在职培训对员工工资的异质性影响研究——来自中国雇主雇员匹配数据的证据

发布时间：2018-05-02 06:26

本文选题：在职培训 + 比较优势　；参考：《中国人力资源开发》2017年11期

【摘要】：基于比较优势理论,本文认为比较优势会提高员工培训可能性并带来更高工资回报,由此培训工资回报随着培训可能性上升而增加,这会加剧工资不平等。为了验证这个假设,本文基于2013年中国雇主雇员匹配数据,使用Brand和Xie(2010)的匹配平滑法研究了企业在职培训对员工工资的异质性影响。实证研究发现,除部分低工资员工外,总体上培训工资回报随着培训可能性上升而提高,其中培训可能性为0.7-0.8员工的工资回报最高,不低于8%,远高于培训平均工资回报的5.5%。此外还发现有稳定劳动合同、较高职位等级以及在大企业就业的员工的培训机会更大。为增强在职培训的平等性和均衡性、缩小工资差距,提出了加快国有企业和户籍制度改革、实施培训税、侧重支持中小企业的在职培训等政策建议。
[Abstract]:Based on the theory of comparative advantage, this paper argues that comparative advantage will increase the possibility of employee training and bring higher salary return, which will increase with the increase of training possibility, which will aggravate the wage inequality. In order to test this hypothesis, this paper uses the matching smoothing method of Brand and Xieqi 2010 to study the heterogeneity effect of on-the-job training on employees' wages based on the Chinese employers' and employees' matching data in 2013. The empirical study shows that, except for some low-wage employees, the overall return of training wages increases with the increase of training possibilities, in which the training possibilities of 0.7-0.8 employees have the highest return, not less than 8, which is much higher than the average training salary return of 5.555. It also found that stable labor contracts, higher job levels and greater training opportunities for employees employed in large enterprises. In order to enhance the equality and balance of on-the-job training and narrow the wage gap, the paper puts forward some policy suggestions such as speeding up the reform of state-owned enterprises and household registration system, implementing training tax and focusing on supporting the on-the-job training of small and medium-sized enterprises.
【作者单位】：中国人民大学劳动人事学院;
【基金】：国家社科基金重点项目“推动实现更高质量的就业研究”(13AZD005)资助
【分类号】：F272.92

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