流动人口自雇的决定机制及收入差异北大核心CSCDCSSCI

除工资雇佣外,自雇(包含有雇工自雇和无雇工自雇)是流动人口重要的劳动参与方式.本文基于2016全国流动人口调查数据,采用多项logit模型考察了自雇的决定机制,并从平均和非线性维度分别运用倾向得分匹配和无条件分位数处理效应模型测度了不同劳动参与方式之间的收入差异.实证分析结果表明:1)教育有利于流动人口有雇工自雇而无助于无雇工自雇,男性较女性更容易产生自雇,户籍并不会明显影响自雇;专业技术人员并不倾向于自雇,而服务业中的非技能劳动力自雇可能性更大.2)流动人口有雇工自雇的平均收入水平最高,其后依次为无雇工自雇和工资雇佣;经济越发达的地区,流动人口自雇与其他劳动参与形式的收入差异越大.3)相对于工资雇佣,流动人口两类自雇的收入均随收入水平上升而递增,且有雇工自雇引致的收入差异更大;不同劳动参与方式间的收入差异主要源于个体间的条件(禀赋)差别.     

雇佣契约对心理契约破坏影响的实证研究

以中国某国有银行支行222名员工为样本,应用结构方程模型和分步骤多元回归等统计分析方法,研究雇佣契约对员工心理契约破坏反应的影响,即心理契约破坏与员工工作态度(工作满意度和离职倾向)间关系中雇佣契约(雇佣契约类型和持续承诺)具有的调节作用.实证结果表明,企业心理契约破坏与员工工作满意度负相关,与离职倾向正相关;雇佣契约类型调节心理契约破坏与员工工作满意度间关系,即与长期雇员相比,短期雇员工作满意度水平的变化程度更大,雇佣契约类型对心理契约破坏与离职倾向间关系不具有调节作用;持续承诺弱化了心理契约破坏与工作满意度、离职倾向间的关系,即与持续承诺低的员工相比,持续承诺高的员工对心理契约破坏的反应更为平和.     

工资率与劳动时间关系的经济学研究及启示——基于冰岛缩短法定劳动时间的试点情况

传统的劳动供给理论认为,劳动供给时间随着工资率的上升而出现先增加后减少的现象,这种理论模型的设计基于自由市场经济条件下,工资率作为自变量,而劳动时间为因变量的前提。冰岛于2015—2019年由政府主导对部分人群进行了每周4天工作制的试点活动。试点期间,劳动者法定工作时间从每周40小时降到了每周35或36小时,但收入不变。参与试点的研究人员认为,试点活动既提升了劳动者的生产率,又由于闲暇时间的增加而提升了劳动者的幸福感。从经济学角度看,这项试点政策的实质,是将原作为因变量的劳动时间改为自变量,而工资率成为因变量。通过对劳动者收入约束线及闲暇-收入无差异曲线的组合分析,可以从量化角度评判“减时不减薪”改革的真正效果。     

工会能够维护流动人口劳动权益吗?

已有关于工会效应的研究多为平均意义上的结果,而对流动人口的研究则关注"底线保障",那么工会是否能在流动人口劳动权益方面起到积极的作用呢?本文基于2013年流动人口动态监测调查问卷的微观数据,利用干预效应模型对议题进行研究,结果表明:(1)工会可以切实维护劳动者权益。(2)工会对流动人口维权作用更大。在工资收入方面,流动人口的工会效应为34.18%,高于平均工会效应为4.36%;在工作时间方面,流动人口的工会效应为-24.87%,低于平均工会效应1.86%。(3)流动人口加入工会存在入会门槛,流动人口成为工会会员的概率较本地(户籍)人口低10.4%。(4)我国流动人口入工会率偏低的行业集中在建筑业、生产性服务业、消费性服务业以及公共服务业,部门集中在集体部门。为此,维护流动人口的劳动权益可能需要更加精准的工会服务。     

