摘要
改革工资制度,体现医生的人力资本价值,是医疗卫生改革的重要方面。本文利用2008年经济普查中11874家医院的微观数据,估计了医院收入方程和员工工资方程。医生是医院中人力资本较高的群体,通过比较高人力资本员工和低人力资本员工的边际产出比和工资比,本文考察了医生正常工资相对于其他群体是否被低估。结果表明,中国医疗机构中人力资本回报相对于其创造的价值并不合理,表现为高人力资本员工与低人力资本员工间的劳动生产率之比显著高于其工资之比,这一点在民营医院表现得更为突出,而且在经济欠发达地区医院、规模不足的医院,高学历员工的工资相对于其创造的产出而言被低估的程度越高。
Renovating the wage system so as to reflect the value of human capital is an important part in general health care reform.We estimate the revenue equation and the wage equation using the2008 Chinese national economic census database,which contains 11874 hospitals.Since doctors are usually highly educated,we analyze whether doctors are underpaid by comparing the marginal output and wage ratio of highly/lowly educated hospital employees.We find that the return on human capital in Chinese hospitals is not appropriate.The productivity ratio of highly/lowly educated hospital employees is much higher than wage ratio.This phenomenon is much pronounced in private-owned hospitals,small sized hospitals and hospitals located in less-developed areas.
出处
《劳动经济研究》
2015年第5期93-109,共17页
Studies in Labor Economics
基金
国家自然科学基金(71273056)
教育部新世纪优秀人才支持计划(NCET-12-0133)
关键词
医院
人力资本
工资
hospital
human capital
wage
