改革开放41年以来，我国企业取得了长足的进展，但劳动生产率增速逐年放缓 是企业面临诸多瓶颈和制约中较为突出的问题。当前我国经济发展步入“新常态”， 劳动生产率增长已经成为当前我国经济保持高质量发展的重要驱动力。与之相伴的， 我国企业年金制度日渐完善，并成为公司治理机制的重要组成部分。然而，鲜有文献 研究企业年金参保对员工劳动生产率的影响？ 本文将以中国宏观经济的高质量发展为背景，以微观个体（企业员工）的劳动生 产率提升为落脚点，在依据生命周期理论、人力资本折旧理论、延期工资理论和隐性 合同理论进行理论分析的基础上，基于中国家庭金融调查（ChinaHouseholdFinance Survey，CHFS）中2011年、2013年、2015年和2017年的数据为研究样本，使用 Logit模型实证分析企业年金参保对员工劳动生产率的作用效应和影响机理。本文通 过系统的研究发现：企业年金参保对员工的劳动生产率提升作用显著，在增加控制变 量和克服内生性检验后，结果依然显著。通过进一步的机制检验发现，吸引高素质人 才机理、激励与促进员工自身提升机理和稳定优秀员工机理是企业年金参保对员工的 劳动生产率产生提升作用的三个影响机理。 本文研究不仅从企业年金参保视角揭示了养老保险制度改革影响微观个体行为 的作用机制，而且还从员工劳动生产率提升视角拓展并深化了宏观经济高质量发展的 微观基础，对未来进一步推进养老保险制度特别是企业年金制度改革以促进中国经济 高质量的发展提供理论参考。 关键词：企业年金；劳动生产率；吸引高素质人才；员工自身提升；稳定优秀员 工 II Abstract Sincethereformandopeningup41yearsago,China'senterpriseshavemadegreat progress,buttheslowgrowthoflaborproductivityisaprominentproblemamongmany bottlenecksandconstraintsfacedbyenterprises.Atpresent,China'seconomic developmenthasenteredthe"newnormal",andthegrowthoflaborproductivityhas becomeanimportantdrivingforceformaintaininghigh-qualitydevelopmentofChina's economy.Alongwithit,ourcountrycorporatepensionsystemimprovesdaybyday,and becometheimportantcomponentofthecompanymanagementmechanism.However, thereislittleliteraturetostudytheeffectofcorporatepensioninsuranceonemployeelabor productivity? ThisarticlewillwiththehighqualityofChina'smacroeconomicdevelopmentasthe background,microcosmicindividuals(employees)toimproveproductivityasafoothold, inaccordingtothetheoryoflifecycletheory,humancapitaldepreciation,delayedwage theoryandthetheoryofimplicitcontract,onthebasisoftheoreticalanalysis,basedon ChinesefamilyfinancialSurvey(ChinaHouseholdFinanceSurvey,CHFS)in2011,2013, 2015and2017dataastheresearchsample,Logitmodelisusedtoempiricallyanalyzethe actioneffectandinfluencemechanismofcorporatepensioninsuranceonemployeelabor productivity.Throughsystematicresearch,thispaperfindsthat:thecorporatepension insurancehasasignificanteffectonthelaborproductivityofemployees,andtheresultsare stillsignificantafterincreasingthecontrolvariablesandovercomingtheendogenoustest. Throughthefurtherinspectionofthemechanism,itisfoundthatthemechanismof attractinghigh-qualitytalents,themechanismofmotivatingandpromotingemployeesto improvethemselves,andthemechanismofstabilizingexcellentemployeesarethethree influencingmechanismsofthepromotionoflaborproductivityofemployeesbythe participationofcorporatepensioninsurance. Inthispaper,westudynotonlyrevealstheendowmentinsurancesystemfromthe perspectiveofcorporatepensionginsengreformaffectthemicromechanismofactionof individualbehavior,butalsofromtheperspectivesoflaborproductivityimprovementsto III expandanddeepenthemicroeconomicfoundationofmacroeconomicdevelopmentwith highquality,forthefuturefurtherpromotethereformofendowmentinsurancesystem, especiallythecorporatepensionsysteminordertopromoteChina'seconomictheory referenceforthedevelopmentofhighquality. KeyWords:CorporatePension;LaborProductivity;AttractHigh-qualityTalents; StaffSelf-promotion;StableExcellentEmployees 目录 第1章绪论..........................................................................................................................1 1.1研究背景.......................................................................................................................................1 1.2研究意义.......................................................................................................................................2 1.2.1理论意义...........................................................................................................................2 1.2.2现实意义...........................................................................................................................2 1.3研究思路和研究方法..................................................................................................................3 1.3.1研究思路...........................................................................................................................3 1.3.2研究方法...........................................................................................................................5 1.4创新点...........................................................................................................................................5 1.5本章小结......................................................................................................................................6 第2章概念界定、理论回顾和文献评述..........................................................................7 2.1概念界定.......................................................................................................................................7 2.1.1企业年金的概念...............................................................................................................7 2.1.2劳动生产率的概念...........................................................................................................7 2.2相关理论发展历程的回顾...........................................................................................................7 2.3基于文献的评述及本文的研究方向...........................................................................................8 2.3.1企业年金微观经济效应的逻辑与证据...........................................................................8 2.3.2企业年金影响因素与演变过程的逻辑与证据...............................................................9 2.3.3企业人力资本影响因素和经济后果的逻辑与证据....................................................10 2.2.4劳动生产率影响因素及经济后果的逻辑与证据........................................................11 2.3.5文献评述与本文的研究方向.........................................................................................13 2.4本章小结....................................................................................................................................13 第3章制度背景、理论构建与影响机理........................................................................14 3.1我国企业年金发展的制度背景与演变过程.............................................................................14 3.1.1我国企业年金发展的制度背景.....................................................................................14 3.1.2我国企业年金发展的演变过程.....................................................................................14 3.2理论构建.....................................................................................................................................15 3.2.1生命周期理论及与本文的联系.....................................................................................15 3.2.2人力资本折旧理论及与本文的联系.............................................................................16 3.2.3延期工资理论及与本文的联系.....................................................................................16 3.2.4企业年金隐性合同理论及与本文的联系.....................................................................17 3.3影响机理分析.............................................................................................................................18 3.3.1吸引高素质人才.............................................................................................................18 3.3.2激励与促进员工自身提升.............................................................................................19