最低工资施行过程中的“地板工资制”及其后果——基于2017年广东省企业—员工匹配调查数据的分析
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摘要
文章利用2017年广东省2 000多家企业和5 000多名员工的匹配调查数据,分析了最低工资施行过程中形成的"地板工资制"现象及其后果。研究表明,最低工资并非形同虚设,而是形成了一种广泛存在的非正式的薪酬制度——"地板工资制",导致员工工资增长对最低工资的高度依赖及一线员工严重超时加班,因此,暂缓最低工资调整将可能带来员工工资增长的停滞。文章认为,在缺乏一种行之有效的工资增长机制的背景下,及时调整最低工资依然是保障工人权益的主要手段;未来随着最低工资调整步伐的放缓必须设法提高劳动者的谈判能力,培育工资增长的市场机制,落实劳资双方的集体协商制度。
This paper analyzes the phenomenon of "floor wage system" and its consequences in the process of minimum wage implementation by using the Enterprise-Employee Matching Survey Data with more than 2000 enterprises and 5000 employees from Guangdong Province in 2017. The research shows that the minimum wage has formed a widespread informal salary standard, namely "floor wage system". It leads to a high dependence of the employees' wage growth on the minimum wage and severe overtime working. Therefore, if local governments postpone improvement of minimum wage,employees' wage growth is likely to be stagnant. This paper points out that improving minimum wage is still the main means to protect workers' rights in the absence of an effective wage growth mechanism. Additionally, as the minimum wage adjustment will slow down in the future, local governments must make efforts to improve workers' negotiating ability, cultivate the market mechanism for wage growth and implement the collective bargaining system between employers and employees.
This paper analyzes the phenomenon of "floor wage system" and its consequences in the process of minimum wage implementation by using the Enterprise-Employee Matching Survey Data with more than 2000 enterprises and 5000 employees from Guangdong Province in 2017. The research shows that the minimum wage has formed a widespread informal salary standard, namely "floor wage system". It leads to a high dependence of the employees' wage growth on the minimum wage and severe overtime working. Therefore, if local governments postpone improvement of minimum wage,employees' wage growth is likely to be stagnant. This paper points out that improving minimum wage is still the main means to protect workers' rights in the absence of an effective wage growth mechanism. Additionally, as the minimum wage adjustment will slow down in the future, local governments must make efforts to improve workers' negotiating ability, cultivate the market mechanism for wage growth and implement the collective bargaining system between employers and employees.
引文
1.都阳、王美艳(2008):《中国最低工资制度的实施状况及其效果》,《中国社会科学院研究生院学报》,第6期。
2.马双等(2012):《最低工资对中国就业和工资水平的影响》,《经济研究》,第5期。
3.宁光杰(2011):《中国最低工资标准制定和调整依据的实证分析》,《中国人口科学》,第1期。
4.孙中伟、舒玢玢(2011):《最低工资标准与农民工工资——基于珠三角的实证研究》,《管理世界》,第8期。
5.郭凤鸣、张世伟(2018):《最低工资提升对低收入农民工过度劳动的影响》,《中国人口科学》,第5期。
6.叶林祥等(2015):《中国企业对最低工资政策的遵守——基于中国六省市企业与员工匹配数据的经验研究》,《经济研究》,第6期。
7.叶林祥等(2016):《中国最低工资相对水平估计》,《中国人口科学》,第1期。
8.谢勇(2016):《中国最低工资水平的适度性研究——基于重新估算社会平均工资的视角》,《社会科学》,第2期。
9.Fang T.,and Lin C.(2015),Minimum Wages and Employment in China.IZA Journal of Labor Policy.4:22-52.
10. Gan L.,Hernandez M.A.,and Ma S.(2016),The Higher Costs of Doing Business in China:Minimum Wages and Firms'Export Behavior.Journal of International Economics. 100:81-94.
11. Long C.,and Yang J.(2016),How do Firms Respond to Minimum Wage Regulation in China?Evidence from Chinese Private Firms.China Economic Review.38:267-284.
