勞動經(jīng)濟(jì)學(xué)-教學(xué)大綱

1、勞動經(jīng)濟(jì)學(xué)教學(xué)大綱課程編號：150022B課程類型：專業(yè)選修課總 學(xué)時：32講課學(xué)時：32 實驗（上機(jī)）學(xué)時：學(xué)分：2適用對象：經(jīng)濟(jì)學(xué)、管理學(xué)等先修課程：初級微觀經(jīng)濟(jì)學(xué)、初級宏觀經(jīng)濟(jì)學(xué)、中級微觀經(jīng)濟(jì)學(xué)、中 級宏觀經(jīng)濟(jì)學(xué)、計量經(jīng)濟(jì)學(xué)、統(tǒng)計學(xué)一、課程的教學(xué)目標(biāo)完成本課程后，學(xué)生將能夠讀懂有關(guān)勞動力市場問題的文章， 并對勞動力市 場如何運(yùn)作有一個全面了解。學(xué)生也將獲得和運(yùn)用經(jīng)濟(jì)學(xué)工具來解釋和討論與勞 動力市場相關(guān)的政策問題。二、教學(xué)基本要求本課程是勞動經(jīng)濟(jì)學(xué)的初級課程，著重點在于如何運(yùn)用應(yīng)用微觀經(jīng)濟(jì)學(xué)的理論和 實證分析來學(xué)習(xí)勞動經(jīng)濟(jì)學(xué)。勞動經(jīng)濟(jì)學(xué)主要研究企業(yè)和個人行為和市場中的相 互作用下各種結(jié)果。

2、我們從企業(yè)層面、個人層面和市場層面來分析影響就業(yè)和失 業(yè)的因素。我們還將研究國際上和國家具體的制度規(guī)則在個人和公司的勞動決策 中發(fā)揮的作用。授課老師的作用應(yīng)該是為學(xué)生提供指導(dǎo)，資源和支持。本課程的主要教學(xué)方法是 課堂授課。學(xué)生應(yīng)該在來上課前完成指定的資料閱讀；來上課的學(xué)生要積極參與 課堂討論和思考回答老師的提問、按時完成作業(yè)、和參加考試。課程評估標(biāo)準(zhǔn)如下:課堂參與（出席，課堂討論，問答）（15%）課堂演示（15%）作業(yè)（10%）期末考試（60%）三、各教學(xué)環(huán)節(jié)學(xué)時分配（黑體，小四號字）教學(xué)課時分配廳P京下內(nèi)谷講課實驗其他合計1勞動力供給66力動力需求55競爭性均衡44人力資本33工資結(jié)構(gòu)33為

3、動力流動33歧視，工會，失業(yè)88合計3232四、教學(xué)內(nèi)容第一章勞動力市場經(jīng)濟(jì)學(xué)導(dǎo)論第一節(jié)個人、企業(yè)和政府的決定第二節(jié)勞動市場經(jīng)濟(jì)第三節(jié)勞動力市場結(jié)果的初步探索第四節(jié) 供應(yīng)和需求模型：勞動經(jīng)濟(jì)學(xué)的主力1、競爭性勞動力市場的工資和就業(yè)第五節(jié)當(dāng)前的政策問題第六節(jié)勞動力市場與其他市場的相似性與差異性1各種表演者的目標(biāo)2社會學(xué)、制度和立法限制3市場不完善4復(fù)雜的價格，服務(wù)于多種功能第七節(jié)另類視角關(guān)鍵點和難點：勞動力市場與其他市場的供求模式和相似性與差異性評價：應(yīng)用供需模型，了解模型背后的運(yùn)動機(jī)理。第二章勞動力供給：個人對勞動力市場的依附第一節(jié)勞動供給理論1擴(kuò)展和應(yīng)用2勞動供給理論3量化勞動力市場依附4小

4、時5基本收入休閑模式6比較靜態(tài)7派生勞動供給曲線8經(jīng)驗證據(jù)第二節(jié)擴(kuò)展和應(yīng)用1增加和勸阻工人的效果2隱性失業(yè)3兼職，加班，和靈活的工作時間關(guān)鍵點與難點：勞動供給理論與基本收入休閑模式評價：論證了對勞動供給理論的認(rèn)識，并將所得的休閑模式應(yīng)用于現(xiàn)實世界市場 現(xiàn)象。第三章勞動供給與公共政策：工作激勵效應(yīng)的替代第一節(jié)收入維持計劃1理論上的靜態(tài)部分平衡效應(yīng)2地域人口補(bǔ)助3福利4負(fù)所得稅5工資補(bǔ)貼和所得稅抵免6就業(yè)保險7殘疾支助和工人賠償8兒童保健補(bǔ)貼第二節(jié) 激勵效應(yīng)的說明性證據(jù)1非實驗的證據(jù)。2實驗證據(jù)3自給自足的項目關(guān)鍵點和難點：激勵效應(yīng)和靜態(tài)部分平衡效應(yīng)評價：從不同的公共政策對勞動力供給的激勵效應(yīng)進(jìn)行

