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《劳动合同法》中的无固定期限劳动合同条款对不同企业的影响可能存在差异,从这一认识出发,本文利用《中国民营企业竞争力》微观调查数据考察了企业雇佣水平在法律实施前后的变化,并利用员工加班时间的变化情况对《劳动合同法》的实施与企业雇佣水平变化之间的关系进行了验证。稳健性检验中,本文对各地区依据其历史上的执法情况进行了分组,并在此基础上使用双差分方法再次探讨了企业雇佣水平变化与《劳动合同法》之间的关系。相似的结论使文章谨慎的认为,《劳动合同法》确实降低了企业雇佣水平,并使企业延长了员工的加班时间。
Based on this understanding, this article uses the micro-survey data of “competitiveness of Chinese private enterprises” to examine the influence of the employment level of enterprises on the enterprises before and after the implementation of the law Changes and make use of the changes of employees’ overtime hours to verify the relationship between the implementation of the Labor Contract Law and the change of the level of employment of enterprises. In the robustness test, this paper groups all regions according to their historical law enforcement situations, and on the basis of this, uses the double difference method to discuss again the relationship between the change of employment level and the Labor Contract Law. Similar conclusions make the article cautiously believe that the Labor Contract Law does reduce the level of employment and allow enterprises to extend the overtime hours of their employees.