摘要
一些学者发现大企业员工的工资通常比小企业员工更高,认为工资存在规模溢价。理论界对这一现象有多种解释,但没有一种能够得到普遍的认同。其中的原因在于一些实证研究事先缺乏理论分析,导致一些理论上不成立的关系被作为解释。此外,选择个体截面数据会使结果存在较大的偏差。文章经过理论分析,认为员工在工作选择时会考虑风险因素,工资中应当包含风险溢价,而风险与企业规模负相关。对此提出假说:其他条件相同时,当劳动者选择处于均衡时,规模越小的企业中员工面临的风险越高,工资中风险溢价就必须更多,工资应当更高。2003~2013年间,除个别具有较高就业门槛的垄断行业以外,对国内35个行业的面板数据进行实证检验,发现工资的企业规模弹性大约为-0.03,其绝对值与企业利润率和员工劳动生产率的工资弹性相差不大。因此认为,国内企业的工资与企业规模负相关,不存在工资的规模溢价。
Some scholars found that the salary of employees in large enterprises is generally higher than those in small enterprises,so there is size premium on salary. There are many theories to explain this phenomenon,but none of them can be fully convinced. The reason lies in the lack of theoretical analysis in some empirical studies,in which some of the theoretically non-established relationships are used as explanations. In addition,the application of individual cross section data results in larger deviation. Through theoretical analysis,this paper believes that risk premium should be included in salary because employees often take risk factors into consideration in choosing jobs,and risk is negatively correlated with firm size. Therefore,this paper puts forward the hypothesis that other things being equal,staffs in smaller enterprises face higher risks when they balance their choices,therefore,risk premium on their salary need to be higher,and they should be paid more. Except few enterprises with high employee requirements in monopoly industries,the panel data of 35 industries from 2003 to 2013 are collected to make an empirical test and the author discovers that firm size elasticity on salary roughly equals to-0. 03. The absolute value is similar with the salary elasticity of enterprise profit margin or labor productivity. Therefore,this paper proposes that salary is negatively correlated with the scale of the enterprise,so there is no size premium on wage in China.
出处
《云南财经大学学报》
CSSCI
北大核心
2017年第3期21-31,共11页
Journal of Yunnan University of Finance and Economics
