CAJ | 학술논문

本文根据我国劳动力区域流动的特征扩展了人才获得理论的基础模型,认为在迁移引起人力资本投资回报增加和存在迁移门槛的条件下,迁出地也有可能因留在本地的劳动力人力资本平均水平上升而获益,但是由于迁移成本和教育成本的存在,人才获得理论在我国实践中可能受阻。通过对省际数据的实证检验,发现我国劳动力迁出地区未能从劳动力流动中获益,原因在于二元劳动力市场和人力资本投资环境差异改变了迁移成本和教育成本的相对差距,导致更多劳动力选择不接受教育而直接迁移,从而使迁出地的人力资本积累受到负面影响。
본문근거아국노동력구역류동적특정확전료인재획득이론적기출모형,인위재천이인기인력자본투자회보증가화존재천이문함적조건하,천출지야유가능인류재본지적노동력인력자본평균수평상승이획익,단시유우천이성본화교육성본적존재,인재획득이론재아국실천중가능수조。통과대성제수거적실증검험,발현아국노동력천출지구미능종노동력류동중획익,원인재우이원노동력시장화인력자본투자배경차이개변료천이성본화교육성본적상대차거,도치경다노동력선택불접수교육이직접천이,종이사천출지적인력자본적루수도부면영향。
We use migrating costs and education costs to expand the brain gain theory.It turns out that when migration is motivated by differences of the return of human capital investment,there exists a particular migration possibility which will cause a ＂brain gain＂ effect of the local economy.However,the costs of migration and education may weaken the ＂brain gain＂ effect.Using provincial data,we prove that the segmented labor market and difference of human capital investment environment have blocked ＂brain gain＂,and made it a pure ＂brain drain＂.