The Influence Of Gender On Income Difference Between State-owned And Non-state-owned Sectors

Before the Economic System Reform,the wage level of male and female workers in China was relatively average,and the gender wage difference was not obvious.With the gradual transition from planned economy to market economy,the gender wage gap in the labor market was gradually expanding and the discrimination against women was deepening,which affected women's labor enthusiasm and was not conducive to the construction of an equal society and the healthy development of the economy.In addition,due to the existence of ownership segmentation,the economic system and external competition environment faced by different ownership sectors are different,and there are great differences in the wage determination mechanism.The wage level of the state-owned sector reflects the national policy and is relatively equal within.The non-state-owned sector implements market-oriented wages,which leads to a great difference in gender wage differences in different ownership sectors.Therefore,exploring the gender wage gap between state-owned and non-state-owned sector and clarifying the influencing factors of the difference will help to putting forward targeted policy recommendations,narrowing the gender income gap and enhancing social equity.On the basis of learning from previous research experience,this paper starts with the division of ownership sector,takes the gender wage income of state-owned sector and non-state-owned sector as the research object,takes the latest micro-survey data and empirical research methods as the basis,and adopts theoretical analysis and empirical test on the basis of human capital difference theory,labor market segmentation theory and discriminatory economics theory.Combining the two departments,this paper explores the gender wage gap between the two departments.In the empirical part,using CFPS survey data in 2012,2014 and 2013,using OLS regression to explore the gender wage gap between state-owned and non-state-owned sectors,and using quantile regression to explore the existence of "ceiling effect" and "floor effect" in the two sectors.Mean value decomposition and quantile decomposition are also used to explore the causes of the differences.Finally,according to the conclusions of the article,the policy recommendations to narrow the gender wage gap between the two sectors are given.According to the empirical results,the following conclusions are drawn:the wage level of the state sector is higher than that of the non-state sector,and the wage level of male employees in the two sectors is significantly higher than that of female employees;with the change of time,the wage gap between the sexes shows a trend of expanding first and then narrowing,but the overall trend is still expanding;compared with the state sector,the gender wage gap in the non-state sector is larger.There is an obvious "Sticky Floor Effect" in the gender wage gap in the state-owned sector,that is,at the bottom of the income distribution,men pay more than women,and at the top of the distribution,the gender wage gap is smaller.The results of the non-state sector regression in 2012 and 2014 show that there is a "Glass Ceiling Effect" in the wage gap between the sexes,that is,the income gap between the sexes tends to increase with the increase of income.From the Mean Decomposition of wage equation,whether in state-owned or non-state-owned sectors,the coefficient difference,that is,discrimination factor,is the main part of gender wage difference;with the increase of marketization,the degree of gender discrimination is decreasing;from the Quantile Decomposition,the degree of discrimination against women in the state-owned sector decreases with the increase of income level.Women's individual endowment is not lower than men,or even more than men.If there is no discrimination in the market,women have the same rate of return as men,and women's income is even higher than men.The policy suggestions put forward in this paper include:reducing the barriers of labor mobility between departments and narrowing the wage gap between the two departments;delimiting the "minimum wage standard" for women's employment,breaking the ceiling barrier for women's career growth,and controlling the expansion of gender wage gap;strengthening the legal protection of women's vulnerable groups and creating public services.Effective employment environment,changing traditional social concepts,changing discriminatory ideas,and improving women's social security system.