‫ﺍﻟﻤﺠﻠﺩ ﺍﻟﺘﺎﺴﻊ ﻋﺸﺭ ‪ ،‬ﺍﻟﻌﺩ ﺍﻟﺜﺎﻨﻲ ‪ ،‬ﺩﻴﺴﻤﺒﺭ‪(٣٤ -١) ٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺷﺮﻛﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ‬

‫ﺩ‪ .‬ﺳﻴﺪ ﻓﺘﺤﻲ ﺍﲪﺪ ﺍﳋﻮﱄ‬

‫ﻗﺴﻢ ﺍﻻﻗﺘﺼﺎﺩ ‪ -‬ﻛﻠﻴﺔ ﺍﻻﻗﺘﺼﺎﺩ ﻭﺍﻹﺩﺍﺭﺓ‬
‫ﺟﺎﻣﻌﺔ ﺍﳌﻠﻚ ﻋﺒﺪ ﺍﻟﻌﺰﻳﺰ – ﺟﺪﺓ‬

‫ﺍﳌﻠﺨـﺺ‬
‫‪‬ﺪﻑ ﺍﻟﺪﺭﺍﺳﺔ ﺇﱃ ﻣﻌﺮﻓﺔ ﺃﺳﺒﺎﺏ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺷﺮﻛﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ‬
‫ﺍﻟﺴﻌﻮﺩﻱ ﺳﻮﺍﺀ ﻛﺎﻧﺖ ﺃﺳﺒﺎﺏ ﺍﻟﺘﺒﺎﻳﻦ ﺗﺮﺟﻊ ﺇﱃ ﻋﺪﻡ ﲡﺎﻧﺲ ﺍﻷﻋﻤﺎﻝ ﺃﻭ ﺍﻟﺸﺮﻛﺎﺕ ﺃﻭ ﺇﱃ ﻋﺪﻡ‬
‫ﲡﺎﻧﺲ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﻮﻇﻔﲔ‪ .‬ﻭﺍﻋﺘﻤﺪﺕ ﺍﻟﺪﺭﺍﺳﺔ ﻋﻠﻰ ﺑﻴﺎﻧﺎﺕ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ ﺳﻌﻮﺩﻳﺔ ‪ ،‬ﻭﻛﺬﻟﻚ‬
‫ﺍﳌﻌﻠﻮﻣﺎﺕ ﺍﻟﱵ ﲨﻌﺖ ﻣﻦ ﺍﺳﺘﺒﻴﺎﻥ ﺍﺳﺘﻄﻼﻋﻲ ﰎ ﺗﻮﺯﻳﻌﻪ ﻋﻠﻰ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺴﻌﻮﺩﻳﺔ ﰲ ﻗﺎﺋﻤﺔ ﺃﻛﱪ‬
‫ﻣﺎﺋﺔ ﺷﺮﻛﺔ )ﺩﻭﻥ ﺍﻋﺘﺒﺎﺭ ﺍﻟﻔﺮﻭﻕ ﺑﲔ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﻭﺍﳋﺎﺹ ﺃﻭ ﺑﲔ ﺍﻟﻌﺎﻣﻠﲔ‬
‫ﺍﻟﺴﻌﻮﺩﻳﲔ ﻭﻏﲑ ﺍﻟﺴﻌﻮﺩﻳﲔ(‪ .‬ﻭﻗﺪ ﺃﻭﺿﺤﺖ ﺍﻟﺪﺭﺍﺳﺔ ﺍﻟﺘﺪﺍﺧﻞ ﰲ ﳏﺪﺩﺍﺕ ﺍﻷﺟﻮﺭ ﻭﻋﺪﻡ‬
‫ﺍﺗﺴﺎﻗﻬﺎ ﺑﲔ ﺍﻟﺸﺮﻛﺎﺕ ‪ ،‬ﻭﺣﺎﻭﻟﺖ ﲢﺪﻳﺪ ﺍﻷﺳﺒﺎﺏ ﺍﻟﱵ ﺗﺆﺩﻱ ﺇﱃ ﺍﺧﺘﻼﻑ ﺍﻷﺟﻮﺭ ﺑﲔ ﺍﻟﻌﻤﺎﻟﺔ‬
‫ﺃﻭ ﺑﲔ ﺍﻟﺸﺮﻛﺎﺕ ‪ ،‬ﻣﻦ ﺧﻼﻝ ﳕﻮﺫﺝ ﺇﺣﺼﺎﺋﻲ ﻟﺪﺭﺍﺳﺔ ﺍﻟﻌﻼﻗﺔ ﺑﲔ )ﻟﻮﻏﺎﺭﻳﺘﻤﺎﺕ( ﺍﻷﺟﻮﺭ‬
‫ﻭﺍﳌﺮﺗﺒﺎﺕ ﻭﻣﺘﻐﲑﺍﺕ ﺍﻟﻌﻤﺮ‪ ،‬ﻭﺍﳋﱪﺓ‪ ،‬ﻭﺍﻟﺘﻌﻠﻴﻢ‪ ،‬ﻭﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ‪ ،‬ﻭﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ‪ ،‬ﻭﺣﺠﻢ‬
‫ﺍﻷﺻﻮﻝ ‪ ،‬ﻭﺭﺃﺱ ﺍﳌﺎﻝ‪ ،‬ﻭﻧﻮﻉ ﻧﺸﺎﻁ ﺍﻟﺸﺮﻛﺔ ‪ ،‬ﻭﻣﺴﺘﻮﻯ ﺍﻟﻮﻇﺎﺋﻒ ﺃﻭ ﺍﳌﻬﻦ ‪ ،‬ﻭﺍﳌﻨﺎﻃﻖ ﺍﳉﻐﺮﺍﻓﻴﺔ‬
‫ﻭﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﻟﻠﺸﺮﻛﺎﺕ ‪ ،‬ﻭﳎﻤﻮﻋﺔ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﺗﻌﻜﺲ ﺑﻌﺾ ﺍﳋﺼﺎﺋﺺ ﺍﻷﺧﺮﻯ ﻣﺜﻞ‬
‫ﻭﺟﻮﺩ ﺍﺭﺗﺒﺎﻁ ﺑﺎﻟﺸﺮﻛﺎﺕ ﺍﻷﺟﻨﺒﻴﺔ ﻭﻣﺮﺍﻋﺎﺓ ﺳﻼﻣﺔ ﻭﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ ﻭﺍﻟﺜﻘﺔ ﰲ ﺍﻻﺳﺘﻤﺮﺍﺭ ﰲ ﺍﻟﻌﻤﻞ‬
‫ﻭﻣﺪﻯ ﺗﻨﺎﺳﺐ ﺍﻟﻮﻇﻴﻔﺔ ﻣﻊ ﺍﳌﺆﻫﻞ‪.‬‬

‫ﻣﻘﺪﻣﺔ‬
‫ﺑﺎﻟﺮﻏﻢ ﻣﻦ ﺃﳘﻴﺔ ﻋﻤﻠﻴﺎﺕ ﲢﻠﻴﻞ ﻭﺗﺼﻤﻴﻢ ﻭﺗﻮﺻﻴﻒ ﺍﻷﻋﻤﺎﻝ ﻭﲣﻄﻴﻂ ﺍﻻﺣﺘﻴﺎﺟﺎﺕ ﻣﻦ‬
‫ﺍﻷﻓﺮﺍﺩ ﻭﺍﺳﺘﻘﻄﺎﺏ ﻭﺍﺧﺘﻴﺎﺭ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﻮﻇﻔﲔ ‪ ،‬ﺇﻻ ﺃﻥ ﻧﻈﺎﻡ ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗ‪‬ﺒﺎﺕ ﻫﻮ ﺍﶈﻮﺭ‬
‫ﺍﻟﺮﺋﻴﺲ ﰲ ﺃﺩﺍﺀ ﺍﻟﺸﺮﻛﺎﺕ ﻭﺍﳌﺆﺳﺴﺎﺕ ‪ ،‬ﳑﺎ ﻳﺘﻄﻠﺐ ﺩﺭﺍﺳﺔ ﻭﲢﻠﻴﻞ ﻧﻈﺎﻡ ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗ‪‬ﺒﺎﺕ‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻭﺍﻟﻌﺎﺋﺪ ﻭﺍﻟﺘﻜﻠﻔﺔ ﻣﻦ ﻫﺬﺍ ﺍﻟﻨﻈﺎﻡ‪ .‬ﻭﻻ ﳝﻜﻦ ﻷﻱ ﺷﺮﻛﺔ ﺃﻭ ﻣﺆﺳﺴﺔ ﺍﻟﻘﻴﺎﻡ ﺑﺘﻘﻴﻴﻢ ﺍﻷﺩﺍﺀ ﻭﲣﻄﻴﻂ‬
‫ﺍﻟﺘﻮﻇﻴﻒ ﻭ ﺍﻟﺘﺪﺭﻳﺐ ﻗﺒﻞ ﺃﻥ ﺗﻀﻤﻦ ﻓﻌﺎﻟﻴﺔ ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗ‪‬ﺒﺎﺕ‪ .‬ﻭﺗﺘﺴﻢ ﺍﻷﺟﻮﺭ ﺑﺎﻟﺘﺒﺎﻳﻦ ﺣﱴ ﻋﻨﺪ‬
‫ﺗﺴﺎﻭﻱ ﺍﻷﻋﻤﺎﻝ ﻭﺗﺒﺎﻳﻦ ﺍﻟﻌﺎﻣﻠﲔ ﺍﻟﻘﺎﺋﻤﲔ ‪‬ﺬﻩ ﺍﻷﻋﻤﺎﻝ ‪ ،‬ﻭﻛﺬﻟﻚ ﻋﻨﺪ ﲤﺎﺛﻞ ﺃﻭ ﺗﺸﺎﺑﻪ ﺍﻟﻌﺎﻣﻠﲔ‬
‫ﻭﺍﺧﺘﻼﻑ ﺍﻷﻋﻤﺎﻝ‪ .‬ﻭﻟﻜﻦ ﻫﻨﺎﻙ ﺣﺎﻻﺕ ﻟﺘﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺑﺼﻔﺔ ﺧﺎﺻﺔ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺣﱴ‬
‫ﻣﻊ ﺗﺴﺎﻭﻱ ﺍﻷﻋﻤﺎﻝ ﻭﲤﺎﺛﻞ ﺍﻟﻌﺎﻣﻠﲔ ‪ ،‬ﻭﺑﺎﻟﺘﺎﱄ ﻻﺑﺪ ﻣﻦ ﻭﺟﻮﺩ ﻣﱪﺭﺍﺕ ﳍﺬﺍ ﺍﻟﺘﺒﺎﻳﻦ‪.‬‬
‫ﺗﻌﺘﱪ ﻫﺬﻩ ﺍﻟﺪﺭﺍﺳﺔ ﳏﺎﻭﻟﺔ ﻻﺳﺘﻜﺸﺎﻑ ﻭﺗﻔﺴﲑ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻣﻦ ﺧﻼﻝ ﺍﺳﺘﺠﻼﺀ ﻣﻌﺎﱂ‬
‫ﺍﻟﺘﺒﺎﻳﻦ ﻭﲢﺪﻳﺪﻫﺎ ﻭﺍﻟﺘﻌﺮﻑ ﻋﻠﻰ ﺃﺑﻌﺎﺩﻫﺎ ﺍﳌﺨﺘﻠﻔﺔ ﺑﺪﺭﺍﺳﺔ ﻭﲢﻠﻴﻞ ﺍﻷﺟﻮﺭ ﰲ ﳎﻤﻮﻋﺔ ﻣﻦ ﺃﻛﱪ‬
‫ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺴﻌﻮﺩﻳﺔ ‪ ،‬ﺣﻴﺚ ﺃﻥ ﺍﻟﻮﺍﻗﻊ ﺍﻟﻌﻤﻠﻲ ﻳﺆﻛﺪ ﺗﺒﺎﻳﻦ ﺍﻷﻋﻤﺎﻝ ﺃﻭ ﺍﻟﻌﻤﺎﻝ ﺃﻭ ﻛﻠﻴﻬﻤﺎ ﳑﺎ‬
‫ﻳﺆﺩﻱ ﺇﱃ ﺍﺧﺘﻼﻑ ﺍﻷﺟﻮﺭ‪.‬‬

‫ﻣﻨﻬﺠﻴﺔ ﺍﻟﺒﺤﺚ‬
‫ﺃﻭﻻﹰ‪ :‬ﺍﳌﻨﻬﺞ ﺍﻟﻮﺻﻔﻲ ‪ ،‬ﻻﻇﻬﺎﺭ ﻣﺪﻯ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻭﻋﻼﻗﺔ ﺫﻟﻚ ﺑﺎﻟﺒﻄﺎﻟـﺔ ﻭﺍﻟﺘـﺪﺧﻞ‬
‫ﺍﳊﻜﻮﻣﻲ ﰲ ﺃﺳﻮﺍﻕ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﻛﺬﻟﻚ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ‪.‬‬
‫ﺛﺎﻧﻴﺎﹰ‪ :‬ﺍﳌﻨﻬﺞ ﺍﻟﺘﺤﻠﻴﻠﻲ ﻣﻦ ﺧﻼﻝ ﺍﺳﺘﺨﺪﺍﻡ ﳕﻮﺫﺝ ﺗﻄﺒﻴﻘﻲ ﻗﻴﺎﺳﻲ ﻟﺘﺤﻠﻴﻞ ﺍﻟﻌﻮﺍﻣﻞ ﺍﶈﺪﺩﺓ ﻭﺍﳌﺆﺛﺮﺓ‬
‫ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ‪ ،‬ﻭﻣﻦ ﻫﺬﺍ ﺍﳌﻨﻄﻠﻖ ﻓﺈﻥ ﻫﺬﻩ ﺍﻟﺪﺭﺍﺳﺔ ﺗﻌﺘﱪ ﳏﺎﻭﻟﺔ ﻟﺘﺤﺪﻳﺪ ﺍﻷﺳﺒﺎﺏ ﺍﻟﻜﺎﻣﻨـﺔ‬
‫ﺧﻠﻒ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺮﺍﺋﺪﺓ ﻟﻠﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ‪.‬‬

‫ﺃﻗﺴﺎﻡ ﺍﻟﺒﺤﺚ‬
‫ﻳﺘﻨﺎﻭﻝ ﺍﻟﻘﺴﻢ ﺍﻷﻭﻝ ﻣﻔﻬﻮﻡ ﺍﻷﺟﻮﺭ ﻭﺗﺒﺎﻳﻨﻬﺎ ﻧﺘﻴﺠﺔ ﺍﻻﺑﺘﻌﺎﺩ ﻋﻦ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ﺃﻭ ﻟﻌﺪﻡ‬
‫ﲡﺎﻧﺲ ﺍﻷﻋﻤﺎﻝ ﺃﻭ ﺍﻟﻌﺎﻣﻠﲔ ‪ ،‬ﻭﻳﺘﻄﺮﻕ ﺍﻟﻘﺴﻢ ﺍﻟﺜﺎﱐ ﺇﱃ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺍﻟﺴﻌﻮﺩﻱ ﻭﻣﺮﺍﺟﻌﺔ ﺑﻌﺾ‬
‫ﺍﻟﺪﺭﺍﺳﺎﺕ ﺣﻮﻝ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ ‪ ،‬ﻭﻳﺴﺘﻌﺮﺽ ﺍﻟﻘﺴﻢ‬
‫ﺍﻟﺜﺎﻟﺚ ﺍﻟﻨﻤﻮﺫﺝ ﺍﳌﺴﺘﺨﺪﻡ ﰲ ﺍﻟﺪﺭﺍﺳﺔ ﺍﻟﺘﻄﺒﻴﻘﻴﺔ ﻣﻊ ﺇﻳﻀﺎﺡ ﻫﺪﻑ ﻭﺇﺟﺮﺍﺀﺍﺕ ﻭﻣﻌﻮﻗﺎﺕ ﺍﻟﻨﻤﻮﺫﺝ‬
‫ﰒ ﺍﺳﺘﻌﺮﺍﺽ ﺍﻟﻨﺘﺎﺋﺞ ﺍﻟﱵ ﺗﻮﺿﺢ ﺃﳘﻴﺔ ﻛﻞ ﻣﺘﻐﲑ ﰲ ﺍﻟﻨﻤﻮﺫﺝ ‪ ،‬ﻭﺃﺧﲑﺍﹰ ﺍﳋﻼﺻﺔ ﺍﻟﱵ ﺗﺴﺘﻌﺮﺽ‬
‫ﺃﻫﻢ ﺍﻻﺳﺘﻨﺘﺎﺟﺎﺕ‪.‬‬

‫‪٢‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫‪٣‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﺍﻷﺟﻮﺭ ﻭﺗﺒﺎﻳﻨﻬﺎ‬
‫ﻳﺘﻤﺜﻞ ﺍﻷﺟﺮ ‪ Wage‬ﰲ ﺍﳌﺪﻓﻮﻋﺎﺕ)‪ (١‬ﺍﻟﱵ ﻳﺘﻠﻘﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ ﺃﺩﺍﺀ ﻋﻤﻞ ﳏﺪﺩ‪ .‬ﻭﺍﻟﻌﻤﻞ‬
‫ﻫﻮ ﺍﳉﻬﺪ ﺍﳌﻮﺟ‪‬ﻪ ﻹﻧﺘﺎﺝ ﺃﻭ ﺇﳒﺎﺯ ﺷﻲﺀٍ ﻣﺎ ‪‬ﺪﻑ ﲢﺴﲔ ﻓﺎﺋﺪﺗﻪ ﰲ ﺇﺷﺒﺎﻉ ﺣﺎﺟﺔ ﺇﻧﺴﺎﻧﻴﺔ‪ ،‬ﻭﻳﻌﺘﻤﺪ‬
‫ﺃﺩﺍﺀ ﺍﻟﻌﺎﻣﻞ ﻋﻠﻰ ﻣﻬﺎﺭﺍﺗﻪ ‪ ) Skills‬ﻭﺍﻟﱵ ﲢﺪﺩ ﻗﺪﺭﺗﻪ ﻋﻠﻰ ﺃﺩﺍﺀ ﺍﻟﻌﻤﻞ ( ﻭﻋﻠﻰ ﻧﻈﺮﺗﻪ ‪Attitude‬‬
‫ﳓﻮ ﺍﻟﻌﻤﻞ ) ﻭﺍﻟﱵ ﲢﺪﺩ ﺭﻏﺒﺘﻪ ﰲ ﺍﻷﺩﺍﺀ( ‪ ،‬ﺃﻱ ﺃﻥ ﺍﻷﺟﺮ ﻳﺘﺤﺪﺩ ﻭﻓﻘﺎﹰ ﳋﺼﺎﺋﺺ ﺍﻟﻌﺎﻣﻞ‬
‫ﻭﺧﺼﺎﺋﺺ ﺍﻟﻌﻤﻞ ﻳﻌﺘﻤﺪ ﺍﳌﻔﻬﻮﻡ ﺍﻟﻨﻈﺮﻱ ﻟﻸﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻋﻠﻰ ﺍﻟﺪﻓﻊ ﻣﻘﺎﺑﻞ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﻳﺘﻮﻗﻊ ﺃﻥ‬
‫ﻳﻜﻮﻥ ﻫﺬﺍ ﺍﳌﻘﺎﺑﻞ ﻛﺎﻓﻴﺎ ﻟﻀﻤﺎﻥ ﺣﻴﺎﺓ ﻛﺮﳝﺔ ﻟﻠﻌﺎﻣﻞ ﻭﻛﻤﺤﻔﺰ ﻟﺰﻳﺎﺩﺓ ﺍﻹﻧﺘﺎﺟﻴﺔ ﻭﺍﻻﺑﺘﻜﺎﺭ‪.‬‬
‫ﻭﻳﺘﻔﺎﻭﺕ ﻫﺬﺍ ﺍﳌﻘﺎﺑﻞ ﺃﻱ ﺍﻷﺟﺮ ﺃﻭ ﺍﻟﺮﺍﺗﺐ ﺣﺴﺐ ﺧﺼﺎﺋﺺ ﺍﻟﻌﺎﻣﻞ ﻣﺜﻞ ﻣﺆﻫﻼﺗﻪ ﻭﺳﻨﻮﺍﺕ‬
‫ﺍﳋﱪﺓ ﻭﻛﺬﻟﻚ ﺣﺴﺐ ﻃﺒﻴﻌﺔ ﺍﻟﻌﻤﻞ ﺃﻭ ﺑﺼﻔﺔ ﻋﺎﻣﺔ ﻷﺳﺒﺎﺏ ﻣﻮﺿﻮﻋﻴﺔ ﻣﺮﺗﺒﻄﺔ ﺑﺎﻟﻌﺎﻣﻞ ﻭﺍﻟﻌﻤﻞ‬
‫ﺍﻟﺬﻱ ﻳﻘﻮﻡ ﺑﻪ ‪ ،‬ﻭﺇﺫﺍ ﺣﺪﺙ ﺧﻄﺄ ﰲ ﺗﻄﺒﻴﻖ ﻫﺬﺍ ﺍﳌﻔﻬﻮﻡ ﰲ ﺍﻟﻮﺍﻗﻊ ﻭﻛﺎﻥ ﺍﻷﺟﺮ ﻏﲑ ﻛﺎﻑٍ‬
‫ﻟﻀﻤﺎﻥ ﺣﻴﺎﺓ ﻛﺮﳝﺔ ﻓﺈﻥ ﺍﻟﻌﺎﻣﻞ ﻳﻠﺠﺄ ﺇﱃ ﺍﻟﺒﺤﺚ ﻋﻦ ﻣﺼﺎﺩﺭ ﺩﺧﻞ ﺇﺿﺎﻓﻴﺔ ﺳﻮﺍﺀ ﺃﻛﺎﻧﺖ ﻣﺸﺮﻭﻋﺔ‬
‫ﺃﻡ ﻏﲑ ﻣﺸﺮﻭﻋﺔ ‪ .‬ﻭﺇﺫﺍ ﺗﻔﺎﻭﺕ ﺍﻷﺟﺮ ﻷﺳﺒﺎﺏ ﺷﺨﺼﻴﺔ ﻏﲑ ﻣﻮﺿﻮﻋﻴﺔ ﻣﺜﻞ ﺍﺧﺘﺼﺎﺹ ﺃﻫﻞ ﺍﻟﺜﻘﺔ‬
‫ﺑﺎﻷﺟﻮﺭ ﺍﻷﻋﻠﻰ ﺑﺪﻻ ﻣﻦ ﺍﻟﻌﺎﻣﻠﲔ ﺍ‪‬ﺘﻬﺪﻳﻦ ﻭﺍﳌﺒﺘﻜﺮﻳﻦ ‪ ،‬ﻓﺈﻥ ﺫﻟﻚ ﻳﺜﺒﻂ ﳘﻢ ﺍﻟﻌﺎﻣﻠﲔ ﻭﳜﻠﻖ‬
‫ﻣﻨﺎﺥ‪ ‬ﻏﲑ ﻣﻮﺍﺕ ﻟﻺﺟﺎﺩﺓ ﺃﻭ ﺍﻹﻧﺘﺎﺝ‪.‬‬
‫ﻭﺗﺸﻜﻞ ﺍﻷﺟﻮﺭ ﺟﺰﺀﺍ ﻫﺎﻣﺎ ﻣﻦ ﺍﻟﺪﺧﻞ ﺍﻟﻘﻮﻣﻲ ﺑﻌﺪ ﺇﺿﺎﻓﺔ ﺍﳌﺪﻓﻮﻋﺎﺕ ﺍﻟﻨﻘﺪﻳﺔ ﻏﲑ ﺍﻷﺟﺮ‬
‫ﻭﺍﳌﺰﺍﻳﺎ ﻏﲑ ﺍﻟﻨﻘﺪﻳﺔ ) ﻣﺜﻞ ﺍﻟﺘﺄﻣﲔ ﺍﻟﺼﺤﻲ ‪ ،‬ﺍﻹﺟﺎﺯﺍﺕ ﺍﳌﺪﻓﻮﻋﺔ ‪ ،‬ﺍﻟﻮﺟﺒﺎﺕ ‪ ،‬ﺍﻟﺴﻜﻦ ‪ ،‬ﻭﻏﲑ‬
‫ﺫﻟﻚ( ﻭﻳﺮﺗﻔﻊ ﻣﻌﺪﻝ ﺍﻷﺟﻮﺭ ﺍﻟﻨﻘﺪﻳﺔ ﻣﻊ ﻣﺮﻭﺭ ﺍﻟﻮﻗﺖ ﻟﻴﻌﻜﺲ ﺍﻟﻘﻮﻯ ﺍﶈﺮ‪‬ﻛـﺔ ﻟﻼﻗﺘﺼـﺎﺩ ﺍﻟﱵ‬
‫ﺗﺮﺗﺒﻂ ﺑﺎﺭﺗﻔـﺎﻉ ﻣﺴﺘـﻮﻯ ﺍﻷﺳﻌﺎﺭ ﻭﺑﺘﻐﲑ ﺗﻮﺯﻳﻊ ﺍﻟﺪﺧﻮﻝ ﻟﺘﺤﺪﻳﺪ ﺍﲡﺎﻩ ﻣﺘﻮﺳﻂ ﺍﳌﺴﺘﻮﻯ‬
‫ﺍﳊﻘﻴﻘﻲ ﳌﻌﻴﺸﺔ ﻣﺴﺘﺤﻘﻲ ﺍﻷﺟﻮﺭ‪.‬‬
‫ﻭﻋﻨﺪﻣﺎ ﻧﺴﺘﺨﺪﻡ ﻣﺘﻮﺳﻂ ﺍﻷﺟﺮ ﺍﻟﻨﻘﺪﻱ ﻛﺄﺣﺪ ﺍﳌﺘﻐﲑﺍﺕ ﰲ ﺃﻱ ﳕﻮﺫﺝ ﺃﻭ ﲢﻠﻴﻞ ﺍﻗﺘﺼﺎﺩﻱ‬
‫ﻓﺈﻧﻪ ﻳﻌﱪ ﺑﺼﻮﺭﺓ ﺑﺴﻴﻄﺔ ﻭﳐﺘﺼﺮﺓ ﻋﻦ ﺍﶈﺪﺩﺍﺕ ﺍﻟﻜﺜﲑﺓ ﺍﻟﱵ ﺗﻌﻜﺲ ﻣﺎ ﻳﻌﺮﻑ " ‪‬ﻴﻜﻞ ﺍﻷﺟﻮﺭ"‬

