本科毕业生专业-工作匹配与工资溢价--基于Shift-share工具变量的估计  

Major-Job Match and Wage Premium in the Context of Higher Education Restructuring:Evidence from Shift-Share Instrumental Variable Estimation

作　　者：杨素红 叶晓阳 YANG Suhong;YE Xiaoyang

机构地区：[1]中央财经大学政府管理学院,北京100081 [2]布朗大学安纳伯格学校改革研究所,普罗维斯登02912

出　　处：《北京大学教育评论》2023年第1期107-133,190,191,共29页Peking University Education Review

基　　金：国家自然科学基金青年项目(71704076);教育部人文社会科学重点研究基地重大项目(22JJD880004);中央财经大学教育教学改革基金2022年度资助课题(2022XYJG47)。

摘　　要：当前我国本科毕业生专业—工作不匹配现象较为普遍,这不利于实现高质量就业,而就业质量又是高等教育结构调整的主要依据之一,深入剖析不同类型高校和专业毕业生就业匹配对工资收入的异质性影响及其作用机制具有重要的现实意义。已有关于专业—工作匹配影响工资收入的研究大多忽视了专业—工作匹配选择的内生性问题,没有采用因果推断解决内生性问题的相关结论可能有偏甚至是错误的,识别因果效应是助推专业—工作匹配研究的关键步骤。本文基于江苏省2014—2018届全体本科毕业生就业派遣数据和大规模就业调查数据,利用Shift-share工具变量估计专业—工作匹配的工资溢价效应。平均来讲,本科毕业生专业—工作匹配能够带来工资溢价,但院校类型、同伴竞争者规模、专业类别、行业划分都对工资溢价产生异质性影响。同一年相同高校相同专业大类学生规模增加会稀释培养过程和求职环节的教育资源,降低专业—工作匹配的可能性。同时,专业—工作匹配通过学以致用获得工资溢价。本文的政策意涵是,在遵循高等教育发展规律的前提下,现阶段中国高校本科专业调整的准入机制和退出机制需要全局思维,同时更多参考社会需求和就业前景等因素,推动本科专业布局与劳动力市场人才需求良性互动。Having a major-job mismatch,which is not conducive to high-quality employment,is nevertheless common among Chinese college graduates,therefore the core motivation for restructuring Chinese higher education.It is crucial to identify the heterogeneous impacts of having a major-job match on wage income of different types of colleges and majors and the underlying mechanisms.Most of the literature on the wage effect of having a major-job match has ignored the endogeneity of the choice of having a major-job match.Without addressing such endogeneity using causal inference designs,conclusions are likely to be biased or wrong.Based on the administrative and survey data on bachelor s degree recipients from 2014 to 2018 in Jiangsu Province,this study uses shift-share instrumental variable to estimate the wage premium of having a major-job match.We find that college graduates major-job match can bring a wage premium.Types of higher education institutions,cohort size,and types of majors and industries drive the heterogeneous impacts on the wage premium of having a major-job match.We show evidence of the underlying mechanisms that cohort size by year-college-major is likely to reduce the per-student educational resources related to the training process and job search and thus increase the possibility of having a major-job match.Meanwhile,college graduates could obtain a wage premium through applying their major-specific human capital.Our findings have important policy implications on both governmental and institutional levels:top-level design is necessary for the setting of the access and exit mechanisms of undergraduate majors in China,and the adjustment of majors should largely refer to socioeconomic needs and employment prospects and promote the benign interaction between major layout and labor market demand.

关 键 词：高等教育结构调整 专业—工作匹配 Shift-share工具变量 工资溢价 

分 类 号：G40-054[文化科学—教育学原理]