光华讲坛——社ng28南宫国际app名流与企业家论坛第6915期
主题：Migration Restrictions and the Migrant-Native Wage Gap: The Roles of Wage Setting and Sorting流动管理与流动人口-本地居民工资差距：工资设定与岗位匹配的双重作用
主讲人：香港大学商南宫28加拿大软件 郭乃嘉副教授
主持人：经济南宫28加拿大软件院长 邹红教授
时间：5月12日16:00-17:30
地点：柳林校区诚正楼1600
主办单位：经济南宫28加拿大软件 科研处
主讲人简介：
Naijia Guo is currently an Associate Professor at the University of Hong Kong. She holds a Ph.D. in Economics from the University of Pennsylvania and a B.A. in Finance from Peking University. Prior to joining HKU, she was an Assistant Professor at the Chinese University of Hong Kong. Her primary research interests lie in labor economics and family economics, with a particular focus on structural labor. Her work spans labor supply and migration, intra-household decision-making, and human capital accumulation. She has published in leading journals such as Econometrica, the Journal of Labor Economics, the Economic Journal, the International Economic Review, Quantitative Economics, the Journal of Development Economics, and the Journal of Human Resources. She serves as co-editor of Labour Economics and was an associate editor for the Journal of Economic Behavior & Organization. She is also Secretary of the Asian and Australasian Society of Labour Economics (AASLE).
郭乃嘉，现任香港大学副教授。于美国宾夕法尼亚大学取得经济学博士学位，并于北京大学获得金融学学士学位。加入香港大学之前，郭乃嘉教授曾任香港中文大学经济学系助理教授。其主要研究方向为劳动经济学与家庭经济学，尤其侧重于结构化劳动经济学研究，具体领域涵盖劳动供给与人口流动、家庭内部决策以及人力资本积累等议题。其研究成果发表于Econometrica、Journal of Labor Economics、Economic Journal、International Economic Review、Quantitative Economics、Journal of Development Economics以及Journal of Human Resources等国际顶级经济学期刊。郭乃嘉教授现任Labour Economics联合主编，曾任Journal of Economic Behavior & Organization副主编，并担任亚洲及大洋洲劳动经济学ng28南宫国际app（AASLE）秘书长一职。
内容提要：
Using employer-employee-linked records from a large Chinese city, this lecture find that internal migrants receive lower pay from the same employers (wage-setting effect) and are less likely than natives to work at high-premium employers (sorting effect), which together account for an 8.7 percentage-point wage penalty for migrants. Following a 40% reduction in hukou quotas, the wage-setting effect intensified for migrants, while the sorting effect weakened. The changes in wage setting are concentrated among young workers, skilled workers, and those in high-premium firms. The estimated willingness to pay for a quota ranges from 2.1 to 3.6 times annual earnings.
本悟空体育基于中国某大城市的雇主—雇员匹配微观数据的相关研究分析展开探讨。研究发现：在同一雇主内部，流动人口获得的薪酬低于本地员工（即“工资设定效应”）；与此同时，流动人口进入高溢价雇主就业的概率亦显著低于本地居民（即“岗位匹配效应”）。上述两种效应共同造成流动人口约8.7个百分点的工资劣势。在户籍配额削减40%之后，工资设定效应对流动人口的负向影响进一步加剧，而岗位匹配效应则有所弱化。工资设定方面的变化主要集中于青年劳动者、技能型劳动者以及在高溢价企业就业的群体。估算结果显示，劳动者为获取一个户籍配额所愿意支付的金额，相当于其年收入的2.1至3.6倍。
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