‫‪ - 1‬ﺘﺸﺘﻤل ﺍﻟﻤﺩﻓﻭﻋﺎﺕ ﻤﺎ ﻴﺩﻓﻊ ﺇﻟﻰ ﺍﻟﻌﺎﻤل ﺍﻟﻴﺩﻭﻱ ‪ Manual Labor‬ﻤﻥ ﺃﺠﺭ ﺃﻭ ﻤﺎ ﻴﺩﻓﻊ ﻟﻠﻤﻭﻅﻑ ﺍﻟﻤﻜﺘﺒﻲ‬
‫ﺃﻭ ﺍﻹﺩﺍﺭﻱ ‪ Clerical or Mangerial‬ﻤﻥ ﺭﻭﺍﺘﺏ ‪) ، Salaries‬ﻴﺴﺘﺨﺩﻡ ﻟﻔﻅ ﺍﻷﺠﻭﺭ ﻫﻨﺎ ﻟﻴﺸﻤل ﺍﻟﺭﻭﺍﺘﺏ ‪،‬‬
‫ﻭﻟﻔﻅ ﺍﻟﻌﻤﺎل ﻟﻴﺸﻤل ﺍﻟﻤﻭﻅﻔﻴﻥ(‪.‬‬
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‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﻭﻳﻌﺘﱪ ﻫﻴﻜﻞ ﺍﻷﺟﻮﺭ ﻣﺘﻌﺪﺩ ﺍﻷﺑﻌﺎﺩ ﻧﺘﻴﺠﺔ ﻟﺘﻌﺪﺩ ﺍﳌﺴﺎﻟﻚ ﺍﻟﱵ ﺗﺴﺘﺨﺪﻡ ﻟﻠﻮﺻﻮﻝ ﺇﱃ ﻣﺘﻮﺳﻂ‬
‫ﺍﻷﺟﻮﺭ ﺍﻟﻨﻘﺪﻳﺔ ﰲ ﺃﻱ ﺍﻗﺘﺼﺎﺩ ‪ ،‬ﻓﻴﻤﻜﻦ ﺍﻟﻮﺻﻮﻝ ﺇﱃ ﻧﻔﺲ ﻣﺘﻮﺳﻂ ﺍﻷﺟﻮﺭ ﻣﻦ ﺧﻼﻝ ﺣﺴﺎﺏ‬
‫ﳎﻤﻮﻉ ﺍﻷﺟﻮﺭ ﺍﻟﱵ ﺗﺪﻓﻊ ﻟﻜﻞ ﺍﻟﻌﺎﻣﻠﲔ ‪ ،‬ﺃﻭ ﻣﻦ ﺧﻼﻝ ﺣﺴﺎﺏ ﳎﻤﻮﻉ ﻣﺘﻮﺳﻄﺎﺕ ﺍﻷﺟﻮﺭ‬
‫ﺍﻟﻨﻘﺪﻳﺔ ﺍﻟﱵ ﻳﺘﻘﺎﺿﺎﻫﺎ ﻛﻞ ﻧﻮﻉ ﳏﺪﺩ ﻣﻦ ﺍﻟﻌﻤﺎﻟﺔ ﺿﻤﻦ ﺍﻟﻌﻤﺎﻟﺔ ﺍﻟﻜﻠﻴﺔ ﻣﺜﻞ ﺗﻮﺯﻳﻊ ﺍﻟﻌﻤﺎﻟﺔ ﺣﺴﺐ‬
‫ﺍﳉﻨﺲ ‪ ،‬ﺃﻭ ﺍﳉﻨﺴﻴﺔ ‪ ،‬ﺃﻭ ﺍﻟﻘﻄﺎﻉ ‪ ،‬ﺃﻭ ﻧﻮﻉ ﺍﻟﺼﻨﺎﻋﺔ ‪ ،‬ﺃﻭ ﺍﳌﻨﺸﺂﺕ ‪ ،‬ﺃﻭ ﺍﳌﻨﻄﻘﺔ ﺍﳉﻐﺮﺍﻓﻴﺔ ﻭﻏﲑ‬
‫ﺫﻟﻚ ‪ .‬ﺃﻣﺎ ﺩﺭﺍﺳﺔ ﺍﻟﺘﺒﺎﻳﻦ ﺍﻷﺟﺮﻱ ﺑﲔ ﺍﻟﻌﺎﻣﻠﲔ ﻓﺈ‪‬ﺎ ﻻ ﺗﻌﺘﻤﺪ ﻋﻠﻰ ﺍﳌﺘﻮﺳﻄﺎﺕ ﻷ‪‬ﺎ ﳏﺎﻭﻟﺔ‬
‫ﻹﻇﻬﺎﺭ ﺍﻻﺧﺘﻼﻑ ﺑﲔ ﺍﻷﺟﻮﺭ ﻟﻸﻧﻮﺍﻉ ﺍﳌﺨﺘﻠﻔﺔ ﻣﻦ ﺍﻟﻌﻤﺎﻟﺔ ‪.‬‬
‫ﻭﻳﻌﺘﻤﺪ ﺍﻹﻃﺎﺭ ﺍﻟﻨﻈﺮﻱ ﻟﺘﺤﻠﻴﻞ ﺍﻷﺟﻮﺭ ﺃﺳﺎﺳﺎﹰ ﻋﻠﻰ ﺍﳌﻔﻬﻮﻡ ﺍﳌﺎﺭﺷﺎﱄ ﻟﻠﻌﺮﺽ ﻭﺍﻟﻄﻠﺐ ﺣﻴﺚ‬
‫ﺃﻥ ﺍﻟﻌﺮﺽ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺩﺍﻟﺔ ﻟﺘﻔﻀﻴﻼﺕ ﺍﻟﺘﺮﻓﻴﻪ ‪ ،‬ﻭﻋﺪﺩ ﺍﻟﺴﻜﺎﻥ ‪ ،‬ﻭﺗﻜﺎﻟﻴﻒ ﺍﻟﺘﻌﻠﻴﻢ‬
‫ﻭﺍﻟﺘﺪﺭﻳﺐ‪ .‬ﻭﻳﻌﺘﱪ ﺍﻟﻄﻠﺐ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﲨﻌﺎﹰ ﺃﻓﻘﻴﺎﹰ ﻟﺪﻭﺍﻝ ﺍﻟﻄﻠﺐ ﺍﻟﻔﺮﺩﻳﺔ ﺃﻱ ﻟﻨﺎﺗﺞ ﺍﻹﻳﺮﺍﺩ‬
‫ﺍﳊﺪﻱ ﻟﺴﺎﻋﺎﺕ ﺍﻟﻌﻤﻞ ﺍﻟﻔﻌﻠﻴﺔ‪ .‬ﻭﲢﺖ ﻣﻈﻠﺔ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ)‪ (٢‬ﻭﺭﺃﺱ ﺍﳌﺎﻝ ‪،‬‬
‫ﻓﺈﻥ ﺍﻟﻌﻤﺎﻝ ﺍﳌﺘﺴﺎﻭﻳﻦ ﰲ ﺃﻋﻤﺎﻝ ﻣﺘﺴﺎﻭﻳﺔ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﺍﹰ ﻣﺘﺴﺎﻭﻳﺔ ﻭﺑﺎﻟﺘﺎﱄ ﻓﺄﻥ ﺍﺑﺘﻌﺎﺩ ﺃﻱ ﻣﻨﻈﻤﺔ‬
‫ﻋﻦ ﺍﻷﺟﺮ ﺍﻟﺴﺎﺋﺪ ﰲ ﺍﻟﺴﻮﻕ )ﻭﺍﳌﻮﺣﺪ( ﻓﺈ‪‬ﺎ ﺇﻣﺎ ﺃﻥ ﺗﻔﻘﺪ ﻋﻤﺎﻟﺔ ﺑﺴﺒﺐ ﺍﳔﻔﺎﺽ ﺍﻷﺟﺮ ﻋﻦ ﻣﻌﺪﻝ‬
‫ﺍﻟﺴﻮﻕ ‪ ،‬ﺃﻭ ﺗﻔﻘﺪ ﺟﺰﺀﺍﹰ ﻣﻦ ﺭﺃﺱ ﺍﳌﺎﻝ ﺇﺫﺍ ﻛﺎﻥ ﺍﻷﺟﺮ ﺃﻋﻠﻰ ﻣﻦ ﻣﻌﺪﻝ ﺍﻟﺴﻮﻕ‪ .‬ﻭﻭﻓﻘﺎﹰ ﳍﺬﺍ‬
‫ﺍﻟﻨﻤﻮﺫﺝ ﺍﻟﻨﻈﺮﻱ ﻭﺍﳌﺜﺎﱄ ﻓﺄﻥ ﺗﻐﲑ ﻃﻠﺐ ﺍﻟﻌﻤﻞ ﻻ ﻳﺆﺛﺮ ﰲ ﻣﺴﺘﻮﻯ ﺍﻷﺟﺮ ﺍﻟﺴﺎﺋﺪ ‪ ،‬ﻭﻫﺬﺍ ﳛﺪﺙ‬
‫ﻃﺎﳌﺎ ﺃﻥﹼ ﺗﻐﲑ ﺍﻟﻄﻠﺐ ﻻ ﻳﺆﺛﺮ ﰲ ﻣﻨﺎﻓﻊ ﺍﻟﻌﺎﻣﻞ ‪ ،‬ﻭﻟﻜﻦ ﺍﻟﻮﺍﻗﻊ ﺍﻟﻌﻤﻠﻲ ﻳﺆﻛﺪ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ‪ ،‬ﺣﻴﺚ‬
‫ﺗﺪﻓﻊ ﺍﳌﻨﻈﻤﺎﺕ ﺃﺟﻮﺭﺍﹰ ﺃﻋﻠﻰ ﻭﻻ ﺗﻔﻘﺪ ﻣﺮﻛﺰﻫﺎ ﰲ ﺍﻟﺴﻮﻕ ﺑﺴﺒﺐ ﺃﻥ ﺍﳌﻨﻈﻤﺎﺕ ﺗﺪﻓﻊ ﺃﺟﻮﺭﺍﹰ‬
‫ﻣﺘﺒﺎﻳﻨﺔ ﻟﻌﻤﺎﻟﺔ ﻣﺘﺒﺎﻳﻨﺔ ﺍﳋﺼﺎﺋﺺ‪.‬‬

‫‪ -٢‬ﺸﺭﻭﻁ ﺍﻟﻤﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻤﻠﺔ ﻓﻲ ﺴﻭﻕ ﺍﻟﻌﻤل ‪:‬‬

‫ﺃﻥ ﻜل ﺍﻟﻌﻤﺎل ﻤﺘﺠﺎﻨﺴﻭﻥ ﺘﻤﺎﻤﺎﹰ ﻓﻲ ﺍﻟﺨﺒﺭﺓ ﻭﺍﻟﻌﻤل ﻭﺍﻟﻌﻠﻡ ﻭﺍﻟﺘﺩﺭﻴﺏ‪.‬‬
‫ﺃﻥ ﻜل ﺍﻟﻌﻤﺎل ﻟﻬﻡ ﻨﻔﺱ ﺍﻟﺩﻭﺍﻓﻊ ﻭﺍﻟﺤﺎﻓﺯﻴﺔ ﻟﻠﻌﻤل ﻭﻨﻔﺱ ﺍﻟﻨﻅﺭﺓ ﺇﻟﻰ ﺼﺎﺤﺏ ﺍﻟﻌﻤل‪.‬‬
‫ﺃﻥ ﻜل ﺍﻟﻌﻤﺎل ﻻ ﻴﺘﺄﺜﺭﻭﻥ ﺒﺼﻭﺭﺓ ﻤﺘﺒﺎﻴﻨﻪ ﺒﺒﻴﺌﺔ ﺍﻟﻌﻤل ﻭﻤﻭﻗﻌﻪ‪.‬‬
‫ﺃﻥ ﻜل ﺍﻟﻌﻤﺎل ﻴﻌﻴﺸﻭﻥ ﻓﻲ ﻨﻔﺱ ﺍﻟﻅﺭﻭﻑ ﻭﻟﻬﻡ ﻨﻔﺱ ﺍﻟﺩﺨﻭل ﻤﻥ ﻏﻴﺭ ﺍﻟﻌﻤل‪.‬‬
‫ﺃﻥ ﻫﻨﺎﻙ ﻨﻭﻋﺎﹰ ﻭﺍﺤﺩ ﺍﹰ ﻤﻁﻠﻭﺒﺎﹰ ﻤﻥ ﺍﻟﻌﻤل‪.‬‬
‫ﺃﻥ ﻜل ﺃﺭﺒﺎﺏ ﺍﻟﻌﻤل ﻤﺘﺠﺎﻨﺴﻭﻥ ﻭﻴﺭﻏﺒﻭﻥ ﻓﻲ ﺘﻘﻠﻴﺹ ﻨﻔﻘﺎﺕ ﺍﻟﻌﻤل‪.‬‬
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‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻭﻗﺪ ﻛﺎﻥ ﺍﻟﺘﺮﻛﻴﺰ ﰲ ﺩﺭﺍﺳﺎﺕ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻋﻠﻰ ﺟﺎﻧﺐ ﺍﻟﻌﺮﺽ ﻭﺗﺒﺎﻳﻦ ﺍﻟﻌﻮﺍﻣﻞ ﺍﳌﺆﺛﺮﺓ ﻓﻴﻪ‬
‫ﻣﺜﻞ ‪ :‬ﺍﻟﻌﻤﺮ ‪ ،‬ﺍﻟﺘﻌﻠﻴﻢ ‪ ،‬ﺍﳋﱪﺓ ‪ .‬ﰒ ﺍﻧﺘﻘﻞ ﺍﻻﻫﺘﻤﺎﻡ ﰲ ﺩﺭﺍﺳﺎﺕ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺇﱃ ﺟﺎﻧﺐ ﺍﻟﻄﻠﺐ‬
‫ﻭﺍﻟﺒﺤﺚ ﻋﻦ ﺃﺳﺒﺎﺏ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﲔ ﺍﻟﺼﻨﺎﻋﺎﺕ ﻭﺍﳌﻨﺎﻃﻖ ﻭﺍﻟﻘﻄﺎﻋﺎﺕ ﻣﻊ ﺍﻟﺘﺮﻛﻴﺰ ﻋﻠﻰ ﺍﻟﻌﻮﺍﻣﻞ‬
‫ﺍﻟﱵ ﳛﺪﺩﻫﺎ ﺃﺻﺤﺎﺏ ﺍﻟﻌﻤﻞ‪ .‬ﻓﻠﻴﺲ ﻓﻘﻂ ﺃﻥ ﺍﻟﻌﻤﺎﻝ ﺑﺎﺧﺘﻼﻑ ﺃﻧﻮﺍﻋﻬﻢ ﻳﺘﻘﺎﺿﻮﻥ ﺃﺟﻮﺭﺍﹰ ﳐﺘﻠﻔﺔ‬
‫ﻣﻦ ﻣﻨﻈﻤﺎﺕ ﻣﺘﺴﺎﻭﻳﺔ ‪ ،‬ﻭﻟﻜﻦ ﺍﳌﻨﻈﻤﺎﺕ ﺑﺎﺧﺘﻼﻑ ﺃﻧﻮﺍﻋﻬﺎ ﺗﺪﻓﻊ ﺃﺟﻮﺭﺍﹰ ﳐﺘﻠﻔﺔ ﻟﻌﻤﺎﻝ ﺑﻘﺪﺭﺍﺕ‬
‫ﻣﺘﺴﺎﻭﻳﺔ‪.‬‬
‫ﻭﻳﻌﺰﻭ ﺍﻟﻜﺜﲑ ﻣﻦ ﺍﳌﺆﺳﺴﺎﺕ ﺍﻟﺪﻭﻟﻴﺔ ﺍﳌﺘﺨﺼﺼﺔ ﰲ ﺍﻟﺪﻭﻝ ﺍﻟﺼﻨﺎﻋﻴﺔ ﺍﳌﺘﻘﺪﻣﺔ ﺃﺳﺒﺎﺏ ﺍﻟﺒﻄﺎﻟﺔ‬
‫ﺇﱃ ﺳﻴﺎﺳﺔ ﺍﻷﺟﻮﺭ )ﺣﻴﺚ ﺃﻥ ﺍﻟﺒﻄﺎﻟﺔ ﻧﺎﲨﺔ ﻋﻦ ﻋﺪﻡ ﺍﻟﺘﻮﺍﺯﻥ ﺑﲔ ﻋﺮﺽ ﺍﻟﻌﻤﻞ ﻭﺍﻟﻄﻠﺐ ﺍﻟﻮﺍﻗـﻊ‬
‫ﻋﻠﻴﻪ ﰲ ﺳﻮﻕ ﻣﻌﻴﻨﺔ ﻟﻠﻌﻤﻞ ﻋﻨﺪ ﺍﺟﺮﳏﺪﺩ ﻭﰲ ﻭﻗﺖ ﻣﻌﲔ(‪ .‬ﻭﻻ ﺗﻜﻔﻲ ﻓﻌﺎﻟﻴﺔ ﲢﺪﻳﺪ ﻣﺴـﺘﻮﻳﺎﺕ‬
‫ﺍﻷﺟﻮﺭ ﻭﺣﺪﻫﺎ ﻟﺘﺠﻨﺐ ﺍﻟﺒﻄﺎﻟﺔ ﺃﻭ ﻋﻠﻰ ﺍﻷﻗﻞ ﺍﳊﺪ ﻣﻨﻬﺎ ‪ ،‬ﺑﻞ ﻳﻠﺰﻡ ﻓﻌﺎﻟﻴﺔ ﺇﺟﺮﺍﺀﺍﺕ ﺍﻟﺴﻴﺎﺳﺔ ﺍﳌﺎﻟﻴﺔ‬
‫ﻭﺍﻟﻨﻘﺪﻳﺔ ﲜﺎﻧﺐ ﺍﳊﺪ ﻣﻦ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺣﱴ ﺗﺼﻞ ﺇﱃ ﺍﳌﺴﺘﻮﻳﺎﺕ ﺍﻟﺼﺤﻴﺤﺔ ﺍﻟﱵ ﻳﺘﻘﺒﻠﻬﺎ ﺍﳌﻨﺘﺠﲔ‬
‫ﻭﺍﻟﻌﺎﻣﻠﻮﻥ ﻋﻠﻰ ﺍﻟﺴﻮﺍﺀ‪.‬‬
‫ﻭﻳﻌﺘﱪ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺃﺣﺪ ﺍﻷﺳﺒﺎﺏ ﺍﻟﺮﺋﻴﺴﺔ ﻟﻠﺸﻌﻮﺭ ﺑﻌﺪﻡ ﺍﳌﺴﺎﻭﺍﺓ ﺣﱴ ﰲ ﺣﺎﻟﺔ ﲢﺴﻦ‬
‫ﺍﻟﻮﺿﻊ ﺍﳌﻌﻴﺸﻲ ﳌﻌﻈﻢ ﺃﻓﺮﺍﺩ ﺍ‪‬ﺘﻤﻊ‪ .‬ﻓﺈﺫﺍ ﻛﺎﻥ ﺍﻟﻨﻤﻮ ﺍﻻﻗﺘﺼﺎﺩﻱ ﻳﻔﻴﺪ ﺑﺼﻔﺔ ﻋﺎﻣﺔ ﻏﺎﻟﺒﻴﺔ ﺃﻓﺮﺍﺩ‬
‫ﺍ‪‬ﺘﻤﻊ ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﻛﻔﺎﺀﺓ ﻭﻓﺮﺹ ﺍﻟﻌﻤﻞ ﻭﺍﺭﺗﻔﻊ ﻣﺴﺘﻮﻯ ﺍﻟﺪﺧﻞ ‪ ،‬ﻓﺈﻥ ﺍﳌﺒﺎﻟﻐﺔ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ‬
‫ﻭﺍﻟﺸﻌﻮﺭ ﺑﻌﺪﻡ ﺍﳌﺴﺎﻭﺍﺓ ﻳﺆﺩﻳﺎﻥ ﺇﱃ ﻓﺸﻞ ﺍﻟﻨﻤﻮ ﰲ ﺍﻟﻮﺻﻮﻝ ﺇﱃ ﺑﻌﺾ ﺍﻟﻔﺌﺎﺕ‪ .‬ﻭﻣﻦ ﻫﺬﺍ ﺍﳌﻨﻄﻠﻖ‬
‫ﻓﺈﻥ ﻛﻞ ﺍﳊﻜﻮﻣﺎﺕ ﺗﻘﺮﻳﺒﺎﹰ ﲢﺮﺹ ﻋﻠﻰ ﺍﻟﺘﺪﺧﻞ ﰲ ﺍﻟﻄﺮﻳﻘﺔ ﺍﻟﱵ ﺗﻌﻤﻞ ‪‬ﺎ ﺃﺳﻮﺍﻕ ﺍﻟﻌﻤﻞ ﺳﻮﺍﺀ‬
‫ﳊﻤﺎﻳﺔ ﺍﻟﻌﻤﺎﻝ ﺫﻭﻱ ﺍﻟﻮﺿﻊ ﺍﻟﻀﻌﻴﻒ ‪ ،‬ﺃﻭ ‪‬ﺪﻑ ﻣﺴﺎﻋﺪﺓ ﺍﻟﺴﻮﻕ ﻋﻠﻰ ﺍﻟﻌﻤﻞ ﺑﻄﺮﻳﻘﺔ ﺃﻓﻀﻞ‬
‫ﻭﻣﺴﺎﻳﺮﺓ ﺗﻔﻀﻴﻼ‪‬ﺎ ﻭﻗﻴﻤﻬﺎ ‪ ،‬ﺃﻱ ﺃﻥ ﺍﳊﻜﻮﻣﺎﺕ ﺗﺘﺪﺧﻞ ﻻﻋﺘﺒﺎﺭﺍﺕ ﺍﻟﻜﻔﺎﺀﺓ ﻭﺍﻹﻧﺼﺎﻑ‪.‬‬
‫ﻭﳍﺬﺍ ﻓﺈﻥ ﺗﺪﺧﻞ ﺍﳊﻜﻮﻣﺎﺕ ﻟﻴﺲ ﻓﻘﻂ ﺑﺴﺒﺐ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﻟﻜﻦ ﻟﻀﻤﺎﻥ ﺗﻜﺎﻓﺆ ﺍﻟﻘﻮﻯ ﰲ‬
‫ﺍﻟﺴﻮﻕ ﻭﻋﺪﻡ ﳑﺎﺭﺳﺔ ﺍﻟﺘﻤﻴﻴﺰ ‪ ،‬ﻭﻣﻮﺍﺟﻬﺔ ﻛﻔﺎﻳﺔ ﺍﳌﻌﻠﻮﻣﺎﺕ ﻭﻋﺪﻡ ﻛﻔﺎﻳﺔ ﺍﻟﺘﺄﻣﲔ ﺿﺪ ﺍﳌﺨـﺎﻃﺮ ‪،‬‬
‫ﻭﺑﺎﻟﺘﺎﱄ ﺗﻘﻮﻡ ﺍﳊﻜﻮﻣﺎﺕ ﺑﻌﺪﺓ ﺇﺟﺮﺀﺍﺕ ‪ ،‬ﻣﺜﻞ ﲢﺪﻳﺪ ﺣﻘﻮﻕ ﺍﻟﻌﻤﺎﻝ ﻭﲪﺎﻳﺘﻬﻢ ‪ ،‬ﻭﲢﺪﻳﺪ ﺣـﺪ‬
‫ﺃﺩﱏ ﻟﺴﻦ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﻓﺮﺽ ﺃﺣﻜﺎﻡ ﺧﺎﺻﺔ ﺑﺎﳌﺮﺃﺓ ‪ ،‬ﻭﲢﺪﻳﺪ ﺣﺪ ﺃﻗﺼﻰ ﻟﺴﺎﻋﺎﺕ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﺯﻳﺎﺩﺓ‬
‫ﺍﻷﻣﺎﻥ ﺍﻟﻮﻇﻴﻔﻲ ‪ ،‬ﻭﺭﻓﻊ ﺍﻟﻈﻠﻢ ‪ ،‬ﻭﺩﻓﻊ ﻣﻜﺎﻓﺄﺓ ﺇ‪‬ﺎﺀ ﺍﳋﺪﻣﺔ ‪ ،‬ﻭﺗﻮﻓﲑ ﺍﻟﻀﻤﺎﻥ ﺍﻻﺟﺘﻤﺎﻋﻲ ‪ ،‬ﻭﻏﲑ‬

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‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺫﻟﻚ ﻣﻦ ﺇﺟﺮﺍﺀﺍﺕ ‪ ،‬ﻭﺳﻦ ﺍﻟﻘﻮﺍﻧﲔ ﺑﺸﺄﻥ ﺳﻼﻣﺔ ﺍﻟﺒﻴﺌﺔ ﻭﻣﺮﺍﻋﺎﺓ ﻣﺘﻄﻠﺒـﺎﺕ ﺍﻷﻣـﺎﻥ ﻭﺍﳌﻌـﺎﻳﲑ‬
‫ﺍﻟﺼﺤﻴﺔ ﰲ ﻣﻜﺎﻥ ﺍﻟﻌﻤﻞ‪.‬‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻧﺘﻴﺠﺔ ﺍﻻﺑﺘﻌﺎﺩ ﺍﻟﻮﺍﻗﻌﻲ ﻋﻦ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ‬

‫ﻳﺴﺘﺨﺪﻡ ﺑﻌﺾ ﺍﻻﻗﺘﺼﺎﺩﻳﲔ ﻣﻔﻬﻮﻡ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺍﻟﺘﻨﺎﻓﺴﻲ ﰲ ﳏﺎﻭﻻﺕ ﺗﻔﺴﲑ ﺍﻟﻔﺮﻭﻕ‬
‫ﺍﻟﻈﺎﻫﺮﺓ ﰲ ﺍﻷﺟﻮﺭ ﺑﺎﻋﺘﺒﺎﺭﻫﺎ ﻧﺘﻴﺠﺔ ﻟﻐﻴﺎﺏ ﺃﺣﺪ ﻓﺮﻭﺽ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ﰲ ﺍﻷﺟﻞ ﺍﻟﻄﻮﻳﻞ‬
‫)ﺣﻴﺚ ﺇﻥ ﺍﺧﺘﻼﻑ ﺍﻟﻄﻠﺐ ﰲ ﺍﻷﺟﻞ ﺍﻟﻘﺼﲑ ﻳﺆﺩﻱ ﺣﺘﻤﺎﹰ ﺇﱃ ﻓﺮﻭﻕ ﰲ ﺍﻷﺟﻮﺭ ﻭﻟﻜﻨﻬﺎ ﲣﺘﻔﻲ‬
‫ﺑﻌﺪ ﺗﻌﺪﻳﻼﺕ ﺍﻟﺴﻮﻕ ﻻﺳﺘﺮﺟﺎﻉ ﺷﺮﻭﻁ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ( ‪،‬ﻛﻤﺎ ﺃﻥ ﻭﺟﻮﺩ ﺍﻟﻔﺮﻭﻕ ﰲ ﺍﻷﺟﻮﺭ‬
‫ﻟﻴﺲ ﺩﻟﻴﻼﹰ ﻋﻠﻰ ﺃﻥ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﻏﲑ ﺗﻨﺎﻓﺴﻲ ‪ ،‬ﻭﺑﻌﻴﺪﺍﹰ ﻋﻦ ﺍﻟﺘﻮﺍﺯﻥ ‪-‬ﺑﻞ ﻋﻠﻰ ﺍﻟﻌﻜﺲ‪ -‬ﻓﺈﻥ‬
‫ﺍﻟﻔﺮﻭﻕ ﰲ ﺍﻷﺟﻮﺭ ﺗﺘﺴﺎﻭﻯ ﻣﻊ ﺍﻟﻔﺮﻭﻕ ﰲ ﺍﻟﻌﻤﺎﻟﺔ ﻧﻔﺴﻬﺎ ﻟﺘﺴﻤﺢ ﺑﺎﻟﺘﻮﺍﺯﻥ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ‪.‬‬
‫ﻭﻟﻠﺒﺪﺀ ﻣﻦ ﺍﻟﻮﺿﻊ ﺍﻟﻨﻈﺮﻱ ﺣﻴﺚ ﺗﺴﻮﺩ ﺷﺮﻭﻁ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﳒﺪ ﰲ‬
‫ﺍﻟﺸﺮﻁ ﺍﻷﻭﻝ ﺃﻥ ﻫﻨﺎﻙ ﻧﻮﻋﺎﹰ ﻭﺍﺣﺪﺍﹰ ﻣﻦ ﺍﻟﻌﻤﻞ ﺍﳌﻄﻠﻮﺏ ﻣﻦ ﻗﺒﻞ ﺃﺻﺤﺎﺏ ﺍﻟﻌﻤﻞ ﺍﳌﺘﺠﺎﻧﺴﲔ ﻭﰲ‬
‫ﻧﻔﺲ ﺍﻟﻮﻗﺖ ﳒﺪ ﺍ‪‬ﻢ ﻳﺮﻏﺒﻮﻥ ﰲ ﺗﻘﻠﻴﺺ ﻧﻔﻘﺎﺕ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﻫﺬﺍ ﺍﻟﺸﺮﻁ ﻳﻌﲏ ﲡﺎﻧﺲ ﺍﻷﻋﻤﺎﻝ‪.‬‬
‫ﻭﻣﻦ ﺟﻬﺔ ﺃﺧﺮﻯ ﻳﻌﲏ ﺍﺷﺘﺮﺍﻁ ﲡﺎﻧﺲ ﺍﻟﻌﻤﺎﻝ ﺃﻥ ﻛﻞ ﺍﻟﻌﻤﺎﻝ ﻣﺘﺠﺎﻧﺴﻮﻥ ﲤﺎﻣﺎﹰ ﰲ ﺍﳌﻬﺎﺭﺍﺕ‬
‫ﻭﺍﳋﱪﺓ ﻭﺍﻟﻌﻠﻢ ﻭﻛﺬﻟﻚ ﻣﻦ ﻭﺟﻬﺔ ﻧﻈﺮ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ) ﺃﻱ ﻻ ﻳﻮﺟﺪ ﻟﺪﻳﻪ ﺃﻱ ﲤﻴﻴﺰ ﻟﻠﻮﻥ ﺃﻭ‬
‫ﺍﻷﺻﻞ ﺃﻭ ﺍﳉﻨﺴﻴﺔ ﺃﻭ ﺍﳉﻨﺲ ﺃﻭ ﻏﲑ ﺫﻟﻚ(‪ .‬ﻛﻤﺎ ﻳﻔﺘﺮﺽ ﺃﻥ ﻟﻠﻌﻤﺎﻝ ﻧﻔﺲ ﺍﻟﺪﻭﺍﻓﻊ‬
‫‪ Motivations‬ﲡﺎﻩ ﺍﻟﻌﻤﻞ ﻭﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﻭﻣﻮﻗﻊ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﺃ‪‬ﻢ ﻻ ﻳﺘﺄﺛﺮﻭﻥ ﺑﺼﻮﺭﺓ ﻣﺘﺒﺎﻳﻨﺔ ﺑﺒﻴﺌﺔ‬
‫ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﺃ‪‬ﻢ ﻳﻌﻴﺸﻮﻥ ﻧﻔﺲ ﺍﻟﻈﺮﻭﻑ ﻭﺍﻟﺪﺧﻮﻝ ﻭﺑﺎﻟﺘﺎﱄ ﺳﻴﺴﻮﺩ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺃﺟﺮ ﻭﺍﺣﺪ ﻟﻜﻞ‬
‫ﺍﻟﻌﺎﻣﻠﲔ‪ .‬ﻭﻟﻜﻦ ﺍﻟﻮﺍﻗﻊ ﳜﺘﻠﻒ ﻛﺜﲑﺍﹰ ﻋﻦ ﻫﺬﻩ ﺍﳊﺎﻟﺔ ﺑﺴﺒﺐ ﺗﺒﺎﻳﻦ ﺍﻷﻋﻤﺎﻝ ﺃﻭ ﺍﻟﻌﻤﺎﻝ ﺃﻭ ﻛﻠﻴﻬﻤﺎ‬
‫ﳑﺎ ﻳﺆﺩﻱ ﺇﱃ ﺍﺧﺘﻼﻑ ﺍﻷﺟﻮﺭ‪.‬‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﺴﺒﺐ ﻋﺪﻡ ﲡﺎﻧﺲ ﺍﻷﻋﻤﺎﻝ‬

‫ﺇﺫﺍ ﻛﺎﻥ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻧﺎﲨﺎ ﻋﻦ ﺳﻠﻮﻙ ﺭﺟﺎﻝ ﺍﻷﻋﻤﺎﻝ ﺃﻭ ﺍﳌﺆﺳﺴﺎﺕ ﻋﻨﺪ ﺍﺳﺘﻬﺪﺍﻑ‬
‫ﺗﻌﻈﻴﻢ ﺍﻷﺭﺑﺎﺡ ﻭﺍﻟﻜﻔﺎﺀﺓ ﺍﳌﺜﻠﻰ ﰲ ﺛﺎﱐ ﺃﻓﻀﻞ ﺍﻷﻭﺿﺎﻉ ﺑﻌﺪ ﺍﳌﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ‪ ،‬ﻓﺈﻥ ﻫﺬﺍ ﺍﻟﺘﺒﺎﻳﻦ‬
‫ﺳﻴﻜﻮﻥ ﻇﺎﻫﺮﺍﹰ ﺣﱴ ﻟﻮ ﲡـﺎﻧﺲ ﺍﻟﻌﺎﻣﻠﻮﻥ ﻭﺫﻟﻚ ﻟﻌﺪﺓ ﺃﺳﺒﺎﺏ‪:‬‬
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‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫· ﺗﺒﺎﻳﻦ ﺃﺻﺤﺎﺏ ﺍﻟﻌﻤﻞ )ﺃﻭ ﻣﺘﺨﺬﻱ ﻗﺮﺍﺭ ﺍﻟﺘﻮﻇﻴﻒ( ﻭﻛﺬﻟﻚ ﻭﺟﻮﺩ ﻋﻨﺎﺻﺮ ﺷﺨﺼﻴﺔ ﻣﺆﺛﺮﺓ‬
‫ﰲ ﺍﻟﻘﺮﺍﺭ ﻣﺜﻞ ﺍﻟﻌﻨﺼﺮﻳﺔ ﺃﻭ ﺍﻟﺘﺤﻴﺰ ﳉﻨﺲ ﺩﻭﻥ ﺁﺧﺮ‪.‬‬
‫· ﺍﺧﺘﻼﻑ ﺍﻟﻌﻤﻞ ﺍﳌﻄﻠﻮﺏ ﻣﻦ ﺣﻴﺚ ﺍﳌﻬﺎﺭﺍﺕ ﺍﳌﻄﻠﻮﺑﺔ ﻹﳒﺎﺯﻩ ﻭﺍﳋﱪﺓ ﻭﺍﻟﻘﺪﺭﺍﺕ ﺍﻷﺧﺮﻯ‪.‬‬
‫· ﺍﺧﺘﻼﻑ ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ ‪ ،‬ﻣﺜﻞ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺬﻱ ﻳﻌﻜﺲ ﻧﻮﻉ ﺍﻟﻌﻤﻞ ﻭﺣﺠﻢ ﺍﳌﻨﺸﺄﺓ ﺍﻟﻨﺴﱯ ﻭﻫﻴﻜﻞ‬
‫ﺍﻟﺼﻨﺎﻋﺔ ‪ ،‬ﻭﺍﻟﻮﺿﻊ ﺍﻟﻨﻘﺎﰊ ﺃﻭ ﺍﻟﻨﻈﻢ ﻭﺍﻟﻘﻮﺍﻧﲔ ﺍﻟﱵ ﲢﻤﻲ ﺣﻘﻮﻕ ﺍﻟﻌﺎﻣﻞ ‪ ،‬ﻭﻣﻮﻗﻊ ﺍﻟﻌﻤﻞ ‪،‬‬
‫ﻭﻣﺪﻯ ﺗﻮﻓﺮ ﺍﻟﻮﺳﺎﺋﻞ ﺍﳊﻀﺮﻳﺔ‪.‬‬
‫· ﻗﻴﺎﻡ ﺭﺟﺎﻝ ﺍﻷﻋﻤﺎﻝ ﺑﺈﻋﺎﺩﺓ ﺗﻘﻴﻴﻢ ﻗﺪﺭﺍﺕ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﻓﺘﺮﺍﺕ ﺩﻭﺭﻳﺔ‪.‬‬
‫· ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﺴﺒﺐ ﺗﺒﺎﻳﻦ ﺍﻟﺘﻌﻮﻳﻀﺎﺕ ﺍﻷﺧﺮﻯ‪.‬‬
‫· ﺗﺒﺎﻳﻦ ﺍﳌﻌﻠﻮﻣﺎﺕ ﻋﻦ ﺍﻟﺘﻜﺎﻟﻴﻒ ﳑﺎ ﻳﺆﺩﻱ ﺇﱄ ﺗﻐﻴﲑ ﺍﻷﺟﻮﺭ‪.‬‬
‫· ﳑﺎﺭﺳﺔ ﺍﻟﻌﺎﻣﻠﲔ ﻣﻦ ﺩﺍﺧﻞ ﺍﳌﺆﺳﺴﺔ ﺿﻐﻮﻃﺎﹰ ﻋﻠﻰ ﺍﻷﺟﻮﺭ‪.‬‬
‫ﻭﻣﻦ ﺟﻬﺔ ﺃﺧﺮﻯ ﻓﺈﻥ ﺍﻷﺟﻮﺭ ﺗﺘﻐﲑ ﰲ ﺩﺍﺧﻞ ﺍﳌﺆﺳﺴﺎﺕ ﺑﺴﺒﺐ ﻭﺟﻮﺩ ﺳﻴﺎﺳﺔ ﻋﺎﻣﺔ ﻟﻸﺟﻮﺭ‬
‫ﻭﺍﻟﺘﻌﻮﻳﻀﺎﺕ ﻣﺮﺗﺒﻄﺔ ﺑﺘﻌﺪﻳﻼﺕ ﺯﻣﻨﻴﺔ ﻟﻸﺟﻮﺭ ﻭﺍﳌﺰﺍﻳﺎ ﻭﺍﻟﻘﻮﺍﻋﺪ ﺍﻷﺧﺮﻯ ‪ ،‬ﻭﺃﻳﻀﺎﹰ ﺑﺴﺒﺐ ﺍﻟﺴﻠﻮﻙ‬
‫ﺍﻹﺩﺍﺭﻱ ﺍﻟﻨﺎﺟﻢ ﻋﻦ ﺗﻄﺒﻴﻖ ﻫﺬﻩ ﺍﻟﺴﻴﺎﺳﺔ ﻣﻦ ﺧﻼﻝ ﺍﻟﻘﺮﺍﺭﺍﺕ ﺍﻟﻴﻮﻣﻴﺔ ﻟﻠﺘﻮﻇﻴﻒ ﻭﺍﻟﻄﺮﺩ ﻭﺍﻟﺘﺄﺩﻳﺐ‬
‫ﻭﺍﻟﺘﺮﻗﻴﺔ‪.‬‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﺴﺒﺐ ﻋﺪﻡ ﲡﺎﻧﺲ ﺍﻟﻌﻤﺎﻝ‬

