1、原文THEHIDDENPAYROLLEMPLOYEEBENEFITSANDTHESTRUCTUREOFWORKPLACEINEQUALITYANGELAMORANDEMPLOYEEBENEFITSCONTRIBUTETOTHESTRATIFICATIONOFTHELABORFORCEINTOOCCUPATIONALMARKETSEMPLOYEEBENEFITSANDEARNINGSFORM“COMPENSATIONPACKAGES“AVAILABLEINDIFFERENTCOMBINATIONSANDATDIFFERENTLEVELSTOOCCUPATIONSLOCATEDINDIFFEREN
2、TLABORMARKETSINTHISSTUDYIHAVEMERGEDANDAGGREGATEDDATAFROMTHECURRENTPOPULATIONSURVEYPENSIONSUPPLEMENTIN1979ATTHEDETAILEDOCCUPATIONLEVELWITHDATAFROMTHEFOURTHEDITIONOFTHEDICTIONARYOFOCCUPATIONALTITLESTOEXAMINETHERELATIVEIMPORTANCEOFWORKFORCECHARACTERISTICS,OCCUPATIONALCONTENT,ANDLABORMARKETCONTEXTINTHEP
3、ROVISIONOFSELECTEDEMPLOYEEBENEFITSBOTHSEPARATELYANDINCOMBINATIONSWITHEARNINGSTHEANALYSESREVEALTHATFRINGEBENEFITSARESTRUCTURALLYDETERMINEDFACTORSTHATREPRESENTADIMENSIONOFTHEREWARDSTRUCTUREOFOCCUPATIONSDIFFERENTFROMEARNINGS,BUTTHEYCOMBINEWITHEARNINGSTOSTRATIFYTHEWORKPLACEINTOOCCUPATIONALMARKETS“PENSIO
4、NSPROVIDETHEBESTDOCUMENTEDEXAMPLEOFTHEVARIATIONINFRINGEBENEFITSSLIGHTLYMORETHANHALFOFTHEWORKFORCEIN1979WASINPENSIONCOVEREDEMPLOYMENT,THEHIGHESTLEVELOFCOVERAGEINHISTORYORAND,1985PENSIONCOVEREDEMPLOYMENTWASCONCENTRATEDINPUBLICANDPRIVATE“CORE“INDUSTRIESBECK,HORANANDTOLBERT,1978BUTEVENINCOREINDUSTRIES,P
5、ENSIONCOVERAGEISTYPICALLYLIMITEDTOTHOSEWHOWORKFULLTIMESLAVICK,1966ORANDANDMACLEAN,1986PLANSALSOHAVEVESTINGSCHEDULES,IE,MINIMUMREQUIREMENTSFOR“CONTINUOUS“SERVICEANDPARTICIPATIONINORDERFORANEMPLOYEETOBECOMEELIGIBLEFORABENEFITTHESESERVICESCHEDULESOFTENDISCRIMINATEAGAINSTWORKERSWITHINTERRUPTEDSERVICERES
6、ULTINGFROMLAYOFFSOR“PERSONAL“NEEDS,SUCHASCHILDBIRTH,ALTHOUGHPENSIONLEGISLATIONBEGINNINGINTHE1970SEG,THEEMPLOYEERETIREMENT,INCOMESECURITYACTIN1974WASTARGETEDTOPROTECTTHEEMPLOYEESRIGHTSINTHELATTERCASEINADDITIONTOTHEIRUNEVENAVAILABILITY,FRINGEBENEFITSAREOFTEN“HIDDEN“REWARDSFORWORKTHEYARENOTWIDELYNEGOTI
7、ATEDINTHELABORMARKETUNIONCONTRACTSCOVERLESSTHANONETHIRDOFTHEWORKFORCE,ALTHOUGHTHOSEMARKETSWITHSTRONGUNIONIZATIONAND/ORPROFESSIONALIZATIONAREMORELIKELYTOPUBLICIZETHESEFORMSOFCOMPENSATIONMOREOVER,THEYARENOTUSUALLYADVERTISEDINTHEWAYTHATWAGESAREALSO,THEYAREEITHER“DEFERRED“OR“RESERVED“REWARDSPENSIONSAREL
