摘要
文章利用2002年住户收入调查(CHIP)数据对我国不同期限类型劳动合同的工资决定机制及工资差异进行了经验研究。结果发现,长期劳动合同与短期劳动合同的工资差异符合补偿性工资差别理论,企业对没有签订劳动合同的员工存在工资歧视。排除特征因素和选择性因素,长期劳动合同工的工资比短期劳动合同工低42.84%,比无劳动合同员工高29.6%。文章研究表明:短期劳动合同没有对生产率表现出显著的负面影响,提升劳动合同签订率是比限制短期劳动合同使用更为合适的劳动政策。
Based on CHIP＇s data of 2002, the paper studies the wage determination mechanisms of fixed-term labor contracts and indefinite-term labor contracts, and also demonstrates their wage differentials. It shows that the wage differentials between long-term labor contracts and short-term labor contracts are consistent with the theory of compensating wage differentials and there are wage discriminations against workers with no labor contracts. After controlling the feature elements and selective factors, the wages of workers with long-term labor contracts are 42. 84% lower than the ones of workers with short-term labor contracts, but 29.6 % higher than the ones of workers with no labor contracts. It indicates that short-term labor contracts have no significantly negative effects on productivity. As to labor policies, the increase of the rate of signing labor contracts is more suitable than the restriction on short-term labor contracts.
出处
《财经研究》
CSSCI
北大核心
2010年第2期36-47,共12页
Journal of Finance and Economics
关键词
劳动合同
固定期限合同
劳动政策
工资差异
labor contract
fixed-term contract
labor policy
wage differential
