劳动合同期限对制造业与非制造业部门工资差异的影响——基于广东省南海区劳动力调查的数据

The Impact of Labor Contract on Manufacturing and Non-manufacturing Sector Wage Difference——Based on Nanhai District,Guangdong Province Labor Force Survey Data

本文以广东省南海区劳动力为样本,研究在基层劳动者集中的制造业,劳动合同期限对工资水平有何影响。本文通过Heckman两步法回归判断劳动合同期限对制造业工资水平、部门工资差异的正向作用;通过分位数回归分析发现,在制造业劳动者中,劳动合同期限在中低分位工资水平上作用更大些,非制造业则反之;反事实分解显示,部门工资差异的大部分可由特征差异解释;对平均工资进一步分解发现,长期合同群体中,制造业的工资优势更明显。劳动合同期限一般是通过影响人力资本投资意愿和激励员工行为两途径影响工资水平的,若要提高企业生产率,提高劳动者工资水平,延长劳动合同期限会有一定效应,这种效应在制造业中、在中低层收入者中表现更为明显。利润与人工成本的消长关系使制造业企业为保持用工弹性缩减劳动合同期限,这反倒不利于专用性人力资本投资、不利于激励员工行为,由此无法提高劳动者工资水平,更无法形成新的竞争优势。欲打破制造业原有的低效发展模式,就必须形成稳定的具备专用性人力资本水平的产业工人队伍,而减少短期合同或许是一个突破口。

Based on Nanhai, Guangdong Province labor survey data, this paper focused on manufacturing workers at the low-income groups, studied the impact of the labor contract on wages. In this paper, Heckman two-step regression method was used to determine the positive effects of labor contract on manufacturing wage sector wage differences. By quantile regression analysis, we found that workers in the manufacturing sector, the labor contract bigger role in the level of wages in low-scoring position, the non-manufacturing and vice versa. By counterfactual decomposition, we think most characteristic differences can be interpreted by sector wage differences. By further decomposition of the average wage, we found in groups of long-term contracts, wage manufacturing advantage is more obvious. Labor contract can affect the wage level in two paths： one is the willingness to invest in human capital, and the other is to motivate employee behavior. If the enterprise want to improve business productivity, raise wages to workers, to extend their labor contract would be a good choice. This effect in the manufacturing sector and the performance of low-income people is more obvious. The relationship between profits and labor costs is reduced and growth. This relationship enables manufacturing enterprises to maintain employment elasticity to reduce the labor contract. Short-term labor contract is not conducive to specific human capital investment, the behavior is not conducive to motivate employees, but also may increase the labor dispute. So it cannot raise wages of workers, and cannot enable enterprises to create new competitive advantages. To break the existing inefficient developing model of manufacturing, we must form stable industrial workers with specific human capital, and to reduce short-term contracts may be a breakthrough.