双轨用工下的同工不同酬:动因、风险与优化

Different Remuneration for the Same Work under the Dual-track Employment:Motivation,Risk and Optimization

用工双轨制是我国机关、企事业单位中十分普遍的用工制度。编制内与编制外员工在"人口特征"及"工作特征"等方面日渐趋同,但多次的人事制度改革并没有缩小这两类群体之间的差异。这种同工不同酬的差异在社会转型的背景下被日益放大。本文从政治待遇、经济保障和社会认同三个方面入手,寻找差异产生的原因,并从这三个差异维度着手,找出用工双轨制继续留存有可能导致的潜存风险和危机。为化解双轨制下的用工困境,提出相应的并轨优化路径与策略。

The dual-track system of employment is a very common system in Chinese public sector and enterprise. Although establishment staff and non-establishment staff are sharing more similarities in terms of demographic and work characteristics, the personnel system reform over years has not narrowed the gap between these two groups. The difference of the unequal pay for the same work is particularly enlarged in the background of social transformation. This paper starts from the three aspects of political treatment, economic security and social identity to find out the causes of this plight, highlights the hidden risks and crises caused by the continuation of the dual-track employment system, and puts forward the countermeasure.