企业数字化转型、人力资本与内部薪酬差距

Enterprise Digital Transformation, Human Capital and Internal Pay Gap

中文关键词:  数字化转型  数字技术  内部薪酬差距  收入分配  人力资本

英文关键词:digital transformation  digital technology  internal pay gap  income distribution  human capital

中文摘要:

      企业是推动数字技术发挥经济效应的重要微观主体,也是平衡资本和劳动分配关系的关键所在。基于2009—2019年中国A股上市公司的数据,运用Python爬虫技术评估了上市公司的数字化转型程度,实证研究了数字化转型对企业内部薪酬差距的影响及其作用机制。实证分析发现,数字化转型对企业高管与员工之间的收入差距具有显著的扩大效应。机制分析结果表明,数字化转型会通过提升员工人力资本水平缩小企业内部收入差距,也会通过提升管理层人力资本水平扩大企业内部薪酬差距。异质性分析发现,数字化转型对低议价能力企业与非技术密集型企业内部薪酬差距的影响更大。进一步分析表明,企业数字化转型产生超额薪酬差距的原因在于员工薪酬涨幅小于管理层。因此,数字经济时代,为实现企业数字化转型与收入分配的相对公平,政府应推动劳动力知识技能升级,优化劳动力结构,充分发挥人力资本在推动企业内部收入分配公平方面的作用,进而缩小企业内部收入差距。

英文摘要:

      Enterprises are important micro-entities that drive the economic effects of digital technologies and are key to balancing the distribution of capital and labor. Taking A-share listed companies from 2009 to 2019 as a sample, this study empirically examines the impact of digital transformation on the internal pay gap of companies and its underlying mechanism by measuring the digital transformation of companies with the help of Python web crawler technology. Empirical analysis shows that digital transformation significantly widens the internal pay gap between enterprise executives and employees. Mechanism analysis shows that digital transformation will narrow the internal pay gap by enhancing employees' human capital level, while simultaneously widening it by improving management's human capital level. Heterogeneity results show that digital transformation exerts a more significant impact on internal pay gaps within companies with lower bargaining power and non-technology-intensive companies. Further analysis reveals that the excessive pay gap caused by enterprise digital transformation is attributed to a smaller increase in employees' pay compared to management's. Therefore, in the era of the digital economy, in order to achieve enterprise digital transformation and ensure income distribution fairness, it is imperative for the government to facilitate labor knowledge and skill upgrading, optimize labor structure, fully leverage human capital's role in promoting income distribution fairness within enterprises, and subsequently narrow the internal pay gap of enterprises. 