劳动力市场细分和性别工资差距:来自中国的证据
Mingming Li1,2, Yuan Tang3, Keyan Jin4
1Department of Sociology, Faculty of Social and Political Sciences, University of Innsbruck, Innsbruck, Austria.
PloS one
|March 28, 2024
概括
中国的性别工资差距仍然存在,私营部门显示出最大的差距,尤其是低薪工人. 由歧视驱动的跨部门差异是主要原因,需要有针对性的政策干预.
科学领域:
- 经济学 经济学 经济学
- 社会学 社会学 社会学
- 性别研究是性别研究.
背景情况:
- 尽管政府干预,但中国的性别工资差距仍然是一个持续的问题.
- 现有的研究往往忽视了集体经济和工资群体的差异.
- 准确的估计和有效的政策建议需要细微的分析.
研究的目的:
- 检查2004-2013年中国公共,私营和集体部门的性别工资差距趋势.
- 评估不同工资层 (低工资和高工资) 的性别工资差距.
- 确定性别工资差距的主要驱动因素,区分跨部门和部门内部因素.
主要方法:
- 利用了2004年,2008年和2013年的微层数据.
- 采用多项逻辑模型与选择偏差校正.
- 应用重心影响函数回归和布朗工资分解.
主要成果:
- 公共部门表现出最小和最稳定的性别工资差距.
- 私营部门显示出最大且不断增长的性别工资差距,超过了集体经济.
- 在所有行业的低工资工人和私营部门的高工资工人中观察到大量的性别工资差距.
结论:
- 跨部门的差异,而不是部门内部的差异,是造成性别工资差距的主要原因.
- 在特定行业内性别歧视被确定为主要原因.
- 政策建议应侧重于减轻低工资群体和私营部门的性别工资差距.
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