摘要
基于东南亚国家118家中国企业852名东道国员工的一手调查数据,考察了中国企业海外投资本地化雇佣所面临的员工流动性与技能回报问题。研究发现,东道国劳动力在中国企业获得了高的认知技能溢价,但非认知技能溢价作用不明显。职业流动次数与技能积累表现为先增后减的倒"U"型关系;区分流动与不流动讨论职业流动与技能回报的关系发现,没有流动的东道国劳动力认知与非认知技能回报效应显著,流动过的劳动力非认知技能回报不明显。研究表明,过于频繁的流动会弱化技能回报的增长效应,适当的流动次数有助于东道国劳动者技能积累与技能回报的增长效应。
Based on the first-hand survey data which including 852 host country employees and 118 Chinese company samples invested in Laos Thailand and Cambodia, this paper aims at the problems of employee turnover and skill returns faced by Chinese companies' overseas investment. The study found that the host country's labor forces gained a high cognitive skill premium in Chinese companies, but the non-cognitive skill premium was not obvious. The relationship between occupational mobility and skill accumulation shows the "U"-type relationship. On the occupational mobility condition, non-cognitive skills returns of the mobile labor force is not obvious. But, weather occupational mobility or not, the relationship between labor mobility and cognitive skill returns are significant. Studies have also shown that too frequent flows can weaken the growth effect of skill returns, and the appropriate number of flows can strengthen the growth effect of skill returns.
引文
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(1)O*NET是美国的新职业分类大典,前身是美国技能调查和英国的技能和就业调查。美国O*NET调查是通过向劳动者、企业、人力资源管理专家发放问卷,收集在工作过程中各类职业使用及职业需求的各项技能信息,并对个体数据汇总,获得数百个职业所需要技能类型与技能水平的数据集。该数据集定期更新,并通过网络免费向公众开放,以便于求职者、雇主、就业指导者、学校教师等不同角色的人群便利地了解职业信息,实现技能供给与需求的更好匹配。
(2)考虑到本文问题的集中性及与技能量表的经典测量方法,工作技能问题的研究将在后续研究中展开。
(3)按本调查时点汇率换算为人民币。