5、解釋和分析第四章競爭性勞動力市場中勞動力的需求第一節(jié)產(chǎn)品和勞動力市場結(jié)構(gòu)的分類第二節(jié) 短期內(nèi)對勞動力的需求第三節(jié) 工資，勞動的邊際生產(chǎn)率，產(chǎn)品市場的競爭第四節(jié)長期的勞動力需求1等產(chǎn)量線，isocosts,成本最小化2得出公司的勞動需求表3、分離工資變動的規(guī)模和替代效應(yīng)第五節(jié) 短期和長期的勞動力需求之間的關(guān)系第六節(jié)成本最小化下的勞動力需求第七節(jié)勞動力需求彈性1可用性替代輸入2替代品供給彈性3產(chǎn)出需求彈性4勞動力成本在總成本中的份額5經(jīng)驗證據(jù)第八節(jié) 需求狀況的變化，全球化和外包1貿(mào)易對一個單一的勞動力市場的影響2跨部門貿(mào)易影響3證據(jù)4其他需求方面的因素重點和難點：關(guān)系之間的短期和長期運(yùn)行的勞動力需

6、求，勞動力的需求彈性。評價：了解短期和長期的勞動力需求和勞動力需求彈性，并能夠?qū)⒅R應(yīng)用到現(xiàn)實世界市場需求問題。第五章單一勞動力市場的工資和就業(yè)第一節(jié)競爭性企業(yè)與市場的互動第二節(jié)產(chǎn)品市場的不完全競爭1壟斷2壟斷競爭和寡頭壟斷3產(chǎn)品市場結(jié)構(gòu)和市場工資的偏離第三節(jié)與供需合作1線性供求函數(shù)2應(yīng)用：一個單位工資稅的發(fā)生率第四節(jié)在勞動力市場買方壟斷1簡單的買方壟斷。2影響買方壟斷。3。特色 monopsonists4完美的買方壟斷工資的分化。第五節(jié)壟斷證據(jù)第六節(jié)最低工資立法1預(yù)期影響：競爭性勞動力市場2預(yù)期的影響：在勞動力市場買方壟斷3預(yù)期影響：其他可能的抵消因素4實際影響實證關(guān)鍵點和難點：勞動力市場的

7、不完善競爭和最低工資立法評價：了解勞動力市場不完善的競爭，使最低工資立法與不完全競爭之間的聯(lián)系第六章補(bǔ)償工資差異第一節(jié) 工資和工資結(jié)構(gòu)的目的第二節(jié)補(bǔ)償工資理論1單公司等利潤表2不同的公司有不同的安全技術(shù)3單個人的偏好4不同個體的風(fēng)險偏好5單一企業(yè)、單一個體的均衡6與許多公司和個人的平衡第三節(jié)安全調(diào)節(jié)效應(yīng)1完全競爭的市場2不完善的信息3管制的理由4安全監(jiān)管：行為經(jīng)濟(jì)學(xué)的觀點第四節(jié)工資補(bǔ)償?shù)膶嵶C研究第五節(jié)政策的影響關(guān)鍵點和難點：風(fēng)險偏好和補(bǔ)償工資評價：了解補(bǔ)償工資理論，并將其應(yīng)用于實證分析。第七章人力資本理論：教育與培訓(xùn)的應(yīng)用第一節(jié)人力資本理論第二節(jié)私人投資教育第三節(jié)教育作為一種過濾器第四節(jié)實證證

8、據(jù)1教育和收入第五節(jié)人力資本收益函數(shù)1信號，篩選和能力2解決能力偏差3增加教育和不平等的收益4社會回報教育第六節(jié)訓(xùn)練1誰付錢？2政府的適當(dāng)作用3政府培訓(xùn)項目評估關(guān)鍵點與難點：人力資本收益函數(shù)評價：掌握人力資本收益函數(shù)，了解教育培訓(xùn)的應(yīng)用第八章移民經(jīng)濟(jì)學(xué)第一節(jié)政策環(huán)境第二節(jié) 移民對勞動力市場的影響第三節(jié)經(jīng)濟(jì)同化第四節(jié) 移民結(jié)果與公共政策第五節(jié) 移民對來源國的影響1人才流失關(guān)鍵點和難點：移民的結(jié)果和公共政策評價：從移民對經(jīng)濟(jì)的影響。第九章歧視與男女收入差距第一節(jié)歧視：原因和來源1歧視的理由2歧視的來源第二節(jié)勞動力市場歧視理論1需求理論的歧視2供應(yīng)理論的歧視3歧視非競爭性的理論。4生產(chǎn)力差異：選擇還