‫ﻳﻌﺘﻤﺪ ﺃﺩﺍﺀ ﺍﻟﻌﺎﻣﻞ ‪ Performance‬ﻋﻠﻰ ﻣﻬﺎﺭﺍﺗﻪ ﺍﻟﱵ ﲢﺪﺩ ﻗﺪﺭﺗﻪ ﻋﻠﻰ ﺍﻷﺩﺍﺀ ﻭﻛﺬﻟﻚ ﻋﻠﻰ‬
‫ﺗﻔﻀﻴﻼﺗﻪ ﺳﻮﺍﺀً ﻛﺎﻧﺖ ﻣﺎﻟﻴﺔ ﺃﻡ ﻏﲑ ﻣﺎﻟﻴﺔ‪ .‬ﻭﳍﺬﺍ ﺗﺘﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻷﺩﺍﺀ ﻛﻨﺘﻴﺠﺔ ﻟـ‪:‬‬
‫· ﺗﺒﺎﻳﻦ ﺍﻟﻘﺪﺭﺍﺕ ﺃﻭ ﺍﳌﻬﺎﺭﺍﺕ ﻻﺧﺘﻼﻑ ﺭﺃﺱ ﺍﳌﺎﻝ ﺍﻟﺒﺸﺮﻱ ﻣﺜﻞ ﺳﻨﻮﺍﺕ ﺍﻟﺘﻌﻠﻴﻢ ﻧﻮﻋﻴﺔ‬
‫ﺍﻟﺘﺨﺼﺺ ‪ ،‬ﺍﳌﻬﺎﺭﺍﺕ ﺍﻟﺸﺨﺼﻴﺔ ‪ ،‬ﺍﻟﻘﺪﺭﺓ ﻋﻠﻰ ﺍﻟﺘﻌﻠﻢ ﻭﺍﻟﺘﻄﺒﻴﻖ‪.‬‬
‫· ﺗﺒﺎﻳﻦ ﺗﻔﻀﻴﻼﺕ ﺍﻟﻌﻤﺎﻝ ﻣﺜﻞ ﺗﻔﻀﻴﻞ ﺍﻟﺪﺧﻮﻝ ﺍﳊﺎﻟﻴﺔ ﻋﻠﻰ ﺍﻟﺪﺧﻮﻝ ﺍﳌﺴﺘﻘﺒﻠﻴﺔ ‪ ،‬ﺃﻭ ﺍﻟﺪﺧﻮﻝ‬
‫ﺍﻟﱵ ﳛﺼﻞ ﻋﻠﻴﻬﺎ ﻣﻦ ﺧﺎﺭﺝ ﺍﻟﻌﻤﻞ ‪ ،‬ﺃﻭ ﺗﻔﻀﻴﻼﺕ ﺍﻟﻮﻗﺖ ‪ ،‬ﺃﻭ ﺗﻔﻀﻴﻼﺕ ﺍﳌﻨﺎﻓﻊ ﻏﲑ‬
‫ﺍﻷﺟﻮﺭ ﺍﻟﻨﻘﺪﻳﺔ ) ﻣﺜﻞ ﺍﻟﺘﺄﻣﲔ ﺍﻟﺼﺤﻲ ‪ ،‬ﺍﻟﺴﻜﻦ ‪ . . . ،‬ﺍﱁ (‪.‬‬

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‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫· ﺗﺒﺎﻳﻦ ﺗﻔﻀﻴﻼﺕ ﺍﻟﻌﻤﺎﻝ ﻟﻠﻌﻤﻞ ﻣﺜﻞ ﻧﻮﻋﻴﺔ ﺍﳌﻨﺸﺄﺓ ‪ ،‬ﺍﻟﺴﻼﻣﺔ ‪ ،‬ﺍﻟﺒﻴﺌﺔ ‪ ،‬ﺍﳌﺮﻛﺰ ﺍﻻﺟﺘﻤﺎﻋﻲ ‪،‬‬
‫ﺍﳌﻮﻗﻊ ‪ ،‬ﺇﻣﻜﺎﻧﻴﺔ ﺍﻟﺘﻘﺪﻡ ﻭﺍﻟﺘﺮﻗﻲ ‪ ،‬ﺍﻟﺜﻘﺔ ﰲ ﺍﺳﺘﻤﺮﺍﺭﻳﺔ ﺍﳊﺼﻮﻝ ﻋﻠﻰ ﺍﻷﺟﺮ ‪ ،‬ﺍﻟﺜﻘﺔ ﰲ ﺍﻹﺩﺍﺭﺓ‬
‫ﻭﺍﻹﺷﺮﺍﻑ ﻭﺍﻟﺮﻗﺎﺑﺔ‪.‬‬
‫ﳑﺎ ﺳﺒﻖ ﻳﺘﻀﺢ ﺃﻥ ﺍﻟﻮﺍﻗﻊ ﺍﻟﻌﻤﻠﻲ ﻳﻔﺮﺽ ﻗﺪﺭﺍﹰ ﻣﻦ ﺍﻻﺧﺘﻼﻑ ﻭﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﺑﺴﺒﺐ ﺃﺣﺪ‬
‫ﺃﺷﻜﺎﻝ ﻓﺸﻞ ﺍﻷﺳﻮﺍﻕ ﰲ ﲢﻘﻴﻖ ﺍﻟﺸﺮﻭﻁ ﺍﻟﻨﻈﺮﻳﺔ ﻟﻠﻤﻨﺎﻓﺴﺔ ﺍﻟﻜﺎﻣﻠﺔ ‪ ،‬ﻭﻻ ﻳﻮﺟﺪ ﳎﺘﻤﻊ ﰲ ﺍﻟﻌﺎﱂ‬
‫ﺑﻞ ﻻ ﻳﻮﺟﺪ ﺃﻱ ﻗﻄﺎﻉ ﻻ ﻳﺘﺴﻢ ﺑﺘﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ‪ ،‬ﻭﺑﺎﻟﺘﺎﱄ ﻓﺈﻥ ﺍﻟﺼﻮﺭﺓ ﺍﻟﻮﺍﻗﻌﻴﺔ ﻫﻲ ﺃﻥ ﺭﺟﺎﻝ‬
‫ﺍﻷﻋﻤﺎﻝ ﺑﺎﺧﺘﻼﻑ ﺃﻧﻮﺍﻋﻬﻢ ﻳﺪﻓﻌﻮﻥ ﺃﺟﻮﺭﺍﹰ ﳐﺘﻠﻔﺔ ﻟﻠﻌﺎﻣﻠﲔ ﲟﺨﺘﻠﻒ ﺃﻧﻮﺍﻋﻬﻢ‪.‬‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺍﻟﺴﻌﻮﺩﻱ‬

‫ﻳﺘﺴﻢ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﺍﻟﺴﻌﻮﺩﻱ ﺑﻮﺟﻮﺩ ﻣﺎ ﳝﻜﻦ ﺃﻥ ﻳﻌﺮﻑ ﺑﺜﻨﺎﺋﻴﺔ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ‪ Dualism‬ﻣﻦ‬
‫ﺟﺎﻧﺒﲔ ﳐﺘﻠﻔﲔ ‪ ،‬ﺍﳉﺎﻧﺐ ﺍﻷﻭﻝ ﻭﺟﻮﺩ ﺳﻮﻕ ﻋﻤﻞ ﻟﻠﻤﻮﺍﻃﻨﲔ ﻭﺁﺧﺮ ﻟﻠﻮﺍﻓﺪﻳﻦ ‪ ،‬ﻭﰲ ﺍﳉﺎﻧﺐ‬
‫ﺍﻟﺜﺎﱐ ﻭﺟﻮﺩ ﺳﻮﻕ ﻋﻤﻞ ﻣﺮﺗﺒﻂ ﺑﺎﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﻭﺁﺧﺮ ﻣﺮﺗﺒﻂ ﺑﺎﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ‪ ،‬ﻭﻟﻜﻞ ﺳﻮﻕ‬
‫ﻣﻨﻬﻢ ﲰﺎﺕ ﳑﻴﺰﺓ ﻭﺣﺮﻛﻴﺔ ) ﺩﻳﻨﺎﻣﻴﻜﻴﺔ( ﺧﺎﺻﺔ ﺑﻪ‪.‬‬
‫ﻓﻤﻦ ﺟﻬﺔ ﳒﺪ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺑﺎﺧﺘﻼﻑ ﺟﻨﺴﻴﺔ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ )ﺍﳌﻮﺍﻃﻦ‬
‫ﻭﺍﻟﻮﺍﻓﺪ( ﺣﻴﺚ ﺗﺘﺴﻢ ﺍﻟﻌﻤﺎﻟﺔ ﺍﻟﻮﺍﻓﺪﺓ ﺑﺘﺒﺎﻳﻦ ﻛﺒﲑ ﰲ ﺍﻷﺟﺮ ﺃﻭ ﺍﻟﺮﺍﺗﺐ ﻧﻈﺮ‪ ‬ﻟﺘﻌﺪﺩ ﺍﻟﺪﻭﻝ ﺍﳌﺮﺳﻠﺔ‬
‫ﻟﻠﻌﻤﺎﻝ ﻭﺍﳌﻮﻇﻔﲔ‪ .‬ﻭﳍﺬﺍ ﻓﺤﱴ ﰲ ﺣﺎﻟﺔ ﺗﺴﺎﻭﻯ ﺧﺼﺎﺋﺺ ﺍﻷﻋﻤﺎﻝ ﻭﺧﺼﺎﺋﺺ ﺍﻟﻌﺎﻣﻞ ﺃﻭ‬
‫ﺍﳌﻮﻇﻒ ﻓﺈﻥ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻳﻈﻞ ﻇﺎﻫﺮﺍﹰ ﻭﻓﻘﺎﹰ ﻟﻠﺪﻭﻟﺔ ﺍﻟﱵ ﻳﺘﻢ ﺍﻻﺳﺘﻘﺪﺍﻡ ﻣﻨﻬﺎ ﻭﺫﻟﻚ‬
‫ﻟﻌﺪﺓ ﺃﺳﺒﺎﺏ ﻣﻦ ﺃﺑﺮﺯﻫﺎ‪ :‬ﺍﺧﺘﻼﻑ ﻣﺴﺘﻮﻯ ﺍﳌﻌﻴﺸﺔ ‪ ،‬ﻭﺳﻌﺮ ﺍﻟﺼﺮﻑ ‪ ،‬ﻭﻗﻴﻤﺔ ﺍﻟﻌﻤﻠﺔ ﻭﺍﻟﻀﺮﺍﺋﺐ ‪،‬‬
‫ﺗﻜﺎﻟﻴﻒ ﺍﻻﻧﺘﻘﺎﻝ ‪ ،‬ﳕﻂ ﺍﻻﺳﺘﻬﻼﻙ ﻭﺍﻻﺩﺧﺎﺭ ‪ ،‬ﻭﻓﺎﺋﺾ ﺍﻟﻌﻤﻞ ﰲ ﺍﻟﺪﻭﻝ ﺍﳌﺮﺳﻠﺔ‪ .‬ﻭﻋﺎﺩﺓ ﻣﺎ ﻳﺪﺭﻙ‬
‫ﺍﻟﻘﺎﺋﻢ ﺑﺎﻻﺳﺘﻘﺪﺍﻡ ﻭﺍﻟﺘﻮﻇﻴﻒ ﰲ ﺍﳌﻤﻠﻜﺔ ﺣﺠﻢ ﻫﺬﻩ ﺍﳌﺘﻐﲑﺍﺕ ﻟﻴﺪﻋﻢ ﻗﻮﺗﻪ ﺍﻟﺘﻔﺎﻭﺿﻴﺔ ﰲ ﲢﺪﻳﺪ‬
‫ﺍﻷﺟﺮ ﻭﺍﳌﺰﺍﻳﺎ ﺍﻷﺧﺮﻯ ﻣﻊ ﺍﻷﺧﺬ ﰲ ﺍﻻﻋﺘﺒﺎﺭ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺇﻧﺘﺎﺟﻴﺔ ﺍﻟﻌﺎﻣﻠﲔ ﻣﻦ ﺍﻟﺪﻭﻝ ﺍﳌﺨﺘﻠﻔﺔ‪،‬‬
‫ﻭﺗﻜﺎﻟﻴﻒ ﺍﻟﺘﻌﺎﻗﺪ ) ﻣﺜﻞ ﺭﺳﻮﻡ ﻭﻛﺎﻻﺕ ﺍﻟﺘﻮﻇﻴﻒ ﺍﻹﻋـﻼﻥ(‪.‬‬
‫ﻛﻤﺎ ﺃﻥ ﺃﺟﺮ ﺍﻟﻌﺎﻣﻞ ﺍﻟﻮﺍﻓﺪ ﳜﺘﻠﻒ ﻋﻦ ﻣﺜﻴﻠﻪ ﺍﻟﺴﻌﻮﺩﻱ )ﻭﻻ ﺗﺘﻀﻤﻦ ﻫﺬﻩ ﺍﻟﺪﺭﺍﺳﺔ ﲝﺚ‬
‫ﺃﺳﺒﺎﺏ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻧﺘﻴﺠﺔ ﺍﺧﺘﻼﻑ ﺟﻨﺴﻴﺔ ﺍﻟﻌﺎﻣﻞ(‪.‬‬

‫‪٩‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻭﺍﻟﺮﻭﺍﺗﺐ‪.‬‬ ‫ﻭﻣﻦ ﺟﻬﺔ ﺃﺧﺮﻯ ﻳﺆﺩﻱ ﺍﺧﺘﻼﻑ ﺍﻟﻘﻄﺎﻋﲔ ﺍﻟﻌﺎﻡ ﻭﺍﳋﺎﺹ ﺇﱃ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ‬
‫ﻓﺒﺎﻟﻨﺴﺒﺔ ﻟﻠﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﺗﺘﻤﺜﻞ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻓﻴﻤﺎ ﻳﺘﻘﺎﺿﺎﻩ ﺍﳌﻮﻇﻔﻮﻥ ﻭﺍﻟﻌﻤﺎﻝ ﰲ ﺍﻷﺟﻬﺰﺓ‬
‫ﺍﳊﻜﻮﻣﻴﺔ ﺣﻴﺚ ﻳﻌﺮﻑ ﺍﻟﺮﺍﺗﺐ ﺑﺄﻧﻪ ﻋﺒﺎﺭﺓ ﻋﻦ ﺍﳌﺒﻠﻎ ﺍﻟﻨﻘﺪﻱ ﺍﻟﺬﻱ ﻳﺘﻘﺎﺿﺎﻩ ﺍﳌﻮﻇﻒ ﺑﺼﻔﺔ ﺩﻭﺭﻳﺔ‬
‫ﰲ ﻣﻘﺎﺑﻞ ﻗﻴﺎﻣﻪ ﺑﻌﻤﻞ ﻭﻇﻴﻔﺔ ﻣﻌﻴﻨﺔ ﰲ ﺧﺪﻣﺔ ﺍﻟﺪﻭﻟﺔ ‪ ،‬ﻭﻳﻄﻠﻖ ﺍﻟﺮﺍﺗﺐ ﲟﻌﻨﺎﻩ ﺍﻟﻀﻴﻖ ﻋﻠﻰ ﺍﻟﺮﺍﺗﺐ‬
‫ﺍﻷﺻﻠﻲ ﺍﳌﻘﺮﺭ ﻟﻮﻇﻴﻔﺔ ﺍﳌﻮﻇﻒ ﰲ ﺳﻠﻢ ﺭﻭﺍﺗﺐ ﺍﳌﻮﻇﻔﲔ ﻭﺍﻟﺬﻱ ﻳﺘﺰﺍﻳﺪ ﺗﺪﺭﳚﻴﺎﹰ ﲟﻮﺟﺐ ﺍﻟﻌﻼﻭﺍﺕ‬
‫ﺍﻟﺪﻭﺭﻳﺔ ﺍﳌﻘﺮﺭﺓ ﺃﻣﺎ ﺍﻷﺟﺮ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﻓﻬﻮ ﻋﺒﺎﺭﺓ ﻋﻦ ﺍﳌﺒﻠﻎ ﺍﻟﻨﻘﺪﻱ ﺍﻟﺬﻱ ﻳﺘﻘﺎﺿﺎﻩ ﺍﻟﻌﺎﻣﻞ‬
‫ﻣﻘﺎﺑﻞ ﻗﻴﺎﻣﻪ ﺑﻌﻤﻞ ﻣﻌﲔ ﰲ ﺧﺪﻣﺔ ﺍﻟﺪﻭﻟﺔ ‪ ،‬ﻭﻳﺘﻢ ﺗﺸﻐﻴﻞ ﺍﻟﻌﻤﺎﻝ ﺃﺳﺎﺳﺎﹰ ﻋﻠﻰ ﺃﺳﺎﺱ ﺍﻷﺟﺮ‬
‫ﺍﻟﻴﻮﻣﻲ‪ .‬ﺃﻣﺎ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﻓﻴﺴﺘﺨﺪﻡ ﻟﻔﻆ ﺍﻷﺟﺮ ﺑﺎﻋﺘﺒﺎﺭ ﺃﻧﻪ ﻛﻞ ﻣﺎ ﻳ‪‬ﻌﻄﻰ ﻟﻠﻌﺎﻣﻞ ﻣﻘﺎﺑﻞ‬
‫)‪(٣‬‬
‫ﻋﻤﻠﻪ ﲟﻮﺟﺐ ﻋﻘﺪ ﻣﻜﺘﻮﺏ ﺃﻭ ﻏﲑ ﻣﻜﺘﻮﺏ ﻣﻬﻤﺎ ﻛﺎﻥ ﻧﻮﻉ ﺍﻷﺟﺮ ﺳﻮﺍﺀ ﻛﺄﻥ ﻧﻘﺪﺍﹰ ﺃﻡ ﻋﻴﻨﺎﹰ‪.‬‬
‫ﻭﺗﺘﺤﺪﺩ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺑﻨﺎﺀ ﻋﻠﻰ ﺍﻟﻜﻔﺎﺀﺓ ﻭﺍﳋﱪﺓ ﻭﺍﻟﺸﺮﻭﻁ ﺍﻟﱵ ﻳﻄﻠﺒﻬﺎ‬
‫ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺑﻴﻨﻤﺎ ﲢﺪﺩ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ ﻋﻠﻰ ﻗﻮﺍﻧﲔ ﻭﻟﻮﺍﺋﺢ ﻣﻌﺘﻤﺪﺓ‪.‬‬
‫ﻭﻳﺘﺴﻢ ﻣﺘﻮﺳﻂ ﺍﻷﺟﺮ ﺍﻟﺸﻬﺮﻱ ﰲ ﻣﻨﺸﺂﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺑﺎﺭﺗﻔﺎﻋﻪ ﻋﻦ ﻣﺜﻴﻠﻪ ﰲ ﻣﻨﺸﺂﺕ‬
‫ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ‪.‬‬
‫ﻭﻫﻨﺎﻙ ﻋﺪﺓ ﺩﺭﺍﺳﺎﺕ ﺣﻮﻝ ﺍﻟﻔﺮﻭﻕ ﺑﲔ ﺍﻟﻘﻄﺎﻋﲔ ﺍﳋﺎﺹ ﻭﺍﻟﻌﺎﻡ ﺳﻮﺍﺀٌ ﰲ ﺍﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ‬
‫ﺍﻟﺴﻌﻮﺩﻳﺔ ﻣﺜﻞ ﺩﺭﺍﺳﺔ ﻋﺒﺪ ﺍﻟﺮﲪﻦ )‪ (٤‬ﻭﺍﻟﱵ ﺗﺆﻛﺪ ﺍﻻﺳﺘﻨﺘﺎﺝ ﺍﻟﺴﺎﺑﻖ ﺃﻭ ﰲ ﺍﻟﺪﻭﻟﺔ ﺍﻟﻨﺎﻣﻴﺔ ﻣﺜﻞ‬
‫ﺩﺭﺍﺳﺔ ‪ (٥) Mazumdor‬ﻭﺍﻟﺬﻱ ﻭﺟﺪ ﻧﻔﺲ ﺍﻟﻨﺘﻴﺠﺔ ﻭﻛﺬﻟﻚ ﻭﺟﺪﺕ ﺩﺭﺍﺳﺔ ‪ (٦) Hundley‬ﺃﻥ‬

‫ﺩ‪ .‬ﻤﺤﻤﻭﺩ ﺍﻟﻬﻤﺸﺭﻱ ‪ ،‬ﻋﻨﺼﺭ ﺍﻷﺠﺭ ﻓﻲ ﻋﻘﺩ ﺍﻟﻌﻤل ‪ ،‬ﺇﺩﺍﺭﺓ ﺍﻟﺒﺤﻭﺙ ﻭﺍﻻﺴﺘﺸﺎﺭﺍﺕ ﺒﻤﻌﻬﺩ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻤﺔ‬ ‫‪-٣‬‬
‫‪ ،‬ﺍﻟﺭﻴﺎﺽ ‪١٣٩٨‬ﻫـ ﺹ‪.٣‬‬
‫‪٤‬‬
‫‪ -‬ﻋﺒﺩ ﺍﻟﺭﺤﻤﻥ ﻤﺤﻤﺩ ﻋﺒﺩ ﺍﻟﺭﺤﻤﻥ ‪ ،‬ﻤﻘﺎﺭﻨﺔ ﺒﻴﻥ ﻤﺴﺘﻭﻴﺎﺕ ﺍﻷﺠﻭﺭ ﻓﻲ ﻤﻨﺸﺂﺕ ﺍﻟﻘﻁﺎﻉ ﺍﻟﺤﻜـﻭﻤﻲ ﻭﺍﻟﻘﻁـﺎﻉ‬
‫ﺍﻟﺨﺎﺹ ﺒﺎﻟﻤﻤﻠﻜﺔ ﺍﻟﻌﺭﺒﻴﺔ ﺍﻟﺴﻌﻭﺩﻴﺔ ‪ ،‬ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻹﺩﺍﺭﻴﺔ ‪ ،‬ﺠﺎﻤﻌﺔ ﺍﻟﻤﻠﻙ ﺴﻌﻭﺩ ‪ ، ١٩٨٨ ،‬ﻤﺠﻠﺩ ‪ ١٣‬ﺍﻟﻌﺩﺩ‬
‫‪ ١‬ﺹ ‪.٦٨‬‬
‫‪٥‬‬
‫‪Mazumdor Dipak , The Rural - Urban Wage Gap Migration, Based on a Study -‬‬
‫‪of the Workers of Bombay City, Indian Economic Review, 18 (2), pp. 169-198.‬‬
‫‪٦‬‬
‫‪Hundey, Public and private occupational pay strutures, Industrial Relations, Vol -‬‬
‫‪30, No 3, Fall 1991, pp. 128-152 .‬‬
‫‪١٠‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺍﻟﻔﺮﻭﻕ ﰲ ﺍﻷﺟﻮﺭ ﺑﲔ ﺍﻟﻘﻄﺎﻋﲔ ﺗﺘﻨﺎﻗﺺ ﻣﻊ ﺗﺰﺍﻳﺪ ﻣﺴﺘﻮﻯ ﺍﳌﻬﺎﺭﺓ ﻭﺃﻥ ﺃﺟﻮﺭ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﺗﺰﻳﺪ‬
‫ﰲ ﺍﳌﻬﻦ ﺍﻟﱵ ﻻ ﻳﻮﺟﺪ ﳍﺎ ﻣﺜﻴﻞ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ‪.‬‬
‫ﻭﺑﺼﻮﺭﺓ ﻋﺎﻣﺔ ﺗﻠﻌﺐ ﺍﻹﺟﺮﺍﺀﺍﺕ ﺍﻟﺴﻴﺎﺳﻴﺔ ﻭﺍﻹﺩﺍﺭﻳﺔ ﺩﻭﺭﺍﹰ ﰲ ﲢﺪﻳﺪ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ‬
‫ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ‪ .‬ﻭﻳﺘﺒﺎﻳﻦ ﻫﻴﻜﻞ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺑﺎﺧﺘﻼﻑ ﺍﳌﻮﻗﻊ ﺍﳉﻐﺮﺍﰲ )ﺧﺎﺻﺔ ﺑﲔ ﺍﳌﺪﻥ‬
‫ﻭﺍﻟﻘﺮﻯ( ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺑﻴﻨﻤﺎ ﻻ ﻳﻈﻬﺮ ﺗﺒﺎﻳﻦ ﳑﺎﺛﻞ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ )ﺑﺎﺳﺘﺜﻨﺎﺀ ﺑﻌﺾ‬
‫ﺍﳌﻨﺎﻃﻖ ﺍﻟﻨﺎﺋﻴﺔ ﺣﻴﺚ ﳜﺼﺺ ﳍﺎ ﺑﺪﻝ ﳏﺪﺩ( ﻭﻛﺬﻟﻚ ﻳﺘﺒﺎﻳﻦ ﻫﻴﻜﻞ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺑﺎﺧﺘﻼﻑ‬
‫ﺍﳋﻠﻔﻴﺔ ﺍﻟﻌﻠﻤﻴﺔ ﻟﻠﺨﺮﻳﺞ ﺍﳉﺎﻣﻌﻲ ﺍﻟﺪﺍﺧﻞ ﺇﱃ ﺳﻮﻕ ﺍﻟﻌﻤﻞ ﻷﻭﻝ ﻣﺮﺓ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ‪ ،‬ﺑﻴﻨﻤﺎ ﻻ‬
‫ﻳﻈﻬﺮ ﺗﺒﺎﻳﻦ ﳑﺎﺛﻞ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ ﺇﻻ ﺑﲔ ﺧﺮﳚﻲ ﺍﻟﻜﻠﻴﺎﺕ ﺍﻟﻨﻈﺮﻳﺔ ﻭﺧﺮﳚﻲ ﺍﻟﻜﻠﻴﺎﺕ ﺍﻟﻌﻤﻠﻴﺔ‬
‫ﻭﺑﺸﻜﻞ ﻋﺎﻡ ﺩﻭﻥ ﺍﻟﺪﺧﻮﻝ ﰲ ﺗﻘﺴﻴﻤﺎﺕ ﻛﻞ ﲣﺼﺺ‪.‬‬
‫ﻭﲡﺪﺭ ﺍﻹﺷﺎﺭﺓ ﺇﱃ ﺃﻥ ﺍﻟﺘﺮﻗﻴﺎﺕ ﺗﺘﻢ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﻣﻦ ﺧﻼﻝ ﺗﻘﻴﻴﻢ ﻣﺒﺎﺷﺮ ﻣﻦ ﺻﺎﺣﺐ‬
‫ﺍﻟﻌﻤﻞ ﻭﺩﻭﻥ ﺍﻻﺭﺗﺒﺎﻁ ﺑﻔﺘﺮﺓ ﺯﻣﻨﻴﺔ ﳏﺪﺩﺓ‪ .‬ﺑﻴﻨﻤﺎ ﺗﺘﻢ ﺍﻟﺘﺮﻗﻴﺎﺕ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ ﺑﻨﺎﺀ ﻋﻠﻰ‬
‫ﺃﻧﻈﻤﺔ ﻭﻗﻮﺍﻧﲔ ﻭﺗﺮﺗﺒﻂ ﺑﻔﺘﺮﺓ ﺯﻣﻨﻴﺔ ﻣﻌﻴﻨﺔ‪ .‬ﻭﻛﺬﻟﻚ ﺗﺘﺤﺪﺩ ﺍﻟﻌﻼﻭﺍﺕ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﻋﻦ‬
‫ﻃﺮﻳﻖ ﺻﺎﺣﺐ ﺍﻟﻌﻤﻞ ﺃﻭ ﺍﳍﻴﻜﻞ ﺍﻟﺘﻨﻈﻴﻤﻲ ﺩﺍﺧﻞ ﺍﳌﻨﺸﺄﺓ ‪ ،‬ﺑﻴﻨﻤﺎ ﺗﺘﻢ ﺍﻟﻌﻼﻭﺍﺕ ﰲ ﺍﻟﻘﻄﺎﻉ‬
‫ﺍﳊﻜﻮﻣﻲ ﺑﺼﻔﺔ ﺩﻭﺭﻳﺔ‪.‬‬

