数字普惠金融发展能促进就业质量提升吗?

Does Digital Inclusive Finance Promote Employment Quality?

更加充分、更高质量的就业是中国实现共同富裕的根基与保障。近年来,数字技术在金融领域的快速应用持续影响着中国劳动力市场的就业结构。然而对于数字普惠金融与就业质量的关系,现有文献却缺少微观证据。文章将中国数字普惠金融指数和中国综合社会调查(CGSS)数据相匹配,考察了数字普惠金融对中国就业质量的影响。研究表明:数字普惠金融发展总体上能提高就业者的小时工资率与工作自主性,降低工作时长;但同时也会抑制其社会保障项目的参与,这种抑制作用在非标准就业者群体中较为显著。数字普惠金融对工作满意度的提升效应集中于自雇群体,并通过降低工作时长、增加小时工资率的途径实现;但社会保障项目的参与不足,抵消了数字普惠金融对非标准就业者工作满意度的正向影响。进一步考察特定的就业人群,发现数字普惠金融对女性和农民工的小时工资率具有促进作用,但不利于女性参与社会保障项目。研究结论为中国数字经济背景下的"稳就业"和经济高质量发展提供了经验证据与政策指向。

Achieving the employment of higher level and quality is an important foundation and guarantee for achieving common prosperity in China. In recent years, the rapid application of digital technology in the financial field has continued to affect the resource allocation and employment structure of China’s labor market. Academia has paid attention to the impact of digital inclusive finance on employment expansion, but there is still a lack of evidence on the impact of digital inclusive finance on employment quality, especially the micro evidence of this impact. This paper uses the 2012, 2013, and 2015 data from Chinese General Social Survey(CGSS) and the index of digital inclusive finance to investigate the impact of digital inclusive finance on China’s employment quality. The research shows that in general the development of digital inclusive finance can improve the hourly wage rate and working flexibility of employees,and reduce the working hours. However, digital inclusive finance will have a negative impact on the participation of social security projects. Considering the rise of new employment patterns, this paper further explores the differences in the above effects across employment types. In fact, the negative impact of digital inclusive finance on the participation of social security projects mainly exists in the group of informal employees. For formal employees, digital inclusive finance can promote their participation in social security projects. Job satisfaction is a comprehensive index of employment quality. For self-employees, digital inclusive finance can improve their job satisfaction,while increasing hourly wage rate and reducing working hours are two important intermediary channels. For non-standard employees, digital inclusive finance will reduce their job satisfaction,and the key reason is the less participation of social security projects. Finally, this paper analyzes the heterogeneity of specific employment groups. The results show that digital inclusive finance can significantly promote the hourly wage rate of women and migrants, but it significantly reduces women’s participation in endowment insurance. A proper policy is to ensure the “availability”and “usability” of digital inclusive finance. To improve individual financial literacy and the skills of digital finance can avoid falling into the “digital divide”, so as to make digital inclusive finance effective in improving individual hourly wage rate and working flexibility as well as reducing working hours. At the same time, we should pay attention to the lack of social security in the process of employment promotion in the groups of informal employees and women to eliminate their worries. This work is of great significance to improve employment quality and individual welfare, so as to promote the goal of common prosperity.