9、是歧視？5女權(quán)主義觀點第三節(jié)關(guān)于男性女性收入差距的證據(jù)1測量歧視2男性女性差異的實證結(jié)果3其他群體的實證結(jié)果第四節(jié)打擊性別歧視政策1傳統(tǒng)的平等工資立法2平等的價值，支付的權(quán)益，或類似的價值立法3平等價值立法的存在4同等價值程序5經(jīng)濟(jì)與行政理念的價值6平等價值活動的基本原理7平等價值活動范圍8具有可比性的價值9薪酬公平的例子11平等就業(yè)機(jī)會立法12積極行動或就業(yè)平等13促進(jìn)女性就業(yè)的政策14改變偏好和態(tài)度第五節(jié)政策的影響1傳統(tǒng)的平等薪酬政策2肯定行動3可比的價值和報酬的公平4可比價值的就業(yè)效應(yīng)關(guān)鍵點和難點：歧視和收入差距評價：了解不同類型的歧視及其政策含義。第十章工會影響工資和非工資性的結(jié)果第一

10、節(jié) 工會工資的影響1理論背景和概念問題2工會工資影響測量中的若干問題第二節(jié) 工會工資影響的實證研究1早期研究2造型結(jié)合的發(fā)生率及影響3縱向研究4美國平均影響的總結(jié)第三節(jié) 工會工資變動的影響第四節(jié)工會工資影響：總結(jié)第五節(jié)工會，工資差異，收入分配第六節(jié)。聯(lián)盟對資源配置和經(jīng)濟(jì)福利的影響第七節(jié)。工會對非實質(zhì)性結(jié)果的影響1工會和福利2工會對就業(yè)的影響3工會對工作條件的影響4工會對離職傾向和流動性的影響5工會對生產(chǎn)力、盈利能力和投資的影響關(guān)鍵點和難點：聯(lián)盟，營業(yè)額和流動性評價：示范知識和理解對工資和非工資結(jié)果的影響第十一章失業(yè)：含義和測量第一節(jié)測量失業(yè)1勞動力調(diào)查2就業(yè)保險索賠人3隱性失業(yè)、邊際勞動力的依

11、附第二節(jié)勞動力動態(tài)1失業(yè)的發(fā)生率和持續(xù)時間2改變失業(yè)的觀點3失業(yè)率的差異關(guān)鍵點和難點：勞動力調(diào)查和失業(yè)率和持續(xù)時間評估：了解如何衡量失業(yè)和失業(yè)問題。五、其它授課老師應(yīng)根據(jù)學(xué)生的能力適當(dāng)調(diào)節(jié)課程進(jìn)度和內(nèi)容六、主要參考書*Benjamin, D., M. Gunderson, T. Lemieux, and W.C. Riddell,Labour Market E conomics ” (7th, Irwin McGraw Hill.Edition), Toronto: McGrawHill Ryerson, 2012. Available at the Dana Porter library *

12、Borjas, G., Labor EconomicsLabor EconomicsCourse OutlineCourse Code: 150022BCourse Type: ElectivesPeriods: 32Lecture: 32 Experiment (Computer): 0Credits: 2Applicable Subjects: Economics, ManagementPrerequistites: Include introductory - to - intermediate microeconomics and a course in statistics orEc

13、onometricsCourse ObjectivesUpon completion of this course the students will be able to critically read public documents dealing with labor market issues and establish a comprehensive understanding of the labor market operation. The students will gain & apply the economic tools to explain and dis

14、cuss the policy issues.Course RequirementsThis course is an introduction to labor economics with an emphasis on applied microeconomic theory and empirical analysis. Labor economics focus on the studies on the behavior of firms and individuals and the various outcomes of their interactions within mar

15、kets. We will analyze firm -level, individual - level and market-level factors affecting employment and unemployment. We will also study the role of international forces and country -specific institutional rules governing labor decisions on the part of individuals and firms.The instructor ' s ro

