最低工资与异质性人力资本需求:基于招聘网站数据的研究  

Minimum Wage and Heterogeneous Human Capital Demand:A Study Based on Job Board Data

作　　者：马双 肖翰 李丁[3] 张鹏 Ma Shuang;Xiao Han;Li Ding;Zhang Peng

机构地区：[1]广州大学经济与统计学院 [2]西南财经大学经济学院 [3]西南财经大学公共管理学院 [4]香港中文大学(深圳)经管学院

出　　处：《世界经济》2023年第12期92-114,共23页The Journal of World Economy

基　　金：国家社会科学基金重点项目(23AJY011)的资助。

摘　　要：人力资本积累是实现经济高质量发展的关键,现有研究大多从供给视角考察微观主体的人力资本投资行为,从需求视角的研究较少。本文基于2019-2020年两大招聘网站数据研究发现:(1)最低工资标准每上涨10%,企业对求职者工作经验年限的需求显著增加3.83%;(2)从外延边际看,最低工资上涨显著增加要求1年及以上工作经验年限的岗位数量,从内延边际看,最低工资上涨显著增加给定岗位条件下的工作经验年限要求;(3)最低工资上涨仍显著增加企业对招聘薪资的支付意愿,但综合考虑企业提升经验人力资本需求的平均效应后,系数仅为最低工资对支付意愿整体影响系数的65.7%。本文的研究为新发展阶段把握人力资本需求升级趋势和拓宽人力资本积累路径提供了经验支撑。The accumulation of human capital is key to achieving high-quality economic development.Existing studies mainly examine the human capital investment behaviour of microsubjects from the supply perspective,but few of them do so from the demand perspective.Drawing on data from two major job board websites in China from 2019 to 2020,this paper finds that:(1)for every 10%increase in the minimum wage standard,corporate demand for job seekers'work experience years significantly increases by 3.83%;(2)from an external margin perspective,a minimum wage hike significantly increases the number of positions that require one year or more of work experience,from an internal margin perspective,a minimum wage hike significantly increases the demand for work experience years under certain working conditions;(3)a minimum wage hike still significantly increases firms'willingness to pay for recruitment salaries,but after considering the average effect of the increase in demand for experienced human capital in firms,the coefficient is only 65.7%of the overall impact coefficient of the minimum wage on willingness to pay.This paper provides empirical support for understanding the upgrading trend of human capital demand and broadening the path of human capital accumulation in the new development stage.

关 键 词：最低工资 人力资本需求 招聘记录 劳动力成本 

分 类 号：F249.2[经济管理—劳动经济]