摘要
保留工资是毕业生求职时的最低心理预期,就业起薪是劳动力市场的客观定价和现实反馈,合理的保留工资可以促进起薪水平。两者产生机制虽然不同,但影响因素基本一致。文章以明瑟收入方程和劳动—闲暇模型为基础,聚焦保留工资评价因素与劳动力市场工资决定因素一致性问题,发现毕业生在设定保留工资时,对劳动力市场的用人规律或工资定价标准存在认知差异,毕业生侧重的工资影响因素与现实人力定价标准存在"匹配"、"错位"两种情况:毕业生在经验常识性因素(性别、辅修或双学位、社团、实习)和认知判断因素(父亲教育、学生党员)上表现出匹配认知;并能准确认识并理性弱化民族、户籍等个人背景,学习成绩、学生干部和计算机证书等人力资本的影响;但对独生子女、家庭财富和专业资本、外语证书、学校就业指导等因素有判断偏差,对家庭收入有模糊认识,对学校类型层级存在认识错位。这均可能影响毕业生准确评估自身劳动价值,导致保留工资设定过高或过低。基于此,文章从高校管理和大学生自身两个方面,讨论了发挥保留工资效用、提高起薪水平的相关建议。
Reservation wage refers to the lowest expectation of university graduates seeking employment, and commencing salary is the objective pricing and reality feedback of the labor market, where a reasonable reservation wage can hopefully raise the commencing salary level. Although the mechanisms of the two are different,the affecting factors remain basically consistent.This paper, based on the mincer equation and Labor leisure model, focuses on the consistency of the factors affecting reservation Wage and commencing salary. Graduates are required to take into their consideration, as much as possible, the rules and standards of the labor market, if they are to successfully simulate the assessment of their labor value when setting their reservation wage. However, the differences in their cognition will lead to ‘ match’ or ‘ mismatch , in terms of the factors of focus when the reservation wage as well as the pricing standards of commencing salary are set respectively.Thepaper points out that factors in empirical common sense （ gender, minor or dual degree, extracurricular experience, internship experience ） and cognitive judgment （ father’s educational level, political party membership） which affect reservation wage are found to be in match with those affecting commencing salary. While the graduates can accurately recognize and rationally weaken the influence of identity factors of ethnicity and urban vs. rural regional household registration status, as well as human capital factors of academic achievement,student position and computer certification,they have wrong judgment about such factors as ‘ only child ’ , family wealth and professional capital, foreign language certification and career guidance, as well as cognitive ambiguity in family income, and cognitive mismatch in school reputation, all of which may well bring about too high or too low a reservation wage,and consequently incorrect expectation of commencing salary.Suggestions are thus made tomanage the universities and to improve the quality of the graduates in a way that helps to maintain a realistic and therefore effective reservation wage in their minds, and hence to induce an attractive commencing salary in the labor market.
出处
《宏观质量研究》
CSSCI
2017年第2期98-107,共10页
Journal of Macro-quality Research
基金
国家自然科学基金(71473007)
教育部人文社会科学重点研究基地重大项目(16JJD880005)的资助
关键词
就业起薪
保留工资
高校毕业生
影响因素
Commencing Salary
Reservation Wage
University Graduates
Affecting Factors