16、le is to provide guidance, resources, and support. Lecturing is the main teaching approach in this course, but students are responsible for engaging actively in the process. To do well in this course students need to complete the assigned readings before coming to class, come to and participate in c

17、lass, and do homework and come to exams.The course assessment is based on the following:Class Participation (Attendance, Discussion, Q&A) (15%)Class Presentation(15%)Assignment(10%)Final Examination(60%)Course Planning教學(xué)課時分配 (Class Schedule)廳p京下內(nèi)谷講課實驗其他合計Part ILabor Supply66Labor Demand55Competi

18、tiveEquilibrium44Human Capital33The Wage Structure33Labor Mobility33Discrimination, Unions, Unemployment88合計3232Course OutlineChapter 1 Introduction to Labor Market EconomicsSection 1. Decisions by Individuals, Firms, and GovernmentsSection 2. Subject Matter of Labor Market EconomicsSection 3. Preli

19、minary Explorations of Labor Market OutcomesSection 4. The Supply and Demand Model: Workhorse of Labor Economics1. Wages and Employment in a Competitive Labor MarketSection 5. Current Policy IssuesSection 6. Similarities and Differences between the Labor Market and Other Markets1. Various Actors wit

20、h a Variety of Goals2. Sociological, Institutional, and Legislative Constraints3. Market Imperfections4. Complex Price, Serving a Variety of FunctionsSection 7. Alternative PerspectivesKey points and Difficulties: the supply and demand model and similarities and differences between the labor market

21、and other marketsEvaluation: apply the supply and demand model and understand the mechanism of movementsbehind the model.Chapter 2 Labor Supply: Individual Attachment to the Labor MarketSection 1: : The Theory of Labor Supply1. Extensions and Applications2. The Theory of Labor Supply3. Quantifying L

22、abor Market Attachment4. Hours5. Basic Income-Leisure Model6. Comparative Statics7. Deriving the Individual Supply Curve of Labor8. Empirical EvidenceSection 2: : Extensions and Applications1. Added and Discouraged Worker Effects2. Hidden Unemployment3. Moonlighting, Overtime, and Flexible Working H

23、oursKey points and Difficulties: the theory of labor supply and basic income -leisure model Evaluation: demonstrate the understanding on the theory of labor supply and apply the income-leisure model to the real world market phenomenon.Chapter 3 Labor Supply and Public Policy: Work Incentive Effects

24、of AlternativeSection 1. Income Maintenance Schemes1. Static Partial Equilibrium Effects in Theory2. Demogrant3. Welfare4. Negative Income Tax5. Wage Subsidy and Earned Income Tax Credit6. Employment Insurance7. Disability Payments and Workers ' Compensation8. Child-Care SubsidySection 2. Illust

25、rative Evidence of Incentive Effects1. Nonexperimental Evidence2. Experimental Evidence3. The Self-Sufficiency ProjectKey points and Difficulties: incentive effects and static partial equilibrium effects in theory Evaluation: explain and analyze the incentive effects from different public policy on

26、labor supply.Chapter 4 Demand for Labor in Competitive Labor MarketsSection 1. Categorizing the Structure of Product and Labor MarketsSection 2. Demand for Labor in the Short RunSection 3. Wages, the Marginal Productivity of Labor, and Competition in the Product MarketSection 4. Demand for Labor in

27、the Long Run1. Isoquants, Isocosts, and Cost Minimization2. Deriving the Firm ' s Labor Demand Schedule3. Separating Scale and Substitution Effects of a Wage ChangeSection 5. The Relationship between the Short - and Long-Run Labor DemandSection 6. Labor Demand under Cost MinimizationSection 7. E

28、lasticity of Demand for Labor1. Availability of Substitute Inputs2. Elasticity of Supply of Substitute Inputs3. Elasticity of Demand for Output4. Share of Labors Cost in Total Costs5. Empirical EvidenceSection 8. Changing Demand Conditions, Globalization, and Outsourcing1. The Impact of Trade on a S

29、ingle Labor Market2. Cross-Sectoral Impact of Trade3. Evidence4. Other Demand-Side FactorsKeypoints and difficulties: the relationship between the short - and long - run labor damand, elasticity of demand for labor.Evaluation: understand the short -run and long -run labor demand and elasticity of de

30、mand of labor and to be able to apply the knowledge to the real world market demand issues.Chapter 5 Wages and Employment in a Single Labor MarketSection 1. The Competitive Firm' s Interaction with the MarketSection 2. Imperfect Competition in the Product Market1. Monopoly2. Monopolistic Competi