所有制分割、行业选择与工资差异

为揭示中国劳动力市场所有制分割引起的工资差异,基于二元选择Logit模型和Mincer方程,构建二元选择Logit-非歧视分解模型,将国有部门与非国有部门之间的工资差异分解为行业间可解释、行业间不可解释、行业内可解释、行业内不可解释1(超额回报)和行业内不可解释2(不足回报)5个部分。以2002年中国家庭收入调查微观数据为研究对象,对在国有部门和非国有部门就业的中国城镇居民行业选择行为、工资决定机制、工资差异构成等进行定量研究。实证结果表明,国有部门与非国有部门劳动力特征显著不同,导致其行业选择行为存在较大差异;国有部门与非国有部门工资决定机制显著不同,导致其工资水平存在较大差距,劳动力特征差异可以解释其中的60.10%,仍有39.90%不可解释部分形成国有部门非正常的工资溢价。     

过度自信对雇员工资契约选择影响的实验研究

在对Hyatt等实验研究思路进行改进的基础上,采用五阶段单因素被试间可控模拟实验的方法,以45名自由招募的具有不同专业背景的大学生为研究对象,以乘法运算为实验工作任务,研究当雇员拥有相对不完全的个人工作能力认知时,由此引发的过度自信对雇员工资契约选择的影响。研究结果表明,对个人能力认知不完全的参与者比对个人能力认知相对完全的参与者更有可能对其个人的绝对工作能力过度自信,因而更倾向于选择与其实际能力不相符合的绩效工资契约,从而得到较低的收益。在考虑工资契约更换成本的前提下,初始阶段对个人能力认知程度不同的个体间的契约更换行为之间差异不显著,但对个人能力认知不完全的个体比对个人能力认知相对完全的个体更有可能将绩效工资契约更换为固定工资契约。研究结果对雇主降低雇佣成本和雇员工资契约选择等方面均有重要的应用价值。     

基于扎根理论的多元雇佣工作群体的雇佣身份断层与激活因素研究

以多元雇佣工作群体为研究对象,探讨了雇佣身份断层的内涵及状态;并依据扎根理论研究方法,通过访谈22名来自不同企业的11个多元雇佣工作群体的正式工和派遣工,探索了雇佣身份断层的激活因素.研究结果表明,激活雇佣身份断层的3个核心群体情境因素为人力资源政策差异、非正式员工的雇佣政策(包括雇佣期限和雇佣身份转换机制)和人际关系氛围.其中,人力资源政策差异和非正式员工的雇佣期限对雇佣身份断层有直接激活效应,雇佣身份转换机制和人际关系氛围则对两者的激活效应起到调节作用,并且上述直接和间接激活作用都通过雇佣身份这一社会类别的显著性中介得以实现.     

近十年来流动人口变化的特征、原因和对策研究——对人口“五普”和“六普”数据比较分析

近十年来,流动人口变化既保持了以往的特点,也显现出许多新的特征:流动人口的总量不断加大,并且更加倾向于向经济发达地方的流动;流动人口中男性比例已经超越女性;流动人口的受教育程度普遍提高,流动人口的年龄结构倾向于年轻化的结构,且流动人口高度集中于20到24岁年龄组;务工经商在流动原因中占据更大的比例。这就要求,国家在经济发展的同时,要不断的制定和完善相应的政策来应对流动人口出现的新变化和新特点。     

中国地区间收入差异变化的影响因素探究——基于国内价值链视角的分析

利用Theil指数测算了1995年至2012年中国地区间收入差异.结果显示,2003年后地区间收入差异开始不断下降.本文利用反映加工贸易的地区间投入产出模型,建立了地区间收入差异的结构分解模型,分析了地区间收入差异下降的原因.结果表明,投入结构的变化有效降低了地区间收入差异,而最终需求的变化大幅加剧了地区间收入差异.进一步研究表明,国内需求规模的扩大、地区间中间品贸易往来的加强、从欠发达地区向发达地区的人口迁移是地区间收入差异下降的最主要因素.本文研究结论对于进一步缩小地区间收入差异,实现区域经济协调发展具有重要的政策启示.     

