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第五章 總結
從2000 年以來，農民工在中國經濟崛起中所扮演的腳色逐漸被重視且廣被 討論，其中，城市勞動市場的二元化的相關議題一直都是經濟學家探討的重 點，但是受限於連續調查資料取得不易，鮮有學者利用追蹤資料分析法去檢視 相關議題，使得樣本內生性和異質性問題難以被控制。本文利用2008 年和 2009 年的 RUMiC 的追蹤資料重新去探討中國男性農民工和城市居民的薪資差 異，並利用Hausman-Taylor 估計法同時控制內生性和異質性問題，藉以得到不 同於以往學者利用橫斷面資料分析的結果。
作者發現在利用HT 估計法控制橫斷面估計偏誤問題後，城市居民的工作 經驗報酬率下降到低於1%，而農民工則是上升到超過 5%，相較於過往文獻，
本文指出工作經驗對於城市居民薪資影響力遠低於對農民工薪資影響力。另一 方面，教育回報率則出現與橫斷面分析中不同的結果， HT 估計的教育回報率 不只比起橫斷面分析都來得大，而且城市居民的教育回報率大於農民工，城市 居民教育回報率近10%，農民工則是接近 5%，說明在教育年數選擇皆存在異質 性和內生性的問題，而且在處理估計偏誤的問題後，城市居民的教育回報率增 加幅度遠大於農民工。利用HT 估計結果，進行 Oaxaca 薪資分解中發現，農民 工和城市居民的薪資差異約950 元，其中可以解釋的部分約占 70%-80%，不可 解釋部分只有20%-30%，與莊奕琦和楊孟嘉(2012)使用 2008 單年度分析結果相 去甚遠，在控制住內生性和異質性後，兩個族群的薪資差異主要歸咎於稟賦的 不同，點出勞動市場給薪仍主要依據勞工的自身條件和其選擇的工作環境，又 以教育年數／程度和工作經驗的稟賦差異是造成城市居民的薪資高於農民工的 主要原因，但是城市居民和農民工的稟賦因成長背景和可獲得的資源差異不同 而不同，使得農民工在職場上有著難以彌補的薪資鴻溝；不可解釋部分被視作 歧視的薪資差異，主要來自於勞動市場對於城市居民的偏好，占總歧視薪資差 異的61%-66%，其中又以教育年數／程度為最主要的原因，此與文獻的結果不
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同，說明在控制內生和異質性問題後，教育年數並不能成為降低歧視性薪資差 異的要素之一，反而教育年數越高的農民工更容易受到薪資歧視，作者認為這 是農民工在職場上因制度所造成的劣勢，而工作經驗成為降低歧視性薪資的最 主要的因素，無奈的，農民工在目前的制度下，只能倚靠其工作經驗來獲得職 場上的尊重以弭平歧視性薪資。
觀看中國近期中國勞動市場的現況，根據中國人力資源和社會保障部統計 數據指出，2015 年農民工平均月薪為人民幣 3072 元，而 2015 年中國大學畢業 半年後平均月薪為人民幣3726 元，其差距僅有約 1.2 倍。若不去考慮工時和工 作的風險性，就算農民工擁有大學學歷，其薪資與一般農民工的薪資也相去不 遠，甚至因面臨歧視而使得薪資低於一般大學生的薪資平均，農民工取得高等 教育學歷的效益並不是很顯著，其成本對農民工家庭往往卻是非常巨大，隨著 中國經濟發展，教育能帶來的薪資成長變得非常有限，間接呼應了本文論證，
教育並不能縮短農民工和城市居民間的薪資差距。
在中國經濟發展的過程中，農民工為當初中國為達成其政經目的下的產 物，中國得以最少的成本快速發展，但也必須面對發展後期因制度所造成的市 場的二元化和薪資差異問題，當兩個生活在一起的族群存在顯著的不平等的待 遇並且逐漸擴大時，將危及社會的安定和諧。為弭平中國農民工和城市居民的 薪資差異，本文的研究結果在政策面亦提供可以參考的研擬方向，作者認為為 在研擬相關政策時應慎重思考以下兩點，第一點：降低因制度性身分差異所造 成的職場偏見和歧視。中國政府應致力於宣導職場的公平待遇，如加強對工作 經驗和教育程度薪資認定的一致性，以免造成農民工薪資低估和城市居民薪資 高的情況；第二點：提供農民工與城市居民相同的資源和機會，以降低稟賦所 造成的薪資差異。為從根本上解決薪資差異的問題，中國政府應逐漸讓戶口制 度退場，讓中國所有勞工得公平分享經濟成長的果實，以縮短城鄉資源差距所 造成的薪資差異。唯獨如此中國城市勞動市場的二元化才可得到緩解，從可能
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的嚴峻的族群對立中走向公平和諧社會。
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