城镇居民收入性别差异的实证分析

运用明瑟 (Mincer)收入方程及奥克萨克 (Oaxaca)收入分解方法 ,依据北京市房山区调查数据 ,对教育回报率及我国城镇居民男女收入差异进行了分析。利用收入函数进行估计的结果表明 :工作经验对收入的影响不大 ,但文化程度对收入的影响较大。与其他发展中国家相比 ,我国城镇地区的平均教育回报率相对较低 ,但女性的教育回报率比男性高。奥克萨克和纽曼克 (Neumark)的收入分解方法表明 ,男女收入差异主要由解释变量系数估计值的差异所引起。     

美国社会保障退休金确定机制——方法、特点与启示

养老金待遇确定机制是公共养老金制度的核心内容之一。从三个方面系统研究了美国社会保障退休金确定机制:在退休年龄方面,实现了劳动关系和社会保障关系的相对分离,通过引入“全额领取年龄”建立了“早减晚增”式初始退休金调节机制;在计算办法方面,建立了基于个体的、全国统一的基本保险金额计算办法,并通过分级加权实现了收入再分配和减少老年贫困等功能;在待遇调整方面,建立了基于生活成本调整的退休金指数化自动调整机制。立足我国基本养老保险制度实践、借鉴美国退休金制度设计经验,本文认为我国基本养老保险待遇确定机制改革的方向是引入较为宽松灵活的退休政策、待遇计发与全国性指标挂钩以促进全国统筹和制度公平、增强待遇计发对参保和缴费行为的激励作用、尽快建立科学合理的待遇调整机制。     

大珠三角地区劳动力市场一体化研究

通过对大珠三角地区(21城市)1995～2009年15年在岗职工平均工资进行分析,来研究小珠三角地区(9城市)①和大珠三角地区(21城市)②的劳动力市场一体化水平。结果表明,小珠三角地区劳动力市场一体化正在形成,但程度不高;大珠三角地区仍然存在市场分割,劳动力市场一体化趋势不明显。     

Equilibrium Wage Dispersion with Worker and Employer Heterogeneity

We construct and estimate an equilibrium search model with on–the–job–search. Firms make take–it–or–leave–it wage offers to workers conditional on their characteristics and they can respond to the outside job offers received by their employees. Unobserved worker productive heterogeneity is introduced in the form of cross–worker differences in a “competence” parameter. On the other side of the market, firms also are heterogeneous with respect to their marginal productivity of labor. The model delivers a theory of steady–state wage dispersion driven by heterogenous worker abilities and firm productivities, as well as by matching frictions. The structural model is estimated using matched employer and employee French panel data. The exogenous distributions of worker and firm heterogeneity components are nonparametrically estimated. We use this structural estimation to provide a decomposition of cross–employee wage variance. We find that the share of the cross–sectional wage variance that is explained by person effects varies across skill groups. Specifically, this share lies close to 40% for high–skilled white collars, and quickly decreases to 0% as the observed skill level decreases. The contribution of market imperfections to wage dispersion is typically around 50%.     

An examination of gender difference in advancement and salary for Marriage and Family Therapy faculty members working in public universities

Evidence for inequitable advancement and salary disparity for women in academia is compelling, but only a marginal amount of research has explored this in the field of Marriage and Family Therapy (MFT) specifically. Current research provides preliminary evidence that women remain underrepresented at the Full Professor rank and are paid less than men MFT faculty. This study collected publicly available data for MFT faculty in public universities to explore gender differences in advancement between ranks, salary disparity, and the representation of women and men in the highest and lowest paying niches of MFT academia. Results showed that, despite being 60.15% of MFTs in public universities, women were paid an average of $5596.25 less than men. Men were 1.40 times more likely than women to be promoted to Full Professor on time—within 13 years of their terminal degree. Implications for addressing inequitable advancement and salary disparity for women MFT faculty are discussed.     

Gender inequality in the one percent: A look under the hood of high incomes in Germany

Gender differences in economic outcomes are important topics in social science research. However, the study of gender differences among economic elites—“the top one percent”—has received surprisingly little attention, likely also due to a lack of empirical data. This paper investigates gender differences in individual and household income among the top one percent of individual monthly net incomes and top two percent of net household incomes using data from the German Microcensus from 2006 to 2016 covering more than 3.3 million individuals. I find that women account for only around 14% of the one percent in individual incomes. Additionally, regarding the household level, women's incomes are sufficient to achieve two percent status in fewer than 10% of all households. Both numbers did hardly change over the decade from 2006 to 2016. Furthermore, women's pathways to belonging to a high-income household are far more dependent on their partner's education and employment status than men's. Overall, the findings thus show dramatic gender differences among the German economic elite that do not narrow over time.     

外资进入影响农村劳动力收入的途径:提高工资率抑或延长工作时间

区分外资进入通过工资率途径与工作时间途径对农村劳动力收入的影响，有助于理解外资进入的福利含义和加强工时监管的实际效果。基于企业固定雇用成本视角阐释了外资进入影响农村劳动力收入的内在机制，并采用2013年和2018年中国家庭收入调查(CHIP)数据检验了外资进入通过前述两种途径对我国农村劳动力收入的影响。研究发现，外资进入有助于提升我国农村劳动力的收入水平，且对工资率与工作时间均有正向影响。其中，增加年工作月数以延长工作时间是外资进入促进农村劳动力收入增长的重要途径，这与外资进入主要通过提高工资率促进城镇劳动力收入增长形成了对比。异质性分析发现，受外资进入影响，雇用型就业、无劳动保障、单位规模小、流动性强、就业保护弱地区的农村劳动力更可能通过延长工作时间提升收入水平。进一步研究发现，外资进入有助于推动农村劳动力将土地转包出去，并从事本地雇用型工作、非农业生产经营性活动或长期在外务工。因此，应坚持将引进外资作为我国实现劳动力充分就业的重要举措，持续推动降低企业固定雇用成本，促进农村劳动力在城镇实现稳定非农就业和收入增长。     

High Wage Workers and High Wage Firms

We study a longitudinal sample of over one million French workers from more than five hundred thousand employing firms. We decompose real total annual compensation per worker into components related to observable employee characteristics, personal heterogeneity, firm heterogeneity, and residual variation. Except for the residual, all components may be correlated in an arbitrary fashion. At the level of the individual, we find that person effects, especially those not related to observables like education, are a very important source of wage variation in France. Firm effects, while important, are not as important as person effects. At the level of firms, we find that enterprises that hire high-wage workers are more productive but not more profitable. They are also more capital and high-skilled employee intensive. Enterprises that pay higher wages, controlling for person effects, are more productive and more profitable. They are also more capital intensive but are not more high-skilled labor intensive. We find that person effects explain about 90% of inter-industry wage differentials and about 75% of the firm-size wage effect while firm effects explain relatively little of either differential.