基于劳动者效用论视角的工资刚性成因研究  

Research on the Causes of Wage Rigidity Based on the Perspective of Labor Utility Theory

作　　者：黄辉 于谨凯[1] 

机构地区：[1]中国海洋大学经济学院,山东青岛266100

出　　处：《北方经贸》2016年第12期134-137,共4页Northern Economy and Trade

摘　　要：从劳动者在市场上追求自身效用最大化心理出发构建模型得出:若企业在劳动力市场未出清时降低工资,劳动供给在数量及质量上有所下降,使得假设悖于企业追求利润最大化需要优质人才的规律,亦即市场不会出现自行下调工资的一般性机制。且将工资增长幅度和预期增长幅度的差额理解为工资的涨跌,实证分析1980年至2014年中国劳动力市场,求得劳动力参与度增减速度与平均实际工资增减速度两指标相关系数稳定在0.4234至0.6743之间,从数据本身及其变化趋势论证模型的合理性。From the workers in the market to pursue utility maximization of psychological model is obtained： if the en- terprise reduce the wage in the labor market clearing, labor supply decline in quality and quantity,Contrary to the hy- pothesis that profit maximization requires high-quality talent rules, namely the market does not appear to own down the general mechanism of salary.And the difference between the wage growth rate and the expected growth rate is understood as the rise and fall of the wage, empirical analysis of China＇s labor market from 1980 to 2014, the rate of increase or de- crease in labor force participation and the average real wage increase or decrease rate of two indicators of the stability of the correlation coefficient between 0.4234 to 0.6743,the rationality of the model is demonstrated from the data itself and its variation trend.

关 键 词：劳动力 企业 效用论 工资刚性 

分 类 号：F241.2[经济管理—劳动经济] F244[经济管理—国民经济]