8、ONGTERMCONTRACTSFORDEFERREDEARNINGSLAZEAR,1979,1983ELIGIBILITYFORAPENSIONISACHIEVEDFOLLOWINGAPRESCRIBEDSERVICESCHEDULEANDFINALBENEFITSOFTENDONOTACCRUEUNTILADESIGNATEDRETIREMENTAGE,EVENIFTHEWORKERLEAVESTHEFIRMWITHELIGIBILITYATAYOUNGERAGEHEALTHANDDISABILITYINSURANCECOVERAGES,ONTILEOTHERHAND,ARE“PROTEC
9、TIVE“REWARDS,HELDINRESERVEANDMADEAVAILABLEEPISODICALLYANDONANEEDBASIS,BUTNOTASCONTINUOUSORDEFERREDRETURNSFORWORKASINTHECASESOFEARNINGSMADPENSIONS,RESPECTIVELYTHESEBENEFITSPROVIDEINCOMESECURITYINTHECASEOFHEALTHRELATEDINTERRUPTIONSTOWORKORPREMATURESEVERANCEFROMAJOBASARESULTOFDISABILITYMOREOFTENTHANPEN
10、SIONS,THEYREQUIREWORKERCONTRIBUTIONSTHOUGHNOTALWAYSCONSEQUENTLY,THEYREPRESENTADIFFERENTKINDOFBENEFITTHATMAYBEMORECLOSELYRELATEDTOTHEINTRINSICCHARACTERISTICSOFAJOB,EG,PHYSICALORSTRESSRELATEDDEMANDS,ORTOTHESOCIOECONOMICSTATUSOFWORKERSTHATAFFECTSTHEIRABILITYTOPAYFORSUCHCOVERAGE,ORBOTHALSO,RESERVEBENEFI
11、TSMAYREFLECTSHORTTERMASOPPOSEDTOLONGTERMSTRATEGIESBYEMPLOYERSTOHOLDTHEIRWORKFORCESBYDISCOURAGINGJOBMOBILITYOCCUPATIONSANDMARKETSTWOPERSPECTIVESPREDOMINATEINTHESTUDYOFTHESTRATIFICATIONOFTHEWORKFORCETHEFIRST,WHICHCANBELABELEDTHETHESISOFINDUSTRIALISM,FOCUSESONTHEINTRINSICFEATURESANDREWARDVALUESOFOCCUPA
12、TIONSKERRETAL,1960TREIMAN,1977HAUSERANDFEATHERMAN,1977INTHISAPPROACH,JOBCONTENTANDSKILLLEVELARECENTRALINTHEDETERMINATIONOFREWARDSFORWORK,WITHTHELATTERMEASUREDTYPICALLYASEARNINGSAND/OROCCUPATIONALPRESTIGETHEFOCUSISONOCCUPATIONS,WITHLITTLEATTENTIONTOTHEINDUSTRIALCONTEXTREWARDSDERIVEFROMTHEINTRINSICFEA
13、TURESOFJOBSANDTHEIRRELATIVECOMPLEXITY,AUTONOMYANDDIFFICULTYCAINANDTREIMAN,1981THESTABILITYANDSOCIALMAKEUPOFTHELABORFORCEBYOCCUPATIONSISASSUMEDTOBEINFLUENCEDBYTHESKILLS,EDUCATIONALANDVOCATIONALDEVELOPMENT,ANDCOMMITMENTTOTHEOCCUPATIONBYWORKERSFROMTHISPERSPECTIVE,EMPLOYEEBENEFITS,LIKEEARNINGS,AREOCCUPA
14、TIONALREWARDSTHE“SKILL“COMPONENTOFTHEPRODUCTIONEQUATIONREQUIRESDIFFERENTIALREWARDINCENTIVEPACKAGESASINTHECASEOFWAGESANDSALARIES,THESECOMPENSATIONSAREENDOGENOUSTOTHENATUREOFWORK,FIRMLEVELPRODUCTIONFUNCTIONSANDWORKERRESOURCESTHUS,THESKILLLEVELANDOTHERVARIABLEFEATURESOFWORKCONTENTACROSSOCCUPATIONSSHOUL
