【摘要】 利用2013年和2015年的"中国家庭金融调查"(CHFS)数据,可以实证分析供给侧视角下我国企业年金的分选效应。基于Probit回归和工具变量法(IV method)的估计结果均表明,劳动生产率较高的劳动者更倾向于参加企业年金计划,企业年金存在显著的分选效应。这说明,我国的企业年金能够作为员工内在能力的反馈信号和员工劳动生产率的甄选机制,帮助企业在招聘环节吸引、招募到优秀人才。异质性检验显示,企业年金分选效应存在明显的企业、行业和地区异质性。为了促进企业年金的发展,企业管理者应该被赋予更多的企业年金设计权利,以增强企业建立企业年金计划的内在动力;政策宣传者应该帮助企业管理者将对企业年金的认识由"成本观"转变为"资源观";可以根据企业、行业和地区的具体情况,有选择、有针对性地分步推进企业年金覆盖面的扩大。更多还原

【Abstract】 According to 2013 and 2015 China Household Finance Survey(CHFS) data, the sorting effect of enterprise annuity can be empirically analyzed from the perspective of supply side. Based on probit regression and instrument variable method, the estimation results show that the workers with higher labor productivity prefer to join in the enterprise annuity systems,which indicates that enterprise annuity has significant sorting effect. This means that the enterprise annuity systems can be used as a feedback signal of employees’ internal ability and a selection mechanism of employees’ labor productivity to help enterprises attract and recruit excellent talents in the recruitment process. The heterogeneity test shows that there are obvious heterogeneity of this sorting effect among different enterprises, different industries or different regions. It is suggested that more rights of designing enterprise annuity systems should be given to the managers of enterprises so that their motivation of setting up annuity systems could be strengthened, that policy propagandists should help the managers of enterprises to change their ideas of enterprise annuity from"the concept of cost"to"the concept of resources", and that the coverage could be selectively extended step by step in the light of specific conditions of different enterprises, industries and regions.更多还原