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本文利用微观调查数据,对中国国有部门与非国有部门在1991～2004年间的工资差异进行了实证研究。研究发现,在1991～2004年的市场化改革过程中,不论是机关事业单位还是国有企业,人力资本在工资决定中的作用不断提高,但是与非国有部门工资决定模式相比较,国有部门的工资决定依然带有较强的制度化特征,工资决定中的制度因素导致了劳动力在部门间的“同工不同酬”的现象。工资差异的分解结果表明,国有部门与非国有部门之间长期存在工资溢价,并且国有部门的工资溢价随技能水平的上升而递减,这表明,国有部门相对集中的工资结构在中低技术阶层过于慷慨,在高技术阶层又过于俭约。中高技术层次人员的工资惩罚现象虽然因溢价的扩张而改善,但是对最高技术层次的人员的惩罚现象一直存在。本文认为,中国劳动力市场化改革取得了一定的成效,但进一步提高市场竞争性,深化工资制度改革还任重道远。
This paper uses the micro-survey data to make an empirical study on wage differentials between state-owned and non-state-owned sectors in China from 1991 to 2004. The study found that in the process of market-oriented reform from 1991 to 2004, the role of human capital in wage decision-making continued to improve both in public institutions and state-owned enterprises. However, compared with the non-state sector wage determination model, the wage of state-owned sector The decision still carries strong institutional characteristics. The institutional factors in wage decisions have led to the phenomenon of “unequal pay for equal work” between the workforce and the workforce. The decomposition of wage differentials shows that there is a long-term wage premium between the state-owned sector and the non-state sector, and the wage premium of the state-owned sector declines with an increase in the skill level. This shows that the relative concentration of the state-owned wage structure in the low- Generous, too frugal at the high-tech level. While the phenomenon of wage penalties for middle and high-tech personnel has improved due to the expansion of premiums, the punishment of personnel at the highest technical level has always existed. This article argues that the labor market reform in China has achieved some success, but it is still a long way to go to further enhance market competitiveness and deepen wage system reform.