产业结构对收入分配的影响

本文使用基尼系数和行业工资标准差等变量进行回归,验证了学者提出的行业工资差异对收入差距的贡献的论点。文章最终使用分布滞后模型解释我国收入差距的变化,并得到良好结果。在此基础上,本文提出在我国现行的法律和经济制度下,行业垄断是造成行业工资差异的主要原因。最后文章提出缩小收入差距、治理行业垄断的一些建议。     

Women's Career Development and Divorce Risk in Japan

ABSTRACT In Japan, divorce rates have more than doubled since the mid-1960s, and female paid employment has increased rapidly in the past few decades. By applying a conventional economic model of labor force participation to micro-level data gathered from a nationally representative sample survey, this paper shows that Japanese married women who have contemplated divorcing their husbands are more likely to participate in the workforce as full-time paid employees. This finding suggests that an increasing risk of divorce has made a substantial contribution to the fast rise in Japanese women's participation in paid employment, particularly full-time work.     

Do Lower Top Marginal Tax Rates Slow the Income Growth of Workers?

Top marginal tax rates are positively correlated with the pretax income growth of the bottom 90 per cent — those who are not subject to the top rates. To explain this correlation, this paper presents and tests a model in which executives can increase firm profitability by (i) increasing the firm's level of technology and (ii) decreasing labor costs. In the model, higher marginal tax rates may reduce pretax inequality by increasing the average income growth of workers. This hypothesis is tested by examining the effect of top marginal tax rates on (unobserved) relative bargaining power between labor and firms and, therefore, on the income growth of workers in the USA. Bargaining power, in both the theoretical and the empirical models, is proxied by private‐sector unionization and use of offshore labor resulting in higher imports.     

Nomenclature and harmonised criteria for the self-employment categorisation. An approach pursuant to a systematic review of the literature

This paper presents the review and discussion of terminology and criteria describing the self-employment phenomenon. We attempt to give a conceptually and empirically grounded categorisation of self-employment forms for this heterogeneous and constantly changing group. An abundance of definitions and conceptualisations of self-employment exists and makes data collection and statistical comparisons for this group unreliable, if at all meaningful. In order to produce sound, reliable comparative studies on the self-employed population, researchers will eventually be required to agree on a universal and internationally consistent definitions and a structured categorisation. Such determinations are also essential for practical purposes such as establishing or enforcing the taxation regulations.In our study, the systematic analysis of selected data from 253 various publications was performed. We gave an overview of different approaches to the problem of identification and differentiation of self-employed. An ordered list of criteria used for these purposes has been compiled. We concluded that the set of five categories with most salient characteristics reflects well the composition of the self-employed population: freelancers (ipros), innovators, traditional small business owners (including farmers), dependent self-employed and hybrid self-employed. We discuss the perspective on further studies and need for integration of research approaches in view of increasing role of the new forms of self-employment in global economy.     

How the Risk of Displacement for Older Workers Has Changed

Using Blinder–Oaxaca decomposition and relying on the consistent design of the Displaced Worker Survey since 1996, this study analyses various factors contributing to the rising dislocation of older workers, such as changes in tenure, industry mix, educational attainment, and labor force participation. Although in the past older workers were less prone to displacement compared with prime‐age workers, this paper finds that older workers are now more likely to be displaced, conditional on education, manufacturing industry, and tenure. Declining tenure, a higher incidence of displacement in manufacturing, and a higher labor force participation among older workers largely explain the convergence of displacement rates among older and prime‐age workers.     

‘Birds of a Feather Flock Together’: The Impact of Choice of Spouse on Family Labor Income Inequality

Abstract. This paper analyzes to what extent the rise in women's labor force participation has led to ‘flocking together’, i.e. whether women with high labor income tend to be married to men with high labor income, or vice versa. Based on the decomposition of the Gini coefficient and a related index for the extent of ‘flocking together’ applied to labor income data for Norway for the period 1973–97, we find a tendency for ‘flocking together’ for all married couples, and married couples with two labor incomes.     

Cooperation despite contingency: what accounts for cooperative behaviour of contingent managerial workers?

