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最低工资与企业培训:离职成本的视角 被引量:2

Minimum Wage and Firm-Sponsored Training: From the Perspective of Turnover Cost
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摘要 本文基于员工离职的视角,发现最低工资对企业培训有两种相互抵消的效应。文中,员工离职成本是私人信息、企业实行三级区别定价,同一企业的员工面临相同的内外工资差额而离职成本各异,低离职成本者离职、高离职成本者留职。离职成本的存在使得外部工资高于内部工资,因此最低工资更可能人为拔高内部工资而不是外部工资。此时,增加员工培训将提高员工生产率进而提高员工外部工资,而内部工资不变,因此"工资-生产率"差额和内外工资差都因培训而扩大。前者称为压缩工资效应、激励企业提供培训;后者称为离职效应、抑制企业培训。两者叠加,使得最低工资对企业培训和员工离职的影响都呈U型。这些结论与现有实证文献的发现一致。 From the perspective of turnover cost, I find that minimum wage has two opposite effects on firm-sponsored training. In this paper, turnover cost is employee's private information, and firms implement third degree price discrimination. As a result, employees in the same firm confront same wages offered by each firm, yet different turnover costs. Consequently, those who have low turnover costs will take job-hopping, while those with high turnover costs will remain. Because of turnover cost, inner wage should be lower than outer wage and thus minimum wage is first bounding on inner wage other than outer wage. Under this circumstance, training will raise workers' productivity and thus their outer wage offers, while inner wage remains on the level of minimum wage. This means training enlarges the gap between inner wage and productivity, and the gap between inner and outer wages. The former effect is called wage-compressing effect, and the latter turnover effect. Wage-compressing effect encourages firm-sponsor training, yet turnover effect discourages it. Overall, the effect of minimum wage on training obeys a 'U' form: minimum wage first increases firm training, and then decreases it.
作者 陆振朋 Lu Zhenpeng;National School of Development, Peking University;
出处 《浙江社会科学》 CSSCI 北大核心 2016年第6期28-35,共8页 Zhejiang Social Sciences
关键词 企业培训 最低工资 压缩工资效应 离职效应 firm training minimum wage wage-compressing effect turnover effect
作者简介 陆振朋.北京大学国家发展研究院经济学博士研究生。(北京100871)
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