关于工资设定与集体谈判的事实与迷思

中文摘要

本文记录并讨论经合组织（OECD）国家集体谈判制度的突出特征，旨在破除一些误解与迷思，并重新激发对工资设定与集体谈判的普遍兴趣。我们希望，这种兴趣有助于弥合经济学家通常采用的工资设定建模方式与工资实际设定方式之间的差距。竞争性劳动力市场、买方垄断以及搜寻与匹配的经典模型均假定工资设定是分散化的，即由单个企业和工人决定工资。然而，在大多数发达经济体中，企业或雇主协会与工会就工资进行谈判、由此形成集体谈判制度的情况十分普遍。我们表明，各发达经济体的这些制度在重要方面存在差异，既体现在集体谈判的范围上，也体现在其结构上。

Abstract

In this article, we document and discuss salient features of collective bargaining systems in the OECD countries, with the goal of debunking some misconceptions and myths and revitalizing the general interest in wage setting and collective bargaining. We hope that such an interest may help close the gap between how economists tend to model wage setting and how wages are actually set. Canonical models of competitive labor markets, monopsony, and search and matching all assume a decentralized wage setting where individual firms and workers determine wages. In most advanced economies, however, it is common that firms or employer associations bargain with unions over wages, producing collective bargaining systems. We show that the characteristics of these systems vary in important ways across advanced economies, with regards to both the scope and the structure of collective bargaining.