15、DSTRONGLYDIFFERENTIATEOCCUPATIONSLOWSKILL,LOWWAGEJOBS,THEREFORE,ARELIKELYTOCOMMANDFEWERFRINGEBENEFITSASWELLTHESECONDMAJORPERSPECTIVE,ONEMOREMARKETCENTEREDTHANOCCUPATIONALLYCENTERED,FALLSUNDERTHEGENERALRUBRICOFINSTITUTIONALISTORLABORMARKETTHEORY,THOUGHTHEAPPROACHESINTHISPERSPECTIVEAREQUITEDIVERSEAVER
16、ITT,1968EDWARDS,1979BARONANDBIELBY,1980,1984GORDON,EDWARDSANDREICH,1982HODSON,1978THEEMPHASESINTHISAPPROACHAREONTHESTRUCTUREANDCONSEQUENCESOFMONOPOLISTICVERSUSCOMPETITIVEECONOMICORGANIZATIONANDONTHERESOURCESOFWORKERS,PARTICULARLYTHEORGANIZATIONALRESOURCESPROVIDEDBYUNIONIZATIONORPROFESSIONALIZATIONHI
17、STORICALLYCONDITIONEDPATTERNSOFLABORFORCEREGULATIONANDCOMPENSATIONAREARGUEDTOBEROOTEDINECONOMICORGANIZATIONLEADINGTOTHESEGMENTATIONSTRATIFICATIONOFTHELABORFORCEBRIDGES,1982THEFRAGMENTATIONOFTHELABORFORCEISCREATEDTHROUGHTHEDIFFERENTIALALLOCATIONOFSUBGROUPSOFWORKERSTODIFFERENTINDUSTRIESANDTODIFFERENTC
18、ATEGORIESOFECONOMICEARNINGSANDSYMBOLICPRESTIGEREWARDMOREOVER,THEFRAGMENTATIONISOFTENVIEWEDASRELATIVELYINDEPENDENTOFTHEOCCUPATIONSTHEMSELVESTHUSTHEINTRINSICCONTENTANDSKILLLEVELOFJOBSAREVIEWEDASLESSIMPORTANTTHANTHEREWARDVALUESASSIGNEDTOTHEMFOREXTRINSICECONOMICREASONSTHEFRAGMENTATIONOFTHELABORINTORACEA
19、NDSEXSEGREGATEDANDSTABLEANDUNSTABLECOMPONENTSISSIMILARLYVIEWEDASREGULATEDBYMARKETLEVELEXIGENCIESFROMTHISPERSPECTIVE,EMPLOYEEBENEFITSDERIVEFROMTHEMARKET/SECTORLOCATIONOFAJOBRATHERTHANFROMTHEINTRINSICFEATURESOFANOCCUPATIONANDTHELOGICOFTHECOMPENSATIONSTRUCTUREISNOTONEOF“REWARD,“BUTMOREONEOF“CONTROL“COM
20、PENSATIONS,THEN,AREVIEWEDASCONTROLDEVICESTHATARE1ANEGOTIABLECOMMODITYINTHEPRIMARYSUBORDINATESECTORWHEREWORKERPOWERISGREATERASARESULTOFUNIONIZATION/PROFESSIONALIZATIONSEEFORMANDHUBER,1976,2EITHERLESSNECESSARYINTHESECONDARY/PERIPHERYSECTORASANEGOTIATEDCOMPENSATIONORELSEUSEDBYEMPLOYERSHERETOSUBSTITUTEF
21、ORTRUEWAGESROOT,1985,AND/OR3ADEVICETOMINIMIZELABORTURNOVERANDINSUREAMORERATIONALIZEDBUREAUCRATICRULESORIENTEDWORKENVIRONMENTEDWARDS,1979ACCORDINGLY,MARKET/SECTORLOCATIONSHOULDDIFFERENTIATECOMPENSATIONSMOSTSTRONGLYOCCUPATIONALBASESOFCOMPENSATIONSTHECURRENTPOPULATIONSURVEYCPSPENSIONSUPPLEMENTOF1979PRO
