非认知能力对农民工工资的影响

IF 4.6 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Hao Li
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引用次数: 0

摘要

目的研究人力资本非认知能力对农民工工资的影响。本研究还探讨了职业选择、职业发展和社会资本的影响机制。基于新人力资本理论,本文利用2018年中国家庭面板研究数据库和Stata 17.0进行结构验证和假设检验,实证研究了农民工非认知能力对工资的影响及其机制。结果表明,非认知能力对农民工工资有显著的正向影响。随后,研究了非认知能力的形成机制。进一步分析发现,非认知能力对农民工中弱势个体(女性、中低技能)的工资影响更大。本研究的独创性在于突破了现有的研究视角,克服了学者们以中国农民工就业和竞争力为研究视角的局限,结合心理学,从非认知能力的角度出发,以新的切入点探讨农民工工资的影响因素。同时,研究设计更加严谨,避免了变量的测量误差。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The influence of non-cognitive ability on the wage of rural migrant workers
Purpose The study aims to study the effect of non-cognitive ability in human capital on the wages of rural migrant workers in China. The study also examines the mechanisms by which career choice, career development and social capital influence. Design/methodology/approach Based on the new human capital theory, this paper empirically investigates the effects and mechanisms of rural migrant workers' non-cognitive ability on wages using the 2018 China Family Panel Studies database and Stata 17.0 for construct validation and hypothesis testing. Findings The results showed that non-cognitive ability has a significant positive effect on rural migrant workers' wages. Subsequently, the mechanism of non-cognitive ability was examined. In further analysis, the study found that non-cognitive ability has a greater effect on the wages of vulnerable individuals (females, low and medium skills) among the rural migrant workers. Originality/value The originality of this study is to break through the existing research perspectives, overcome the limitations of scholars' existing research perspectives focusing on the employment and competitiveness of rural migrant workers in China and explore the factors affecting the rural migrant workers' wages from the perspective of non-cognitive ability as a new entry point by combining psychology. At the same time, the study design is more rigorous, avoiding the measurement error of variables.
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来源期刊
CiteScore
8.40
自引率
11.40%
发文量
80
期刊介绍: ■Employee welfare ■Human aspects during the introduction of technology ■Human resource recruitment, retention and development ■National and international aspects of HR planning ■Objectives of human resource planning and forecasting requirements ■The working environment
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