我国劳动报酬进一步提高的对策研究

发布时间：2018-03-26 02:30

本文选题：劳动报酬　切入点：劳动贡献　出处：《南京财经大学》2015年硕士论文

【摘要】：近年来,我国农村剩余劳动力数量和劳动年龄人口增量的逐渐减少,共同导致劳动力供给短缺从而工资上涨。与此同时,劳动生产率的提高和政府政策的大力支持加快了劳动报酬上涨的步伐,劳动报酬进入了上升通道。2004-2012年全国城镇单位就业人员平均工资从15920元增加到46769元,年均名义和实际增速分别为14.42%和11.05%。但劳动报酬占比的情况却从2004年的50.84%下降到2011年的47.49%,低于发达国家60%-70%的水平以及发展中国家50%-60%的水平。劳动报酬占比偏低的情况并未得到缓解,由劳动报酬占比偏低引起的一系列负面影响仍然存在。因此,提高劳动报酬仍然是一项迫切的任务。提高劳动报酬意味着增加企业成本,并且可能对宏观经济运行发生影响。因此,本文以建筑业为样本,从微观企业层面和宏观经济运行层面对于进一步提高劳动报酬的可行性作了实证研究。利用C-D生产函数对2004-2012年建筑业的投入产出数据所做的实证结果表明,2004年以来我国劳动报酬与劳动要素贡献渐趋一致。然后通过构建社会功能工资模型研究在企业正常运营的前提下劳动报酬适度提高的平均幅度为8.3964%。进一步地,通过建立线性回归模型分析劳动报酬提高对宏观经济各项指标的影响。实证结果表明,提高劳动收入能够促进宏观经济的发展。由此,本文认为提高劳动报酬具备必要性和可行性。本文根据影响我国劳动报酬的环境和因素的变化,及我国目前发展方式转变和产业结构调整这一历史机遇,对提高劳动报酬的措施做了总结、完善和创新,并从提高工资水平和增加就业量的两个视角来审视劳动报酬提高的措施：第一巩固和发展公有制经济,示范和引领劳动报酬的提高。第二,采取降低税收,改善融资等措施,支持中小企业发展,增加就业机会。第三,提高劳动报酬的根本途径是提高劳动生产率,主要包括调整教育结构,增加高职教育的科技投入；配合产业转移和升级,制定地区性的人才培养模式；实行积分制的在岗职工培训以及合理配置劳动力资源。第四,以社会功能工资作为指导,使效益差的企业的劳动者能够获得相当于劳动力价值的报酬,效益好的企业的劳动者能够获得相当于劳动贡献的报酬或分享到企业利润,完善最低工资制度和工资指导线制度。
[Abstract]:In recent years, the amount of rural surplus labor force and the increment of working-age population have gradually decreased, which together lead to the shortage of labor supply and the rise of wages. The increase in labor productivity and the strong support of government policies have accelerated the pace of the rise in the remuneration of labor. The average salary of urban employees in cities and towns increased from 15920 yuan to 46769 yuan between 2004 and 2012, and the wages of workers in cities and towns increased from 15920 yuan to 46769 yuan between 2004 and 2012. The annual nominal and real growth rates were 14.42% and 11.05% respectively. However, the proportion of labor remuneration decreased from 50.84% in 2004 to 47.49% in 2011, which is lower than the level of 60-70% in developed countries and 50% -60% in developing countries. The situation has not been alleviated. A series of negative effects caused by the low proportion of labor remuneration still exist. Therefore, it is still an urgent task to increase the remuneration of labor. And may have an impact on macroeconomic performance. Therefore, this paper takes the construction industry as a sample, An empirical study on the feasibility of further increasing labor remuneration is made from the micro level of enterprises and the level of macroeconomic operation. The empirical results of the input-output data of the construction industry from 2004 to 2012 using C-D production function show that, in 2004, The labor compensation and the contribution of labor elements in our country are gradually consistent. Then the average range of moderate increase of labor remuneration under the premise of normal operation of enterprises is 8.3964 by constructing a social functional wage model. Through the establishment of linear regression model to analyze the impact of labor compensation on the macroeconomic indicators. The empirical results show that increasing labor income can promote the development of macroeconomic. This paper holds that it is necessary and feasible to improve the remuneration of labor. According to the changes of the environment and factors that affect the remuneration of labor in China, and the historical opportunity of changing the mode of development and adjusting the industrial structure of our country at present, This paper summarizes, perfects and innovates the measures to improve the remuneration of labor, and examines the measures to increase the remuneration from the two perspectives of raising the wage level and increasing the amount of employment: first, to consolidate and develop the public sector of the economy, Second, we should take measures to reduce taxes and improve financing to support the development of small and medium-sized enterprises and increase employment opportunities. Third, the fundamental way to increase labor remuneration is to increase labor productivity. It mainly includes adjusting the educational structure, increasing the scientific and technological input of higher vocational education, establishing a regional talent training model with the help of industrial transfer and upgrading, training the on-the-job staff and workers with the implementation of the integral system, and rationally allocating labor resources. Fourth, Under the guidance of social functional wages, workers in enterprises with poor efficiency can receive remuneration equivalent to the value of labor, and workers in enterprises with good benefits can receive remuneration equivalent to contributions from labor or share in profits of the enterprises. Improve the minimum wage system and wage guidance system.
【学位授予单位】：南京财经大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F249.2

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