22、VIDESAGOODDATABASEFORAGGREGATINGWORKER,OCCUPATIONALCONTENT,LABORMARKETANDCOMPENSATIONCHARACTERISTICSATTHEDETAILEDOCCUPATIONLEVELTOEXAMINETHEPROVISIONOFTHESECOMPENSATIONSINTHELABORMARKETTHEMAY1979SUPPLEMENTOFTHECPSASKEDDETAILEDQUESTIONSONPENSIONCOVERAGEANDPARTICIPATIONANDONHEALTHANDDISABILITYCOVERAGE
23、THESAMPLECONSISTSOFAPPROXIMATELY27,000EMPLOYEDPERSONSANDISWEIGHTEDTOASSUREREPRESENTATIVENESSWHENCASESWITHLARGENUMBERSOFMISSINGVALUESAREEXCLUDED,26,044WEIGHTEDOBSERVATIONSREMAINWITHRELATIVELYCOMPLETEINFORMATIONTHEFOLLOWINGANALYSISAGGREGATESTHESEDATATOTHEDETAILED3DIGITCENSUSOCCUPATIONLEVELANDMERGESTHE
24、MWITHDATAONOCCUPATIONALCHARACTERISTICSFROMTHEFOURTHEDITIONOFTHEDICTIONARYOFOCCUPATIONALTITLESDOTTHEAGGREGATIONPROCESSACTUALLYYIELDS403CLASSIFIABLEOCCUPATIONSREPRESENTING95PERCENTOFTHETOTALSAMPLETHEREMAINING5PERCENTOFCASESAREMERGEDINTOASINGLECATEGORY,WHICHWASUSEDTOTESTFORTHEEFFECTSOFMISSINGDATATHATWE
25、RENOTDEMONSTRATEDTHEN,WITHOCCUPATIONSASTHEUNITSOFANALYSIS,IPREDICTRATESOFBENEFITCOVERAGEPENSIONS,HEALTHINSURANCE,ANDDISABILITYINSURANCEWITHTHREECLASSESOFINDEPENDENTVARIABLESSUGGESTEDBYTHEINDUSTRIALISMANDINSTITUTIONALISTPERSPECTIVES,RESPECTIVELYTHESEVARIABLESINCLUDEATHEDEMOGRAPHICHUMANRESOURCESCOMPOS
26、ITION,BOCCUPATIONALCONTENTMEASUREDBYDOTITEMS,ANDCLABORMARKETCONTEXTSOFTHE404OCCUPATIONSINTHESAMPLEEXAMINATIONOFTHEDISTRIBUTIONOFTHETHREEEMPLOYEEBENEFITSSHOWSTHATTWICEASMANYOCCUPATIONSARECOVEREDBYPENSIONSORHEALTHINSURANCEASARECOVEREDBYDISABILITYINSURANCESIMILARLY,COVERAGERATESBYDISABILITYINSURANCEARE
27、MOREHIGHLYVARIABLE,IE,AHIGHERRATIOOFSTANDARDDEVIATIONTOTHEMEANTHECOEFFICIENTOFVARIATIONTHUS,THEEXTENTOFPROVISIONOFTHESEBENEFITSACROSSOCCUPATIONSVARIES,WITHLONGTERMDISABILITYINSURANCEBEINGTHELEASTCOMMONBENEFITACROSSOCCUPATIONSTHEDIFFERENTIALBASEOFBENEFITSCOVERAGEANDEARNINGSTHEIMPACTOFTHEPREDICTORVARI
28、ABLESDIFFERSACROSSTHETHREEMEASURESOFFRINGEBENEFITSANDISALSOMARKEDLYDIFFERENTFOREARNINGSASADEPENDENTVARIABLETHESEPATTERNSAREREVEALEDINTABLE2,WHICHCONTAINSREGRESSIONSOFTHEFRINGEBENEFITSCOVERAGEVARIABLESANDAVERAGEEARNINGSONTHESETOFINDEPENDENTVARIABLESDESCRIBEDABOVEFORTHESAMPLEOF404CENSUSOCCUPATIONSWITH
29、ONEEXCEPTION,LABORMARKETVARIABLESMOSTSTRONGLYPREDICTFRINGEBENEFITS,WHILEHUMANRESOURCESWORKERCHARACTERISTICSVARIABLESAREMOREHIGHLYASSOCIATEDWITHOCCUPATIONALEARNINGSTHISSTRIKINGRESULTSUGGESTSTHATEARNINGSAXEMORECLOSELYTIEDTOWORKERSRESOURCESORHUMANCAPITALCHARACTERISTICSTHANAREFRINGEBENEFITSOFTHETHREEFOR
