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"This book explores China's hukou system, by which individuals are registered in a specific geographic region, and the prospects for reform. The history of the hukou system and its instrumental role in Chinese urbanization and labor markets is explained, and readers get a sense of what issues are prioritized by Chinese policymakers as they contemplate reform or change to this system, from hukou-based labor market discrimination, inequality of opportunity, multi-dimensional poverty of rural migrants, the public health consequences of non-hukou migration, and old age insurance for migrants without hukous. The author concludes with a stirring and practical call for hukou reform, articulating a cost-benefit model and providing an array of policy suggestions. This book will interest scholars of Chinese society, demographics and future urbanization"--

AbstractIn this comprehensive analytical overview, the author pays particular attention to the changing structure of China's employment towards more private‐sector jobs in urban areas; its rising wages and widening earnings inequality; the persistence of its hukou system, causing labour market discrimination, an urban labour shortage and a rural labour surplus; its more market‐oriented wage structure, albeit with segmentation between firm ownership types; its relatively low unemployment; and the relatively weak role of its traditional labour market institutions, including minimum wages and trade unions. The aim is to contribute to the development of more suitable, China‐specific theoretical models and sound policy analysis.

ResumenEn esta exhaustiva síntesis analítica del mercado laboral chino, el autor destaca: el desarrollo del sector privado en las zonas urbanas; el aumento de los salarios y de la desigualdad de ingresos; la persistencia del sistema hukou, que genera discriminación laboral, déficit de trabajadores en las zonas urbanas y excedente en las rurales; una estructura salarial de mercado, pero segmentada según el tipo de empresa; un desempleo relativamente bajo, y un papel relativamente débil de instituciones laborales tradicionales como el salario mínimo y los sindicatos. El artículo pretende contribuir a la elaboración de modelos teóricos más adaptados a China con miras a análisis de políticas más sólidos.

RésuméLes auteurs s'intéressent à six grandes caractéristiques du marché du travail chinois: la privatisation et l'urbanisation de l'emploi; la hausse des salaires et des inégalités de revenu; la persistance du système du hukou et la pénurie de main‐d'œuvre qui s'ensuit dans les villes; une structure des salaires davantage axée sur le marché, mais segmentée selon le régime de propriété de l'entreprise; un chômage plutôt limité et des institutions du marché de l'emploi relativement peu influentes (salaire minimum et syndicats notamment). Cette analyse approfondie doit faciliter la définition de modèles théoriques et d'outils d'analyse des politiques mieux adaptés et spécifiques à la Chine.

This paper utilises a 2008 survey on the wave of rural–urban migration in China to provide new empirical evidence on labour market discrimination against rural-to-urban migrants with rural hukou in two ownership sectors within urban China: state-owned enterprises and private firms. By employing a double-selectivity approach, this study shows that the high-wage state-owned enterprise sector is more discriminatory than the private sector against rural hukou holders in urban China. Furthermore, the results from quantile regressions and the wage decomposition inform us that the hukou-based wage discrimination is mainly against middle- and high-wage workers, especially in state-owned enterprises. Moreover, in terms of the magnitude of discrimination, female workers suffer more discrimination than male workers in state-owned enterprises.

This study assesses the institutional impact of coercive, normative, and mimetic pressures on job-training programs and the extent to which the institutionalization of such programs is contingent upon the environment in which organizations operate. Event-history analysis of a retrospective data set (1967 to 1997) of 301 American organizations indicates that having an external human resources attorney and competing with a number of other organizations with training—two of the mimetic institutional effects—are the driving factors behind the spread of job-training programs. Furthermore, these mimetic institutional pressures exert a stronger impact on governmental organizations' choice to adopt training programs than on for-profit firms. Governmental agencies appear to be more responsive to institutional influences because, compared with for-profit firms, they are in greater need of external legitimation of their procedures and operations, one of the crucial benefits of being an institutional conformist.