‫ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ‬

‫ﺃﻭﻻﹰ‪ :‬ﺍﻟﻔﺮﻭﻕ ﺑﲔ ﺍﳌﻨﺸﺂﺕ‬

‫ﺣﺠﻢ ﺍﳌﻨﺸﺄﺓ‬
‫ﻣﻦ ﺍﳌﺘﻮﻗﻊ ﺃﻥ ﺗﺰﺩﺍﺩ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺑﺰﻳﺎﺩﺓ ﺣﺠﻢ ﺍﳌﻨﺸﺄﺓ ‪ ،‬ﻭﻳﻘﻞ ﺍﻟﺘﺒﺎﻳـﻦ ﻓـﻲ ﺍﻷﺟﻮﺭ‬
‫ﻭﺍﻟﺮﻭﺍﺗﺐ ﺿﻤﻦ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻜﺒﲑﺓ ﻭﻳﺰﻳﺪ ﺑﺎﳌﻘﺎﺭﻧﺔ ﺑﺎﻟﺸﺮﻛﺎﺕ ﺍﻷﺻﻐﺮ ﺣﺠﻤﺎﹰ‪.‬‬
‫ﻭﻫﻨﺎﻙ ﺃﻛﺜﺮ ﻣﻦ ﺳﺒﺐ ﻻﻓﺘﺮﺍﺽ ﺃﻥ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻜﺒﲑﺓ ﺗﺪﻓﻊ ﺃﺟﻮﺭﺍﹰ ﺃﻋﻠﻰ ﻟﻨﻔﺲ ﺍﻷﻋﻤﺎﻝ‬
‫ﻭﺍﻟﻮﻇﺎﺋﻒ ﻭﻗﺪ ﳋﺼﺘﻬﺎ ﺇﺣﺪﻯ ﺍﻟﺪﺭﺍﺳﺎﺕ )‪ (٧‬ﰲ ﺃﻥ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻜﺒﲑﺓ ﺗﻀﻢ ﻧﻮﻋﻴﺔ ﺃﻓﻀﻞ ﻣﻦ‬

‫‪٧‬‬
‫‪Rene Morissette, Conadian Jobs and Firm Size, Canadian Joumal of Economics, -‬‬
‫‪XXVI No .1, Feb 1993, p. 168.‬‬
‫‪١١‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﺍﻟﻌﺎﻣﻠﲔ ‪ ،‬ﻭﺃ‪‬ﺎ ﺗﻌﻮﺿﻬﻢ ﻣﺎﻟﻴﺎﹰ ﻋﻦ ﺳﻠﺒﻴﺎﺕ ﺍﻟﻌﻤﻞ ﻭﻇﺮﻭﻓﻪ ‪،‬ﻭﺃ‪‬ﺎ ﲢﺎﻭﻝ ﺑﺬﻟﻚ ﲡﻨﺐ ﺍﻟﺘﻨﻈﻴﻤﺎﺕ‬
‫ﺍﻟﻨﻘﺎﺑﻴﺔ ﻭﺗﺪﺧﻠﻬﺎ ‪ ،‬ﻭﻷﻥ ﻣﻨﺤﲎ ﺍﻟﻄﻠﺐ ﻋﻠﻰ ﺍﻟﻌﻤﺎﻟﺔ ﰲ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻜﺒﲑﺓ ﻏﲑ ﻣﺮﻥ ﺑﺴﺒﺐ‬
‫ﳑﺎﺭﺳﺘﻬﻢ ﻟﻘﻮﺓ ﺗﻨﺎﻓﺴﻴﺔ ﺃﻋﻠﻰ ﻭﻗﺪ ﻳﺘﻘﺎﲰﻮﻥ ﺍﻷﺭﺑﺎﺡ ﺍﻟﺰﺍﺋﺪﺓ ﻣﻊ ﺍﻟﻌﺎﻣﻠﻲ ‪ .‬ﻭﺃﺿﺎﻓﺖ ﺩﺭﺍﺳﺔ‬
‫ﺃﺧﺮﻯ )‪ (٨‬ﺃﻥ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻜﺒﲑﺓ ﺗﺘﻠﻘﻰ ﻋﺪﺩ‪ ‬ﺃﻗﻞ ﻣﻦ ﺍﳌﺘﻘﺪﻣﲔ ﻟﻜﻞ ﻭﻇﻴﻔﺔ ﻋﻠﻰ ﺣﺪﺓ ﳑﺎ ﻳﺪﻓﻌﻬﻢ‬
‫ﻟﺮﻓﻊ ﺍﻷﺟﻮﺭ ﳉﺬﺏ ﺍﻟﻨﻮﻋﻴﺎﺕ ﺍﻷﻓﻀﻞ‪.‬‬
‫ﺧﱪﺓ ﺍﻟﺸﺮﻛﺔ‬
‫ﻭﻳﺘﻮﻗﻊ ﺃﻥ ﺗﺰﻳﺪ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻭﻳﻘﻞ ﺍﻟﺘﺒﺎﻳﻦ ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﺧﱪﺓ ﺍﻟﺸﺮﻛﺔ ﺑﺴﺒﺐ ﺯﻳﺎﺩﺓ‬
‫ﺍﺣﺘﻤﺎﻻﺕ ﳕﻮ ﺍﻟﺸﺮﻛﺔ ﻭﻭﺿﻊ ﺳﻴﺎﺳﺔ ﻭﺍﺿﺤﺔ ﻋﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺘﻌﻮﻳﻀﺎﺕ ﻭﺍﻟﺘﺮﻗﻴﺔ‪.‬‬
‫ﻣﻮﻗﻊ ﺍﻟﺸﺮﻛﺔ‬
‫ﻻ ﺷﻚ ﺃﻥ ﻣﻮﻗﻊ ﺍﻟﺸﺮﻛﺔ ﻣﻦ ﺍﻷﻣﻮﺭ ﺍﳍﺎﻣﺔ ﰲ ﲢﺪﻳﺪ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺧﺎﺻﺔ ﺑﺄﻥ ﺍﳌﺘﻮﻗﻊ‬
‫ﺯﻳﺎﺩﺓ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﳌﻨﺎﻃﻖ ﺍﻟﱵ ﺗﻔﺘﻘﺮ ﺇﱃ ﺍﻟﻮﺳﺎﺋﻞ ﺍﳊﻀﺮﻳﺔ ﻭﺍﻟﱵ ﺗﺒﻌﺪ ﻋﻦ ﺍﳌﺪﻥ ﺍﻟﺮﺋﻴﺴﺔ‪.‬‬
‫ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﻟﻠﺸﺮﻛﺔ‬
‫ﻳﺮﺗﺒﻂ ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﲝﺠﻢ ﺍﻟﺸﺮﻛﺔ ﻭﺑﺎﻟﺘﺎﱄ ﻣﻦ ﺍﳌﺘﻮﻗﻊ ﺃﻥ ﻳﺆﺛﺮ ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﰲ‬
‫ﺍﻷﺟﻮﺭ ﺑﻨﻔﺲ ﺍﻟﻄﺮﻳﻘﺔ‪.‬‬

‫ﺛﺎﻧﻴﺎﹰ‪ :‬ﺍﻟﻔﺮﻭﻕ ﺑﲔ ﺍﳌﻬﻦ‬

‫ﺇﺫﺍ ﻛﺎﻥ ﻣﻦ ﺍﳌﻨﻄﻘﻲ ﺍﻓﺘﺮﺍﺽ ﺃﻥ ﺍﻟﺮﻭﺍﺗﺐ ﺗﺰﻳﺪ ﺑﺰﻳﺎﺩﺓ ﺍﳌﺴﺘﻮﻯ ﺍﻟﻮﻇﻴﻔﻲ ‪ ،‬ﺇﻻ ﺃﻥ ﺍﻟﺪﺭﺍﺳﺎﺕ‬
‫ﺗﺮﻛﺰ ﻋﻠﻰ ﻣﻌﺮﻓﺔ ﻣﺪﻯ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﳌﺴﺘﻮﻳﺎﺕ ﺍﻟﻮﻇﻴﻔﻴﺔ ﺍﳌﺨﺘﻠﻔﺔ ‪ ،‬ﻭﻛﺬﻟﻚ ﻣﻦ ﺍﳌﺘﻮﻗﻊ ﺃﻥ ﻳﻘﻞ‬
‫ﺍﻟﺘﺒﺎﻳﻦ ﻛﻠﻤﺎ ﺍﺭﺗﻔﻊ ﺍﳌﺴﺘﻮﻯ ﺍﻟﻮﻇﻴﻔﻲ ‪ ،‬ﻭﺑﺼﻔﺔ ﻋﺎﻣﺔ ﻓﺄﻥ ﺍﳌﻬﻦ ﺗﺘﺒﺎﻳﻦ ﺣﱴ ﻟﻮ ﺗﺴﺎﻭﻯ ﺍﻟﻌﻤﻞ‬
‫ﺍﳌﻄﻠﻮﺏ ‪ ،‬ﻭﻟﻜﻞ ﻣﻬﻨﺔ ﻣﺘﻄﻠﺒﺎﺕ ﻣﻌﻴﻨﺔ ﻣﻦ ﺍﳌﻬﺎﺭﺍﺕ ﺍﻟﻌﺎﻣﺔ ﻭﺍﳌﺘﺨﺼﺼﺔ ‪ ،‬ﻭﺍﻟﻘﺪﺭﺓ ﻋﻠﻰ ﻓﻬﻢ‬
‫ﺍﻟﺘﻌﻠﻴﻤﺎﺕ ‪ ،‬ﰒ ﺍﳋﱪﺓ‪ .‬ﻭﻣﻦ ﺍﳌﻨﺎﺳﺐ ﻫﻨﺎ ﺍﻟﺘﻔﺮﻗﺔ ﺑﲔ ﺍﻷﻋﻤﺎﻝ ﺍﳌﱪﳎﺔ ﻭﻏﲑ ﺍﳌﱪﳎﺔ‪ .‬ﻭﲢﺘﻮﻱ‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﳌﱪﳎﺔ ﻋﻠﻰ ﻣﻬﺎﻡ ﺭﻭﺗﻴﻨﻴﺔ ﻭﺧﻄﻮﻁ ﻋﻤﻞ ﻭﺍﺿﺤﺔ ﻭﻣﻌﺎﻳﲑ ﺛﺎﺑﺘﺔ ﻭﺗﺘﺴﻢ ﺑﺴﻬﻮﻟﺔ ﻗﻴﺎﺱ‬

‫‪٨‬‬
‫‪Weiss and Landau, Wages , Living Standard and Firm Size, Journal of Labor -‬‬
‫‪Economics, 2, p. 489‬‬
‫‪١٢‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺍﻟﻨﺎﺗﺞ ﻭﺗﺘﺄﺛﺮ ﺑﺸﺪﺓ ﺑﺎﻟﻌﻼﻗﺔ ﺑﲔ ﺍﻟﻌﺎﻣﻞ ﻭﺍﻵﻻﺕ ﺃﻭ ﺍﳌﻌﺪﺍﺕ‪ .‬ﻭﳝﻜﻦ ﺍﳊﺼﻮﻝ ﻋﻠﻰ ﺇﺟﺎﺑﺎﺕ‬
‫ﳏﺪﺩﺓ ﻟﻸﺳﺌﻠﺔ ﺍﶈﺪﺩﺓ‪ ،‬ﺃﻣﺎ ﺍﻷﻋﻤﺎﻝ ﻏﲑ ﺍﳌﱪﳎﺔ ﻓﻬﻲ ﺍﻟﱵ ﳍﺎ ﻣﻬﺎﻡ ﻣﺘﻐﲑﺓ ﻭﺧﻴﺎﺭﺍﺕ ﻭﻻ ﳝﻜﻦ‬
‫ﲢﺪﻳﺪ ﺍﻟﻨﺘﺎﺋﺞ ﺑﺪﻗﺔ ‪ ،‬ﻭﺗﺘﻄﻠﺐ ﺍﻷﻋﻤﺎﻝ ﻏﲑ ﺍﳌﱪﳎﺔ ﻗﺪﺭ‪ ‬ﺃﻛﱪ ﻣﻦ ﺍﻟﺘﻌﻠﻴﻢ ﻭﺍﳌﻬﺎﺭﺍﺕ ﺍﳌﻜﺘﺴﺒﺔ‪.‬‬

‫ﺛﺎﻟﺜﺎﹰ‪ :‬ﺍﻟﻔﺮﻭﻕ ﺍﻟﻘﻄﺎﻋﻴﺔ‬

‫ﻳﺘﻮﻗﻊ ﺃﻥ ﺗﺰﻳﺪ ﺍﻷﺟﻮﺭ ﺍﳌﺪﻓﻮﻋﺔ ﻟﻠﻌﺎﻣﻠﲔ ﰲ ﻗﻄﺎﻋﺎﺕ ﳐﺘﻠﻔﺔ ﰲ ﺍﻷﺣﻮﺍﻝ ﺍﻟﺘﺎﻟﻴﺔ‪:‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﺩﺭﺟﺔ ﺍﳌﻬﺎﺭﺍﺕ ﺍﳌﻄﻠﻮﺑﺔ‪.‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﻧﺴﺒﺔ ﺗﻜﺎﻟﻴﻒ ﺍﻟﻌﻤﺎﻟﺔ ﺇﱃ ﺍﻟﺘﻜﺎﻟﻴﻒ ﺍﻟﻜﻠﻴﺔ‪.‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﻧﺴﺒﺔ ﺭﺃﺱ ﺍﳌﺎﻝ ﺇﱃ ﺍﻟﻌﻤﻞ ﰲ ﺩﺍﻟﺔ ﺍﻹﻧﺘﺎﺝ‪.‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﺻﻌﻮﺑﺔ ﺍﻟﺪﺧﻮﻝ ﺇﱃ ﳎﺎﻝ ﺍﻟﺼﻨﺎﻋﺔ‪.‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﻓﻌﺎﻟﻴﺔ ﺍﻟﺘﺪﺧﻞ ﺍﻟﻨﻘﺎﰊ‪.‬‬
‫· ﻛﻠﻤﺎ ﺍﺭﺗﺒﻂ ﺍﻷﺟﺮ ﲝﺠﻢ ﺍﻹﻧﺘﺎﺝ‪.‬‬
‫· ﻛﻠﻤﺎ ﺯﺍﺩﺕ ﺩﺭﺟﺔ ﺍﻟﺘﺮﻛﺰ ﺍﻟﺼﻨﺎﻋﻲ‪.‬‬
‫ﻭﻣﻦ ﺍﳌﺘﻮﻗﻊ ﺃﻥ ﻳﻜﻮﻥ ﻫﻨﺎﻙ ﺗﺒﺎﻳﻦ ﺑﲔ ﺍﻷﺟﻮﺭ ﰲ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﳌﺨﺘﻠﻔﺔ ﻭﻛﺬﻟﻚ ﺍﺧﺘﻼﻑ ﰲ‬
‫ﺩﺭﺟﺔ ﺍﻟﺘﺒﺎﻳﻦ ﺑﲔ ﺍﻟﻘﻄﺎﻋﺎﺕ ﻟﻨﻔﺲ ﺍﻟﻮﻇﺎﺋﻒ ﻭﺍﻷﻋﻤﺎﻝ‪.‬‬

‫ﺭﺍﺑﻌﺎﹰ‪ :‬ﻓﺮﻭﻕ ﺷﺨﺼﻴﺔ ﺑﲔ ﺍﻟﻌﺎﻣﻠﲔ‬

‫ﻣﻬﻤﺎ ﺗﺸﺎ‪‬ﺖ ﺍﳌﻨﺸﺂﺕ ﻭﺍﻷﻋﻤﺎﻝ ‪ ،‬ﻓﺈﻥ ﺍﻷﺟﻮﺭ ﺗﺘﺒﺎﻳﻦ ﺑﺴﺒﺐ ﺍﻟﻔﺮﻭﻕ ﺍﻟﺸﺨﺼﻴﺔ ﺑﲔ‬
‫ﺍﻟﻌﺎﻣﻠﲔ ﻣﺜﻞ ﺍﻟﻌﻤﺮ‪ ،‬ﻭﻋﺪﺩ ﺍﻟﺴﻨﻮﺍﺕ ﰲ ﺍﳋﺪﻣﺔ )ﺍﳋﱪﺓ( ‪ ،‬ﻭﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ ﻭﺍﻟﺘﺪﺭﻳﺐ ‪ ،‬ﻭﻛﺬﻟﻚ‬
‫ﻧﻈﺮﺓ ﺍﻟﻌﺎﻣﻠﲔ ﺇﱃ ﺍﻟﻌﻤﻞ ﻭﺇﱃ ﺃﺻﺤﺎﺏ ﺍﻟﻌﻤﻞ‪.‬‬

‫‪١٣‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬

‫ﺍﻟﺪﺭﺍﺳﺔ ﺍﻟﺘﻄﺒﻴﻘﻴﺔ‬
‫ﻗﺎﻣﺖ ﺇﺩﺍﺭﺓ ﺍﻟﺒﺤﻮﺙ ﺑﺎﻟﻐﺮﻓﺔ ﺍﻟﺘﺠﺎﺭﻳﺔ ﺍﻟﺼﻨﺎﻋﻴﺔ ﺑﺎﻟﺮﻳﺎﺽ ﺑﻌﻤﻞ ﺩﺭﺍﺳﺔ ﻋﻦ ﻇﺎﻫﺮﺓ ﺗﺒﺎﻳﻦ‬
‫ﺍﻷﺟﻮﺭ ﰲ ﺷﺮﻛﺎﺕ ﻭﻣﺆﺳﺴﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻋﺘﻤﺎﺩﺍﹰ ﻋﻠﻰ ﺃﺳﻠﻮﺏ ﺍﻟﺒﺤﺚ ﺍﳌﻴﺪﺍﱐ‪ .‬ﻭﻛﺎﻧﺖ‬
‫ﺃﺑﺮﺯ ﻧﺘﺎﺋﺞ ﻫﺬﻩ ﺍﻟﺪﺭﺍﺳﺔ )‪:(٩‬‬
‫· ﻋﺪﻡ ﻭﺟﻮﺩ ﻻﺋﺤﺔ ﺗﻨﻈﻴﻤﻴﺔ ﰲ ﺃﻏﻠﺐ ﺍﻟﺸﺮﻛﺎﺕ ﻭﺍﳌﺆﺳﺴﺎﺕ ﻭﺗﻌﺬﺭ ﺇﳚﺎﺩ ﺗﻮﺻﻴﻒ ﻋﻤﻠﻲ‬
‫ﻟﻠﻮﻇﺎﺋﻒ ﻭﻋﺪﻡ ﻭﺿﻮﺡ ﺍﳍﻴﻜﻞ ﺍﻟﻮﻇﻴﻔﻲ‪.‬‬
‫· ﰲ ﻇﻞ ﻏﻴﺎﺏ ﺗﻮﺻﻴﻒ ﺍﻟﻮﻇﺎﺋﻒ ﻓﺄﻥ ﻋﻤﻠﻴﺔ ﲢﺪﻳﺪ ﺃﺟﺮ ﺃﻱ ﻭﻇﻴﻔﺔ ﺗﺼﺒﺢ ﻣﺴﺄﻟﺔ ﺗﻘﺪﻳﺮﻳﺔ‬
‫ﺗﺘﻮﻗﻒ ﻋﻠﻰ ﻇﺮﻭﻑ ﺣﺎﺟﺔ ﺍﻟﺸﺮﻛﺔ ﺃﻭ ﺍﳌﺆﺳﺴﺔ ﻟﺸﻐﻞ ﻫﺬﻩ ﺍﻟﻮﻇﻴﻔﺔ ﻭﻇﺮﻭﻑ ﺍﻟﺸﺨﺺ‬
‫ﺍﳌﺘﻘﺪﻡ ﻟﺸﻐﻠﻬﺎ‪.‬‬
‫· ﻭﺟﻮﺩ ﺗﺒﺎﻳﻦ ﻇﺎﻫﺮ ﰲ ﺍﻷﺟﻮﺭ ﰲ ﺷﺮﻛﺎﺕ ﻭﻣﺆﺳﺴﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ‪ ،‬ﻭﻳﺘﻀﺢ ﺍﻟﺘﻔﺎﻭﺕ‬
‫ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗﺒﺎﺕ ﻟﻨﻔﺲ ﺍﻟﻮﻇﻴﻔﺔ ﺃﻭ ﺍﻟﻌﻤﻞ ﺑﲔ ﺷﺮﻛﺔ ﻭﺃﺧﺮﻯ ﻭﺑﲔ ﻣﺆﺳﺴﺔ ﻭﺃﺧﺮﻯ‬
‫ﺩﺍﺧﻞ ﺍﻟﻘﻄﺎﻉ ﺍﻻﻗﺘﺼﺎﺩﻱ ﻧﻔﺴﻪ‪ .‬ﻭﻛﺬﻟﻚ ﻓﺈﻥ ﺍﻟﺘﻔﺎﻭﺕ ﻳﻜﻮﻥ ﺃﻛﺜﺮ ﺣﺪﺓ ﰲ ﺍﻟﻮﻇﺎﺋﻒ‬
‫ﺍﻹﺩﺍﺭﻳﺔ ﺑﻴﻨﻤﺎ ﺗﻘﻞ ﺣﺪﺗﻪ ﰲ ﺍﻟﻮﻇﺎﺋﻒ ﻭﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ‪.‬‬

‫ﺍﻟﺪﺭﺍﺳﺔ ﺍﻟﺘﻄﺒﻴﻘﻴﺔ ﺍﳊﺎﻟﻴﺔ‬

‫ﺗﻌﺘﻤﺪ ﺍﻟﺪﺭﺍﺳﺔ ﺍﳊﺎﻟﻴﺔ ﻋﻠﻰ ﺑﻴﺎﻧﺎﺕ ﻭﻣﻌﻠﻮﻣﺎﺕ ﰎ ﺍﳊﺼﻮﻝ ﻋﻠﻴﻬﺎ ﻣﻦ ﺍﻟﺸﺮﻛﺎﺕ ﰲ ﻗﺎﺋﻤﺔ‬
‫ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ ﺳﻌﻮﺩﻳﺔ ‪ ،‬ﻭﺫﻟﻚ ﻟﺘﻮﻓﺮ ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﻷﺳﺎﺳﻴﺔ ﻭﺳﻬﻮﻟﺔ ﺍﻻﺗﺼﺎﻝ ﻟﻠﺤﺼﻮﻝ ﻋﻠﻰ‬
‫ﺍﳌﻌﻠﻮﻣﺎﺕ ﺍﳋﺎﺻﺔ ﺑﺎﻟﻌﺎﻣﻠﲔ ‪ ،‬ﻭﻳﺘﻢ ﺇﻋﺪﺍﺩ ﻫﺬﻩ ﺍﻟﻘﺎﺋﻤﺔ ﺑﺼﻮﺭﺓ ﺳﻨﻮﻳﺔ ﻣﻦ ﻗﺒﻞ ﺍﻟﺸﺮﻛﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ‬
‫ﻟﻸﲝﺎﺙ ﻭﺍﻟﺘﺴﻮﻳﻖ ﻣﻦ ﺧﻼﻝ ﺗﻮﺯﻳﻊ ﻭﲨﻊ ﺍﺳﺘﻤﺎﺭﺓ ﻣﻌﻠﻮﻣﺎﺕ ﻋﻦ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺴﻌﻮﺩﻳﺔ ﰒ ﲢﻠﻴﻠﻬﺎ‬
‫ﻭﺗﺒﻮﻳﺒﻬﺎ ﻭﻧﺸﺮﻫﺎ ﰲ ﺍﻟﺼﺤﻒ ﻭﺍ‪‬ﻼﺕ ﺍﻟﱵ ﺗﺼﺪﺭﻫﺎ ﺍﻟﺸﺮﻛﺔ ‪ ،‬ﻛﻤﺎ ﺃﻥ ﻫﺬﻩ ﺍﻟﻘﺎﺋﻤﺔ ﲢﺘﻮﻱ ﻋﻠﻰ‬

‫‪٩‬‬
‫‪ -‬ﺍﻟﻐﺭﻓﺔ ﺍﻟﺘﺠﺎﺭﻴﺔ ﺍﻟﺼﻨﺎﻋﻴﺔ ‪ ،‬ﺍﻟﺭﻴﺎﺽ ‪ ،‬ﺩﺭﺍﺴﺔ ﻅﺎﻫﺭﺓ ﺘﺒﺎﻴﻥ ﺍﻷﺠﻭﺭ ﻓﻲ ﺸـﺭﻜﺎﺕ ﻭﻤﺅﺴﺴـﺎﺕ ﺍﻟﻘﻁـﺎﻉ‬
‫ﺍﻟﺨﺎﺹ ‪ ،‬ﺍﻟﺭﻴﺎﺽ ﺠﻤﺎﺩﻯ ﺍﻟﺜﺎﻨﻴﺔ ‪١٤٠٤‬ﻫـ ‪١٩٨٣‬ﻡ‪.‬‬
‫‪١٤‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﻛﻞ ﺍﻷﻧﻮﺍﻉ ﰲ ﺃﻗﺴﺎﻡ ﺍﻷﻧﺸﻄﺔ ﺍﻻﻗﺘﺼﺎﺩﻳﺔ ﺍﻟﺮﺋﻴﺴﺔ ﰲ ﺍﳌﻤﻠﻜﺔ ﻭﻛﺬﻟﻚ ﺃﻗﺴﺎﻡ ﺍﳌﻬﻦ ﺍﻟﺮﺋﻴﺴﺔ ﰲ‬
‫ﺍﳌﻤﻠﻜﺔ ‪ ،‬ﺣﻴﺚ ﺗﺸﻤﻞ ﻗﺎﺋﻤﺔ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ ﻋﻠﻰ ﺷﺮﻛﺎﺕ ﰲ ﳎﺎﻻﺕ ﺍﻟﺰﺭﺍﻋﺔ ‪ ،‬ﻭﺍﻟﻨﻔﻂ ‪،‬‬
‫ﻭﺍﻟﺼﻨﺎﻋﺔ ‪ ،‬ﻭﺍﻟﻜﻬﺮﺑﺎﺀ ‪ ،‬ﻭﺍﳌﻘﺎﻭﻻﺕ ‪ ،‬ﻭﺍﻟﺘﺠﺎﺭﺓ ‪ ،‬ﻭﺍﻟﻨﻘﻞ ‪ ،‬ﻭﺍﻟﺒﻨﻮﻙ ‪ ،‬ﻭﺍﻟﺘﺄﻣﲔ ﻭﺍﳋﺪﻣﺎﺕ ﺍﳌﺎﻟﻴﺔ‬
‫‪ ،‬ﻭﺍﳋﺪﻣﺎﺕ ﺍﳋﺎﺻﺔ ﺑﺎﻻﺳﺘﲑﺍﺩ ﻭﺍﻟﺘﻮﺯﻳﻊ ﻭﺍﻹﻋﻼﻥ ﻭﺍﻟﺼﺤﺎﻓﺔ ‪ ،‬ﻛﻤﺎ ﻫﻮ ﻣﻮﺿﺢ ﲢﺖ ﺑﻨﺪ ﻧﺸﺎﻁ‬
‫ﺍﻟﺸﺮﻛﺔ ﰲ ﺍﻟﻘﺎﺋﻤﺔ‪ .‬ﺃﻣﺎ ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﻷﺧﺮﻯ ﰲ ﺍﻟﻘﺎﺋﻤﺔ ﲜﺎﻧﺐ ﻧﺸﺎﻁ ﺍﻟﺸﺮﻛﺔ ﻓﺘﺸﻤﻞ ﺣﺠﻢ‬
‫ﺍﳌﺒﻴﻌﺎﺕ ‪ ،‬ﻭﺣﺠﻢ ﺍﻷﺻﻮﻝ ‪ ،‬ﻭﺣﺠﻢ ﺭﺃﺱ ﺍﳌﺎﻝ ‪ ،‬ﻭﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ ‪ ،‬ﻭﺳﻨﺔ ﺍﻟﺘﺄﺳﻴﺲ ‪ ،‬ﻭﻣﻮﻗﻊ‬
‫ﺍﻟﺸﺮﻛﺔ ‪ ،‬ﻭﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﻥ ‪.‬‬
‫ﻭﰎ ﺍﳊﺼـﻮﻝ ﻋﻠﻰ ﻣﻌﻠﻮﻣﺎﺕ ﺇﺿﺎﻓﻴﺔ ﻣﻦ ﺧﻼﻝ ﺍﺳﺘﺒﻴﺎﻥ ﺃﻋﺪﻩ ﺍﻟﺒﺎﺣﺚ ﻭﰎ ﺗﻮﺯﻳﻌﻪ ﻋﻠﻰ‬
‫ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﻫﺬﻩ ﺍﻟﺸﺮﻛﺎﺕ ﻣﻊ ﻣﺮﺍﻋﺎﺓ ﺍﻟﺘﻮﺯﻳﻊ ﺍﳉﻐﺮﺍﰲ ﻟﻠﻤﻨﺎﻃﻖ ﻭﺗﻘﺴﻴﻤﺎﺕ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ‪.‬‬
‫ﻭﻗﺪ ﰎ ﺍﳊﺼﻮﻝ ﻋﻠﻰ ﺇﺟﺎﺑﺎﺕ ﻣﻦ ﺃﺻﺤﺎﺏ ﺍﻷﻋﻤﺎﻝ ﺍﻟﺘﺎﻟﻴﺔ‪:‬‬
‫‪ .١‬ﺃﺻﺤﺎﺏ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ) ﻣﻬﻨﺪﺱ ﻣﺪﱐ ‪ ،‬ﻣﻬﻨﺪﺱ ﻛﻴﻤﻴﺎﺋﻲ ‪ ،‬ﻓﲏ ﻛﻬﺮﺑﺎﺀ (‬
‫‪ .٢‬ﺍﳌﺪﻳﺮﻭﻥ ﺍﻟﻌﺎﻣﻠﻮﻥ ﰲ ﺍﻹﺩﺍﺭﺓ )ﻣﺪﻳﺮ ﻋﺎﻡ ‪ ،‬ﻣﺪﻳﺮ ﻓﺮﻉ ‪ ،‬ﺭﺋﻴﺲ ﻗﺴﻢ ‪ ،‬ﻣﺪﻳﺮ ﺷﺆﻭﻥ ﻣﺎﻟﻴﺔ ‪،‬‬
‫ﻣﺪﻳﺮ ﺷﺆﻭﻥ ﻣﻮﻇﻔﲔ(‪.‬‬
‫‪ .٣‬ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ )ﳏﺎﺳﺐ ‪ ،‬ﻧﺎﺳﺦ ‪ ،‬ﺃﻣﲔ ﺻﻨﺪﻭﻕ ‪ ،‬ﺳﻜﺮﺗﲑ(‪.‬‬
‫‪ .٤‬ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﳋﺪﻣﺎﺕ )ﻣﻌﻘﺐ(‪.‬‬
‫‪ .٥‬ﺍﻟﻌﻤﺎﻝ ﺍﻟﻌﺎﺩﻳﻮﻥ )ﺳﺎﺋﻖ ‪ ،‬ﺣﺎﺭﺱ(‪.‬‬
‫ﻭﱂ ﺗﺮﺩ ﻣﻌﻠﻮﻣﺎﺕ ﻋﻦ ﺍﳌﺸﺘﻐﻠﲔ ﺑﺎﻟﺰﺭﺍﻋﺔ ﻭﺗﺮﺑﻴﺔ ﺍﳊﻴﻮﺍﻥ ﻭﺻﻴﺪ ﺍﻟﺒﺤﺮ ﻭﺍﻟﱪ ﻭ ﺍﻟﻘﺎﺋﻤﲔ‬
‫ﺑﺄﻋﻤﺎﻝ ﺍﻟﺒﻴﻊ ﻭﺍﻟﺸﺮﺍﺀ‪.‬‬

