中文摘要：

利用1991到2009年CHNS数据，实证分析我国国有部门和非国有部门工资决定及工资差异的变动。回归结果显示：在解释工资差异的因素中，性别工资差异在两部门持续存在并且非国有部门明显大于国有部门；教育与工作经验因素对工资的影响在2000年前后分别呈现出不同的优势区间；技能对工资差异有显著影响且在非国有部门表现更突出。部门内部工资差异效应显示，国有部门由于体制刚性对城乡收入差距缩小产生一定抑制，非国有部门则由于效率导向扩大了东、中、西部区域间工资差距。从1991年到2009年，工资差异中可解释的特征差异比重上升，不可解释的系数差异比重下降。这证明在劳动力市场化进程中，国有与非国有部门之间制度性工资差异趋于缩小，工资差异更多地来自人力资本差异等反映市场效率的因素。厘清国有与非国有部门工资差异中效率与非效率因素的作用及程度，可为提高国有部门效率补偿机制以及缩小部门之间收入差距提供参考依据。

英文摘要：

Using CHNS data from 1991 to 2009 ,this paper empirically analyzes the change of wage determinants and wage differentials between the state-owned sector and the non-state-owned sector . Quantile regressions show that the rate of return on human capital differs between the state-owned sector and the non-state-owned sector at various quantiles ;wage differentials of Oaxaca-Blinder decomposition and quantile decomposition show that the proportion of characteristic difference that can be explained increases from 1991 to 2009 ,w hile the proportion of coefficient difference that can not be explained decreases .On one hand ,this proves that the overall gap of the institutional wage differentials between state-owned and non-state sector tend to narrow during China＆#39;s labor market transition .On the other ,the results imply that policy implications can improve the efficiency of state sector compensation mechanism and reduce the income distribution gap between the two sectors .