本文選題：性別偏好　切入點(diǎn)：人力資本存量　出處：《中共上海市委黨�！�2015年碩士論文

【摘要】：人力資本是經(jīng)濟(jì)增長(zhǎng)的重要推動(dòng)力,作為經(jīng)濟(jì)生產(chǎn)的投入要素之一,直接參與生產(chǎn)過(guò)程,發(fā)揮出人力資本存量的直接效應(yīng)。在生產(chǎn)過(guò)程中,人力資本存量的增長(zhǎng),表現(xiàn)為勞動(dòng)力素質(zhì)的提高,進(jìn)而提升了勞動(dòng)生產(chǎn)率,最終引起各部門(mén)產(chǎn)出以及國(guó)內(nèi)生產(chǎn)總值的增加。增加人力資本投資、提高人力資本存量關(guān)系著人口素質(zhì)的提高,關(guān)系著經(jīng)濟(jì)增長(zhǎng)方式由粗放型向集約型的轉(zhuǎn)變,為中國(guó)經(jīng)濟(jì)持續(xù)穩(wěn)定健康發(fā)展提供“源頭活水”。與此同時(shí),我國(guó)是一個(gè)人口大國(guó),男性性別偏好突出,男性的人力資本投資遠(yuǎn)高于女性的人力資本投資。在已有關(guān)于性別偏好與人力資本關(guān)系的研究中,集中分析性別偏好所造成的人力資本投資的性別差異,男性的性別偏好使得男性的人力資本投資遠(yuǎn)高于女性人力資本投資。實(shí)際上,性別偏好不僅引起人力資本投資的性別差異,而且影響人力資本存量。本文運(yùn)用跨學(xué)科研究法、文獻(xiàn)研究法、比較分析法以及定性分析和定量分析相結(jié)合的方法來(lái)深入分析性別偏好和人力資本投資上存在的種種疑難復(fù)雜問(wèn)題。因此,剖析性別偏好對(duì)人力資本存量的影響具有重要的理論意義和現(xiàn)實(shí)意義。性別偏好通過(guò)兩類(lèi)主體影響人力資本性別投資:第一類(lèi)主體是人力資本承載者自身;第二類(lèi)主體是家庭、企業(yè)或機(jī)關(guān)事業(yè)單位等。性別偏好造成了人力資本投資的性別差異。直觀上來(lái)看,對(duì)男性或女性的人力資本投資盡管有所差異,但人力資本投資的總量在既定期限里是不變的,進(jìn)而人力資本存量不變。然而,這種分析暗含的假設(shè)是人力資本未進(jìn)入生產(chǎn)領(lǐng)域,人力資本自身不會(huì)發(fā)生動(dòng)態(tài)變化。實(shí)際上,當(dāng)人力資本投入經(jīng)濟(jì)運(yùn)行中時(shí),考慮到人力資本自身的動(dòng)態(tài)變化,性別偏好將影響人力資本存量。為更好的理解性別偏好引起的人力資本投資的性別差異對(duì)人力資本存量的影響,本文分別從微觀層面以及宏觀層面構(gòu)建性別偏好對(duì)人力資本存量影響的分析模型并揭示其內(nèi)在的機(jī)制。從理論分析的結(jié)果來(lái)看,性別偏好的存在降低了人力資本存量;只有當(dāng)性別偏好不存在時(shí),即人力資本投資的性別差異消失時(shí),人力資本存量實(shí)現(xiàn)最大化。在性別偏好對(duì)人力資本存量影響的實(shí)證分析和檢驗(yàn)中,利用我國(guó)1978~2012年的時(shí)間序列數(shù)據(jù),并運(yùn)用向量自回歸模型(VAR模型)計(jì)量檢驗(yàn)性別偏好對(duì)人力資本存量的影響,同時(shí)利用OLS回歸分析人力資本投資的性別差異對(duì)人力資本存量的影響,進(jìn)一步進(jìn)行佐證性別偏好對(duì)人力資本存量的影響。實(shí)證結(jié)果得出,性別偏好抑制人力資本存量的增長(zhǎng)。理論和實(shí)證皆表明,性別偏好不利于人力資本存量的增加。為實(shí)現(xiàn)人力資本存量最大化,充分發(fā)揮人力資本存量的直接效應(yīng),我們亟需解決我國(guó)性別偏好問(wèn)題,為此,需要做到以下幾點(diǎn):首先,在文化思維方式和心理理念上,大力倡導(dǎo)現(xiàn)代文明之風(fēng),弘揚(yáng)男女平等;其次,在就業(yè)、工資收入、福利、社會(huì)保障及退休等一系列社會(huì)經(jīng)濟(jì)制度及法律法規(guī)上,充分貫徹男女平等、同工同酬的基本原則,徹底清除歧視女性的種種不當(dāng)規(guī)定及其他陳規(guī)陋習(xí);再次,以強(qiáng)化勞動(dòng)法的嚴(yán)肅性和完善健全社會(huì)保障為突破口,保障女性的勞動(dòng)就業(yè)收入福利等基本權(quán)利和利益;最后,從發(fā)揮女性特殊優(yōu)勢(shì)的出發(fā),開(kāi)拓女性就業(yè)的渠道,健全和完善婦女組織等NGO組織。
[Abstract]:Human capital is an important driving force of economic growth, as one of the input elements of economic production, directly involved in the production process, play a direct effect of the stock of human capital. In the production process, the stock of human capital growth, for improving the quality of labor and improve labor productivity, resulting in each sector output and GDP increase. Increase the investment of human capital, improve the human capital affects the quality of the population increase, the relationship between the transformation of economic growth mode from extensive to intensive, continued stable and healthy development "for the economy to China springhead". At the same time, China is a country with a large population, the male gender preference of prominent male human capital investment is much higher than that of the female human capital investment. In the existing research on the relationship between human capital and gender preference, on gender preference Gender differences caused by the human capital investment, male male sex preference makes the human capital investment is much higher than that of female human capital investment. In fact, gender preference not only caused gender differences in human capital investment, and the influence of human capital stock. This paper uses interdisciplinary research method, literature research method, comparative analysis method and qualitative analysis