‫ﺍﻷﺳﺒﺎﺏ ﺍﻟﺸﺨﺼﻴﺔ‬
‫ﺗﻀﻤﻦ ﺍﻻﺳﺘﺒﻴﺎﻥ ﺍﻟﺬﻱ ﺃﻋﺪﻩ ﺍﻟﺒﺎﺣﺚ ﲨﻊ ﺑﻌﺾ ﺍﳌﻌﻠﻮﻣﺎﺕ ﺍﻟﱵ ﻗﺪ ﺗﺆﺛﺮ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﰲ‬
‫ﺻﻮﺭﺓ ﺃﺳﺌﻠﺔ ﺑـ )ﻧﻌﻢ( ﺃﻭ )ﻻ( ﰒ ﻭﺿﻌﻬﺎ ﰲ ﺻﻮﺭﺓ ﻣﺘﻐﲑﺍﺕ‪:‬‬
‫· ﻫﻞ ﻫﻨﺎﻙ ﻋﻼﻗﺔ ﺷﺨﺼﻴﺔ ﺑﲔ ﺍﻟﻌﺎﻣﻞ ﻭﺻﺎﺣﺐ ﺍﻟﻘﺮﺍﺭ ﰲ ﺍﻟﺘﻮﻇﻴﻒ ﻭﺍﻟﺘﺮﻗﻴﺔ؟‬
‫· ﻫﻞ ﻳﺸﻌﺮ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﺑﺎﻟﺜﻘﺔ ﰲ ﺍﻻﺳﺘﻤﺮﺍﺭﻳﺔ ﰲ ﺍﻟﻌﻤﻞ ﰲ ﺍﻟﺸﺮﻛﺔ؟ ﻭﺇﻣﻜﺎﻧﻴﺔ ﺍﻟﺘﻘﺪﻡ‬
‫ﻭﺍﻟﺘﺮﻗﻲ )ﻫﻞ ﺗﺘﻮﻗﻊ ﺍﻻﺳﺘﻤﺮﺍﺭ ﰲ ﻋﻤﻠﻚ ﺍﳊﺎﱄ ﺣﱴ ﺳﻦ ﺍﻟﺘﻘﺎﻋﺪ؟(‪.‬‬
‫‪١٥‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻫﻞ ﻳﻌﺘﻘﺪ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﺑﺄﻧﻪ ﺳﻴﺠﺪ ﺑﺴﻬﻮﻟﺔ ﻭﻇﻴﻔﺔ ﺃﺧﺮﻯ ﺑﻨﻔﺲ ﺍﳌﺰﺍﻳﺎ؟ ﻋﻠﻰ ﺍﻷﻗﻞ ﰲ‬ ‫·‬
‫ﻣﻜﺎﻥ ﺁﺧﺮ ﰲ ﺣﺎﻟﺔ ﺗﺮﻛﻪ ﺍﻟﻌﻤﻞ ﺍﳊﺎﱄ؟‬
‫ﻫﻞ ﻳﺜﻖ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﰲ ﺍﻹﺩﺍﺭﺓ ﻭﺍﻹﺷﺮﺍﻑ ﻭﺍﻟﺮﻗﺎﺑﺔ ﰲ ﺍﻟﺸﺮﻛﺔ؟‬ ‫·‬
‫ﻫﻞ ﺗﺘﻨﺎﺳﺐ ﺍﻟﻮﻇﻴﻔﺔ ﺃﻭ ﺍﻟﻌﻤﻞ ﺍﳊﺎﱄ ﻣﻊ ﻣﺆﻫﻼﺗﻚ ﺍﻟﺪﺭﺍﺳﻴﺔ؟‬ ‫·‬
‫ﻫﻞ ﻳﺆﺛﺮ ﻭﺟﻮﺩ ﻣﻬﺎﺭﺍﺕ ﺇﺿﺎﻓﻴﺔ ﻟﺪﻳﻚ )ﻟﻐﺔ ‪،‬ﻣﻌﺮﻓﺔ ﺑﺎﳊﺎﺳﺐ ﺍﻵﱄ ‪ ، . . . ،‬ﻭﻏﲑ ﺫﻟﻚ(‬ ‫·‬
‫ﰲ ﻣﻘﺪﺍﺭ ﺍﻟﺮﺍﺗﺐ ﺍﻟﺬﻱ ﺗﺘﻘﺎﺿﺎﻩ ﺣﺎﻟﻴﺎﹰ؟ )ﻭﺑﺸﻜﻞ ﻭﺍﺿﺢ ﻭﺃﻛﻴﺪ(‪.‬‬
‫ﻫﻞ ﺗﺮﺍﻋﻲ ﺍﻟﺸﺮﻛﺔ ﺳﻼﻣﺔ ﻭﺻﺤﺔ ﺍﻟﻌﻤﻞ ﺑﺸﻜﻞ ﺇﳚﺎﰊ ﻭﺍﺿﺢ؟‬ ‫·‬
‫ﻫﻞ ﺗﻮﺟﺪ ﻣﺰﺍﻳﺎ ﺇﺿﺎﻓﻴﺔ ﰲ ﺍﻟﺸﺮﻛﺔ؟ )ﺇﺟﺎﺯﺍﺕ ﻣﺪﻓﻮﻋﺔ ‪ ،‬ﺃﻭ ﺳﻜﻦ ‪ ،‬ﺃﻭ ﻭﺟﺒﺎﺕ ﻏﺬﺍﺋﻴﺔ(؟‬ ‫·‬
‫ﻣﺎ ﻫﻮ ﻣﻘﺪﺍﺭ ﺍﻟﺒﺪﻻﺕ ﻭﺍﳌﻜﺎﻓﺂﺕ ﺍﻷﺧﺮﻯ ﻏﲑ ﺍﻟﺮﺍﺗﺐ ﺃﻭ ﺍﻷﺟﺮ؟‬ ‫·‬
‫ﻫﻞ ﺗﻮﺟﺪ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ ﰲ ﺍﻟﺸﺮﻛﺔ ﺍﻟﱵ ﺗﻌﻤﻞ ﻓﻴﻬﺎ؟‬ ‫·‬

‫ﻫﺪﻑ ﺍﻟﻨﻤﻮﺫﺝ‬
‫ﻳﻬﺪﻑ ﺍﻟﻨﻤﻮﺫﺝ ﺇﱃ ﺍﻟﺘﻌﺮﻑ ﻋﻠﻰ ﺃﻫﻢ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﺗﺆﺛﺮ ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻟﻠﻌﺎﻣﻠﲔ‬
‫ﻭﺍﳌﻮﻇﻔﲔ ﰲ ﺑﻌﺾ ﺷﺮﻛﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺍﻟﺴﻌﻮﺩﻱ ﻭﺇﱃ ﻣﺪﻯ ﺇﺳﻬﺎﻡ ﺍﳌﺘﻐﲑﺍﺕ ﺍﳋﺎﺻﺔ‬
‫ﺑﻄﺒﻴﻌﺔ ﺍﻟﻌﻤﻞ ﻭﻣﻮﻗﻊ ﺍﻟﺸﺮﻛﺎﺕ ﻭﻛﺬﻟﻚ ﺍﳌﺘﻐﲑﺍﺕ ﺍﳋﺎﺻﺔ ﺑﺎﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﻮﻇﻔﲔ ﰲ ﻫﺬﻩ‬
‫ﺍﻟﺸﺮﻛﺎﺕ ﰲ ﻣﺴﺘﻮﻯ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﺍﻟﱵ ﳛﺼﻠﻮﻥ ﻋﻠﻴﻬﺎ‪.‬‬

‫ﺇﺟﺮﺍﺀﺍﺕ ﺗﻄﺒﻴﻖ ﺍﻟﻨﻤﻮﺫﺝ‬

‫ﻟﺘﺤﻘﻴﻖ ﺃﻫﺪﺍﻑ ﺍﻟﺪﺭﺍﺳﺔ ﰎ ﺍﻻﺳﺘﻌﺎﻧﺔ ﺑﻘﺎﺋﻤﺔ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ ﺳﻌﻮﺩﻳﺔ ﻭﺍﻟﱵ ﺗﺘﻀﻤﻦ‬
‫ﻣﻌﻠﻮﻣﺎﺕ ﻋﻦ ﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ ‪ ،‬ﻭﺭﺃﺱ ﺍﳌﺎﻝ ‪ ،‬ﺍﻷﺻﻮﻝ ‪ ،‬ﻭﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ‪ ،‬ﻭﻧﻮﻉ ﻧﺸﺎﻁ ﺍﻟﺸﺮﻛﺔ‬
‫ﻭﺍﳌﻨﻄﻘﺔ ﺍﳉﻐﺮﺍﻓﻴﺔ ﻭﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ‪ ،‬ﻭﺧﱪﺓ ﺍﻟﺸﺮﻛﺔ ﰲ ﳎﺎﻝ ﻋﻤﻠﻬﺎ‪ .‬ﰒ ﰎ ﱠﺗﻮﺯﻳﻊ ﺍﺳﺘﻤﺎﺭﺓ‬
‫ﺍﺳﺘﺒﻴﺎﻧﻴﻪ ﻋﻠﻰ ﻫﺬﻩ ﺍﻟﺸﺮﻛﺎﺕ ﳌﻌﺮﻓﺔ ﳎﻤﻮﻋﺔ ﺃﺧﺮﻯ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻹﺿﺎﻓﻴﺔ ﻭﻫﻲ‪ :‬ﺭﻭﺍﺗﺐ ﻭﺃﺟﻮﺭ‬
‫ﺍﳌﻮﻇﻔﲔ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﺰﺍﻳﺎ ﺍﻟﻨﻘﺪﻳﺔ ﻭﻏﲑ ﺍﻟﻨﻘﺪﻳﺔ ‪ ،‬ﻭﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ ﻭﺍﻟﻌﻤﺮ ‪ ،‬ﻭﺍﳋﱪﺓ ﻭﻣﺴﺘﻮﻯ‬
‫ﺍﻟﻮﻇﻴﻔﺔ ﺃﻭ ﺍﳌﻬﻨﺔ ‪ ،‬ﻭﻭﺟﻮﺩ ﺍﺭﺗﺒﺎﻁ ﺑﺎﻟﺸﺮﻛﺎﺕ ﺍﻷﺟﻨﺒﻴﺔ ﰲ ﺍﻹﺩﺍﺭﺓ ﺃﻭ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ ﰲ‬

‫‪١٦‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫ﺍﻟﺸﺮﻛﺎﺕ ‪ ،‬ﻭﻣﺮﺍﻋﺎﺓ ﺳﻼﻣﺔ ﻭﺻﺤﺔ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﺍﻟﺜﻘﺔ ﰲ ﺍﻻﺳﺘﻤﺮﺍﺭ ﰲ ﺍﻟﻌﻤﻞ‪،‬‬
‫ﻭﺗﻨﺎﺳﺐ ﺍﻟﻮﻇﻴﻔﺔ ﻣﻊ ﺍﳌﺆﻫﻞ‪.‬‬
‫ﻭﻗﺪ ﰎ ﺍﳊﺼﻮﻝ ﻋﻠﻰ ﺇﺟﺎﺑﺎﺕ ﻣﻦ ﺃﻛﺜﺮ ﻣﻦ ‪ ٢٥٠‬ﻣﻮﻇﻒ ﻭﻋﺎﻣﻞ ﺇﻻ ﺃﻥ ﻋﺪﻡ ﺍﺗﺴﺎﻕ‬
‫ﺍﳌﻌﻠﻮﻣﺎﺕ ﺃﻭ ﻛﻔﺎﻳﺘﻬﺎ ﺃﺩﻯ ﺇﱃ ﺍﺳﺘﺒﻌﺎﺩ ﻋﺪﺩ ﻣﻦ ﺍﻻﺳﺘﺒﻴﺎﻧﺎﺕ ‪ ،‬ﻭﺍﺳﺘﺨﺪﺍﻡ ‪ ٢٠٥‬ﺍﺳﺘﺒﺎﻧﻪ ﻛﻌﻴﻨﺔ‬
‫ﻟﻠﺪﺭﺍﺳﺔ ﻭﺳﻨﻌﺮﺽ ﻫﺬﻩ ﺍﳌﺘﻐﲑﺍﺕ ﰲ ﻣﻌﻮﻗﺎﺕ ﺍﻟﻨﻤﻮﺫﺝ‪ .‬ﻭﻳﺴﺘﻌﺮﺽ ﺍﳉﺪﻭﻝ )‪ (١‬ﺗﻠﺨﻴﺼﺎﹰ ﻷﻫﻢ‬
‫ﻣﺘﻐﲑﺍﺕ ﺍﻟﻨﻤﻮﺫﺝ‪.‬‬
‫ﺑﻌﺪ ﺫﻟﻚ ﰎ ﺍﺳﺘﺨﺪﺍﻡ ﺃﺳﻠﻮﺏ ﺍﻻﳓﺪﺍﺭ ﺍﳌﺘﻌﺪﺩ ﺍﳌﺮﺣﻠﻲ ‪ Stepwise Regression‬ﻟﺘﺤﻠﻴﻞ‬
‫ﺍﻟﺒﻴﺎﻧﺎﺕ ﻭﺍﻟﺘﻌﺮﻑ ﻋﻠﻰ ﻣﺪﻯ ﺇﺳﻬﺎﻡ ﻣﺘﻐﲑﺍﺕ ﺍﻟﺒﺤﺚ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻣﻦ ﺧﻼﻝ‬
‫ﲢﻠﻴﻞ ﺍﻟﻌﻼﻗﺔ ﺑﲔ ﺍﳌﺘﻐﲑ ﺍﻟﺘﺎﺑﻊ ) ﻟﻮﻏﺎﺭﻳﺘﻢ ﺍﻟﺮﻭﺍﺗﺐ ﻭﺍﻷﺟﻮﺭ ( ﻭﻋﺪﺓ ﻣﺘﻐﲑﺍﺕ ﻣﺴﺘﻘﻠﺔ ‪ ،‬ﻭﺇﳚﺎﺩ‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﺫﺍﺕ ﺍﻷﳘﻴﺔ ﰲ ﺷﺮﺡ ﻫﺬﺍ ﺍﻟﺘﺒﺎﻳﻦ‪ .‬ﻭﻟﺘﺮﻛﻴﺰ ﺍﻟﻀﻮﺀ ﻋﻠﻰ ﺍﻟﻌﻮﺍﻣﻞ ﺍﳌﺆﺛﺮﺓ ﰲ ﺗﺒﺎﻳﻦ‬
‫ﺍﻷﺟﻮﺭ ﰲ ﻛﻞ ﻗﻄﺎﻉ ﻋﻠﻰ ﺣﺪﺓ ‪ ،‬ﰎﱠ ﺇﺟﺮﺍﺀ ﲢﻠﻴﻞ ﺍﻻﳓﺪﺍﺭ ﺍﳌﺘﻌﺪﺩ ﺍﳌﺮﺣﻠﻲ ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ‬
‫ﻭﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻻﻗﺘﺼﺎﺩﻳﺔ ﺑﺸﻜﻞ ﻋﺎﻡ ﻳﻠﻴﻪ ﲢﻠﻴﻞ ﺧﺎﺹ ﺑﻜﻞ ﻗﻄﺎﻉ ﻣﻬﲏ )ﺃﻋﻤﺎﻝ ﻓﻨﻴﺔ ﻭﻋﻠﻤﻴﺔ ‪،‬‬
‫ﺃﻋﻤﺎﻝ ﺇﺩﺍﺭﻳﺔ ‪ ،‬ﺃﻋﻤﺎﻝ ﻛﺘﺎﺑﻴﺔ ‪ ،‬ﺃﻋﻤﺎﻝ ﺧﺪﻣﻴﺔ ‪ ،‬ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ( ﰒ ﻟﻠﻘﻄﺎﻋﺎﺕ‬
‫ﺍﻹﻧﺘﺎﺟﻴﺔ ﰒ ﻟﻠﻘﻄﺎﻋﺎﺕ ﺍﳋﺪﻣﻴﺔ )ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ ﻭﺍﳋﺪﻣﺎﺕ ﺍﻻﺟﺘﻤﺎﻋﻴﺔ ﻭﺍﻟﺸﺮﻛﺎﺕ ﺍﳊﻜﻮﻣﻴﺔ(‪.‬‬

‫ﻣﻼﺣﻈﺎﺕ ﺣﻮﻝ ﺑﻴﺎﻧﺎﺕ ﺍﻟﻨﻤﻮﺫﺝ‬

‫ﺑﺎﻟﻨﺴﺒﺔ ﻟﻸﺟﻮﺭ ﺣﺎﻭﻝ ﺍﻟﺒﺎﺣﺚ ﻣﻦ ﺧﻼﻝ ﺍﻻﺳﺘﺒﻴﺎﻥ ﻣﻌﺮﻓﺔ ﺻﺎﰲ ﺍﻷﺟﻮﺭ ﺍﻟﺸﻬﺮﻳﺔ ﺑﺎﻹﺿﺎﻓﺔ‬
‫ﺇﱃ ﺍﳌﺰﺍﻳﺎ ﺍﻟﻨﻘﺪﻳﺔ ﺍﻷﺧﺮﻯ ﻛﺎﻟﺒﺪﻻﺕ ﻭﳓﻮﻫﺎ ‪ ،‬ﺇﻻ ﺃﻥ ﺭﺩﻭﺩ ﺍﻟﻌﻴﻨﺔ ﱂ ﺗﻜﻦ ﻣﺘﻨﺎﺳﻘﺔ ﻭﺃﺟﺎﺏ‬
‫ﻣﻌﻈﻤﻬﻢ ﺑﺈﲨﺎﱄ ﺍﻷﺟﻮﺭ ﺃﻭ ﺍﻟﺮﻭﺍﺗﺐ ﺍﻟﺸﻬﺮﻳﺔ ﳑﺎ ﺩﻓﻊ ﺍﻟﺒﺎﺣﺚ ﺇﱃ ﺍﺳﺘﺨﺪﺍﻡ ﺇﲨﺎﱄ ﺍﻷﺟﻮﺭ‬
‫ﺍﻟﺸﻬﺮﻳﺔ ﻛﻤﺘﻐﲑ ﺗﺎﺑﻊ ﰲ ﺍﻟﺪﺭﺍﺳﺔ‪.‬‬
‫ﺑﺎﻟﻨﺴﺒﺔ ﳋﱪﺓ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ )ﻭﻫﻲ ﻋﺪﺩ ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﻗﻀﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﰲ‬
‫ﺍﻟﻌﻤﻞ ﺑﺸﻜﻞ ﻋﺎﻡ ﻭﻟﻴﺴﺖ ﻣﻘﺼﻮﺭﺓ ﻋﻠﻰ ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﻗﻀﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇـﻒ ﰲ ﺍﻟﺸﺮﻛﺔ‬
‫ﺍﻟﱵ ﻳﻌﻤﻞ ﻓﻴﻬﺎ ﺣﺎﻟﻴﺎﹰ( ﺍﺿﻄﺮ ﺍﻟﺒﺎﺣﺚ ﻻﺳﺘﺨﺪﺍﻡ ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﻗﻀﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﰲ ﺍﻟﺸﺮﻛﺔ ‪ ،‬ﻟﻌﺪﻡ‬
‫ﺗﻮﻓﺮ ﺑﻴﺎﻧﺎﺕ ﻛﺎﻓﻴﺔ ﻭﻣﺘﺴﻘﺔ ﰲ ﺍﻟﺮﺩﻭﺩ ﻋﻠﻰ ﺍﻻﺳﺘﺒﻴﺎﻥ‪.‬‬

‫‪١٧‬‬
 ‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﺟﺪﻭﻝ )‪(١‬‬
‫ﻣﺘﻐﲑﺍﺕ ﳕﻮﺫﺝ ﺍﻟﺪﺭﺍﺳﺔ‬
‫ﺍﻟﺮﻣﺰ ﰲ‬
‫‪Formatted Table‬‬ ‫ﺍﻟﻮﺻـﻒ‬ ‫ﺍﳌﺘﻐﲑ‬
‫ﺍﻟﻨﻤﻮﺫﺝ‬
‫‪W‬‬ ‫ﺇﲨﺎﱄ ﺍﻷﺟﺮ ﺍﻟﺸﻬﺮﻱ ﻟﻠﻤﻮﻇﻒ ﺃﻭ ﺍﻟﻌﺎﻣﻞ‬ ‫ﺍﻷﺟﻮﺭ‬
‫‪A‬‬ ‫ﺳﻦ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ‬ ‫ﺍﻟﻌﻤﺮ‬
‫‪X‬‬ ‫ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﻗﻀﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﰲ ﺍﻟﻌﻤﻞ‬ ‫ﺍﳋﱪﺓ‬
‫‪E‬‬ ‫ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﻗﻀﺎﻫﺎ ﺍﻟﻌﺎﻣﻞ ﰲ ﺍﻟﺪﺭﺍﺳﺔ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬

‫‪C‬‬ ‫ﻭﻫﻲ ﺍﻟﺴﻨﻮﺍﺕ ﺍﻟﱵ ﺑﲔ ﺳﻨﺔ ﺗﺄﺳﻴﺲ ﺍﻟﺸﺮﻛﺔ ﻭﻋﺎﻡ ‪١٩٩٩‬ﻡ‬ ‫ﺧﱪﺓ ﺍﻟﺸﺮﻛﺔ‬

‫‪L‬‬ ‫ﻋﺪﺩ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﻮﻇﻔﲔ ﰲ ﺍﻟﺸﺮﻛﺔ ﻋﺎﻡ ‪١٩٩٩‬ﻡ‬ ‫ﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ‬

‫‪K‬‬ ‫ﺇﲨﺎﱄ ﺭﺃﺱ ﻣﺎﻝ ﺍﻟﺸﺮﻛﺔ ‪١٩٩٩‬ﻡ‬ ‫ﺭﺃﺱ ﺍﳌﺎﻝ‬
‫‪T‬‬ ‫ﺇﲨﺎﱄ ﺣﺠﻢ ﺍﻷﺻﻮﻝ ﻋﺎﻡ ‪١٩٩٩‬ﻡ‬ ‫ﺍﻷﺻﻮﻝ‬
‫‪S‬‬ ‫ﺇﲨﺎﱄ ﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ﻋﺎﻡ ‪١٩٩٩‬ﻡ‬ ‫ﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ‬
‫ﻧﻮﻉ ﻧﺸﺎﻁ ﺍﻟﺸﺮﻛﺔ‪ :‬ﺍ‪‬ﺎﻝ ﺃﻭ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺬﻱ ﺗﺘﺒﻌﻪ ﺍﻟﺸﺮﻛﺔ‬
‫‪V1‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺰﺭﺍﻋﺔ ﻭﺍﻟﻐﺎﺑﺎﺕ ﻭﺍﻟﺼﻴﺪ‬

‫‪V2‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﻨﺎﺟﻢ ﻭﺍﺳﺘﺨﺮﺍﺝ ﺍﻟﻨﻔﻂ‬

‫‪V3‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‬
‫‪V4‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ‬
‫‪V5‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺘﺸﻴﻴﺪ ﻭﺍﻟﺒﻨﺎﺀ‬
‫‪V6‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﲡﺎﺭﺓ ﺍﳉﻤﻠﺔ ﻭﺍﻟﺘﺠﺰﺋﺔ‬
‫‪V7‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﻨﻘﻞ ﻭﺍﻟﺘﺨﺰﻳﻦ ﻭﺍﳌﻮﺍﺻﻼﺕ‬
‫‪V8‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ‬

‫‪V9‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳋﺪﻣﺎﺕ ﺍﳉﻤﺎﻋﻴﺔ ﻭﺍﻻﺟﺘﻤﺎﻋﻴﺔ‬

‫‪V10‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺣﻜﻮﻣﻴﺔ‬

‫ﻣﺴﺘﻮﻯ ﺍﻟﻮﻇﻴﻔﺔ ﺃﻭ ﺍﳌﻬﻨﺔ‪ :‬ﳎﺎﻝ ﺍﻟﻌﻤﻞ ﺃﻭ ﻣﺴﻤﻰ ﺍﻟﻮﻇﻴﻔﺔ ﺍﻟﱵ ﻳﻌﻤﻞ ‪‬ﺎ ﺍﳌﻮﻇﻒ ﺃﻭ ﺍﻟﻌﺎﻣﻞ‬
‫‪P1‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺃﺻﺤﺎﺏ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭ ﺍﻟﻌﻠﻤﻴﺔ‬
‫‪P2‬‬ ‫=‪ ١‬ﺭﺅﺳﺎﺀ ﻣﻨﺎﺻﺐ ﳎﺎﻟﺲ ﺍﻹﺩﺍﺭﺓ ﻭﺍﳌﺪ ﻳﺮﻳﻦ =‪ ٠‬ﻏﲑ ﺫﻟﻚ‬
‫‪P3‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‬

‫‪١٨‬‬
 ‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫‪Formatted Table‬‬ ‫‪P4‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﻘﺎﺋﻤﻮﻥ ﺑﺄﻋﻤﺎﻝ ﺍﻟﺒﻴﻊ ﻭﺍﻟﺸﺮﺍﺀ‬
‫‪P5‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﳋﺪﻣﺎﺕ‬

‫‪P6‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﻟﺰﺭﺍﻋﺔ ﻭﺻﻴﺪ ﺍﻟﱪ ﻭﺍﻟﺒﺤﺮ‬

‫‪P7‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﻋﻤﺎﻝ ﺍﻟﺘﺸﻐﻴﻞ‬

‫ﺍﳌﻨﻄﻘﺔ ﺍﳉﻐﺮﺍﻓﻴﺔ ‪ :‬ﺍﳌﻮﻗﻊ ﺍﻟﺬﻱ ﻳﻘﻊ ﻓﻴﻪ ﺍﳌﺮﻛﺰ ﺍﻟﺮﺋﻴﺴﻲ ﻟﻠﺸﺮﻛﺔ‬
‫‪G1‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ‬

‫‪G2‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ‬

‫‪G3‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﻨﻄﻘﺔ ﺍﻟﺸﺮﻗﻴﺔ‬

‫‪G4‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳌﻨﻄﻘﺔ ﺍﻟﺸﻤﺎﻟﻴﺔ‬
‫‪G5‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫= ‪ ١‬ﺍﳌﻨﻄﻘﺔ ﺍﳉﻨﻮﺑﻴﺔ‬

‫ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ‪ :‬ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﻟﻠﺸﺮﻛﺔ‬

‫‪B1‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫= ‪ ١‬ﺍﻟﺸﺮﻛﺎﺕ ﺍﳌﺴﺎﳘﺔ‬

‫‪B2‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫= ‪ ١‬ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺘﻀﺎﻣﻨﻴﺔ‬

‫‪B3‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺸﺮﻛﺎﺕ ﺫﺍﺕ ﺍﳌﺴﺌﻮﻟﻴﺔ ﺍﶈﺪﻭﺩﺓ‬
‫‪B4‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺷﺮﻛﺎﺕ ﺍﻟﺘﻮﺻﻴﺔ ﺍﻟﺒﺴﻴﻄﺔ‬
‫‪B5‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻘﺎﺑﻀﺔ‬
‫‪B6‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﳊﻜﻮﻣﻴﺔ‬
‫‪B7‬‬ ‫= ‪ ٠‬ﻏﲑ ﺫﻟﻚ‬ ‫=‪ ١‬ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻔﺮﺩﻳﺔ‬
‫ﻭﺟﻮﺩ ﺍﺭﺗﺒﺎﻁ ﺑﺎﻟﺸﺮﻛﺎﺕ ﺍﻷﺟﻨﺒﻴﺔ ﰲ ﺍﻹﺩﺍﺭﺓ ﺃﻭ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ‬
‫‪Q‬‬ ‫=‪٠‬ﻻ‬ ‫= ‪ ١‬ﻧﻌﻢ‬ ‫ﻭﺟﻮﺩ ﻣﺸﺎﺭﻛﺔ‬
‫‪M‬‬ ‫=‪٠‬ﻻ‬ ‫= ‪ ١‬ﻧﻌﻢ‬ ‫ﻣﺮﺍﻋﺎﺓ ﺳﻼﻣﺔ ﻭﺻﺤﺔ ﻭﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬
‫‪F‬‬ ‫=‪٠‬ﻻ‬ ‫= ‪ ١‬ﻧﻌﻢ‬ ‫ﺍﻟﺜﻘﺔ ﰲ ﺍﻻﺳﺘﻤﺮﺍﺭ ﰲ ﺍﻟﻌﻤﻞ‬
‫‪N‬‬ ‫=‪٠‬ﻻ‬ ‫= ‪ ١‬ﻧﻌﻢ‬ ‫ﻭﺟﻮﺩ ﺑﺪﻻﺕ ﻭﻣﻜﺎﻓﺂﺕ ﺃﺧﺮﻯ‬
‫‪D‬‬ ‫=‪٠‬ﻻ‬ ‫= ‪ ١‬ﻧﻌﻢ‬ ‫ﺗﻨﺎﺳﺐ ﺍﻟﻮﻇﻴﻔﺔ ﻣﻊ ﺍﳌﺆﻫﻞ‬

‫‪١٩‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﱂ ﺗﻮﺟﺪ ﺃﻱ ﺷﺮﻛﺔ ﰲ ﺍﺳﺘﺨﺪﺍﻡ ﺍﳌﻨﺎﺟﻢ ﻭﺍﺳﺘﺨﺪﺍﻡ ﺍﻟﻨﻔﻂ ﰲ ﻗﺎﺋﻤﺔ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ‬
‫ﺳﻌﻮﺩﻳﺔ ‪ ،‬ﻭﺑﺎﻟﺘﺎﱄ ﰎ ﺇﺳﻘﺎﻁ ﺍﳌﺘﻐﲑ ‪.V2‬‬
‫ﱂ ﺗﺮﺩ ﺃﻱ ﺇﺟﺎﺑﺎﺕ ﻋﻠﻰ ﺍﻻﺳﺘﺒﻴﺎﻥ ﻣﻦ ﻣﻮﻇﻒ ﺃﻭ ﻋﺎﻣﻞ ﳝﻜﻦ ﺗﺼﻨﻴﻔﻪ ﺿﻤﻦ ﺍﻟﻘﺎﺋﻤﲔ‬
‫ﺑﺄﻋﻤﺎﻝ ﺍﻟﺒﻴﻊ ﻭﺍﻟﺸﺮﺍﺀ ‪ .‬ﺃﻭ ﺿﻤﻦ ﺍﳌﺸﺘﻐﻠﲔ ﺑﺎﻟﺰﺭﺍﻋﺔ ﻭﺻﻴﺪ ﺍﻟﱪ ﻭﺍﻟﺒﺤﺮ ﻭﳍﺬﺍ ﰎ ﺇﺳﻘﺎﻁ ‪.P6 ، P4‬‬
‫ﱂ ﲡﺐ ﺇﻻ ﻧﺴﺒﺔ ﻗﻠﻴﻠﺔ ﺟﺪﺍﹰ ﻋﻠﻰ ﺍﻷﺳﺌﻠﺔ ﺍﻟﱵ ﺗﻮﺿﺢ ﻧﻈﺮﺓ ﺍﻟﻌﺎﻣﻠﲔ ﺇﱃ ﺍﻟﻌﻤﻞ ﻭﺇﱃ ﺃﺻﺤﺎﺏ‬
‫ﺍﻟﻌﻤﻞ ‪ ،‬ﺃﻭ ﻭﺟﻮﺩ ﻋﻼﻗﺔ ﺷﺨﺼﻴﺔ ﺑﲔ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﻭﺻﺎﺣﺐ ﺍﻟﻘﺮﺍﺭ ﰲ ﺍﻟﺘﻮﻇﻴﻒ ﻭﺍﻟﺘﺮﻗﻴﺔ ‪،‬‬
‫ﻭﳍﺬﺍ ﰎ ﺍﺳﺘﺒﻌﺎﺩﻫﺎ‪.‬‬