31、tion and Oligopoly3. Product Market Structure and Departures from Market WagesSection 3. Working with Supply and Demand1. Linear Supply and Demand Functions2. Application: Incidence of a Unit Payroll TaxSection 4. Monopsony in the Labor Market1. Simple Monopsony2. Implications of Monopsony3. Charact

32、eristics of Monopsonists4. Perfect Monopsonistic Wage DifferentiationSection 5. Evidence of MonopsonySection 6. Minimum -Wage Legislation1. Expected Impact: Competitive Labor Market2. Expected Impact: Monopsony in the Labor Market3. Expected Impact: Other Possible Offsetting Factors4. Empirical Evid

33、ence on Actual ImpactKey points and difficulties: imperfect competition in the labor market and minimum -wage legislationEvaluation: understand the imperfect competition in the labor market and make the connection between minimum -wage legislation to the imperfect competition.Chapter 6 Compensating

34、Wage DifferentialsSection 1. Purposes of Wages and Wage StructuresSection 2. Theory of Compensating Wages1. Single Firm ' s Isoprofit Schedule2. Different Firms with Different Safety Technologies3. Single Individual s Preferences4. Different Individuals with Different Risk Preferences5. Equilibr

35、ium with Single Firm, Single Individual6. Equilibrium with Many Firms and IndividualsSection 3. Effect of Safety Regulation1. Perfectly Competitive Markets2. Imperfect Information3. Rationale for Regulation4. Safety Regulation: The Behavioral Economics ViewSection 4. Empirical Evidence on Compensati

36、ng WagesSection 5. Policy ImplicationsKey points and difficulties: risk preferences and compensating wagesEvaluation: understand the theory of compensating wages and to be able to apply it the empirical analysis.Chapter 7 Human Capital Theory: Applications to Education and TrainingSection 1. Human C

37、apital TheorySection 2. Private Investment in EducationSection 3. Education as a FilterSection 4. Empirical Evidence1. Education and EarningsSection 5. The Human Capital Earnings Function1. Signaling, Screening, and Ability2. Addressing Ability Bias3. Increased Returns to Education and Inequality4.

38、Social Returns to EducationSection 6. Training1. Who Pays?2. Appropriate Role of Government3. Evaluation of Government Training ProgramsKey points and difficulties: human capital earnings functionEvaluation: master human capital earning function and understand the application to education and traini

39、ng.Chapter 8 The Economics of ImmigrationSection 1. The Policy EnvironmentSection 2. The Impact of Immigrants on the Labor MarketSection 3. Economic AssimilationSection 4. Immigrant Outcomes and Public PolicySection 5. The Impact of Immigration on Source Countries1. The Brain DrainKey points and dif

40、ficulties: immigrant outcomes and public policyEvalution: understand the economic impact from immigration.Chapter 9 Discrimination and Male -Female Earnings DifferentialsSection 1. Discrimination: Reasons and Sources1. Reasons for Discrimination2. Sources of DiscriminationSection 2. Theories of Labo

41、r Market Discrimination1. Demand Theories of Discrimination2. Supply Theories of Discrimination3. Noncompetitive Theories of Discrimination4. Productivity Differences: Choice or Discrimination?5. Feminist PerspectivesSection 3. Evidence on Male -Female Earnings Differentials1. Measuring Discriminati

42、on2. Empirical Results on Male-Female Differentials3. Empirical Results for Other GroupsSection 4. Policies to Combat Sex Discrimination1. Conventional Equal Pay Legislation2. Equal Value, Pay Equity, or Comparable Worth Legislation3. Existence of Equal Value Legislation4. Equal Value Procedures5. E

43、conomic versus Administrative Concepts of Value6. Rationale for Equal Value Initiatives7. Scope of Equal Value Initiatives8. Design Features of Comparable Worth9. Pay Equity Example10. Equal Employment Opportunity Legislation11. Affirmative Action or Employment Equity12. Policies to Facilitate Femal

44、e Employment13. Alter Preferences and AttitudesSection 5. Impact of Policy Initiatives1. Conventional Equal Pay Policies2. Affirmative Action3. Comparable Worth and Pay Equity4. Employment Effects of Comparable WorthKey points and difficulties: discrimination and earning differentialsEvaluation: und

45、erstand different kinds of discrimination and their policy implication.Chapter 10 Union Impact on Wage and Nonwage OutcomesSection 1. Union Wage Impact1. Theoretical Background and Conceptual Problems2. Some Problems in Measuring the Union Wage ImpactSection 2. Empirical Evidence on Union Wage Impact1. Early Studies2. Modelling Union Incidence and Impact3. Longitudinal Studies4. Summa