12.Mayneris F.,Poncet S.,and Zhang T.(2018),Improving or Disappearing:Firm-level Adjustments to Minimum Wages in China,Journal of Development Economics.135:20-42.
13.Meer J.,and West J.(2016),Effects of the Minimum Wage on Employment Dynamics.Journal of Human Resources. 51(2):500-522.
14.Neumark D.(2015),The Effects of Minimum Wages on Employment,FRBSF Economic Letter.37:1-4.
(1)在这次调查之前,广东省最近一次调整最低工资标准是在2015年5月,各地市最低工资标准分为四类:一类地区是广州,每月1 895元;二类地区是中山、东莞和佛山,每月1 510元,珠海也是二类地区但独立调整至每月1 650元;三类地区包括汕头、惠州、肇庆和江门,1 350元;四类地区包括湛江、韶关、汕尾、揭阳、阳江、云浮、梅州、清远、茂名与河源,每月1210元。就地域而言,一、二、三类地区集中在珠三角,四类城市则主要是经济落后的广东省两翼地区。
(2)由于调查过程中的抽样安排,企业为了便利,更多选择了管理人员(主要是办公室或行政人员)作为被访者,导致了管理人员比例较高,因此在随后的数据分析部分,本文将分别对普通工人和管理人员两个群体进行了单独分析。
(1)根据《中国统计年鉴》数据计算得到。
2.马双等(2012):《最低工资对中国就业和工资水平的影响》,《经济研究》,第5期。
3.宁光杰(2011):《中国最低工资标准制定和调整依据的实证分析》,《中国人口科学》,第1期。
4.孙中伟、舒玢玢(2011):《最低工资标准与农民工工资——基于珠三角的实证研究》,《管理世界》,第8期。
5.郭凤鸣、张世伟(2018):《最低工资提升对低收入农民工过度劳动的影响》,《中国人口科学》,第5期。
6.叶林祥等(2015):《中国企业对最低工资政策的遵守——基于中国六省市企业与员工匹配数据的经验研究》,《经济研究》,第6期。
7.叶林祥等(2016):《中国最低工资相对水平估计》,《中国人口科学》,第1期。
8.谢勇(2016):《中国最低工资水平的适度性研究——基于重新估算社会平均工资的视角》,《社会科学》,第2期。
9.Fang T.,and Lin C.(2015),Minimum Wages and Employment in China.IZA Journal of Labor Policy.4:22-52.
10. Gan L.,Hernandez M.A.,and Ma S.(2016),The Higher Costs of Doing Business in China:Minimum Wages and Firms'Export Behavior.Journal of International Economics. 100:81-94.
11. Long C.,and Yang J.(2016),How do Firms Respond to Minimum Wage Regulation in China?Evidence from Chinese Private Firms.China Economic Review.38:267-284.
12.Mayneris F.,Poncet S.,and Zhang T.(2018),Improving or Disappearing:Firm-level Adjustments to Minimum Wages in China,Journal of Development Economics.135:20-42.
13.Meer J.,and West J.(2016),Effects of the Minimum Wage on Employment Dynamics.Journal of Human Resources. 51(2):500-522.
14.Neumark D.(2015),The Effects of Minimum Wages on Employment,FRBSF Economic Letter.37:1-4.
(1)在这次调查之前,广东省最近一次调整最低工资标准是在2015年5月,各地市最低工资标准分为四类:一类地区是广州,每月1 895元;二类地区是中山、东莞和佛山,每月1 510元,珠海也是二类地区但独立调整至每月1 650元;三类地区包括汕头、惠州、肇庆和江门,1 350元;四类地区包括湛江、韶关、汕尾、揭阳、阳江、云浮、梅州、清远、茂名与河源,每月1210元。就地域而言,一、二、三类地区集中在珠三角,四类城市则主要是经济落后的广东省两翼地区。
(2)由于调查过程中的抽样安排,企业为了便利,更多选择了管理人员(主要是办公室或行政人员)作为被访者,导致了管理人员比例较高,因此在随后的数据分析部分,本文将分别对普通工人和管理人员两个群体进行了单独分析。
(1)根据《中国统计年鉴》数据计算得到。