‫ﻣﻌﻮﻗﺎﺕ ﺍﻟﻨﻤﻮﺫﺝ‬
‫ﻻ ﺷﻚ ﺃﻥ ﻫﻨﺎﻙ ﻋﺪﺩﺍﹰ ﻛﺒﲑﺍﹰ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﺗﺆﺛﺮ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻭﺍﻟﱵ‬
‫ﺗﺘﻄﻠﺐ ﺟﻬﺪﺍﹰ ﻛﺒﲑﺍﹰ ﰲ ﺍﳉﻤﻊ ﻭﺍﻟﺘﺤﻠﻴﻞ ﺇﺫﺍ ﲤﺖ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﻛﻠﻲ ‪ ،‬ﺃﻱ ﺩﻭﻥ ﺣﺼﺮﻫﺎ ﰲ‬
‫ﻣﻨﻄﻘﺔ ﺟﻐﺮﺍﻓﻴﺔ ﻭﺍﺣﺪﺓ ‪ ،‬ﺃﻭ ﻣﺴﺘﻮﻯ ﻭﻇﻴﻔﻲ ﳏﺪﺩ ﺃﻭ ﺻﻨﺎﻋﺔ ﳏﺪﺩﺓ ‪ ،‬ﺃﻭ ﻷﻱ ﻓﺌﺔ ﺃﺧﺮﻯ ﻗﺪ‬
‫ﳜﺘﺎﺭﻫﺎ ﺍﻟﺒﺎﺣﺚ ‪ .‬ﻭﻟﻜﻦ ﺍﻟﻨﻤﻮﺫﺝ ﰲ ﻫﺬﻩ ﺍﻟﺪﺭﺍﺳﺔ ﻳﺸﻤﻞ ﻋﺪﺓ ﺷﺮﻛﺎﺕ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ‬
‫)ﺗﺘﻀﻤﻦ ﺷﺮﻛﺔ ﺣﻜﻮﻣﻴﺔ ﻫﻲ ﺍﳋﻄﻮﻁ ﺍﳉﻮﻳﺔﺍﻟﺴﻌﻮﺩﻳﺔ( ﰲ ﳎﺎﻻﺕ ﺇﻧﺘﺎﺟﻴﺔ ﳐﺘﻠﻔﺔ ‪ ،‬ﻭﰲ ﻣﻨﺎﻃﻖ‬
‫ﺟﻐﺮﺍﻓﻴﺔ ﳐﺘﻠﻔﺔ‪ .‬ﻭﰲ ﻫﺬﻩ ﺍﳊﺎﻟﺔ ﻗﺪ ﻳﻜﻮﻥ ﻣﻦ ﺍﳌﻨﺎﺳﺐ ﺍﺳﺘﺨﺪﺍﻡ ﺑﻴﺎﻧﺎﺕ ﻣﻦ ﻋﺪﺓ ﺷﺮﻛﺎﺕ‬
‫ﻭﺑﺼﻔﺔ ﺧﺎﺻﺔ ﺗﻠﻚ ﺍﻟﱵ ﻻ ﺗﻌﺘﱪ ﺿﻤﻦ ﻗﺎﺋﻤﺔ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ‪ .‬ﻭﻛﺬﻟﻚ ﳝﻜﻦ ﺍﺳﺘﺨﺪﺍﻡ ﺑﻴﺎﻧﺎﺕ‬
‫ﻋﺪﺓ ﺷﺮﻛﺎﺕ ﰲ ﺍﻟﻘﻄﺎﻋﲔ ﺍﻟﻌﺎﻡ ﻭﺍﳋﺎﺹ ﳌﺴﺘﻮﻯ ﻭﻇﻴﻔﻲ ﻭﺍﺣﺪ ﺃﻭ ﻣﺴﺘﻮﻳﲔ ‪ ،‬ﻣﻊ ﺍﻋﺘﺒﺎﺭ ﺟﻨﺴﻴﺔ‬
‫ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﺃﻭ ﺍﻋﺘﺒﺎﺭ ﺍﳉﻨﺲ )ﺫﻛﺮ ﺃﻭ ﺃﻧﺜﻰ ( ﺿﻤﻦ ﺍﳌﺘﻐﲑﺍﺕ‪ .‬ﻭﻻﺷﻚ ﺃﻥ ﺇﺟﺮﺍﺀ ﺩﺭﺍﺳﺔ‬
‫ﺷﺎﻣﻠﺔ ﺑﺘﻠﻚ ﺍﻟﺼﻮﺭﺓ ﻳﺴﺘﻠﺰﻡ ﺇﻣﻜﺎﻧﺎﺕ ﺃﻛﱪ ﻟﺘﻮﺳﻴﻊ ﻧﻄﺎﻕ ﺍﻟﺪﺭﺍﺳﺔ‪.‬‬
‫ﻭﻗﺪ ﻳﻜﻮﻥ ﻣﻦ ﺍﳌﻘﺒﻮﻝ ﻫﻨﺎ ﻗﺼﺮ ﺍﻟﺪﺭﺍﺳﺔ ﻋﻠﻰ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺍﳌﻮﻇﻔﲔ ﺍﻟﺴﻌﻮﺩﻳﲔ ﰲ ﺷﺮﻛﺎﺕ‬
‫ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﻟﺘﺠﻨﺐ ﺍﻟﺘﻌﺪﺩ ﺍﻟﻜﺒﲑ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﻟﻸﺳﺒﺎﺏ ﺍﻟﱵ ﻭﺭﺩ ﺫﻛﺮﻫﺎ ﰲ ﺍﻟﺘﻔﺮﻗﺔ ﺑﲔ‬
‫ﺍﻟﻌﻤﻞ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﻟﻌﺎﻡ ﻭﺍﳋﺎﺹ ﻣﻦ ﺟﻬﺔ ﻭﺑﲔ ﺍﻟﻌﻤﺎﻟﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ ﻭﻏﲑ ﺍﻟﺴﻌﻮﺩﻳﺔ ﻣﻦ ﺟﻬﺔ‬
‫ﺃﺧﺮﻯ‪ .‬ﻭﻋﻠﻰ ﺍﻟﺮﻏﻢ ﻣﻦ ﺍﺳﺘﻬﺪﺍﻑ ﺍﻟﺒﺎﺣﺚ ﻟﺘﻘﺼﻲ ﺃﺛﺮ ﺃﻛﱪ ﻋﺪﺩ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺇﻻ ﺃﻥ ﺍﻻﻋﺘﻤﺎﺩ‬
‫ﰲ ﲨﻊ ﺑﻴﺎﻧﺎﺕ ﺍﻟﻌﻴﻨﺔ ﻋﻠﻰ ﺍﺳﺘﺒﻴﺎﻥ ﻣﻜﺘﱯ ﺑﺪﻻﹰ ﻣﻦ ﺍﳌﻘﺎﺑﻼﺕ ﺍﳌﻴﺪﺍﻧﻴﺔ ﺃﺩﻯ ﺇﱃ ﻏﻴﺎﺏ ﺑﻌﺾ‬

‫‪٢٠‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺍﳌﻌﻠﻮﻣﺎﺕ‪ .‬ﻭﻣﻦ ﺃﻫﻢ ﻫﺬﻩ ﺍﳌﻌﻠﻮﻣﺎﺕ ﺣﺠﻢ ﺍﳌﺰﺍﻳﺎ ﻭﺍﻟﺒﺪﻻﺕ ﻭﺍﳌﻜﺎﻓﺂﺕ ﺍﻟﻨﻘﺪﻳﺔ ﻏﲑ ﺍﻷﺟﺮ ﺃﻭ‬
‫ﺍﻟﺮﺍﺗﺐ ‪ ،‬ﺣﻴﺚ ﱂ ﺗﺘﻀﻤﻦ ﻏﺎﻟﺒﻴﺔ ﺍﺳﺘﻤﺎﺭﺍﺕ ﺍﻻﺳﺘﺒﻴﺎﻥ ﻋﻠﻰ ﺇﺟﺎﺑﺎﺕ ﳏﺪﺩﺓ ﺗﻔﺼﻞ ﺑﲔ ﺍﻟﺮﺍﺗﺐ ﺃﻭ‬
‫ﺍﻷﺟﺮ ﺍﻟﺸﻬﺮﻱ ﻭﺍﳌﺰﺍﻳﺎ ﺍﻷﺧﺮﻯ‪ .‬ﻭﻛﺬﻟﻚ ﻣﺴﻤﻴﺎﺕ ﺍﻟﻮﻇﺎﺋﻒ ﺍﻟﱵ ﻋﻤﻞ ﻓﻴﻬﺎ ﺃﻓﺮﺍﺩ ﺍﻟﻌﻴﻨﺔ ﻗﺒﻞ‬
‫ﺍﳊﺼﻮﻝ ﻋﻠﻰ ﺍﻟﻮﻇﺎﺋﻒ ﺍﳊﺎﻟﻴﺔ )ﺣﻴﺚ ﱂ ﺗﻈﻬﺮ ﺍﻟﺮﺩﻭﺩ ﰲ ﺍﻻﺳﺘﺒﻴﺎﻧﺎﺕ ﺍﻟﺘﻔﺮﻗﺔ ﺑﲔ ﺍﳋﱪﺓ ﰲ‬
‫ﺍﻟﻌﻤﻞ ﺑﺼﻔﺔ ﻋﺎﻣﺔ ﻭﺍﳋﱪﺓ ﺍﳌﻜﺘﺴﺒﺔ ﻣﻦ ﺍﻷﻋﻤﺎﻝ ﺍﻟﱵ ﻳﺸﻐﻠﻮ‪‬ﺎ ﺣﺎﻟﻴﺎ(ً ﻭﻛﺬﻟﻚ ﱂ ﻳﺘﻢ ﲨﻊ‬
‫ﻣﻌﻠﻮﻣﺎﺕ ﻋﻦ ﻋﺪﺩ ﺍﻟﻮﻇﺎﺋﻒ ﺍﳌﺘﺸﺎ‪‬ﺔ ﰲ ﺍﳌﺴﺘﻮﻯ ﺍﻹﺩﺍﺭﻱ ﺃﻭ ﺍﻟﻮﻇﻴﻔﻲ ﻟﻠﻌﻤﻞ ﺍﻟﺬﻱ ﻳﻘﻮﻡ ﺑﻪ‬
‫ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ‪ .‬ﻭﺃﺧﲑﺍﹰ ﱂ ﳚﺐ ﺇﻻ ﻋﺪﺩ ﻗﻠﻴﻞ ﺟﺪﺍﹰ ﻋﻦ ﺍﻟﺴﺆﺍﻝ ﺍﳋﺎﺹ ﺑﻮﺟﻮﺩ ﻋﻼﻗﺔ‬
‫ﺷﺨﺼﻴﺔ ﺑﲔ ﺍﳌﻮﻇﻒ ﺃﻭ ﺍﻟﻌﺎﻣﻞ ﻣﻊ ﺃﺣﺪ ﺃﺻﺤﺎﺏ ﺍﻟﻘﺮﺍﺭﺍﺕ ﺍﳌﺘﻌﻠﻘﺔ ﺑﺎﻟﺘﻮﻇﻴﻒ ﺃﻭ ﺍﻟﺘﺮﻗﻴﺔ ﰲ‬
‫ﺍﻟﺸﺮﻛﺔ‪.‬‬

‫ﻧﺘﺎﺋﺞ ﺍﻟﻨﻤﻮﺫﺝ‬
‫ﻋﻨﺪ ﺗﻔﺤﺺ ﻣﻌﺎﻣﻼﺕ ﺍﻻﺭﺗﺒﺎﻁ ﺑﲔ ﺍﳌﺘﻐﲑﺍﺕ )ﺟﺪﻭﻝ ‪ (٢‬ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﻋﻼﻗﺔ ﻗﻮﻳﺔ ﺑﲔ‬
‫ﺑﻌﺾ ﺍﳌﺘﻐﲑﺍﺕ ﻣﺜﻞ ﻋﺪﺩ ﺍﻟﻌﺎﻣﻠﲔ ﻭﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ‪ ،‬ﻭﺑﲔ ﺣﺠﻢ ﺍﻷﺻﻮﻝ ﻭﺭﺃﺱ ﺍﳌﺎﻝ ﻭﻛﺬﻟﻚ‬
‫ﺑﲔ ﺍﳌﺒﻴﻌﺎﺕ ﻭﺭﺃﺱ ﺍﳌﺎﻝ ﻭﺍﻷﺻﻮﻝ‪ .‬ﻭﻻﺷﻚ ﺃﻥ ﻭﺟﻮﺩ ﻋﻼﻗﺔ ﻗﻮﻳﺔ ﺑﲔ ﺍﳌﺘﻐﲑﺍﺕ ﺍﳌﺴﺘﻘﻠﺔ ﺗﺴﺘﻠﺰﻡ‬
‫ﺍﳊﺬﺭ ﻋﻨﺪ ﺇﺟﺮﺍﺀ ﺍﻟﺘﺤﻠﻴﻞ ﺍﻹﺣﺼﺎﺋﻲ ﻟﺘﻔﺎﺩﻱ ﻣﺸﻜﻠﺔ ﺍﻻﺭﺗﺒﺎﻁ ﺍﳌﺘﻌﺪﺩ ‪.Multicollinearity‬‬

‫‪٢١‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬

‫ﺟﺪﻭﻝ )‪(٢‬‬
‫ﻣﺼﻔﻮﻓﺔ ﺍﻻﺭﺗﺒﺎﻁ ﺑﲔ ﻣﺘﻐﲑﺍﺕ ﺍﻟﻨﻤﻮﺫﺝ‬

‫ﻋـﺪﺩ ﺍﻟﻌـﺎﻣﻠﲔ‬
‫ﺧـﱪﺓ ﺍﻟﺸـﺮﻛﺔ‬

‫ﺭﺃﺱ ﺍﳌـــﺎﻝ‬
‫ﺍﻟﻌﻤـــــﺮ‬

‫ﺍﳋـــــﱪﺓ‬

‫ﺍﻟﺘﻌﻠـــــﻴﻢ‬

‫ﺍﻟﺮﺍﺗﺐ ﺍﻟﺸـﻬﺮﻱ‬

‫ﺍﻷﺻــــﻮﻝ‬

‫ﺍﳌﺒﻴﻌــــﺎﺕ‬

‫ﺍﳌﺸﺎﺭﻛﺔ ﺍﻷﺟﻨﺒﻴﺔ‬
‫ﺍﻟﻌﻤﺮ‬ ‫‪1.00‬‬ ‫**‪.249** -.288‬‬ ‫‪-.064‬‬ ‫*‪.141‬‬ ‫**‪.197‬‬ ‫*‪.161‬‬ ‫*‪.144‬‬ ‫**‪.297‬‬ ‫‪-.007‬‬

‫ﺍﳋﱪﺓ‬ ‫‪1.00‬‬ ‫**‪-.044 .202‬‬ ‫**‪.261‬‬ ‫**‪.352‬‬ ‫‪.108‬‬ ‫*‪.142‬‬ ‫**‪.331‬‬ ‫‪-.001‬‬

‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫‪1.00‬‬ ‫**‪.573‬‬ ‫‪-.032‬‬ ‫‪-.022‬‬ ‫‪.019‬‬ ‫‪.006‬‬ ‫‪-.008‬‬ ‫‪.064‬‬

‫ﺍﻟﺮﺍﺗﺐ‬
‫‪1.00‬‬ ‫‪-.058‬‬ ‫‪-.076‬‬ ‫‪-.023‬‬ ‫‪-.009‬‬ ‫‪-.053‬‬ ‫‪.049‬‬
‫ﺍﻟﺸﻬﺮﻱ‬
‫ﺧﱪﺓ‬
‫‪1.00‬‬ ‫**‪.334‬‬ ‫‪-.040‬‬ ‫‪.106‬‬ ‫**‪.211‬‬ ‫**‪-.205‬‬
‫ﺍﻟﺸﺮﻛﺔ‬
‫ﻋﺪﺩ‬
‫‪1.00‬‬ ‫**‪.207‬‬ ‫**‪.476‬‬ ‫**‪.754‬‬ ‫‪-.012‬‬
‫ﺍﻟﻌﺎﻣﻠﲔ‬
‫ﺭﺃﺱ‬
‫‪1.00‬‬ ‫**‪.782‬‬ ‫**‪.633‬‬ ‫**‪.359‬‬
‫ﺍﳌـﺎﻝ‬
‫ﺍﻷﺻﻮﻝ‬ ‫‪1.00‬‬ ‫**‪.694‬‬ ‫**‪.419‬‬

‫ﺍﳌﺒﻴﻌﺎﺕ‬ ‫‪1.00‬‬ ‫**‪.328‬‬

‫‪* Correlation is significant at the 0.05 level.‬‬

‫‪** Correlation is significant at the 0.01 level .‬‬

‫‪٢٢‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﻛﺬﻟﻚ ﳒﺪ ﺃﻥ ﺍﻟﻌﻼﻗﺔ ﺑﲔ ﺍﻷﺟﻮﺭ ﻭﺑﲔ ﻛﻞ ﻣﻦ ﺍﳋﱪﺓ ﻭﺍﻟﺘﻌﻠﻴﻢ ﻫﻲ ﻋﻼﻗﺔ ﻃﺮﺩﻳﺔ ﻣﻌﻨﻮﻳﺔ‬
‫ﺃﻱ ﺃﻥ ﺍﻷﺟﻮﺭ ﺗﺰﻳﺪ ﺑﺰﻳﺎﺩﺓ ﺳﻨﻮﺍﺕ ﺍﳋﱪﺓ ﻭﺳﻨﻮﺍﺕ ﺍﻟﺘﻌﻠﻴﻢ‪ .‬ﺃﻣﺎ ﺍﻟﻌﻼﻗﺔ ﺍﻟﻌﻜﺴﻴﺔ ﺑﲔ ﺍﻟﺘﻌﻠﻴﻢ‬
‫ﻭﺍﻟﻌﻤﺮ ﻓﺘﺪﻝ ﻋﻠﻰ ﺃﻥ ﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ ﻟﺪﻯ ﺍﻷﺻﻐﺮ ﺳﻨﺎﹰ ﰲ ﺃﻓﺮﺍﺩ ﺍﻟﻌﻴﻨﺔ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﺍﻟﺸﺮﻛﺎﺕ‬
‫ﺍﻟﺴﻌﻮﺩﻳﺔ ﺃﻋﻠﻰ ﻣﻦ ﻣﺴﺘﻮﻯ ﺗﻌﻠﻴﻢ ﺍﻷﻛﱪ ﺳﻨﺎﹰ‪ .‬ﻭﳍﺬﺍ ﺍﻟﺴﺒﺐ ﺃﻳﻀﺎﹰ ﳒﺪ ﺃﻥ ﺍﻟﻌﻼﻗﺔ ﺑﲔ ﺍﻷﺟﻮﺭ‬
‫ﻭﺍﻟﻌﻤﺮ ﻋﻜﺴﻴﺔ‪ .‬ﻭﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻳﻀﺎﹰ ﺃﻥ ﺍﻟﺰﻳﺎﺩﺓ ﰲ ﺍﻷﺟﻮﺭ ﺗﺰﻳﺪ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻔﺌﺎﺕ ﺍﻷﻋﻤﺎﻝ‬
‫ﺍﻹﺩﺍﺭﻳﺔ ﻭﻭﻇﺎﺋﻒ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ﻣﻘﺎﺭﻧﺔ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‪.‬‬
‫ﻭﻳﻈﻬﺮ ﺟﺪﻭﻝ )‪ (٣‬ﻧﺘﺎﺋﺞ ﲢﻠﻴﻞ ﳕﻮﺫﺝ ﺍﻻﳓﺪﺍﺭ ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ‪،‬‬
‫ﺣﻴﺚ ﻳﺘﺒﲔ ﺃﻥ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﰎ ﻗﺒﻮﳍﺎ ﺇﺣﺼﺎﺋﻴﺎﹰ ﻟﺘﻔﺴﲑ ﺍﻟﺘﺒﺎﻳﻦ ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗﺒﺎﺕ ﺗﺘﻤﺜﻞ ﰲ‬
‫ﺍﻟﺘﻌﻠﻴﻢ )‪ (+‬ﻭﺍﳋﱪﺓ )‪ (+‬ﻭﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ )‪ (-‬ﻭﺍﺷﺘﻐﺎﻝ ﺍﻟﻌﺎﻣﻞ ﺑﺄﻋﻤﺎﻝ ﺇﺩﺍﺭﻳﺔ )‪ (+‬ﺃﻭ ﻛﺘﺎﺑﻴﺔ )‪-‬‬
‫( ﺃﻭ ﺃﻋﻤﺎﻝ ﺧﺪﻣﻴﺔ )‪ (-‬ﺃﻭ ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ )‪ (-‬ﻭﻛﻮﻥ ﺍﻟﺸﺮﻛﺔ ﻓﺮﺩﻳﺔ )_( ﻭﺍﻧﺘﻤﺎﺀ‬
‫ﺍﻟﺸﺮﻛﺔ ﺇﱃ ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ )‪ (+‬ﺃﻭ ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ )‪ (+‬ﺃﻭ ﻗﻄﺎﻉ ﺍﻟﺘﺸﻴﻴﺪ ﻭﺍﻟﺒﻨﺎﺀ )‪(+‬‬
‫ﺃﻭ ﺍﻟﺘﺠﺎﺭﺓ )‪ (-‬ﻭﻭﺟﻮﺩ ﺍﻟﺸﺮﻛﺔ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ )‪ ، (-‬ﻭﻣﺪﻯ ﺳﻼﻣﺔ ﻭﺻﺤﺔ ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬
‫)‪ ، (+‬ﺃﻣﺎ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﻤﺘﻐﲑﺍﺕ ﺍﳌﻬﻤﺔ ﰲ ﻛﻞ ﻗﻄﺎﻉ ﻋﻠﻰ ﺣﺪﺓ ﻭﻣﻌﻨﻮﻳﺔ ﺍﻟﻨﻤﺎﺫﺝ ﺍﳌﺨﺘﺎﺭﺓ ﻓﺘﻈﻬﺮ‬
‫ﺍﻟﻨﺘﺎﺋﺞ ﻟﻠﻘﻄﺎﻋﺎﺕ ﺍﻟﻮﻇﻴﻔﻴﺔ ﰲ ﺟﺪﻭﻝ )‪ (٤‬ﻭﻟﻠﻘﻄﺎﻋﺎﺕ ﺍﻹﻧﺘﺎﺟﻴﺔ ﰲ ﺟﺪﻭﻝ )‪ (٥‬ﻭﻟﻠﻘﻄﺎﻋﺎﺕ‬
‫ﺍﳋﺪﻣﻴﺔ ﰲ ﺟﺪﻭﻝ )‪.(٦‬‬

‫ﺟﺪﻭﻝ )‪(٣‬‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎﹰ ﰲ ﻧﺘﺎﺋﺞ ﺍﻟﻨﻤﻮﺫﺝ ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ‬
‫ﺍﻟﻔﺮﺩﻳﺔ‬
‫ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬

‫ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ‬
‫ﺍﻟﺘﺠﺎﺭﺓ‬

‫ﺍﻟﺘﺸﻴﻴﺪ ﻭﺍﻟﺒﻨﺎﺀ‬
‫ﺍﳌﺒﻴﻌﺎﺕ‬
‫ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ‬

‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‬
‫ﺍﻟﺼـــﻨﺎﻋﺎﺕ‬
‫ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ‬

‫ﺍﻷﻋﻤﺎﻝ ﺍﳋﺪﻣﻴﺔ‬

‫ﺍﻟﺸـــﺮﻛﺎﺕ‬

‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬
‫ﺍﳋﱪﺓ‬
‫ﺍﻟﺘﻌﻠﻴﻢ‬
‫ﺍﳌﺘﻐﲑ‬
‫‪-0.059‬‬

‫‪0.062‬‬

‫‪0.048‬‬

‫‪-0.081‬‬

‫‪-0.085‬‬

‫‪-0.107‬‬

‫‪0.106‬‬

‫‪0.115‬‬

‫‪-0.463‬‬

‫‪-0.430‬‬

‫‪-0.077‬‬

‫‪0.360‬‬

‫‪0.108‬‬

‫‪0.214‬‬

‫‪B10‬‬

‫‪ -10‬ﻤﻌﺎﻤل ﺍﻻﻨﺤﺩﺍﺭ ﻟﻠﻤﺘﻐﻴﺭ ﻭﻴﺒﻴﻥ ﺍﺘﺠﺎﻩ ﻭﺤﺠﻡ ﺇﺴﻬﺎﻡ ﻫﺫﺍ ﺍﻟﻤﺘﻐﻴﺭ ﻓﻲ ﺸﺭﺡ ﺘﺒﺎﻴﻥ ﺍﻷﺤﻭﺭ‪.‬‬
‫‪٢٣‬‬
 ‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬

‫‪t‬‬
‫‪-2.051‬‬

‫‪2.321‬‬

‫‪1.704‬‬

‫‪-2.788‬‬

‫‪-2.952‬‬

‫‪-2.666‬‬

‫‪3.473‬‬

‫‪3.838‬‬

‫‪-7.658‬‬

‫‪-8.249‬‬

‫‪-2.773‬‬

‫‪6.717‬‬

‫‪3.644‬‬

‫‪3.545‬‬

‫‪١١‬‬
‫‪0.042‬‬

‫‪0.021‬‬

‫‪0.090‬‬

‫‪0.006‬‬

‫‪0.004‬‬

‫‪0.008‬‬

‫‪0.001‬‬

‫‪0.000‬‬

‫‪0.000‬‬

‫‪0.000‬‬

‫‪0.006‬‬

‫‪0.000‬‬

‫‪0.000‬‬

‫‪0.000‬‬

‫‪sig12‬‬
‫ﺟﺪﻭﻝ )‪(٤‬‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎﹰ ﰲ ﻧﺘﺎﺋﺞ ﺍﻟﻨﻤﻮﺫﺝ ﻟﻠﻤﺴﺘﻮﻳﺎﺕ ﺍﳌﻬﻨﻴﺔ ﺃﻭ ﺍﻟﻮﻇﻴﻔﻴﺔ‬
‫‪Formatted Table‬‬ ‫ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﳋﺪﻣﺎﺕ ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬ ‫ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ‬
‫‪R2= 0.585‬‬ ‫‪R2= 0.31‬‬ ‫‪R2= 0.64‬‬ ‫‪R2=0.273‬‬ ‫‪R2= 0.53‬‬
‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬
‫‪B=3.277‬‬ ‫‪B=3.119‬‬ ‫‪B=4.072‬‬ ‫‪B=4.088‬‬ ‫‪B=2.32‬‬
‫‪t=298.688‬‬ ‫‪t=38.372‬‬ ‫‪t=27.852‬‬ ‫‪t=108.738‬‬ ‫‪t=5.99‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬
‫ﺍﻷﺻﻮﻝ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﻗﻄﺎﻉ ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ‬ ‫ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬
‫‪B=0.930‬‬ ‫‪B=0.557‬‬ ‫‪B=0.252‬‬ ‫‪B=0.355‬‬ ‫‪B=0.46‬‬
‫‪t=4.035‬‬ ‫‪t=3.737‬‬ ‫‪t=2.242‬‬ ‫‪t=3.052‬‬ ‫‪t=3.41‬‬
‫‪sig=0.001‬‬ ‫‪sig=0.001‬‬ ‫‪sig=0.03‬‬ ‫‪sig=0.003‬‬ ‫‪sig=0.002‬‬

‫ﻗﻄﺎﻉ ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ‬ ‫ﺍﻟﺸﺮﻛﺎﺕ ﺍﳌﺴﺎﳘﺔ‬ ‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ‬ ‫ﺍﳋﱪﺓ‬

‫‪B=0.453‬‬
‫‪B=0.376‬‬ ‫‪B=٠.297‬‬ ‫‪B=0.49‬‬
‫‪t=3.784‬‬
‫‪t=2.709‬‬ ‫‪t=2.400‬‬ ‫‪t=2.49‬‬
‫‪sig=0.013‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.019‬‬
‫ﺭﺍﺱ ﺍﳌﺎﻝ‬ ‫ﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ‬ ‫ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ‬ ‫ﻭﺟﻮﺩ ﻣﺸﺎﺭﻛﺔ‬
‫‪B=-0.514‬‬ ‫‪B=-0.300‬‬ ‫‪B=-0.247‬‬ ‫ﺃﺟﻨﺒﻴﺔ‬
‫‪t=-2.246‬‬ ‫‪t=-3.046‬‬ ‫‪t=-2.072‬‬
‫‪sig=0.035‬‬ ‫‪sig=0.004‬‬ ‫‪sig=0.043‬‬ ‫‪B=0.333‬‬
‫‪t=2.45‬‬
‫‪sig=0.021‬‬

‫‪ -١١‬ﻗﻴﻤﺔ ﺩﺍﻟﺔ ﺍﺨﺘﺒﺎﺭ ﻤﻌﻨﻭﻴﺔ ﺍﻟﻤﺘﻐﻴﺭ‪.‬‬

‫‪ -١٢‬ﻤﺴﺘﻭﻯ ﺍﻟﻤﻌﻨﻭﻴﺔ ﺍﻟﻤﺤﺴﻭﺏ‪.‬‬
‫‪٢٤‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺷﺮﻛﺎﺕ ﺗﻮﺻﻴﺔ ﺑﺴﻴﻄﺔ‬ ‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ‬ ‫ﺍﻟﻌﻤﺮ‬
‫‪B=-0.303‬‬ ‫ﺍﻟﻮﺳﻄﻰ‬ ‫‪B=0.302‬‬
‫‪t=-2.185‬‬ ‫‪t=2.16‬‬
‫‪sig=0.040‬‬ ‫‪B=-0.271‬‬ ‫‪sig=0.04‬‬
‫‪t=-2.876‬‬
‫‪sig=0.006‬‬

‫ﺍﳌﺰﺍﻳﺎ ﺍﻟﻨﻘﺪﻳﺔ ﺍﻷﺧﺮﻯ‬

‫‪B=0.222‬‬
‫‪t=2.292‬‬
‫‪sig=0.027‬‬
‫اﻟﻌﻤﺮ‬
‫‪B=-0.200‬‬
‫‪t=-2.065‬‬
‫‪sig=0.045‬‬

‫‪٢٥‬‬
 ‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﺟﺪﻭﻝ )‪(٥‬‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎﹰ ﰲ ﻧﺘﺎﺋﺞ ﺍﻟﻨﻤﻮﺫﺝ ﰲ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻹﻧﺘﺎﺟﻴﺔ‬
‫‪Formatted Table‬‬ ‫ﻗﻄﺎﻉ ﺍﻟﻨﻘﻞ‬ ‫ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ‬ ‫ﻗﻄﺎﻉ ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ‬ ‫ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ‬ ‫ﻗﻄﺎﻉ ﺍﻟﺰﺭﺍﻋﺔ‬
‫ﻭﺍﳌﻮﺍﺻﻼﺕ‬ ‫ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‬
‫‪R2=0.97‬‬ ‫‪R2= 0.976‬‬
‫‪R2=0.74‬‬ ‫‪R2=0.976‬‬ ‫‪R2= 0.914‬‬
‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬
‫‪B=2.354‬‬ ‫‪B=3.002‬‬ ‫‪B=2.776‬‬ ‫‪B=2.624‬‬ ‫‪B =3.817‬‬
‫‪t=5.799‬‬ ‫‪t=35.04‬‬ ‫‪t=27.75‬‬ ‫‪t=7.031‬‬ ‫‪t=112.92‬‬
‫‪sig=0.002‬‬ ‫‪sig-0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬

‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ‬

‫ﺍﻟﻮﺳﻄﻰ‬
‫‪B=0.498‬‬ ‫‪B=0.748‬‬
‫‪B=0.860‬‬ ‫‪t=7.32‬‬ ‫‪t=9.889‬‬ ‫‪B=0.331‬‬ ‫‪B=0.582‬‬
‫‪t=3.771‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪t=2.479‬‬ ‫‪t=12.785‬‬
‫‪sig=0.013‬‬ ‫‪sig=0.019‬‬ ‫‪sig=0.000‬‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬ ‫ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﳋﺪﻣﺎﺕ‬
‫‪B=0.519‬‬ ‫‪B=0.383‬‬ ‫‪B=0.318‬‬ ‫‪B=-0.572‬‬
‫‪t=6.659‬‬ ‫‪t=5.229‬‬ ‫‪t=4.741‬‬ ‫‪t=-12.754‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.001‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬
‫ﺍﳋﱪﺓ‬ ‫ﺍﳋﱪﺓ‬ ‫ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﻔﺮﺩﻳﺔ‬ ‫ﺍﳌﺰﺍﻳﺎ ﺍﻟﻨﻘﺪﻳﺔ ﺍﻷﺧﺮﻯ‬
‫‪B=.0.289‬‬ ‫‪B=0.232‬‬ ‫‪B=-0.306‬‬ ‫‪B=0.152‬‬
‫‪t=7.277‬‬ ‫‪t=3.569‬‬ ‫‪t=-3.994‬‬ ‫‪t=3.31‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.009‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.005‬‬

‫ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬ ‫ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬ ‫ﺍﳋﱪﺓ‬ ‫ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ‬

‫‪B=-0.15‬‬ ‫‪B=0.209‬‬ ‫‪B=.304‬‬ ‫‪B=-0.629‬‬
‫‪t=-3.833‬‬ ‫‪t=2.695‬‬ ‫‪t=3.901‬‬ ‫‪t=-12.893‬‬
‫‪sig=0.001‬‬ ‫‪sig=0.031‬‬ ‫‪sig=0.001‬‬ ‫‪sig=0.000‬‬
‫ﻣﻼﺀﻣﺔ ﺍﻟﻌﻤﻞ‬ ‫ﻋﺪﺩ ﺍﳌﻮﻇﻔﲔ‬ ‫ﺍﳋﱪﺓ‬
‫‪B=-0.136‬‬ ‫‪B=-0.413‬‬ ‫‪B=0.152‬‬
‫‪t=3.371‬‬ ‫‪t=-4.899‬‬ ‫‪t=2.813‬‬
‫‪sig=0.003‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.014‬‬
‫ﺍﻟﻌﻤﺮ‬
‫‪B=0.23‬‬
‫‪t=2.699‬‬
‫‪sig=0.012‬‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‬ ‫ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ‬
‫‪B=0.195‬‬ ‫‪B=-0.469‬‬
‫‪t=3.234‬‬ ‫‪t=-4.478‬‬
‫‪sig=0.004‬‬ ‫‪sig=0.000‬‬

‫‪٢٦‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻔﻨﻴﺔ‬ ‫ﺍﳌﺸﺘﻐﻠﻮﻥ ﺑﺎﳋﺪﻣﺎﺕ‬
‫ﻭﺍﻟﻌﻠﻤﻴﺔ‬ ‫‪B=-0.296‬‬
‫‪t=-3.231‬‬
‫‪B=0.141‬‬ ‫‪sig=0.003‬‬
‫‪t=2.2‬‬
‫‪sig=0.038‬‬ ‫ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‬
‫‪B=0.128‬‬
‫‪t=2.109‬‬
‫‪sig=0.044‬‬

‫ﻭﻓﻴﻤﺎ ﻳﻠﻲ ﺍﺳﺘﻌﺮﺍﺽ ﻟﻠﻨﺘﺎﺋﺞ ﺍﻟﱵ ﺗﻮﺿﺢ ﺃﳘﻴﺔ ﻛﻞ ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﰲ ﺍﻟﻨﻤﻮﺫﺝ‪:‬‬

‫ﺍﻟﺘﻌﻠﻴﻢ‬
‫ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺍﳋﺎﺻﺔ ﺑﺘﺤﻠﻴﻞ ﺍﳌﺘﻐﲑﺍﺕ ﳉﻤﻴﻊ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺃﻥ‬
‫ﺍﻟﺘﻌﻠﻴﻢ ﺃﻛﺜﺮ ﺍﳌﺘﻐﲑﺍﺕ ﺗﺄﺛﲑﺍﹰ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﺼﻮﺭﺓ ﻃﺮﺩﻳﺔ ﺃﻱ ﻛﻠﻤﺎ ﺯﺍﺩ ﻣﺴﺘﻮﻯ ﺗﻌﻠﻴﻢ ﺍﳌﻮﻇﻒ‬
‫ﺃﻭ ﺍﻟﻌﺎﻣﻞ ﻛﻠﻤﺎ ﺯﺍﺩ ﺃﺟﺮﻩ ﺃﻭ ﺭﺍﺗﺒﻪ‪ .‬ﻭﻋﻨﺪ ﺗﻘﺪﻳﺮ ﻣﻌﺎﻣﻼﺕ ﺍﳓﺪﺍﺭ ﺍﳌﺘﻐﲑﺍﺕ ﻟﻜﻞ ﻧﻮﻉ ﻣﻦ ﺃﻧﻮﺍﻉ‬
‫ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﻛﺎﻥ ﺍﻟﺘﻌﻠﻴﻢ ﺍﳌﺆﺛﺮ ﺍﻷﻭﻝ ﻭﺑﺼﻮﺭﺓ ﻃﺮﺩﻳﺔ ﰲ ﻭﻇﺎﺋﻒ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ﻭﻋﻨﺪ‬
‫ﺍﳌﺸﺘﻐﻠﲔ ﺑﺎﳋﺪﻣﺎﺕ ‪ ،‬ﻭﻟﻜﻨﻪ ﱂ ﻳﻜﻦ ﺫﺍ ﺩﻻﻟﺔ ﺇﺣﺼﺎﺋﻴﺔ ﺑﺎﻟﻨﺴﺒﺔ ﻟﺒﺎﻗﻲ ﺍﳌﻬﻦ ﻋﻨﺪ ﻗﻴﺎﺳﻬﺎ ﻣﻨﻔﺮﺩﺓ‪.‬‬
‫ﻭﻋﻨﺪ ﻗﻴﺎﺱ ﺍﳌﺘﻐﲑﺍﺕ ﻟﻜﻞ ﻗﻄﺎﻉ ﺇﻧﺘﺎﺟﻲ ﺃﻭ ﺧﺪﻣﻲ ﻭﺟﺪ ﺃﻥ ﺍﻟﺘﻌﻠﻴﻢ ﻳﺆﺛﺮ ﺑﺼﻮﺭﺓ ﺭﺋﻴﺴﺔ ﰲ‬
‫ﺃﺟﻮﺭ ﻭﺭﻭﺍﺗﺐ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻹﻧﺘﺎﺟﻴﺔ ﻭﺍﳋﺪﻣﻴﺔ ﻣﺎ ﻋﺪﺍ ﺍﻟﺰﺭﺍﻋﺔ ﻭﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ‬
‫ﻧﻈﺮﺍﹰ ﻟﻮﺟﻮﺩ ﻣﺘﻐﲑﺍﺕ ﺃﻛﺜﺮ ﺃﳘﻴﺔ ﻭﺗﺄﺛﲑﺍﹰ ﻋﻠﻰ ﺍﻷﺟﺮ ﰲ ﻫﺬﻳﻦ ﺍﻟﻘﻄﺎﻋﲔ‪.‬‬

‫ﺍﻟﻌﻤـﺮ‬
‫ﱂ ﺗﻈﻬﺮ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻱ ﺩﻻﻟﺔ ﻣﻘﺒﻮﻟﺔ ﺇﺣﺼﺎﺋﻴﺎﹰ ﻋﻦ ﺗﺄﺛﲑ ﺍﻟﻌﻤﺮ ﰲ ﺃﺟﻮﺭ ﻭﺭﻭﺍﺗﺐ ﺍﻟﻌﺎﻣﻠﲔ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ‬
‫ﺍﻟﺘﺤﻠﻴﻞ ﳌﺘﻐﲑﺍﺕ ﲨﻴﻊ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ‪ .‬ﺃﻣﺎ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﺍﳌﺘﻐﲑﺍﺕ ﻟﻜﻞ ﻧﻮﻉ‬
‫ﻣﻦ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ‪ ،‬ﻇﻬﺮﺕ ﻣﻌﻨﻮﻳﺔ ﺍﻟﻌﻼﻗﺔ ﰲ ﻭﻇﺎﺋﻒ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ﺑﺼﻮﺭﺓ ﻃﺮﺩﻳﺔ ‪،‬‬
‫ﻭﰲ ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ﺑﺼﻮﺭﺓ ﻋﻜﺴﻴﺔ ﺃﻱ ﺃﻧﻪ ﻛﻠﻤﺎ ﻛﺎﻥ ﺍﻟﻌﺎﻣﻞ ﺃﻭ ﺍﳌﻮﻇﻒ ﺃﺻﻐﺮ ﺳﻨﺎﹰ ﰲ‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ﻛﻠﻤﺎ ﺯﺍﺩ ﺃﺟﺮﻩ ﺃﻭ ﺭﺍﺗﺒﻪ ﺑﻌﻜﺲ ﺍﳊﺎﻝ ﰲ ﻭﻇﺎﺋﻒ ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ‪ ،‬ﻭﻗﺪ‬
‫ﻳﺮﺟﻊ ﺫﻟﻚ ﺇﱃ ﺃﻧﻪ ﰲ ﻫﺬﻩ ﺍﻷﻋﻤﺎﻝ ﻻ ﻳﻌﺘﱪ ﺍﻟﺴﻦ ﻋﺎﻣﻼﹰ ﻣﺆﺛﺮﺍﹰ ﰲ ﺍﻷﺟﻮﺭ ﺑﻘﺪﺭ ﻣﺎ ﺗﺘﻄﻠﺒﻪ ﻣﻦ‬
‫ﺍﻟﻌﻮﺍﻣﻞ ﺍﻷﺧﺮﻯ ﻛﺎﻟﺘﻌﻠﻴﻢ ﻭﺍﳋﱪﺓ ﻭﺍﻟﱵ ﺗﺮﺗﺒﻂ ﺍﺭﺗﺒﺎﻃﺎﹰ ﻗﻮﻳﺎﹰ ﻣﻊ ﺍﻟﻌﻤﺮ‪ .‬ﻭﻋﻨﺪ ﺩﺭﺍﺳﺔ ﻭﲢﻠﻴﻞ ﻛﻞ‬
‫‪٢٧‬‬
 ‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻗﻄﺎﻉ ﺇﻧﺘﺎﺟﻲ ﻭﺧﺪﻣﻲ ﻋﻠﻰ ﺣﺪﻩ ‪ ،‬ﻇﻬﺮﺕ ﺍﻟﻌﻼﻗﺔ ﺑﲔ ﺍﻟﻌﻤﺮ ﻭﺍﻟﺮﺍﺗﺐ ﺑﺼﻮﺭﺓ ﻋﻜﺴﻴﺔ ﰲ ﻗﻄﺎﻉ‬
‫ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ ﻭﻃﺮﺩﻳﺔ ﰲ ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ ﺃﻱ ﺃﻥ ﺍﻟﻌﺎﻣﻠﲔ ﺍﻷﻛﱪ ﺳﻨﺎﹰ ﻳﺘﻘﺎﺿﻮﻥ ﺃﻗﻞ ﰲ‬
‫ﻗﻄﺎﻉ ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ ﻭﺃﻛﺜﺮ ﰲ ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‪.‬‬

‫ﺟﺪﻭﻝ )‪(٦‬‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎﹰ ﰲ ﻧﺘﺎﺋﺞ ﺍﻟﻨﻤﻮﺫﺝ ﰲ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﳋﺪﻣﻴﺔ‬
‫‪Formatted Table‬‬ ‫ﻗﻄﺎﻉ ﺷﺮﻛﺎﺕ ﺣﻜﻮﻣﻴﺔ‬ ‫ﻗﻄﺎﻉ ﺍﳋﺪﻣﺎﺕ ﺍﳉﻤﺎﻋﻴﺔ ﻭﺍﻻﺟﺘﻤﺎﻋﻴﺔ‬ ‫ﻗﻄﺎﻉ ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ‬
‫‪2‬‬ ‫‪2‬‬
‫‪R = 0.87‬‬ ‫‪R = 0.86‬‬ ‫‪R2=0.925‬‬

‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬ ‫ﺍﻟﺜﺎﺑﺖ‬

‫‪B = 2.774‬‬ ‫‪B = 2.732.‬‬ ‫‪B= 3.95‬‬
‫‪t=34.651‬‬ ‫‪t = 16.000‬‬ ‫‪t=23.78‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬
‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺘﻌﻠﻴﻢ‬ ‫ﺍﻟﺸﺮﻛﺎﺕ ﺍﳌﺴﺎﳘﺔ‬
‫‪B = 0.76‬‬ ‫‪B = 0.668‬‬ ‫‪B = -0.122‬‬
‫‪t = 10.902‬‬ ‫‪t = 5.933‬‬ ‫‪t = -2.519‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬ ‫‪sig=0.000‬‬
‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬ ‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬
‫‪B = .317‬‬ ‫‪B = 0.472‬‬ ‫‪B = 0.991‬‬
‫‪t= 4.548‬‬ ‫‪t = 4.189‬‬ ‫‪t=18.195‬‬
‫‪sig=0.000‬‬ ‫‪sig=0.001‬‬ ‫‪sig=0.000‬‬
‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ‬ ‫ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‬
‫‪B=0.159‬‬ ‫‪B = 0. 728‬‬
‫‪t = 2.489‬‬ ‫‪t=13.301‬‬
‫‪sig=0.018‬‬ ‫‪sig=0.000‬‬

‫ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ‬

‫‪B=0.164‬‬
‫‪t=3.548‬‬
‫‪sig=0.001‬‬
‫ﺍﻟﻌﻤﺮ‬
‫‪B=-0.151‬‬
‫‪t=-3.0362‬‬
‫‪sig=0.004‬‬

‫‪٢٨‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫ﺍﳋﱪﺓ‬
‫ﻻﺷﻚ ﺃﻥ ﻟﻠﺨﱪﺓ ﺃﺛﺮﺍﹰ ﺇﳚﺎﺑﻴﺎ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ‪ ،‬ﻭﻣﻦ ﺍﳌﻨﻄﻘﻲ ﺗﻮﻗﻊ ﺯﻳﺎﺩﺓ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ‬
‫ﺑﺰﻳﺎﺩﺓ ﺍﳋﱪﺓ‪ .‬ﻭﻗﺪ ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻥ ﺍﳋﱪﺓ ﺗﺆﺛﺮ ﻃﺮﺩﻳﺎﹰ ﰲ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻋﻨﺪ ﺇﺩﺧﺎﻝ ﲨﻴﻊ‬
‫ﺍﳌﺘﻐﲑﺍﺕ ﳉﻤﻴﻊ ﺍﻟﻮﻇﺎﺋﻒ ﻭﺍﳌﻬﻦ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ‪ .‬ﻭﻋﻨﺪ ﺍﻟﺘﺤﻠﻴﻞ ﻟﻜﻞ ﻣﻬﻨﻪ ﻭﻭﻇﻴﻔﺔ ﻋﻠﻰ‬
‫ﺣﺪﺓ ‪ ،‬ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻥ ﻟﻠﺨﱪﺓ ﺇﺳﻬﺎﻣﺎ ﺇﳚﺎﺑﻴﺎﹰ ﰲ ﺷﺮﺡ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﰲ ﺍﻟﻮﻇﺎﺋﻒ ﺍﻟﻔﻨﻴﺔ‬
‫ﻭﺍﻟﻌﻠﻤﻴﺔ ‪ ،‬ﻭﻛﺬﻟﻚ ﻋﻨﺪ ﺍﻟﺘﺤﻠﻴﻞ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻻﻗﺘﺼﺎﺩﻳﺔ ﺍﻹﻧﺘﺎﺟﻴﺔ )ﻣﺎﻋﺪﺍ ﻗﻄﺎﻉ‬
‫ﺍﻟﻨﻘﻞ ﻭﺍﳌﻮﺍﺻﻼﺕ(‪ .‬ﺇﻻ ﺃﻥ ﺍﳋﱪﺓ ﱂ ﺗﻜﻦ ﺿﻤﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺍﳍﺎﻣﺔ ﰲ ﲢﺪﻳﺪ ﺍﳌﺆﺛﺮﺍﺕ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ‬
‫ﺍﻟﺘﺤﻠﻴﻞ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﳋﺪﻣﻴﺔ ﺑﺴﺒﺐ ﺍﺭﺗﺒﺎﻃﻬﺎ ﲟﺘﻐﲑﺍﺕ ﺃﺧﺮﻯ‪.‬‬

‫ﻣﺪﻯ ﻣﻼﺀﻣﺔ ﲣﺼﺺ ﺍﻟﺪﺭﺍﺳﺔ ﻟﻠﻌﻤﻞ‬

‫ﱂ ﺗﻈﻬﺮ ﺍﻟﻨﺘﺎﺋﺞ ﺍﳋﺎﺻﺔ ﺑﺘﺤﻠﻴﻞ ﺍﳌﺘﻐﲑﺍﺕ ﳉﻤﻴﻊ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺃﻥ‬
‫ﻟﺸﻌﻮﺭ ﺍﳌﻮﻇﻒ ﲟﺪﻯ ﻣﻼﺋﻤﺔ ﲣﺼﺺ ﺍﻟﺪﺭﺍﺳﺔ ﻟﻠﻌﻤﻞ ﺗﺄﺛﲑﺍﹰ ﻳﺬﻛﺮ ﰲ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ‪ .‬ﻛﻤﺎ ﱂ‬
‫ﻳﻈﻬﺮ ﻫﺬﺍ ﺍﻟﺘﺄﺛﲑ ﻋﻨﺪ ﺍﻟﺘﺤﻠﻴﻞ ﻟﻠﻤﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﻋﻠﻰ ﺣﺪﻩ ‪ ،‬ﻭﺑﺎﻟﻨﺴﺒﺔ ﻟﻠﺘﺤﻠﻴﻞ ﻋﻠﻰ ﻣﺴﺘﻮﻯ‬
‫ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻹﻧﺘﺎﺟﻴﺔ ﱂ ﺗﻈﻬﺮ ﺃﻱ ﺩﻻﻟﺔ ﺇﺣﺼﺎﺋﻴﺔ ﳍﺬﺍ ﺍﻟﺘﺄﺛﲑ ﺳﻮﻯ ﰲ ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ ﻭﺑﺼﻮﺭﺓ‬
‫ﻋﻜﺴﻴﺔ‪.‬‬

‫ﺍﻟﺒﻴﺎﻧﺎﺕ ﺍﳋﺎﺻﺔ ﺑﺎﻟﺸﺮﻛﺔ‬

‫ﻭﻳﻘﺼﺪ ‪‬ﺎ ﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ‪ ،‬ﻭﺭﺃﺱ ﺍﳌﺎﻝ ‪ ،‬ﻭﺍﻷﺻﻮﻝ ‪ ،‬ﻭﻋﺪﺩ ﺍﻟﻌﺎﻣﻠﲔ ﺃﻭ ﺍﳌﻮﻇﻔﲔ ‪ ،‬ﻭﺧﱪﺓ‬
‫ﺍﻟﺸﺮﻛﺔ ﰲ ﳎﺎﻝ ﻋﻤﻠﻬﺎ‪ .‬ﻭ ﻫﻨﺎﻙ ﺍﺭﺗﺒﺎﻁ ﻭﺍﺿﺢ ﺑﲔ ﻫﺬﻩ ﺍﳌﺘﻐﲑﺍﺕ ﳑﺎ ﻳﺆﺩﻱ ﺇﱃ ﺍﺳﺘﺒﻌﺎﺩ ﺑﻌﻀﻬﺎ‬
‫ﻣﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺫﺍﺕ ﺍﻟﺪﻻﻟﺔ ﺍﻹﺣﺼﺎﺋﻴﺔ ﺍﳌﻌﻨﻮﻳﺔ‪ .‬ﻭﻗﺪ ﻇﻬﺮ ﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ﻛﺄﺣﺪ ﺍﳌﺘﻐﲑﺍﺕ ﺍﳌﺆﺛﺮﺓ‬
‫ﰲ ﺍﻟﺮﻭﺍﺗﺐ ﻭﺍﻷﺟﻮﺭ ‪ ،‬ﻭﻋﻨﺪ ﺩﺭﺍﺳﺔ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺗﺄﺛﲑﺍﹰ ﻋﻜﺴﻴﺎﹰ ﻭﻗﻮﻳﺎﹰ ﻟﺮﺃﺱ‬
‫ﺍﳌﺎﻝ ﻭﺗﺄﺛﲑﺍﹰ ﻃﺮﺩﻳﺎﹰ ﻟﻸﺻﻮﻝ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ﰲ ﳎﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ ﻓﻘﻂ ‪ ،‬ﻭﺑﺎﻟﻨﺴﺒﺔ ﻟﻌﺪﺩ‬
‫ﺍﻟﻌﺎﻣﻠﲔ ﻛﺎﻧﺖ ﺍﻟﻌﻼﻗﺔ ﻋﻜﺴﻴﺔ ﻟﻠﻤﺸﺘﻐﻠﲔ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ﺃﻭ ﰲ ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ ‪،‬‬
‫ﻭﱂ ﻳﻈﻬﺮ ﳋﱪﺓ ﺍﻟﺸﺮﻛﺔ ﰲ ﳎﺎﻝ ﻋﻤﻠﻬﺎ ﺃﻱ ﺗﺄﺛﲑ ﻋﻠﻰ ﲢﺪﻳﺪ ﺍﻷﺟﻮﺭ ﰲ ﻇﻞ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﺧﺮﻯ‪.‬‬
‫‪٢٩‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬

‫ﻣﻮﻗﻊ ﺍﻟﺸﺮﻛﺔ‬
‫ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻥ ﳌﻮﻗﻊ ﺍﻟﺸﺮﻛﺔ ﺩﻭﺭﺍ ﰲ ﺗﻔﺎﻭﺕ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﺍﻟﺘﺤﻠﻴﻞ‬
‫ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ‪ ،‬ﺣﻴﺚ ﻇﻬﺮ ﺃﻥ ﻟﻠﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ ﻋﻼﻗﺔ‬
‫ﻋﻜﺴﻴﺔ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ‪ ،‬ﻭﺧﺼﻮﺻﺎﹰ ﻟﻠﻤﺸﺘﻐﻠﲔ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ‪ .‬ﻛﻤﺎ ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ‬
‫ﺃﻥ ﺍﻟﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ ﻳﺆﺛﺮ ﻃﺮﺩﻳﺎﹰ ﻭﺑﻘﻮﺓ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﰲ ﻗﻄﺎﻉ ﺍﻟﺰﺭﺍﻋﺔ‪.‬‬
‫ﻭﻛﺎﻥ ﻟﻠﺘﻮﺍﺟﺪ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻐﺮﺑﻴﺔ ﺃﺛﺮ ﻛﺒﲑ ﰲ ﲢﺪﻳﺪ ﺃﺟﻮﺭ ﺍﳌﺪﺭﺍﺀ ﺣﻴﺚ ﻛﺎﻧﻮﺍ ﺍﻷﻋﻠﻰ ﺃﺟﻮﺭﺍﹰ ﺑﲔ‬
‫ﻣﻨﺎﻃﻖ ﺍﳌﻤﻠﻜﺔ ﺍﳌﺨﺘﻠﻔﺔ‪.‬‬

‫ﻭﺟﻮﺩ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ‬

‫ﱂ ﻳﻜﻦ ﻫﺬﺍ ﺍﳌﺘﻐﲑ ﺿﻤﻦ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎﹰ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﻛﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ‬
‫ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ‪ .‬ﻭﻟﻜﻦ ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﻋﻨﺪ ﺍﻟﺘﺤﻠﻴﻞ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﻛﻞ ﻣﻬﻨﺔ ﻋﻠﻰ ﺣﺪﺓ ﺃﻥ‬
‫ﻭﺟﻮﺩ ﺇﺩﺍﺭﺓ ﺃﻭ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ ﰲ ﺍﻟﺸﺮﻛﺔ ﻳﺆﺛﺮ ﺑﺼﻮﺭﺓ ﺇﳚﺎﺑﻴﺔ ﰲ ﺃﺟﻮﺭ ﻭﺭﻭﺍﺗﺐ ﺍﻟﻌﺎﻣﻠﲔ ﰲ‬
‫ﺍﳌﻬﻦ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ﻓﻘﻂ ‪ ،‬ﻭﱂ ﻳﻜﻦ ﺫﺍ ﺩﻻﻟﺔ ﺇﺣﺼﺎﺋﻴﺔ ﺑﺎﻟﻨﺴﺒﺔ ﻟﺒﺎﻗﻲ ﺍﳌﻬﻦ ﻭﺍﻟﻘﻄﺎﻋﺎﺕ‪.‬‬

‫ﻭﺟﻮﺩ ﻣﺰﺍﻳﺎ ﻧﻘﺪﻳﺔ ﺃﺧﺮﻯ‬

‫ﱂ ﺗﻈﻬﺮ ﺍﻟﻨﺘﺎﺋﺞ ﻋﻼﻗﺔ ﻣﻌﻨﻮﻳﺔ ﺇﺣﺼﺎﺋﻴﺎ ﺑﲔ ﻭﺟﻮﺩ ﺣﻮﺍﻓﺰ ﻭﻣﺰﺍﻳﺎ ﻧﻘﺪﻳﺔ ﻭﺑﲔ ﺍﻷﺟﻮﺭ ﰲ‬
‫ﺷﺮﻛﺎﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ‪ ،‬ﺇﻻ ﻋﻨﺪ ﺍﻟﺘﺤﻠﻴﻞ ﻋﻠﻰ ﻣﺴﺘﻮﻯ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﺣﻴﺚ ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ‬
‫ﺗﺄﺛﲑ ﺍﳌﺰﺍﻳﺎ ﺍﻟﻨﻘﺪﻳﺔ ﺍﻷﺧﺮﻯ ﺑﺼﻮﺭﺓ ﻃﺮﺩﻳﺔ ﻋﻠﻰ ﺍﳌﺸﺘﻐﻠﲔ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ‪ ،‬ﻭﻛﺬﻟﻚ ﻋﻨﺪ‬
‫ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﻗﻄﺎﻉ ﺍﻟﺰﺭﺍﻋﺔ‪.‬‬

‫ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﻟﻠﺸﺮﻛﺔ‬

‫ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﻥ ﺍﻟﺸﻜﻞ ﺍﻟﻘﺎﻧﻮﱐ ﻟﻠﺸﺮﻛﺔ ﻳﺆﺛﺮ ﻣﻌﻨﻮﻳﺎ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻋﻨﺪ ﺍﺧﺘﻴﺎﺭ‬
‫ﺍﻟﻨﻤﻮﺫﺝ ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ‪ ،‬ﺣﻴﺚ ﻛﺎﻧﺖ ﺍﻟﻌﻼﻗﺔ ﻋﻜﺴﻴﺔ ﺑﺎﻟﻨﺴﺒﺔ‬
‫ﻟﻠﺸﺮﻛﺎﺕ ﺍﻟﻔﺮﺩﻳﺔ ﻭﺷﺮﻛﺎﺕ ﺍﻟﺘﻮﺻﻴﺔ ﺍﻟﺒﺴﻴﻄﺔ ‪ ،‬ﻭﻛﺬﻟﻚ ﺑﺎﻟﻨﺴﺒﺔ ﻷﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ‪.‬‬
‫‪٣٠‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫ﻭﻋﻨﺪ ﺗﻘﺪﻳﺮ ﺣﺠﻢ ﺇﺳﻬﺎﻡ ﺍﳌﺘﻐﲑﺍﺕ ﰲ ﳐﺘﻠﻒ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﻭﺍﻟﻘﻄﺎﻋﺎﺕ ﺑﺼﻮﺭﺓ ﻣﻨﻔﺮﺩﺓ ‪،‬‬
‫ﻛﺎﻧﺖ ﺍﻟﻌﻼﻗﺔ ﻃﺮﺩﻳﺔ ﻟﻠﺸﺮﻛﺎﺕ ﺍﳌﺴﺎﳘﺔ ﻭﰲ ﻭﻇﺎﺋﻒ ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ﻭ ﻋﻜﺴﻴﺔ ﰲ ﻗﻄﺎﻉ ﺍﳌﺎﻝ‬
‫ﻭﺍﻟﺘﺄﻣﲔ‪.‬‬

‫ﺍﻻﻋﺘﺒﺎﺭﺍﺕ ﺍﻟﺸﺨﺼﻴﺔ ﺍﻷﺧﺮﻯ‬

‫ﺑﺎﻟﻨﺴﺒﺔ ﻟﺘﺄﺛﲑ ﻣﺮﺍﻋﺎﺓ ﺳﻼﻣﺔ ﻭﺻﺤﺔ ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ ﻋﻠﻰ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ‪ ،‬ﻓﻘﺪ ﺃﺛﱠﺮﺕ ﻫﺬﻩ‬
‫ﺍﻻﻋﺘﺒﺎﺭﺍﺕ ﰲ ﺍﻷﺟﻮﺭ ﰲ ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ ﺑﺼﻮﺭﺓ ﻋﻜﺴﻴﺔ ﻭﰲ ﻗﻄﺎﻉ ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ ﺑﺼﻮﺭﺓ ﻃﺮﺩﻳﺔ‪.‬‬

‫ﻣﺴﺘﻮﻯ ﺍﻟﻮﻇﻴﻔﺔ ﺃﻭ ﺍﳌﻬﻨﺔ‬

‫ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﺗﺆﺛﺮ ﻋﻠﻰ ﺍﻟﺮﻭﺍﺗﺐ ﻭﺍﻷﺟﻮﺭ ﰲ ﲨﻴﻊ ﻣﺴﺘﻮﻳﺎﺕ ﺍﻟﻮﻇﺎﺋﻒ ﻭ ﺍﳌﻬﻦ‬
‫ﻭﺍﻟﻘﻄﺎﻋﺎﺕ ‪ ،‬ﺩﻟﺖ ﺍﻟﻨﺘﺎﺋﺞ ﻋﻠﻰ ﻭﺟﻮﺩ ﻋﻼﻗﺔ ﻃﺮﺩﻳﺔ ﻣﻌﻨﻮﻳﺔ ﺇﺣﺼﺎﺋﻴﺎﹰ ﰲ ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ‬
‫ﻭﻋﻜﺴﻴﺔ ﰲ ﺍﻷﻋﻤﺎﻝ ﺍﳋﺪﻣﻴﺔ ﻭﺍﻟﻜﺘﺎﺑﻴﺔ ﻭﺍﻹﻧﺘﺎﺝ‪ .‬ﻭﻋﻠﻰ ﻣﺴﺘﻮﻯ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻹﻧﺘﺎﺟﻴﺔ ﻭﺍﳋﺪﻣﻴﺔ‪،‬‬
‫ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺃﺛﺮﺍﹰ ﺇﳚﺎﺑﻴﺎﹰ ﻟﻠﻤﺸﺘﻐﻠﲔ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ ﰲ ﻗﻄﺎﻋﺎﺕ ﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‬
‫ﻭﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ ‪ ،‬ﻭﺍﻟﺘﺠﺎﺭﺓ ‪ ،‬ﻭﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ ‪ ،‬ﻭﰲ ﻗﻄﺎﻉ ﺍﻟﺸﺮﻛﺎﺕ ﺍﳊﻜﻮﻣﻴﺔ ‪ ،‬ﻛﻤﺎ ﺩﻟﺖ‬
‫ﺍﻟﻨﺘﺎﺋﺞ ﻋﻠﻰ ﻭﺟﻮﺩ ﻋﻼﻗﺔ ﻃﺮﺩﻳﺔ ﺑﺎﻟﻨﺴﺒﺔ ﻟﻸﻋﻤﺎﻝ ﺍﻟﻔﻨﻴﺔ ﻭﺍﻟﻌﻠﻤﻴﺔ ﻭ ﺍﻟﻜﺘﺎﺑﻴﺔ ﰲ ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ‪.‬‬
‫ﻭﺑﺎﻟﻨﺴﺒﺔ ﻟﻸﻋﻤﺎﻝ ﺍﳋﺪﻣﻴﺔ ﻛﺎﻧﺖ ﺍﻟﻌﻼﻗﺔ ﻋﻜﺴﻴﺔ ﰲ ﻗﻄﺎﻉ ﺍﻟﺰﺭﺍﻋﺔ ﻭﺍﻟﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ‪.‬‬

