国有部门与非国有部门的工资差异及影响因素研究

A Study on Wage Differentials and Influencing Factors in State-Owned and Non-State-Owned Sectors

基于CGSS数据,利用Heckman样本选择模型对中国国有部门与非国有部门的工资差异和影响因素进行系统研究。回归结果显示,国有部门员工的教育收益率高于非国有部门,教育收益率与学历水平呈现正相关关系,与非国有部门相比,国有部门中大学本科及以上学历员工的教育收益率更高。工资差异分解结果表明,两部门全样本工资差异中市场歧视占比高于特征差异占比,与全样本相比,大学本科及以上学历员工的工资总差异和特征差异占比更高,系数差异占比更低,说明高学历群体中部门间工资差异更为明显,而且两部门中仍存在较严重的劳动力市场分割和就业歧视问题。因此,政府应努力消除劳动力的流动性障碍,深化国有部门市场化改革,制定更为合理的工资机制,以促进中国经济的持续健康稳定增长。

Based on CGSS data and Heckman sample selection model, this paper makes a systematic study on wage differenti- als and influencing factors in state-owned and non-state-owned sectors. The regression results show that the staff＇s rate of re- turn on education in state-owned sectors is higher than that of the non-state-owned sector, and rate of return on education is positively correlated with the level of education. Compared with the non-state-owned sector, the college degree or above graduates＇ rate of return on education is higher in state-owned sector. The decomposition of wage differential shows that the proportion of market discrimination is higher than that of characteristic differences accounted for in the full sample of the two sectors. And compared with the full sample, the total wage difference and characteristic difference of college degree or above graduate are higher, but the proportion of coefficient difference is lower. That is to say, the phenomenon of wage differentials in highly educated groups is more obvious, and there are still some severe labor market segmentation and employment discrimi- nation in two departments. Therefore, the government should strive to eliminate barriers to labor mobility, to deepen the mar- ket-oriented reform of the state-owned sector, to develop a more reasonable salary mechanism and to promote sustained, healthy and steady growth of China＇s economy.