30、MSOFBENEFITS,THEHEALTHRELATEDPROTECTIONSARELESS“DEFERRED“ANDMORE“RESERVED“INTHEIREFFECTSONINCOMESECURITYANDMAYDIFFERENTIATEOCCUPATIONALANDLABORMARKETSMOSTINTHESHORTRUNHEALTHANDDISABILITYINSURANCEASSISTINCOMESECURITYBYPROVIDINGMORE“CURRENT“PROTECTIONPENSIONSREPRESENTAPROMISETHATGROWSINCERTAINTYASELIG
31、IBILITYISACHIEVEDANDASRETIREMENTAGEISAPPROACHEDCONSEQUENTLY,WHILEEMPLOYEEBENEFITSAREIMPORTANTDEMENTSOFTHEOCCUPATIONALANDINDUSTRIALREWARDSTRUCTURES,THEIRRELATIVEEFFECTSONSTRATIFYINGTHEWORKFORCEAREPROBABLYDIFFERENTOCCUPATIONCOMPENSATIONCLUSTERSANDMARKETORGANIZATIONINADDITIONTOANALYZINGTHERATESATWHICHF
32、RINGEBENEFITSAREPROVIDEDSEPARATELYACROSSOCCUPATIONS,ITISALSOIMPORTANTTODETERMINEHOWTHESEBENEFITSCOMBINEWITHEARNINGSTOCOMPENSATEWORKERSTHEDIFFERENCESREVEALEDINTHEEARLIERANALYSISBETWEENPUBLICSECTOREARNINGSANDFRINGEBENEFITSPROVISIONSSUGGESTTHATCOMPENSATIONSSHOULDBELOOKEDATINCOMBINATIONS,ORAS“PACKAGES,“
33、TOBETTERDETERMINETHEIRROLESINSTRATIFYINGTHEWORKFORCEANDTOCAPTURETHEDIFFERENTDIMENSIONSOFECONOMICREWARDSFORWORKINSHORT,EMPLOYEEBENEFITSCONTRIBUTETOTHEDIFFERENTIATIONOFOCCUPATIONALMARKETSINADMINISTEREDANDCONTESTEDOCCUPATIONALMARKETS,BENEFITSAREMOREPREVALENTASPARTOFTHEINCREASINGLYRATIONALIZEDREWARDSTRU
34、CTURESOFMODERNFIRMSANDPUBLICORGANIZATIONSINTHESEMARKETS,BENEFITSPARTIALLY“SUBSTITUTE“FORTHEHIGHESTWAGESANDSALARIESTHATAREFOUNDINTHESELFCONTROLLEDANDTRADITIONALFREEPROFESSIONALANDARTISANMARKETSFINALLY,EMPLOYEEBENEFITSEXACERBATEEARNINGSDISPARITIESASTHEYDIFFERENTIATETHEPERIPHERAL,UNSTRUCTUREDLABORMARKE
35、TSCOMPRISEDOFTHEMOSTECONOMICALLYDISADVANTAGEDWORKERSFROMWORKERSINOCCUPATIONSBENEFITINGFROMWORKERORGANIZATIONANDLARGEFIRMSIZEASSUCH,COMPENSATIONSINCLUDINGEARNINGSANDFRINGEBENEFITSPERMITTHEMEANINGFULCLASSIFICATIONOFOCCUPATIONSINTOCLASSESOFWORKERSBENEFITINGDIFFERENTIALLYFROMEARNINGS/BENEFITSPACKAGESFOL
36、LOWINGDIFFERENTFORMSCONCLUSIONSNONSALARYEMPLOYEEBENEFITSCONTRIBUTETOTHECOMPLEXITYOFTHELABORMARKETANDKNOWLEDGEABOUTTHEMAIDSOURUNDERSTANDINGOFITSREWARDSTRUCTUREFRINGEBENEFITSDONOTDESERVETHEIRLABELTHEYARECENTRAL,NOTMARGINAL,TOTHECOMPENSATIONSTRUCTURETHETREPRESENTAKEYDIMENSIONOFTHEECONOMICREWARDSYSTEMOF
