Gender Wage Differentials From The Perspective Of Nonmonetary Compensation

With the economic development and social progress,women's labor force participation rate continues to increase.But the gender wage gap is not significantly reduced and even a bad tendency in some industries comes arise.Many domestic researches in this field origin from the Oaxaca-Blinder classic literature theory.Although using various ways,they are common in the basic attribution of gender wage gap decomposition on discrimination and non-discrimination.Most literatures view that non-discrimination part gradually reduced,and so they focus on the discrimination against female workers on the labor market.But the above research does not further decompose and discuss the non-discrimination part.This paper argues that more exploration to the different factors of the non-discriminatory part except the discrimination,especially the non-monetary compensation.This point in previous literature is usually briefly mentioned or it is not the research focus.This paper uses the "Peking University Chinese family tracking the latest survey data of 2014" to analyze the theoretical and empirical focusing on the non-monetary compensation effect on gender wage differentials.It selects work time,work place,work environment characteristics,social status,commuter time and other indicators to measure the impact factors.Through the study,it is found that the non-monetary compensation through the supply and demand of the two mechanisms to expand the gender wage in the non-discriminatory differences.From the labor market supply,the impact of non-monetary remuneration on male and female career choice is very different.This paper argues that the non-discriminatory wage differentials are not only influenced by the individual characteristics,but also influenced by the career choices of men and women.Through descriptive statistics,the differences of the individual characteristics of the labor force participation rate,education level,work experience and so on are gradually decreasing,and the female is even more than the male in some aspects.But the implicit preference is significantly different.Further,this paper finds that men pay more attention to the monetary rewards such as salary and welfare,while women pay more attention to the conditions of non-monetary payment.From the demand of the labor market,the enterprise is different in the cost and the way to create economic value,which leads to different wage payment structure.Specifically,in different occupations,the employer is different between the non-monetary remuneration and wages,and can not be matched with the professional preferences of workers.Finally,to integrate supply and demand sides,non-monetary compensation affects people's career choice and professional wage payment level,which leads to a significant difference in gender wage.Therefore,this paper draws a conclusion that the non-discrimination factors of gender wage differences in the factors of individual characteristics influence the traditional is shrinking,but the implicit non-monetary rewards has been overlooked by the research.So it leads to the research tending to overestimate the discriminatory differences and underestimate the factors of non-discrimination difference.In this paper,we should not only focus on the discriminatory factors and ignore the non-discriminatory factors.The focus of the study of non-discriminatory wage differentials should be placed on the difference in the preference for non-monetary returns.The policy for narrowing the gender wage gap should not overlook preference gender differences of occupation selection,but improve the structure of pay so that enterprises of non-monetary remuneration payment structure matches the employee occupation preference,and reduce the labor market efficiency loss because of reduced structural problems.This paper is divided into the following parts:The first part:Introduction.It summarized the problems and ideas of this paper.This part introduces the research purpose and significance,research framework and content,research methods and structure,innovation and shortcomings of the paper.The second part:Literature review.This part introduces the research on the differences of gender wage differentials and career choices from domestic and foreign respective.The third part:Data processing and descriptive statistics.In this part,the data processing is briefly introduced and the descriptive statistics analysis are used.The work characteristics and personal observation characteristics are compared and analyzed from two angles of different occupations and different gender respectively.The fourth part:Theoretical analysis.The difference of compensatory model,occupation choice model and wage differential decomposition method is discussed and derived,which are used to these theories to analyze the problem.The fifth part:Empirical analysis.Based on the STATA software,this part uses the 2014 adult data of the Chinese family tracking dynamic survey report by Peking University for the empirical research.Firstly,it takes the multivariate linear regression to estimate Mincer Wage Equation with various working conditions.Then it can explore the impact on wage,and discuss the payment structure of different industries.Secondly,it uses multiple disorder response regression model to estimate the influence of working conditions on the male and female career choice and explore the differences between male and female occupational preference.Finally,with the above two points,it integrates the career choice probability and salary payment structure to one frame called Brown decomposition of the gender wage differences.The sixth part:Conclusion and policy recommendations.After explaining the importance of non-monetary compensation in narrowing the gender wage differences,this part provides reasonable policy recommendations from the perspective of non-monetary remuneration to reduce the gender wage differences.