集体合同谈判和劳动力组织的工资效应研究评述  

A Review on Collective Contract Bargaining and Wage Effect of Labor Organization

作　　者：孙涛[1] 张卫国[1] 

机构地区：[1]山东大学经济研究院

出　　处：《劳动经济研究》2015年第4期123-140,共18页Studies in Labor Economics

基　　金：山东省自然科学基金项目(批准号:ZR2015GM010);山东大学自主创新基金项目(青年团队项目)(批准号:IFYT12093;IFYT12097)的阶段性成果

摘　　要：集体合同谈判理论结合"局内人-局外人"理论、现代组织理论等,成为解释劳动力供求、工资形成和就业决定的重要理论,近些年来在国外劳动经济学领域得到广泛的发展和应用。自20世纪80年代以来,大量的实证研究集中于工会成员、非工会成员以及集体议价工资协议覆盖的非工会成员之间的工资差距等研究,而新近的诸多研究着重关注工资效应实证研究中样本自选择和内生性问题,并力图从理论逻辑和分析工具上缓解这些方面的研究缺憾。在新的历史发展阶段,中国劳动力组织(如工会)逐步彰显其经济社会功能,国内学者也越来越关注中国企业中工会的工资效应等问题。Together with the 'Insider-Outsider' theory and modern organization theory,the collective contract bargaining theory has become an important theory in explaining labor supply and demand,determinants of wage and employment,with fast developed and widely used in foreign literature of labor economics.Since 1980 s,many empirical studies have focused on wage differences among union members,non-union members,and non-union members covered by collective contract.Recent studies focus on sample self-selection and endogeneity,and try to repair the shortcomings of these problems from logical and analytical perspectives.In the new era,Chinese labor organizations(such as union) gradually exhibit its economic and social function,and domestic scholars pay more and more attention to the wage effect of labor union in Chinese firms.

关 键 词：集体合同谈判 成员工资效应 自选择 内生性 

分 类 号：F249.2[经济管理—劳动经济]