劳动权益的地区差异——基于对珠三角和长三角地区外来工的问卷调查
刘林平 雍昕 舒玢玢
《中国社会科学》2011年第2期
2011-05-04
中文摘要：
如何正确处理劳资关系，保护外来工（农民工）权益已成为中国社会面临的重大问题。在外来工劳动权益的现有研究中，地区差异是一个尚未得到应有重视的议题。依据对珠三角和长三角地区外来工大规模问卷调查的分析发现：在31项有关权益保障的重要指标中，珠三角和长三角地区有22项存在显著差异，除工伤保险和带薪休假外，其余20项，长三角均好于珠三角地区，特别表现在工资水平、劳动合同签订率、社会保险购买率和工作环境等方面。在控制人力资本和企业特征之后，两地仍然存在重要的地区差异。引起地区差异的主要原因是：珠三角最低工资标准低于长三角地区；珠三角《劳动合同法》的落实力度不如长三角地区；珠三角企业中本地人所占比例较长三角地区低，人口密度和结构影响了企业管理制度。研究认为，长三角地区企业更多采用“人情型”管理模式，这种管理模式主要不是通过企业所有制性质来体现，而是与本地工人比例密切相关。尝试用“地域—社会—文化”的解释思路，并以地方公民身份等概念观照影响劳动权益地区差异的制度环境，有助于对问题的把握。
英文摘要：
The correct handling of laborcapital relations and protection of the rights of rural migrant workers has become a significant problem facing Chinese society. Current research on the rights of such workers has failed to give due attention to the issue of regional differences. We conducted a largescale survey of migrant workers in the Pearl River Delta and Yangtze River Delta, with the following findings: 22 out of 31 major indicators of rights protection show significant differences in the two regions. The Yangtze River Delta performs better than the Pearl River Delta in terms of 20 indicators (other than paid vacations and employment injury insurance), especially with regard to wage levels, conclusion of employment contracts, purchase of social insurance and the working environment. After controlling for human capital and enterprise characteristics, major differences remain between the two regions. These regional differences are mainly attributable to the following factors: the Yangtze River Delta has a higher minimum wage; it enforces the Employment Contract Law more vigorously; and it has more employees native to the region. Enterprise management models are affected by demographic density and structural factors. Our study finds that enterprises in the Yangtze River Delta tend to adopt a “personal relations” management model, which is closely related to the proportion of native employees rather than to business ownership. It would be fruitful to try a “regionsocietyculture” explanatory approach and use concepts such as local citizenship to examine the institutional environment leading to regional differences in labor rights.
如何正确处理劳资关系，保护外来工（农民工）权益已成为中国社会面临的重大问题。在外来工劳动权益的现有研究中，地区差异是一个尚未得到应有重视的议题。依据对珠三角和长三角地区外来工大规模问卷调查的分析发现：在31项有关权益保障的重要指标中，珠三角和长三角地区有22项存在显著差异，除工伤保险和带薪休假外，其余20项，长三角均好于珠三角地区，特别表现在工资水平、劳动合同签订率、社会保险购买率和工作环境等方面。在控制人力资本和企业特征之后，两地仍然存在重要的地区差异。引起地区差异的主要原因是：珠三角最低工资标准低于长三角地区；珠三角《劳动合同法》的落实力度不如长三角地区；珠三角企业中本地人所占比例较长三角地区低，人口密度和结构影响了企业管理制度。研究认为，长三角地区企业更多采用“人情型”管理模式，这种管理模式主要不是通过企业所有制性质来体现，而是与本地工人比例密切相关。尝试用“地域—社会—文化”的解释思路，并以地方公民身份等概念观照影响劳动权益地区差异的制度环境，有助于对问题的把握。
英文摘要：
The correct handling of laborcapital relations and protection of the rights of rural migrant workers has become a significant problem facing Chinese society. Current research on the rights of such workers has failed to give due attention to the issue of regional differences. We conducted a largescale survey of migrant workers in the Pearl River Delta and Yangtze River Delta, with the following findings: 22 out of 31 major indicators of rights protection show significant differences in the two regions. The Yangtze River Delta performs better than the Pearl River Delta in terms of 20 indicators (other than paid vacations and employment injury insurance), especially with regard to wage levels, conclusion of employment contracts, purchase of social insurance and the working environment. After controlling for human capital and enterprise characteristics, major differences remain between the two regions. These regional differences are mainly attributable to the following factors: the Yangtze River Delta has a higher minimum wage; it enforces the Employment Contract Law more vigorously; and it has more employees native to the region. Enterprise management models are affected by demographic density and structural factors. Our study finds that enterprises in the Yangtze River Delta tend to adopt a “personal relations” management model, which is closely related to the proportion of native employees rather than to business ownership. It would be fruitful to try a “regionsocietyculture” explanatory approach and use concepts such as local citizenship to examine the institutional environment leading to regional differences in labor rights.