, while employment would have been 1.2% higher. In the remaining two-thirds of Polish regions, we find no significant effects of minimum wage hikes on average wages or on employment.     

A dynamic spatial panel data approach to the German wage curve

A wage curve is a decreasing function of wages on the regional unemployment rate. Most empirical studies on the wage curve ignore possible spatial interaction effects between the regions which are the primary units of research. This paper reconsiders the western German wage curve with a special focus on the geography of labour markets. Spillovers between regions are taken into account. The paper tests whether the unemployment rate in the larger surrounding region also affects wages. In addition, agglomeration effects and effects of local monopsony are assessed.The main database is a random sample of 974,179 employees observed over the period 1980-2004 and covering 326 NUTS3 units (districts). This rich data set is used to estimate a dynamic wage curve according to the two-step approach of Bell et al. (2002). In the first step one controls for individual heterogeneity and in the second step one allows for spatial effects of unemployment across regions on wages. We check the sensitivity of this wage elasticity to various spatial weight matrices as well as allowing for the endogeneity of unemployment. We also estimate the wage elasticity for various population groups.     

What is behind low wages in central and eastern Europe?

This paper compares wages across Europe in relation to the characteristics of workers and firms, with a particular focus on wage levels in central and eastern European countries. Worker and workplace endowments can be taken as a proxy for labour productivity. We estimate the extent to which wage differences observed at an aggregate level can be related to the different compositions of workforces and workplaces, as well as the types of jobs conducted in separate countries. We also decompose the observed differences in returns on endowments by identifying the sectors and occupational categories that contribute most to the wage gaps observed at the aggregate level. The wage gaps in low-wage countries actually appear larger once differences in worker, work and workplace characteristics are controlled for. In contrast, the differences in wages between high-wage countries diminish when we control for these endowments. The wage gap between East and West thus seems to be explained by a much lower return on skills and other characteristics rather than by differences in the composition of workforces and firms. Sectoral and occupational analysis suggests that central and eastern European countries have developed a generalised low-cost and low-wage model, with relative returns particularly low on higher skills. There is much less wage disparity across European countries in more labour intensive and lower-paid services sectors, such as accommodation and food service activities. The magnitude of the wage gap seems to be driven by the relative position of sectors and occupations in high-wage countries.     

司法制度、工资激励与反腐败:中国案例

现有研究表明,自20世纪90年代以来,中国的腐败没有得到有效遏制,其根本原因是什么?中国目前实施的反腐败策略效果如何?这些都是反腐败研究中必须关注的重要问题。本文利用中国1989—2006年省级面板数据,从立法、执法和工资激励等视角实证分析了中国反腐败策略的效果。文章发现,司法制度建设(增加立法数量和加大执法力度)能够显著减少腐败发生率;高薪养廉(增加公务员工资)对反腐败发挥了积极影响;预算外收入增加是导致腐败蔓延的原因之一。另外,司法制度(立法)在反腐败中的作用受到预算外收入的影响。     

农民工就业流动的工资效应研究——以南京市为例

将农民工的就业流动区分为同一城市内部的流动和不同城市之间的流动,分别从理论上讨论了两种情况对工资水平的影响机制;对相关的理论假设作了实证检验。在控制住相关变量的情况下,农民工的工资水平与其更换就业城市的次数之间存在着显著的正相关关系;农民工的工资水平与其在本地更换工作单位的次数之间成显著的负相关关系,而与在本单位工作时间的长短之间存在着显著的正相关关系。     

Estimating Krugman’s Economic Geography Model for the Spanish Regions

This paper estimates Krugman’s (J Polit Econ 99:413–499, 1991) economic geography model using data from the Spanish NUTS 3 regions. The econometric formalization endogenously determines wages in a region as a function of income and wages in other regions. The specification adopted also allows us to study the relation between the agglomeration of economic activity, increasing returns and market access. The first result obtained is that the Spanish economy exhibits a spatial wage structure: wages in a region are positively determined by income and wages in neighboring regions. In second place it is found support for the structural relations of the underlying theoretical model, indicating the importance of scale economies and transport costs in shaping the Spanish economic geography.     

Inflation,minimum wage and other wages: an econometric study on French macroeconomic data

This study examines the set of interdependences between the formation of wages, prices and the minimum wage (SMIC) through a vectorial error correction model estimated on French quarterly macroeconomic data covering the 1970–1/1999-4 period. Two periods are distinguished: the period of inflation rise from 1970 to 1981, which coincides with an important squeeze of the wage range, measured by the ratio of the minimum wage to the hourly wage rate; the period of disinflation since 1981, that has been concomitant with a stability of wage inequalities. Disinflation has hardly benefited the evolution of the SMIC which has always profited by price rises, in real and relative terms, which have become less strong. This evolution does not benefit any more on wage rises, when the interdependences between variables are taken into account. The SMIC seems however to have gained in efficiency as an instrument on wage disparity reduction. It rises are finally more persistent in real terms and relatively to the other salaries and have always as little inflationary impact on wages as on prices.