中文摘要：

用一个 difference-in-differences 模型，现在的论文在中国在雇用和工作小时上提供最低工资效果的实验证据。结果证明那男雇用没被最低工资增加影响，尽管人的工作小时确实增加。相反，女雇用是更可能的被最低工资增加否定地影响，当他们的工作小时仍然保持未改变时。这可以导致在在员工的一个更处于不利地位的位置的女人，并且采用一份每月的最低工资可以导致公司扩大男人的工作小时。因此，更好保护处于不利地位的工人，我们建议那条最低工资规定应该集中于教育更少的女人的目标组，并且那时时，工资需要被放为全部时间、兼职的工人的统一最小。同时，人的大写的累积的重要性应该在减轻最低工资增加的否定效果被探讨。

英文摘要：

Using a difference-in-differences model, the present paper provides empirical evidence of minimum wage effects on employment and working hours in China. The results show that male employment is not affected by a minimum wage increase, although men ＂s working hours do increase. In contrast, female employment is more likely to be negatively affected by a minimum wage increase, while their working hours remain unchanged. This may lead to women being in a more disadvantaged position in the workforee, and adopting a monthly minimum wage may induce firms to extend men＇s working hours. Therefore, to better protect disadvantaged workers, we suggest that minimum wage regulation should focus on the target group of less-educated women, and that a unified minimum hourly wage needs to be set for both full-time and part-time workers. Meanwhile, the importance of human capital accumulation shouM be addressed in alleviating the negative effects of minimum wage increases.