37、THEWORKPLACE,ABOVEANDBEYONDTHATOFOCCUPATIONALEARNINGSTHEYAREANESPECIALLYIMPORTANTFEATUREOFOCCUPATIONSINADMINISTERED/CONTESTEDMARKETS,CHARACTERIZEDBYLARGEFIRMSANDBUREAUCRACIESANDORGANIZEDOCCUPATIONALANDPROFESSIONALASSOCIATIONSANDUNIONSASSUCH,THEYAREINDICATORSOFRELATIVEOCCUPATIONALPOWERACROSSFIRMANDIN
38、DUSTRYCONTEXTSINSTITUTIONALFACTORSPREDICTFRINGEBENEFITSCOVERAGEMORESTRONGLYTHANEITHERWORKERSCHARACTERISTICSOROCCUPATIONALCONTENTSDOFIRMSIZE,SECTORALLOCATION,ANDUNIONIZATIONHAVERELATIVELYSTRONGANDCONSISTENTEFFECTSONFRINGEBENEFITSPROVISIONTHOSEWORKERCHARACTERISTICSTHATDOPREDICTBENEFITSCOVERAGEAGE,RACE
39、ANDGENDERCOMPOSITIONALSOREPRESENTSTRUCTURALPARAMETERSOFTHELABORFORCEIE,OCCUPATIONALSEGREGATIONMOREANDHUMANCAPITALFACTORSIE,EDUCATIONLESSFRINGEBENEFITS,THEREFORE,REPRESENTADIFFERENTDIMENSIONOFTHECOMPENSATIONSTRUCTUREPENSIONSAREDEFERREDEARNINGSFORSUSTAINEDFULLTIMEWORK,WHICHAPPEARTOCOMPLEMENTSALARYSTRU
40、CTURESINCOMPLEXWAYSINOCCUPATIONSLOCATEDINTHEADMINISTERED/CONTESTEDMARKET,WHICHISRELATEDTOTHEPUBLICANDPRIMARYSUBORDINATESECTORSDESCRIBEDATTHEINDUSTRIALLEVELBYOTHERRESEARCHERS,PENSIONSAREAMAJORFORMOFCOMPENSATIONHEALTHANDDISABILITYCOVERAGESARERESERVEDPROTECTIONSFROMACCIDENTALANDACUTEHEALTHEPISODESTHATI
41、NTERRUPTWORKTHEYPLAYADIFFERENTBUTCOMPLEMENTARYROLEINTHESESECTORSHEALTHINSURANCEISMOSTIMPORTANTTOOCCUPATIONSINTHE“ADMINISTEREDANDCONTESTED“PUBLICANDPRIMARYSUBORDINATESECTORSDISABILITYCOVERAGESTRONGLYDIFFERENTIATESMARKETSPERIPHERAL,UNSTRUCTUREDMARKETSAREONLYHALFASLIKELYTOPROVIDETHISCOVERAGEASTHEOTHERM
42、ARKETSTHUS,THESECOMPENSATIONSAREPACKAGEDDIFFERENTIALLYACROSSOCCUPATIONSOCCUPATIONALMARKETSREPRESENTTHEINTERSECTIONOFHUMANRESOURCES,OCCUPATIONALCONTENTORTHENATUREOFWORK,ANDLABORMARKETENVIRONMENTSACCORDINGLY,THEYDESERVEMOREATTENTIONINTHESTRATIFICATIONLITERATURETOOOFTENONLYWORKERSORINDUSTRIALSECTORSARE
43、TREATEDASUNITSOFANALYSISINSTRATIFICATIONRESEARCHYET,OCCUPATIONSPROVIDETHEMIDDLEGROUNDOFTHEPROCESS,OCCUPATIONSREPRESENTDIFFERENTTRAININGREGIMES,ARERELATIVELYACCESSIBLETODIFFERENTWORKERSUBGROUPS,ANDSYSTEMATICALLYVARYACROSSINDUSTRIALCONTEXTSACCORDINGLY,THEYDESERVEGREATERATTENTIONFINALLY,THESELECTIONOFT
