caerCentral Asian Economic ReviewCentral Asian Economic Review2789-43982789-4401Университет Нархоз10.52821/2789-4401-2026-3-158-173caer-1868Research ArticleБИЗНЕС И УПРАВЛЕНИЕ: ПРОБЛЕМЫ И РЕШЕНИЯBUSINESS AND GOVERNANCE: ISSUES AND SOLUTIONSЧеловеческий капитал и уровень оплаты труда: региональный аспектHuman Capital and Wage Level: Regional Aspecthttps://orcid.org/0000-0003-1117-7453ХасановА. Б.KhassanovAdil B.

Хасанов Адиль Болатович – доктор философии (PhD), приглашённый старший преподаватель,

Алматы.

Almaty.

adil_khassanov@mail.ruКазахстанско-Немецкий УниверситетКазахстанKazakh-German UniversityKazakhstan20260510202603158173Copyright © Хасанов А.Б., 20262026Хасанов А.Б.Khassanov A.B.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://caer.narxoz.kz/jour/article/view/1868

Цель исследования заключается в выявлении степени влияния элементов человеческого капитала на уровень распределения заработных плат в регионах Казахстана.

Методология

Методология. Исследование проведено на основе сбора и эконометрического анализа актуальных данных Бюро национальной статистики Агентства по стратегическому планированию и реформам Республики Казахстан. Моделирование включает использование метода взвешенных наименьших квадратов, расчёт предельных эффектов и анализ нелинейных зависимостей для построения возрастного профиля заработных плат. Применены методы сравнительного и структурного анализа, графический метод для визуализации результатов, а также синтез исследований зарубежных и казахстанских авторов.

Оригинальность / ценность исследования. Данное исследование раскрывает основные характеристики, которые в большей степени ценятся в денежном выражении на рынке труда Казахстана. Представлен взгляд на причины регионального неравенства сквозь призму получения работником следующего уровня образования или миграции в привлекательный регион. Предложенные рекомендации направлены на устранение разрывов в оплате труда различных групп населения.

Результаты исследования

Результаты исследования. Рынок труда Казахстана на уровне регионов является сильно фрагментированным с разделением на пять лучших и пятнадцать остальных регионов. Эмпирически доказано, что более высокий уровень образования перекрывает выгоды от внутренней трудовой миграции. Рынок соответствует перевёрнутому U-образному профилю с пиком в 45 лет для мужчин и женщин, после чего происходит постепенное снижение уровня оплаты труда. В стране наблюдается перекос в сторону поощрения управленческих компетенций, что выражается в их преобладании над экспертизой и узкой направленностью.

Purpose of the research is to identify the degree of influence of human capital elements on the level of wage distribution in the regions of Kazakhstan.

Methodology

Methodology. The study was carried out on the basis of the collection and econometric analysis of current data of the Bureau of National Statistics of the Agency for Strategic Planning and Reforms of the Republic of Kazakhstan. Modeling includes the method of weighted least squares, calculation of margin effects and analysis of non-linear relationships to build an age profile of wages. Methods of comparative and structural analysis, a graphical method for visualizing the results, as well as a synthesis of studies by foreign and Kazakhstani authors were applied.

Originality / value of the research. This study reveals the key characteristics that are most valued in monetary terms in the Kazakhstan labor market. It presents a perspective on the causes of regional inequality through the lens of workers' attainment of the next level of education or migration to an attractive region. The proposed recommendations are aimed at eliminating wage gaps across various population groups.

Findings

Findings. The Kazakhstan labor market is highly fragmented at the regional level, divided into five top regions and fifteen remaining regions. Empirical evidence has shown that higher levels of education offset the benefits of internal labor migration. The market follows an inverted U-shaped profile, peaking at age 45 for both men and women, followed by a gradual decline in wages. The country exhibits a bias toward rewarding managerial competencies, which is reflected in their predominance over expertise and narrow focus.

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The authors declare that there are no conflicts of interest present.