农民工与城市职工的工资差异及其分解——人力资本与歧视的贡献

Wage Differentials between Urban and Migrant Workers in China:The Role of Human Capital and Discrimination

文章关注城市职工和农民工两个群体工资差异的大小和来源。利用CGSS2013数据和均值分解法,文章考察了人力资本和歧视的贡献。研究发现:在实现就业以后,两个群体的工资差异主要来自于特征差异,歧视并不是一个十分严重的问题;对农民工群体的歧视主要存在于就业实现的过程中,就业歧视解释了两个群体大约一半的工资差异;教育从特征差异、回报率差异、就业概率差异三个方面为工资差异做出了贡献;工作经验在工资决定中具有逆歧视作用。我们的研究意味着,要缩小两个群体的工资差异必须从缩小前市场差别开始,并通过促进市场竞争、明确歧视的实践标准、简化反歧视的诉讼程序等措施来减少就业歧视的贡献。

Based on the data from CGSS2013, we explored the magnitude and the sources of the wage differentials between ur- ban and migrant workers in China＇s urban labor market with Neumark and Appleton Method as well. Findings are that an overwhelm- ing proportion of the wage differentials are stemming from the endowment difference between the two groups, wage discrimination a- gainst the migrant workers, which obviously happened only after the workers got employed, is not a big issue. What is really worth being concerned about is the occupation discrimination, which accounts for nearly half of the wage differentials. Education contributes a lot to the wage differentials by taking three forms： its differential of endowment, return and employment probability. Experience plays a role of reverse discrimination. The results above imply that we must do our best to narrow the pre-market difference to rule out or at least cut down the wage differentials of the two groups and we also have to promote the labor market competition, clarify the practical criteria for discriminations and simplify the judicial proceedings as well to cripple the effects of occupational discriminations.