44、HESETHREEFORMSOFFRINGEBENEFITSISNOTEXHAUSTIVESICKPAY,PAIDVACATIONSANDDAYCAREAREOTHERFORMSOFINDIRECTCOMPENSATIONANDMAYBETHEARENASFORWORKEREMPLOYERCONFLICTANDNEGOTIATIONINTHEYEARSTOCOME（节选）THEHIDDENPAYROLLEMPLOYEEBENEFITSANDTHESTRUCTUREOFWORKPLACEINEQUALITYSOCIOLOGICALFORUM,2005P657683译文隐藏的工资员工福利和工作场所
45、结构的不平等ANGELAMORAND员工福利对职场中的劳动力分层起了巨大作用，为了适应处在不同劳动力市场的不同层次的职位,员工福利和收入形成了不同可行的“薪酬组合”。在提供的已经被选择的员工福利中，无论员工福利和收入分开还是结合，都是为了测试工人性格、职业内容和劳动力市场背景的相关重要性，在这篇研究中，我对1979年出版的当前人口调查养老金增刊、专业名称字典第四版中的数据做了相关收集和总结。分析显示出，在呈现出这种职业奖赏制度的特点与收入有所不同时，这种附加福利是结构性决定因素，但当把附加福利与收入结合时，却会对职场进行劳动力分层。在各种各样的附加福利形式中，养老金是有完好记录的最好例子。19
46、79年，有超过一半的工人就业都是带有养老金福利的，在历史上是最高的（ORAND，1985）。养老金福利就业集中在公有及私有的核心产业中（BECK,HORANANDTOLBERT,1978）。但即使是在核心产业中，养老金政策所覆盖的范围也只是局限于那些全职员工SLAVICK，1966；ORANDANDMACLEAN，1986。计划也还是有解冻时间表的，比如，为了使一个员工能有资格享受福利，最起码的要求就是不断的服务和参与，这些服务规则经常会歧视员工由于被解雇或“个人”需要，如生育之类而中断服务，关于养老金的法律（比如1974年颁布的员工退休法、收入安全法令）在20世纪70年代已经开始实施，目的是
47、为了保护刚才所提到的情况下的员工权利。除了附加福利的不均匀有效性，它们通常是工作中所隐藏的奖励，尽管有着强烈的工会化或者专业化的劳动力市场更倾向于宣传这种补偿形式，附加福利在劳动力市场中并没有被广泛接受（工会合同所涵盖的不到工人总数的三分之一）。此外，它们并没有如广告中所提及的薪水那样多，而且它们会被“推迟”或“保留”发给。养老金是拖延收入的长期合同LAZEAR，1979，1983。获得享受养老金资格的要求是要完成指定的服务时间，即使有的员工已有资格，在稍早的年龄离开公司，最后的福利经常到了规定的退休年龄才增加。从另一方面讲，健康和残疾保险是“保护性”奖励，它们是作为备用的，只有在需要的基础上
48、才偶尔可以使用，而不是像收入和养老金分别是持续或推迟发放的。在一些由于健康中断工作或由于残疾而无法参与工作的情况下，这些福利可以作为收入保障。不同于养老金，健康和残疾保险要求员工对公司做出贡献（尽管不总是这样）。由此可见，这些不同的福利形式都表现出与工作本质特点密切相关，例如生理或精神有关的需求，或者表现出与员工经济社会地位密切相关以体现他们支付此类保险的能力，亦或者以上两种情况都表现出来。同样地，与长期政策相比，保留的福利则可能反应出雇主为了保持员工人数而阻止工作的流动性。职业和市场在有关于员工分层的研究中有两种显著的观点第一，可以被称为工业主义论文，主要集中在职业的内在特征和奖励价值（KE
49、RRETAL，1960；TREIMAN，1977；HAUSERANDFEATHERMAN，1977）。在这种方法中，工作内容和技能水平是决定工作奖励的中心，后期则是通过收入和（或）职业威望来衡量。重心是职业，而不是关注产业背景。奖励是从工作的本质特征和它们相关复杂性、自主性和困难性而来的CAINANDTREIMAN，1981。劳动力的稳定性和社会构成被认为是受到员工的技巧、教育和职业发展以及对职业承诺的影响。从这个角度，员工福利，例如收入，是工作奖励。生产的“技巧”组成的等式需要有别于奖励刺激组合，因为在薪酬情况下，这些报酬是工作本质、公司水平的生产作用和人力资源的内源性。因此，职业中技巧水平和其他各种工作内容特征应该强烈地有别于工作。所以低技术、低收入工作能拥有的附加福利更少。第二种主要视角，不是以职业为中心的，而是以市场为中心的，建立在制度主义者基础上或劳动力市场上的理论，尽管这个视角的方法是相当不同的AVERITT，1968；EDWARDS，1979；BARONANDBIELBY，1980，1984；GORDON，EDWARDSANDREICH，1982；HODSON，1978。这种方法强调垄断结构和结果与有竞争力的经济组织的相比，并且强调员工资源，特别是由团体化或者专业化提供的组织资源。受历史限制的劳动力调整和报酬模式被认为是由于经济组织而导致劳动力分裂（分
