This paper explores the prevalent phenomenon of educational discrimination in the Chinese workplace and attempts to quantify its extent. The article first introduces the concept and manifestations of educational discrimination and reviews relevant theoretical foundations, including human capital theory, signaling theory, and screening theory. The study employs Hagedorn’s measurement method, collecting data through a questionnaire survey, and utilizes multi-factor variance analysis and logistic regression models for analysis. The research finds that years of education, educational background, and the industry of employment significantly affect wage levels, while gender, higher education majors, the nature of the employer, and work location do not have a significant impact. Further analysis reveals that the discrimination caused by educational attainment far exceeds that due to differences in university prestige. Finally, the paper concludes with suggestions for promoting workplace fairness and improving employee welfare.
Educational discrimination, Discrimination coefficient, Wage income
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