生产力差异还是歧视效应?中国与残疾有关的工资差距

IF 3.9 3区 管理学 Q1 INDUSTRIAL RELATIONS & LABOR
Juan Liao, Man Gao, Xiji Zhu, Yu Yang
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引用次数: 0

摘要

残疾人(PWD)与非残疾人(PWOD)之间的工资差距阻碍了残疾人进入劳动力市场,其原因有两个:生产率差异和歧视效应。为了确定中国残疾人在劳动力市场上是否面临工资歧视,以及哪个因素对中国与残疾相关的工资差距贡献更大,本研究使用中国家庭收入项目数据(2007 年和 2013 年)估算了与残疾相关的工资歧视,并使用 Oaxaca-Blinder 和 Neumark 方法分解了残疾人和非残疾人之间的工资差距。研究结果表明,中国存在与残疾相关的歧视,约占残疾人和残疾人工资差距的 38.9%-52.4%。与与残疾有关的歧视相比,不可观测的生产力效应对工资差距的影响更大。在中国,生活在农村地区的男性残疾人和受教育程度较低的人更容易遭受工资歧视。此外,农村地区的残疾人遭受了严重的残疾相关歧视,而在城市或流动人口中没有观察到这种现象。未来的人力资源管理政策应考虑反歧视措施,提高残疾人的生产力,包括在工作场所为残疾人提供合理便利,确保求职和就业平等。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Productivity difference or discrimination effect? Disability-related wage gap in China

The wage gap between people with disabilities (PWD) and people without disabilities (PWOD), which discourages PWD from entering the labor market, is attributed to two factors: productivity differences and discrimination effects. To determine whether PWD in China face wage discrimination in the labor market and which factor contributes more to the disability-related wage gap in China, this study uses Chinese Household Income Project data (years 2007 and 2013) to estimate disability-related wage discrimination, decomposing the wage gap between PWD and PWOD using the Oaxaca-Blinder and Neumark approach. The findings demonstrate the presence of disability-related discrimination in China, accounting for approximately 38.9%–52.4% of the wage gap between PWD and PWOD. Unobservable productivity effects contribute more to the wage gap than does disability-related discrimination. Male PWD living in rural areas and less educated people are more likely to experience wage discrimination in China. Moreover, individuals with disabilities in rural areas experience significant disability-related discrimination, whereas no such phenomenon is observed in urban or migrant populations. Future human resource management policies should consider antidiscrimination measures and improve the productivity of PWD, including providing reasonable accommodation for PWD in the workplace and ensuring equality in job searches and employment.

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来源期刊
CiteScore
7.20
自引率
9.40%
发文量
40
期刊介绍: The Asia Pacific Journal of Human Resources adheres to a rigorous double-blind reviewing policy in which the identity of both the reviewer and author are always concealed from both parties. Asia Pacific Journal of Human Resources is an applied, peer-reviewed journal which aims to communicate the development and practice of the field of human resources within the Asia Pacific region. The journal publishes the results of research, theoretical and conceptual developments, and examples of current practice. The overall aim is to increase the understanding of the management of human resource in an organisational setting.
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