method and the combination of quantitative analysis to analyze the gender preference and human capital investment on the various complicated problems. Therefore, has the important theory significance and practical significance to analyse the effects of sex preference on the stock of human capital. Through the two main effects of gender preference of human capital investment: the first sex subject is the carrier of human capital self; the second subject is family, enterprises or institutions. The sex preference caused by human capital investment differences. Intuitively, the male or female human capital investment despite the difference, but the total amount of investment in human capital is constant in a given period of time, and the stock of human capital is unchanged. However, the analysis of the implicit assumption is that human capital does not enter the field of production, human capital itself does not change. In fact, when the human capital investment in the economy, taking into account the dynamic changes of human capital, gender preference will affect human capital stock. The effects of gender differences due to a better understanding of gender preference of human capital investment on human capital stock, the analysis model of this paper respectively from the micro level and the macro level to construct the gender preference effect on the stock of human capital and reveal the internal mechanism. According to the theoretical analysis, the sex preference is reduced only when the stock of human capital; gender bias Is there, which disappeared gender differences in human capital investment, human capital stock maximization. In the empirical analysis and test of the effect of sex preference on the stock of human capital, using the time series data in 1978~2012 of China, and the use of vector autoregressive model (VAR model) affect the measurement test of sex preference on human capital the stock, at the same time using the OLS effect of gender differences in human capital investment on human capital stock regression analysis, further evidence of effects of sex preference on the stock of human capital. The results of the empirical analysis, gender preference inhibits human capital stock growth. Theoretical and empirical show that gender preference is not conducive to the increase of human capital stock to achieve. The stock of human capital maximization, give full play to the direct effect of the stock of human capital, we need to solve the problem, China's sex preference, therefore, need to do The following points: first, in the way of thinking and cultural and psychological concept, advocate of modern civilization, promoting gender equality; secondly, in employment, wages, welfare, social security and retirement and a series of social and economic system and the legal laws and regulations, the full implementation of gender equality, the basic principle of equal pay, improper provisions elimination of discrimination against women and other outdated customs and bad habits again, to strengthen labor law; the seriousness and perfect social security as a breakthrough, ensuring employment income and welfare and other basic rights and interests of women; finally, from the women play special advantage of pioneering female employment channels, improve and perfect the organization of women's organizations such as NGO.

【學(xué)位授予單位】：中共上海市委黨校
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2015
【分類(lèi)號(hào)】：F249.2

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本文編號(hào)：1663570