Previous empirical results have revealed two particular mechanisms influencing cooperative or extra-role behaviour of contingent employees. These are the mechanism of instrumentality, mainly driven by contingent employees’ desire for a permanent position, and the mechanism of social exchange, based on the ‘norm of reciprocity’ (Gouldner in Am Sociol Rev 25:161–178, 1960) between employer and employee. For the most part the cooperative behaviour studied among contingent workers has been restricted to non-managerial positions. But is it also possible to transfer these mechanisms to contingent employees in managerial positions? A quantitative study of contingent (self-employed) workers in managerial positions (also called ‘interim managers’) was carried out among 133 German interim managers. The results of regression analysis reveal that social exchange as well as instrumentality mechanism can facilitate cooperative behaviour of contingent employees in managerial positions. However, the aspects of social exchange, especially task autonomy, seem to be more relevant to the cooperative behaviour of these individuals.     

A Parsimonious Macroeconomic Model for Asset Pricing

I study asset prices in a two‐agent macroeconomic model with two key features: limited stock market participation and heterogeneity in the elasticity of intertemporal substitution in consumption (EIS). The model is consistent with some prominent features of asset prices, such as a high equity premium, relatively smooth interest rates, procyclical stock prices, and countercyclical variation in the equity premium, its volatility, and in the Sharpe ratio. In this model, the risk‐free asset market plays a central role by allowing non‐stockholders (with low EIS) to smooth the fluctuations in their labor income. This process concentrates non‐stockholders' labor income risk among a small group of stockholders, who then demand a high premium for bearing the aggregate equity risk. Furthermore, this mechanism is consistent with the very small share of aggregate wealth held by non‐stockholders in the U.S. data, which has proved problematic for previous models with limited participation. I show that this large wealth inequality is also important for the model's ability to generate a countercyclical equity premium. When it comes to business cycle performance, the model's progress has been more limited: consumption is still too volatile compared to the data, whereas investment is still too smooth. These are important areas for potential improvement in this framework.     

The associations between work stress and mental health: A comparison of organizationally employed and self-employed workers

This study examined the associations between work stressors and mental health in organizationally employed and self-employed workers, and with the numbers of general practitioner (GP) services used by these two employment groups. The participants were selected from those already taking part in the PATH Through Life Project, in Australia. A total of 2275 men and women aged from 40 to 44 years participated in a community survey and were in the labour force at the time of the interview. Those who participated entered responses into a hand-held computer under the supervision of an interviewer. A total of 14.2% of the group identified themselves as self-employed. Respondents also provided details of their occupation and the extent to which they experienced work stressors. Some 72.6% of these participants gave consent for information on their use of GP services over a 12-month period to be obtained from national insurance records. We found that self-employed men and women reported more decision authority than the organizationally employed, while self-employed women also had more manageable job demands. Self-employment offered men no health benefit. However, women who were self-employed reported worse physical health than their organizationally employed counterparts. While work stress factors were most likely to be associated with the use of GP services by self-employed men, the use of those services by women was more strongly associated with their experiences of stress in organizational employment. Overall, self-employment was found to be associated with relatively few mental health benefits.     

劳动关系氛围和员工工作满意度:组织承诺的调节作用

本文从组织行为层次探讨劳动关系氛围与员工态度之间的关系。基于60家企业1607名员工的问卷调查,本文探讨了劳资双赢、劳资对立和员工参与三种劳动关系氛围对员工内在和外在满意度的直接影响,以及员工组织承诺在上述关系中的调节作用。研究发现,劳资双赢氛围显著地提升员工的内在和外在满意度,劳资对立氛围显著地降低员工的内在和外在满意度,员工参与氛围仅能显著提升员工的内在工作满意度。同时,员工组织承诺中的情感承诺能显著增强劳资双赢氛围对内在和外在工作满意度的积极影响,但仅能显著降低劳资对立氛围对内在工作满意度的消极影响,而对员工参与氛围的影响不具有调节作用。此外,研究还发现交易承诺不存在调节效果。     

Minimum Wages and Trainers' Dilemma

This paper examines how a minimum wage, viewed as an incentive to trainers, would affect the informal help provided through on‐the‐job training. In the work environment, experienced employees play a significant role in training new employees. However, the more help they provide to trainees, the less likely that the trainers themselves will be promoted. This is the trainer's dilemma: help trainees or work for promotion. We show that a minimum wage alleviates the trainer's dilemma, as it increases the earnings of non‐promoted workers and reduces the net benefit of promotion for experienced employees. Hence, minimum wage regulation encourages informal help and enhances welfare, although it reduces the firm's profit.