‫ﻧﻮﻉ ﻧﺸﺎﻁ ﺍﻟﺸﺮﻛﺔ ﺃﻭ ﺍﻟﻘﻄﺎﻉ ﺍﻟﺬﻱ ﺗﺘﺒﻌﻪ‬

‫ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﲨﻴﻊ ﺍﳌﺘﻐﲑﺍﺕ ﺍﻟﱵ ﺗﺆﺛﺮ ﰲ ﺍﻟﺮﻭﺍﺗﺐ ﻭﺍﻷﺟﻮﺭ ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﻇﻬﺮ ﺗﺄﺛﲑ‬
‫ﻋﻜﺴﻲ ﻣﻌﻨﻮﻱ ﺇﺣﺼﺎﺋﻴﺎ ﻟﻨﻮﻉ ﺍﻟﻨﺸﺎﻁ ﰲ ﻗﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ ‪ ،‬ﻭﺗﺄﺛﲑ ﻃﺮﺩﻱ ﰲ ﻗﻄﺎﻋﺎﺕ ﺍﻟﺼﻨﺎﻋﺎﺕ‬
‫ﺍﻟﺘﺤﻮﻳﻠﻴﺔ ﻭﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ ﻭﺍﻟﺘﺄﻣﲔ‪ .‬ﻭﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﻛﻞ ﻣﺴﺘﻮﻯ ﻣﻦ ﻣﺴﺘﻮﻳﺎﺕ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ‬
‫ﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﻋﻼﻗﺔ ﻃﺮﺩﻳﺔ ﻟﻠﺼﻨﺎﻋﺎﺕ ﺍﻟﺘﺤﻮﻳﻠﻴﺔ ﻭﺍﻟﺘﺠﺎﺭﺓ ﰲ ﺍﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ ‪ ،‬ﻭﻟﻘﻄﺎﻉ ﺍﳌﺎﻝ‬
‫ﻭﺍﻟﺘﺄﻣﲔ ﰲ ﺍﻷﻋﻤﺎﻝ ﺍﻟﻜﺘﺎﺑﻴﺔ ‪ ،‬ﻭﻟﻘﻄﺎﻉ ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ ﰲ ﺃﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ‪.‬‬

‫ﺍﳋﻼﺻﺔ‬
‫ﻳﻌﺘﱪ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺃﺣﺪ ﺍﻷﺳﺒﺎﺏ ﺍﻟﺮﺋﻴﺴﺔ ﻟﻠﺸﻌﻮﺭ ﺑﻌﺪﻡ ﺍﳌﺴﺎﻭﺍﺓ ﳑﺎ ﻗﺪ ﻳﺆﺩﻱ ﺇﱃ ﺇﻋﺎﻗﺔ ﳕﻮ‬
‫ﺍﻹﻧﺘﺎﺟﻴﺔ ﻟﺪﻯ ﺍﻟﻌﺎﻣﻠﲔ ﺍﳌﺘﺴﺎﻭﻳﻦ ﰲ ﺑﻌﺾ ﺍﻟﻌﻨﺎﺻﺮ ﺍﻟﱵ ﻳﻔﺘﺮﺽ ﺃ‪‬ﺎ ﲢﺪﺩ ﺍﻷﺟﻮﺭ ﻭﺍﻟﺮﻭﺍﺗﺐ ﻣﺜﻞ‬
‫‪٣١‬‬
‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ ﻭ ﺳﻨﻮﺍﺕ ﺍﳋﱪﺓ‪ .‬ﻭﻳﺆﺩﻱ ﺍﻟﺸﻌﻮﺭ ﺑﻌﺪﻡ ﺍﳌﺴﺎﻭﺍﺓ ﺃﻳﻀﺎ ﺇﱃ ﺯﻳﺎﺩﺓ ﻣﻌﺪﻻﺕ ﺩﻭﺭﺍﻥ‬
‫ﺍﻟﻌﻤﻞ ﻭﻋﺪﻡ ﺍﺳﺘﻘﺮﺍﺭ ﺍﻟﻌﻤﺎﻟﺔ ﻭﺑﺎﻟﺘﺎﱄ ﺇﻫﺪﺍﺭ ﺟﺰﺀ ﻣﻦ ﺍﻻﺳﺘﺜﻤﺎﺭ ﰲ ﺍﻟﺘﺪﺭﻳﺐ‪ .‬ﻭﰲ ﺍﻟﻮﺍﻗﻊ ﺍﻟﻌﻤﻠﻲ‬
‫ﻓﺈﻥ ﺍﻷﺟﻮﺭ ﺗﺘﺒﺎﻳﻦ ﺑﺴﺒﺐ ﺍﻟﻌﺪﻳﺪ ﻣﻦ ﺍﻟﻌﻮﺍﻣﻞ ﺳﻮﺍﺀ ﻛﺎﻧﺖ ﻣﺮﺗﺒﻄﺔ ﺑﺎﳌﻨﺸﺄﺓ ﻧﻔﺴﻬﺎ ﺃﻭ ﺍﻟﺼﻨﺎﻋﺔ‬
‫ﺍﻟﱵ ﺗﺘﺒﻌﻬﺎ ﺍﳌﻨﺸﺄﺓ ‪ ،‬ﺃﻭ ﻣﺮﺗﺒﻄﺔ ﺑﺎﻟﻔﺮﻭﻕ ﺑﲔ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﺍﳌﻨﺸﺄﺓ‪ .‬ﻭﺇﺫﺍ ﺗﺴﺎﻭﻯ ﻋﺎﻣﻼﻥ ﰲ ﻣﺴﺘﻮﻯ‬
‫ﺍﻟﺘﻌﻠﻴﻢ ﻭﺳﻨﻮﺍﺕ ﺍﳋﱪﺓ ﻭﺍﳌﺴﺘﻮﻯ ﺍﻟﻮﻇﻴﻔﻲ ‪ ،‬ﻓﻠﻴﺲ ﻣﻦ ﺍﻟﻀﺮﻭﺭﻱ ﺃﻥ ﺗﺘﺴﺎﻭﻯ ﺃﺟﻮﺭﳘﺎ ﺑﺴﺒﺐ‬
‫ﺗﺪﺍﺧﻞ ﺍﻟﻌﻮﺍﻣﻞ ﺍﻷﺧﺮﻯ ‪ ،‬ﻭﻳﺘﻘﻠﺺ ﺍﻟﺸﻌﻮﺭ ﺑﻌﺪﻡ ﺍﳌﺴﺎﻭﺍﺓ ﺑﺰﻳﺎﺩﺓ ﺍﻟﻔﻬﻢ ﻭﺍﻹﺩﺭﺍﻙ ﳌﺪﻯ ﺗﺄﺛﲑ ﻫﺬﻩ‬
‫ﺍﻟﻌﻮﺍﻣﻞ‪.‬‬
‫ﻭﰲ ﺍﻟﻮﺍﻗﻊ ﺍﻟﻌﻤﻠﻲ ﻓﺈﻥ ﺭﺟﺎﻝ ﺍﻷﻋﻤﺎﻝ ﺑﺎﺧﺘﻼﻑ ﺧﺼﺎﺋﺼﻬﻢ ‪ ،‬ﻭﺍﺧﺘﻼﻑ ﺷﺮﻛﺎ‪‬ﻢ ﺃﻭ‬
‫ﺍﻟﻘﻄﺎﻋﺎﺕ ﺍﻟﱵ ﻳﻌﻤﻠﻮﻥ ﻣﻦ ﺧﻼﳍﺎ ‪ ،‬ﻳﺪﻓﻌﻮﻥ ﺃﺟﻮﺭﺍ ﳐﺘﻠﻔﺔ ﻟﻠﻌﺎﻣﻠﲔ ﺑﺎﺧﺘﻼﻑ ﺧﺼﺎﺋﺼﻬﻢ‪.‬‬
‫ﻭﺩﻟﺖ ﻧﺘﺎﺋﺞ ﺍﻟﺪﺭﺍﺳﺔ ﺍﳊﺎﻟﻴﺔ ﺃﻥ ﻛﱪﻳﺎﺕ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﺴﻌﻮﺩﻳﺔ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺗﺪﻓﻊ ﺃﺟﻮﺭﺍ‬
‫ﺗﺰﻳﺪ ﺑﺰﻳﺎﺩﺓ ﻣﺴﺘﻮﻯ ﺍﻟﺘﻌﻠﻴﻢ ﻭﺍﳋﱪﺓ ﺍﻟﻌﻤﻠﻴﺔ ﻟﻠﻌﺎﻣﻠﲔ ﻓﻴﻬﺎ‪ .‬ﻭﺗﺪﻓﻊ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻷﻛﱪ )ﻣﻦ ﺣﻴﺚ‬
‫ﺭﺍﺱ ﺍﳌﺎﻝ ﺃﻭ ﺍﻷﺻﻮﻝ ﺃﻭ ﺣﺠﻢ ﺍﳌﺒﻴﻌﺎﺕ ﺃﻭ ﻋﺪﺩ ﺍﻟﻌﺎﻣﻠﲔ( ﳌﻨﺴﻮﺑﻴﻬﺎ ﺃﺟﻮﺭﺍﹰ ﺃﻗﻞ ﻣﻦ ﺍﻟﺸﺮﻛﺎﺕ‬
‫ﺍﻷﺻﻐﺮ ﻧﺴﺒﻴﺎﹰ‪ .‬ﻛﻤﺎ ﺃﻥ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻷﺣﺪﺙ ﻣﻦ ﺣﻴﺚ ﺍﻟﻨﺸﺄﺓ )ﺳﻨﺔ ﺍﻟﺘﺄﺳﻴﺲ( ﺗﺪﻓﻊ ﺃﺟﻮﺭﺍﹰ ﺃﻋﻠﻰ‬
‫ﻣﻦ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻷﻗﺪﻡ ﻧﺴﺒﻴﺎﹰ‪ .‬ﻭﺗﺪﻓﻊ ﺍﻟﺸﺮﻛﺎﺕ ﺍﻟﱵ ﻳﻮﺟﺪ ‪‬ﺎ ﻣﺸﺎﺭﻛﺔ ﺃﺟﻨﺒﻴﺔ ﰲ ﺍﳌﻠﻜﻴﺔ ﺃﻭ‬
‫ﺍﻹﺩﺍﺭﺓ ﺃﺟﻮﺭﺍ ﺃﻋﻠﻰ‪ .‬ﻭﺃﻇﻬﺮﺕ ﺍﻟﻨﺘﺎﺋﺞ ﺍﳋﺎﺻﺔ ﺑﺎﳌﺘﻐﲑﺍﺕ ﺍﻷﻓﻀﻞ ﺇﺣﺼﺎﺋﻴﺎ ﻋﻨﺪ ﺍﻋﺘﺒﺎﺭ ﺍﻟﺘﺤﻠﻴﻞ‬
‫ﻟﻜﻞ ﺍﳌﻬﻦ ﻭﺍﻟﻮﻇﺎﺋﻒ ﰲ ﲨﻴﻊ ﺍﻟﻘﻄﺎﻋﺎﺕ ﺃﻥ ﺍﻷﺟﻮﺭ ﺗﺮﺗﺒﻂ ﺍﺭﺗﺒﺎﻃﺎ ﻃﺮﺩﻳﺎﹰ ﺑﻜﻞ ﻣﻦ ﻣﺴﺘﻮﻯ‬
‫ﺍﻟﺘﻌﻠﻴﻢ ‪ ،‬ﻭﺧﱪﺓ ﺍﻟﻌﺎﻣﻠﲔ ‪ ،‬ﻭﺍﻻﺷﺘﻐﺎﻝ ﺑﺎﻷﻋﻤﺎﻝ ﺍﻹﺩﺍﺭﻳﺔ ‪ ،‬ﻭﺍﻧﺘﻤﺎﺀ ﺍﳌﻨﺸﺄﺓ ﺇﱃ ﻗﻄﺎﻉ ﺍﻟﺼﻨﺎﻋﺎﺕ‬
‫ﺍﻟﺘﺤﻮﻳﻠﻴﺔ ‪ ،‬ﺃﻭ ﺍﳌﺎﻝ ﻭﺍﻟﺘﺄﻣﲔ ‪ ،‬ﺃﻭ ﺍﳌﺮﺍﻓﻖ ﺍﻟﻌﺎﻣﺔ ‪ ،‬ﻭﺃﺧﲑﺍ ﻣﻊ ﺯﻳﺎﺩﺓ ﺍﻟﺸﻌﻮﺭ ﺑﺎﺭﺗﻔﺎﻉ ﻣﺴﺘﻮﻯ‬
‫ﺻﺤﺔ ﻭﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ‪ .‬ﻭﺗﺮﺗﺒﻂ ﺍﻷﺟﻮﺭ ﻋﻜﺴﻴﺎﹰ ﻋﻨﺪ ﺍﺷﺘﻐﺎﻝ ﺍﻟﻌﺎﻣﻞ ﺑﺄﻋﻤﺎﻝ ﻛﺘﺎﺑﻴﺔ ﺃﻭ ﺧﺪﻣﻴﺔ ﺃﻭ‬
‫ﺑﺄﻋﻤﺎﻝ ﺍﻹﻧﺘﺎﺝ ﻭﺍﻟﺘﺸﻐﻴﻞ ‪ ،‬ﻭﻛﺬﻟﻚ ﻋﻨﺪﻣﺎ ﺗﻜﻮﻥ ﺍﳌﻨﺸﺄﺓ ﻓﺮﺩﻳﺔ ‪ ،‬ﺃﻭ ﻣﻨﺘﻤﻴﺔ ﻟﻘﻄﺎﻉ ﺍﻟﺘﺠﺎﺭﺓ ‪ ،‬ﺃﻭ‬
‫ﻣﺘﻮﺍﺟﺪﺓ ﰲ ﺍﳌﻨﻄﻘﺔ ﺍﻟﻮﺳﻄﻰ ‪ ،‬ﺃﻭ ﻣﻦ ﺍﻟﺸﺮﻛﺎﺕ ﺫﺍﺕ ﺣﺠﻢ ﻣﺒﻴﻌﺎﺕ ﻛﺒﲑ‪ .‬ﻭﻳﺘﻀﺢ ﺍﻟﺘﻔﺎﻭﺕ ﰲ‬
‫ﺍﻷﺟﻮﺭ ﻭﺍﳌﺮﺗﺒﺎﺕ ﻟﻨﻔﺲ ﺍﳌﻬﻨﺔ ﺃﻭ ﺍﻟﻮﻇﻴﻔﺔ ﺑﲔ ﺷﺮﻛﺔ ﻭﺃﺧﺮﻯ ﺩﺍﺧﻞ ﺍﻟﻘﻄﺎﻉ ﺍﻻﻗﺘﺼﺎﺩﻱ ﻧﻔﺴﻪ‪.‬‬
‫ﻭﻳﻈﻬﺮ ﺍﻟﺘﺒﺎﻳﻦ ﻧﺘﻴﺠﺔ ﺍﺧﺘﻼﻑ ﺑﻴﺌﺔ ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﺣﺠﻢ ﺍﳌﻨﺸﺄﺓ ﺍﻟﻨﺴﱯ ﻭﻫﻴﻜﻞ ﺍﻟﺼﻨﺎﻋﺔ ‪ ،‬ﻭﻣﻮﻗﻊ‬
‫ﺍﻟﻌﻤﻞ ‪ ،‬ﻭﻣﺪﻯ ﺗﻮﻓﺮ ﺍﻟﻮﺳﺎﺋﻞ ﺍﳊﻀﺮﻳﺔ‪.‬‬

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‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬
‫ﻭﻧﺘﻴﺠﺔ ﻻﻋﺘﻤﺎﺩ ﺍﻟﺪﺭﺍﺳﺔ ﺍﳊﺎﻟﻴﺔ ﻋﻠﻰ ﺑﻴﺎﻧﺎﺕ ﻣﻨﺸﻮﺭﺓ ﺑﺎﻹﺿﺎﻓﺔ ﺇﱃ ﻧﺘﺎﺋﺞ ﺍﺳﺘﺒﻴﺎﻥ ﻣﻜﺘﱯ ﰎ‬
‫ﺗﻮﺯﻳﻌﻪ ﻋﻠﻰ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﺃﻛﱪ ﻣﺎﺋﺔ ﺷﺮﻛﺔ ﺳﻌﻮﺩﻳﺔ ﺩﻭﻥ ﺇﺟﺮﺍﺀ ﺍﺳﺘﺒﻴﺎﻥ ﻣﻴﺪﺍﱐ ﻳﻌﺘﻤﺪ ﻋﻠﻰ‬
‫ﺍﳌﻘﺎﺑﻼﺕ ﺍﻟﺸﺨﺼﻴﺔ ‪،‬ﱂ ﳝﺘﺪ ﺍ‪‬ﺎﻝ ﺇﱃ ﺗﻘﺼﻲ ﺃﺳﺒﺎﺏ ﺍﻟﺘﺒﺎﻳﻦ ﻧﺘﻴﺠﺔ ﻗﻴﺎﻡ ﺭﺟﺎﻝ ﺍﻷﻋﻤﺎﻝ ﺑﺈﻋﺎﺩﺓ‬
‫ﺗﻘﻴﻴﻢ ﻗﺪﺭﺍﺕ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﻓﺘﺮﺍﺕ ﺩﻭﺭﻳﺔ ‪ ،‬ﺃﻭ ﺍﻟﺘﻘﻴﻴﻢ ﺍﻟﺸﺨﺼﻲ ﻟﻠﻌﺎﻣﻞ ) ﻣﺜﻞ ﻭﺟﻮﺩ ﲤﻴﻴﺰ‬
‫ﻟﻠﺠﻨﺴﻴﺔ ﺃﻭ ﺍﳉﻨﺲ ﺃﻭ ﻏﲑ ﺫﻟﻚ( ‪ ،‬ﺃﻭ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﺑﺴﺒﺐ ﺗﺒﺎﻳﻦ ﺍﻟﺘﻌﻮﻳﻀﺎﺕ ﺍﻷﺧﺮﻯ‪ .‬ﻭﻛﺬﻟﻚ‬
‫ﱂ ﺗﺘﻘﺺ‪ ‬ﺍﻟﺪﺭﺍﺳﺔ ﻣﺪﻯ ﺍﻟﺘﺒﺎﻳﻦ ﺍﻟﻨﺎﺟﻢ ﻋﻦ ﺍﻟﺴﻠﻮﻙ ﺍﻹﺩﺍﺭﻱ ﻛﻨﺘﻴﺠﺔ ﻟﺘﺒﺎﻳﻦ ﺍﻟﻘﺪﺭﺍﺕ ﺃﻭ ﺍﳌﻬﺎﺭﺍﺕ‬
‫ﺃﻭ ﻻﺧﺘﻼﻑ ﺭﺃﺱ ﺍﳌﺎﻝ ﺍﻟﺒﺸﺮﻱ )ﻏﲑ ﺳﻨﻮﺍﺕ ﺍﻟﺘﻌﻠﻴﻢ ﻭﺍﳋﱪﺓ( ﻣﺜﻞ ﻧﻮﻋﻴﺔ ﺍﻟﺘﺨﺼﺺ ‪ ،‬ﻭﺍﻹﻧﺘﺎﺟﻴﺔ‬
‫‪ ،‬ﻭﺍﳌﻬﺎﺭﺍﺕ ﺍﻟﺸﺨﺼﻴﺔ ‪ ،‬ﻭﺍﻟﻘﺪﺭﺓ ﻋﻠﻰ ﺍﻟﺘﻌﻠﻢ ﻭﺍﻟﺘﻄﺒﻴﻖ ‪ ،‬ﺃﻭ ﻧﺘﻴﺠﺔ ﺗﺒﺎﻳﻦ ﺗﻔﻀﻴﻼﺕ ﺍﻟﻌﻤﺎﻝ ﻣﺜﻞ‬
‫ﺗﻔﻀﻴﻞ ﺍﻟﺪﺧﻮﻝ ﺍﳊﺎﻟﻴﺔ ﻋﻠﻰ ﺍﻟﺪﺧﻮﻝ ﺍﳌﺴﺘﻘﺒﻠﻴﺔ ‪ ،‬ﺃﻭ ﺍﻟﺪﺧﻮﻝ ﻣﻦ ﻏﲑ ﺍﻟﻌﻤﻞ ‪ ،‬ﺃﻭ ﺗﻔﻀﻴﻼﺕ‬
‫ﺍﻟﻮﻗﺖ ‪ ،‬ﺃﻭ ﺗﻔﻀﻴﻼﺕ ﺍﳌﻨﺎﻓﻊ ﻏﲑ ﺍﻷﺟﻮﺭ ﺍﻟﻨﻘﺪﻳﺔ )ﻣﺜﻞ ﺍﻟﺘﺄﻣﲔ ﺍﻟﺼﺤﻲ ‪ ،‬ﺍﻟﺴﻜﻦ ‪ . . . ،‬ﺍﱁ(‪.‬‬

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‫ﺩ‪ .‬ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬
‫ﻗﺎﺋﻤﺔ ﺍﳌﺮﺍﺟﻊ‬

‫ﺍﳌﺮﺍﺟﻊ ﺍﻟﻌﺮﺑﻴﺔ‬

‫ﺍﳌﻬﺮ ‪ ،‬ﺧﻀﲑ ﻋﺒﺎﺱ‪ :‬ﺍﻷﺟﺮ ﻭﺍﻻﺳﺘﺨﺪﺍﻡ ﻭﺍﻟﺘﻮﺍﺯﻥ ﺍﻻﻗﺘﺼﺎﺩﻱ ‪ ،‬ﻋﻤﺎﺩﺓ ﺷﺆﻭﻥ ﺍﳌﻜﺘﺒﺎﺕ ‪،‬‬
‫ﺟﺎﻣﻌﺔ ﺍﳌﻠﻚ ﺳﻌﻮﺩ ‪ ،‬ﺍﻟﺮﻳﺎﺽ ‪١٩٨٨‬ﻡ‪.‬‬
‫ﺍﻟﺒﻄﻤﺔ ‪ ،‬ﳏﻤﺪ ﻋﺜﻤﺎﻥ‪ :‬ﳓﻮ ﻧﻈﺎﻡ ﺇﱃ ﺍﻟﺮﻭﺍﺗﺐ ﰲ ﺍﳉﻬﺎﺕ ﺍﳊﻜﻮﻣﻴﺔ ﺑﺎﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ ‪،‬‬
‫ﻣﻌﻬﺪ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ‪ ،‬ﺇﺩﺍﺭﺓ ﺍﻟﺒﺤﻮﺙ ‪ ١٤٠٢‬ﻫـ‪.‬‬
‫ﺍﻟﻐﺮﻓﺔ ﺍﻟﺘﺠﺎﺭﻳﺔ ﺍﻟﺼﻨﺎﻋﻴﺔ ﺑﺎﻟﺮﻳﺎﺽ‪ :‬ﺩﺭﺍﺳﺔ ﻇﺎﻫﺮﺓ ﺗﺒﺎﻳﻦ ﺍﻷﺟﻮﺭ ﰲ ﺷﺮﻛﺎﺕ ﻭﻣﺆﺳﺴﺎﺕ ﺍﻟﻘﻄﺎﻉ‬
‫ﺍﳋﺎﺹ ‪ ،‬ﺇﺩﺍﺭﺓ ﺍﻟﺒﺤﻮﺙ ‪ ،‬ﺍﻟﺮﻳﺎﺽ ‪١٤٠٤‬ﻫـ ‪.‬‬
‫ﺍﻟﻐﺮﻓﺔ ﺍﻟﺘﺠﺎﺭﻳﺔ ﺍﻟﺼﻨﺎﻋﻴﺔ ﺑﺎﻟﺮﻳﺎﺽ‪ :‬ﺳﺒﻞ ﺯﻳﺎﺩﺓ ﺍﻟﻌﻤﺎﻟﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ‪ ،‬ﺍﻟﺮﻳﺎﺽ‬
‫‪ ١٤١١‬ﻫـ ‪.‬‬
‫ﺍﻟﻐﺮﻓﺔ ﺍﻟﺘﺠﺎﺭﻳﺔ ﺍﻟﺼﻨﺎﻋﻴﺔ ﺑﺎﻟﺮﻳﺎﺽ‪ :‬ﺍ‪‬ﻠﺪ ﺍﻷﻭﻝ ﻭﺍﻟﺜﺎﱐ ﻟﻨﺼﻮﺹ ﺃﻭﺭﺍﻕ ﺍﻟﻌﻤﻞ ﺍﳌﻘﺪﻣﺔ ﺇﱃ ﻧﺪﻭﺓ‪:‬‬
‫ﺍﻟﻌﻤﺎﻟﺔ ﺍﳌﻮﺍﻃﻨﺔ ﰲ ﺍﻟﻘﻄﺎﻉ ﺍﻷﻫﻠﻲ ﺍﻟﺴﻌﻮﺩﻱ ﺍﻟﱵ ﻋﻘﺪﺕ ﰲ ﺍﻟﺮﻳﺎﺽ ﺷﻌﺒﺎﻥ ‪ ١٤١٣‬ﻫـ ‪،‬‬
‫ﻓﱪﺍﻳﺮ ‪١٩٩٣‬ﻡ‪.‬‬
‫ﺍﻟﻌﺪﻳﻠﻲ ‪ ،‬ﻧﺎﺻﺮ ﳏﻤﺪ‪ :‬ﺩﻭﺍﻓﻊ ﺍﻟﻌﺎﻣﻠﲔ ﰲ ﺍﻷﺟﻬﺰﺓ ﺍﳊﻜﻮﻣﻴﺔ ﰲ ﺍﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ ‪ ،‬ﺇﺩﺍﺭﺓ‬
‫ﺍﻟﺒﺤﻮﺙ ﲟﻌﻬﺪ ﺍﻹﺩﺍﺭﺓ ﺍﻟﻌﺎﻣﺔ ‪ ١٤٠٦‬ﻫـ‪.‬‬
‫ﻋﺒﺪ ﺍﳊﻤﻴﺪ ‪ ،‬ﻳﻮﺳﻒ ﻋﺒﺪ ﺍﻟﻨﻮﺭ ﳏﻤﺪ‪ :‬ﺷﺮﺡ ﻧﺼﻮﺹ ﺍﻟﻌﻤﻞ ﻭﺍﻟﻌﻤﺎﻝ ﰲ ﺍﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ‬
‫ﺍﻟﺴﻌﻮﺩﻳﺔ ‪ ،‬ﺍﻟﺪﺍﺭ ﺍﻟﺴﻌﻮﺩﻳﺔ ﻟﻠﻨﺸﺮ ‪ ،‬ﺟﺪﺓ ‪١٩٨٧‬ﻡ ‪.‬‬
‫ﺍﻟﻌﺒﻴﺪ ‪ ،‬ﻋﺒﺪ ﺍﷲ ‪ ،‬ﻭﻋﺒﺪ ﺍﻟﻘﺎﺩﺭ ﻋﻄﻴﺔ‪ :‬ﺍﻗﺘﺼﺎﺩ ﺍﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ )ﻧﻈﺮﺓ ﲢﻠﻴﻠﻴﺔ( ‪ ،‬ﺩﺍﺭ‬
‫ﻋﺎﱂ ﺍﻟﻜﺘﺐ ‪ ،‬ﺍﻟﺮﻳﺎﺽ ‪١٩٩٤‬ﻡ‪.‬‬
‫ﻋﺒﺪ ﺍﻟﺮﲪﻦ‪ ،‬ﳏﻤﺪ ﻋﺒﺪ ﺍﻟﺮﲪﻦ‪ :‬ﻣﻘﺎﺭﻧﺔ ﺑﲔ ﻣﺴﺘﻮﻳﺎﺕ ﺍﻷﺟﻮﺭ ﰲ ﻣﻨﺸﺂﺕ ﺍﻟﻘﻄﺎﻉ ﺍﳊﻜﻮﻣﻲ‬
‫ﻭﺍﻟﻘﻄﺎﻉ ﺍﳋﺎﺹ ﺑﺎﳌﻤﻠﻜﺔ ﺍﻟﻌﺮﺑﻴﺔ ﺍﻟﺴﻌﻮﺩﻳﺔ ‪ ،‬ﳎﻠﺔ ﺍﻟﻌﻠﻮﻡ ﺍﻹﺩﺍﺭﻳﺔ ‪ ،‬ﺟﺎﻣﻌﺔ ﺍﳌﻠﻚ ﺳﻌﻮﺩ ‪،‬‬
‫‪ ، ١٩٨٨‬ﳎﻠﺪ ‪ ، ١٣‬ﺍﻟﻌﺪﺩ ‪.١‬‬

‫‪٣٤‬‬
‫ﺩﻴﺴﻤﺒﺭ ‪٢٠٠٣‬‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

‫‪٣٥‬‬
‫ ﺴﻴﺩ ﺍﻟﺨﻭﻟﻲ‬.‫ﺩ‬
‫ﺍﳌﺮﺍﺟﻊ ﺍﻷﺟﻨﺒﻴﺔ‬

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Recipients: The Effects of Wages, Industry, Occupation and Firm size”,
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Richald Layard, Amsterdam Elsevier Science Puplishers, 1986, pp.
1219-1268.
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No. 6, 1996.
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Economics, 1997, pp. 124-149.

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٢٠٠٣ ‫ﺩﻴﺴﻤﺒﺭ‬ ‫ﻤﺠﻠﺔ ﺍﻟﻌﻠﻭﻡ ﺍﻻﻗﺘﺼﺎﺩﻴﺔ ﻭﺍﻹﺩﺍﺭﻴﺔ‬

Wage differentials in the Saudi Private Sector

Dr. Saiyed Fathi Al-Khouli

Department of Economics
King Abdul Aziz University, Jeddah

Abstract

This paper investigates the factors behind wage differentials in the

largest 100 Saudi Arabian companies. In addition to these companies’ data
that were published in 1999, a questionnaire was distributed to a random
sample of the employees in these companies to collect supplementary
personal data. Stepwise regression was then used to examine the relationship
between wages (on the logarithmic scale) and several independents variables
measuring various characteristics of both the companies and the workers. It
was found that the worker’s education and experience and the company’s
sales, capital, assets, location and legal framework were among the most
important variables affecting wages.

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