Abstract: Efforts to eliminate institutional barriers hindering the mobility of labor and other factors of production are key tasks in the current construction of a unified national market For a long time，as a typical phenomenon of Chinas labor markets institutional segmentation，there has been a significant wage difference between stateowned enterprises （SOEs） and nonstateowned enterprises （nonSOEs） With the successful completion of the threeyear action plan for SOE reform from 2020 to 2022，Chinas stateowned enterprises have continuously improved their employment market mechanism At this stage，assessing the new characteristics of SOE relative to nonSOE wage premiums and analyzing their internal formation mechanisms is of great significance for further improving the marketoriented salary system of SOEs，deepening the marketoriented reform of labor factor markets，and advancing the integration of the domestic labor market 
Using Chinese Enterprises Matching EmployerEmployee Data，this study employs quantile regression and counterfactual decomposition methods to examine the wage premium in stateowned enterprises （SOEs） and its formation mechanism from 2017 to 2021 The main conclusions of this study are as follows：Currently，there is a wage premium for SOEs relative to nonstateowned enterprises （nonSOEs），with the wage premium mainly concentrated in the middle and high income levels The main reason for the wage premium in SOEs is the segmentation of the labor market between SOEs and nonSOEs Further analysis indicates that at high wage levels，workplace vulnerable groups such as women and agricultural household registrants receive some compensation for salary discrimination，resulting in a larger SOE wage premium among these groups 
Based on the above findings，this study proposes the following policy recommendations First，adhere to the direction of marketoriented reform for labor factor markets，further break down market segmentation，and especially facilitate the flow of labor between SOEs and nonSOEs in economically underdeveloped areas Second，further promote the marketoriented reform of the employment system in SOEs The next step of reform should focus on highincome groups such as managers in SOEs，strengthen performance assessments，and truly establish a marketoriented income formation mechanism where “staff can be promoted or demoted，and incomes can rise or fall” Lastly，strengthen the constraints against employment discrimination，particularly in private enterprises，to genuinely secure fair employment opportunities for vulnerable workplace groups like women and agricultural household registrants

Key words: labor market, SOE reform, wage premium, employment discrimination

摘要： 本文基于三轮中国企业雇主—雇员匹配数据追踪调查（CMEELS）数据，采用分位数回归和反事实分解方法，对2017—2021年国有企业工资溢价及其形成机制进行探究。研究发现：这段时期国企相对于非国企存在工资溢价，工资溢价主要集中在中高收入层次上，形成国企工资溢价的主要原因是国企和非国企间的劳动力市场分割。进一步分析表明，在高工资水平上，女性和农村户口持有者等群体在非国有企业受到了工资歧视，因此上述群体中存在较大的国企工资溢价。据此本文建议未来应坚持劳动力市场化改革方向，有针对性地打破国企和非国企之间的劳动力市场分割，加强对就业歧视行为的约束，提高中国劳动力市场运行效率。

关键词: 劳动力市场, 国有企业改革, 工资溢价, 就业歧视