本论文通过质性研究，在解构体面劳动的内涵、构建体面劳动的评价指标体系的基础上，分析了体面劳动与职业能力提升的互动关系，并就二者互动关系的作用机制提出了微观和宏观层面的理论假设；继而通过微观与宏观层面的定量研究对理论假设加以实证检验，最后就实现体面劳动与职业能力提升的良性互动提出对策建议。

首先，本文通过质性研究，构建了体面劳动的评价指标体系，并分析了体面劳动与职业能力提升的互动关系。基于对来自京津冀地区271名工作者的深度访谈，应用扎根理论研究方法，本文归纳了体面劳动的七个维度，即工资收入体面感、就业保障体面感、工作氛围体面感、劳动强度体面感、民主参与体面感、职业发展体面感、社会地位体面感，以及各维度下属的细化指标。在此基础上，通过进一步分析体面劳动与职业能力提升互动关系的作用机制，提出微观层面的理论假设：职业能力水平的提高会增进体面劳动的实现程度，而体面劳动实现程度的提高又会通过促进职业能力提升行为，增进职业能力水平，因而体面劳动与职业能力提升互促互进。此外，借助组织行为学理论、交易成本理论和诱致性创新理论对质性研究成果加以印证和补充，并行得出宏观层面的理论假设：体面劳动通过增进劳资合作、提升资本密集程度，促进劳动者职业能力水平的提高。

接着，本文分别对微观和宏观层面的理论假设加以实证检验。在微观层面，借助根据质性研究结果设计体面劳动主观量表，立足来自京津冀地区15家企业的两时期主管-职工匹配数据，通过结构方程模型分析，并经过中介效应检验与竞争模型比较，验证了体面劳动与职业能力提升互促互进的理论假设。在宏观层面，首先建立与微观量表相符的宏观体面劳动评价指标体系，并通过对相关指标的因子分析提取了两项宏观体面劳动因子，分别界定为“灵活安全与社会对话”和“就业保障与员工参与”；遵循“资本主义多样性”理论对西方市场经济国家的划分，对1960年以来27个不同类型经济合作与发展组织国家的体面劳动实现状况与发展趋势做了描述性分析。基于样本国家的面板数据，运用差分和协整形式下的单方程估计和向量自回归模型，发现两个因子均可通过技术升级和劳资合作的部分中介作用促进职业能力提升，但只有“灵活安全与社会对话”这个因子同时会通过增强劳资合作促进职业能力提升。

最后，本文在总结全文论点的基础上，分析了当前我国职业教育培训体系和广大一线劳动者体面劳动实现方面的现存问题，并从实现体面劳动与职业能力提升的良性互动的角度，围绕打造高质量职业能力供给体系以及健全以体面劳动为核心的劳动力市场制度和财税体系提出了若干对策建议。

本论文的创新点主要体现为四个方面：第一，首次探讨了体面劳动与职业能力提升的双向互动关系，实现研究视角的创新；该视角为挑战新自由主义观念的、主张劳动权益保障与经济绩效提升互补性的理论提供了微观基础。第二，应用扎根理论研究方法完成主体理论建构，得到一套更加全面的体面劳动测度体系，以及更具经验基础、更加深入的体面劳动与职业能力提升的互动作用机制，实现研究方法创新。第三，并行使用微观和宏观两个层面的数据分析验证理论假设，包括微观上使用来自京津冀地区多家企业的两时期主管-职工匹配数据，宏观上使用27个经济合作与发展组织国家的面板数据，更好地解决变量内生性与遗漏变量问题，对体面劳动与职业能力提升之间的双向因果关系给予了更加严谨、更加稳健的实证检验。第四，在宏观实证检验中识别了体面劳动的不同作用于中介变量及结果变量的异质性，对于进一步推动有关比较劳动力市场制度以及劳动力市场对经济绩效的研究具有一定的启发意义。

Using qualitative inquiries, this dissertation summarizes concept space and measurement system of decent work, proposes the reciprocal relationship between decent work and skills development; then this dissertation tests the proposed hypotheses using quantitative methods on both micro- and macro levels, followed by implications and suggestions on promoting positive interaction of decent work and skills development.

The qualitative research utilizes grounded theory method based on in-depth interview to 271 workers in Beijing, to summarize the 7 dimensions of decent work, namely, compensation, job stability, work environment, workload, democratic participation, career development, and social status. Further qualitative analysis induces the reciprocal relationship between skills development and decent work, so as to propose the following hypotheses at micro level: while higher skills level enhance decent work, more decent work promotes skills level by stimulating skills development activities. Furthermore, by drawing on organizational behavioral theories, transaction costs theories and induced innovation theories, the author propose the following hypotheses at macro level: decent work promotes skills development through the partial mediation of labor-management accord and skills-complementary capital deepening.

Quantitative research tests the hypotheses on both micro and macro levels. On micro level, it tests the hypotheses based on decent work scales developed from qualitative research and two-period supervisor-employee matched data collected from 12 enterprises in Beijing. On macro level, after establishing the macro measurement system of decent work, the author refines two major factors of decent work at macro level, named as “flexicurity and social dialogue” (DW1) and “employment protection and employee participation” (DW2). The author compares the development trends of decent work of 27 OECD countries, and then tests the hypotheses using multiple regression methods including ARDL, VAR and VECM. It finds that both  and DW2 promote skills development through stimulating capital deepening, while only DW1 promotes skills development also through enhancing labor-management accord.

Based on the research, problems of present vocational training and education are analyzed, as well as the challenges for the realization of decent work for labors. For the last part, several pieces of advice are given by view of the interaction between the decent work and skills development, including labor market polices and taxes policies which are aimed to raise the extent of labors’ decent work and empower their skills.    

This dissertation is manifested by four innovations. (1) It discusses the reciprocal relationship between decent work and skills development, and hence provides micro-foundation of complimentary between worker rights protection and economic performance. (2) It develops a set of new measurement system of decent work, using formal qualitative inquiries a la grounded theory. (3) It utilizes data on both micro and macro levels, including supervisor-employee matched data and national panel data, which are better at solving endogeneity and missed variable problems, so as to provides more prudent and robust empirical test on the relationship between decent work and skills development. (4) As a by-product of macro-level empirical analysis, its finds heterogenous effect of different dimensions of decent work, which provides inspirations for those studies in comparative labor market institutions and their effects on economic performance.