本研究嘗試發展從業身份勞動市場的概念，透過探討就業者的從業身份轉換可能性和薪資待遇變化，檢視臺灣從業身份勞動市場中是否存在著區隔化和性別化的現象。在從業身份變動的部分，本研究藉由將從業身份工作經驗區分成前一份工作的從業身份所帶來的立即性影響，以及在前一份工作之前所累積的從業身份工作次數帶來的非立即性影響，共同探討這兩種從業身份工作經驗是如何形塑就業者的從業身份轉換可能性，來檢視是否存在著區隔化從業身份勞動市場的現象。同時，也透過性別、家庭角色、性別和從業身份工作經驗交互作用、以及性別和家庭角色交互作用的分析，檢視兩性就業者是否面臨到不同的從業身份進入可能性，與從業身份工作經驗和家庭角色對於兩性就業者在進入不同從業身份的影響上存在著不同的影響效果。在薪資待遇的部分，本研究也藉由檢驗從業身份工作經驗、性別、家庭角色對於實質時薪的分析，檢視不同從業身份是否存在著薪資待遇上的區別，並探討從業身份工作經驗和家庭角色是否在兩性就業者身上存在著不同的薪資影響效果。本研究使用臺灣社會變遷基本調查計畫第七期第三次社會階層組的工作史資料來作為分析資料。在研究方法上，本研究運用間斷時間的事件史分析方法，進行多元名目邏輯式迴歸模型分析，來檢視就業者進入各種從業身份事件的可能性，以及藉由線性固定效應模型來分析實質時薪變化。
本研究發現，臺灣從業身份勞動市場存在著區隔化和性別化的現象，在就業者從業身份轉換可能性和薪資待遇的表現上存在著一些支持的證據。
在從業身份轉換可能性的部分，本研究觀察到就業者存在著傾向進入相同從業身份的就業慣性。從跨從業身份的工作流動，則可觀察到在不同從業身份勞動市場之間，存在著兩條區隔界線，一條是介於典型工作和其他從業身份之間的界線，典型工作經驗有助於就業者再次進入典型工作與進入雇主和自營作業工作，但其他工作經驗則對於進入典型工作存在著不利的影響；另一條則是介於雇主和其他從業身份之間，同屬於自雇工作型態的自營作業工作經驗不利於就業者進入雇主，具有雇主經驗的就業者也不太可能會進入較弱勢的非典型工作。另外，在自營作業工作、非典型工作和家庭企業工作三種從業身份之間則存在相互流動的親近性。兩性就業者在進入不同從業身份的可能性上有所差異，女性就業者不傾向在下一份工作時進入雇主、自營作業工作和典型工作，而傾向於進入家庭企業工作和失業身份。從業身份工作經驗對於兩性就業者也會帶來不同的影響。具有典型工作經驗的女性就業者較可能在下一份工作時轉換至家庭企業工作或是進入失業身份，這呼應女性就業者傾向於進入家庭企業工作和失業身份的文獻發現。女性在進入自雇類型的工作上面對著較高的進入門檻，但當進入自雇類型的工作之後，自雇類型的工作經驗則讓女性就業者似乎取得了某些資源，讓她們不傾向在下一份工作時進入家庭企業工作或是非典型工作。家庭企業工作經驗和失業經驗則為男性就業者帶來傷疤效果影響。家庭企業工作經驗會妨礙男性就業者在下一份工作時進入典型工作和自營作業工作的可能性。而失業經驗對男性就業者也會帶來不利於在下一份工作時進入自營作業工作，以及傾向於再次失業的影響。本研究觀察到婚姻狀態和是否育有學齡前子女等因素對於就業者的從業身份轉換可能性有不同的影響，已婚者較傾向維持工作未發生變動的情形，而育有學齡前子女則較可能產生從業身份變動的情形。相較於男性，已婚女性較可能進行從業身份的轉變，在下一份工作時較可能進入雇主、自營作業工作、家庭企業工作和失業身份，較不可能進入典型工作和非典型工作。育有學齡前子女則較可能讓女性就業者面臨到因就業中斷而來的失業身份和繼續維持工作未發生變動。
在薪資待遇的分析部分，就業者從先前從業身份進入目前從業身份的從業身份轉變，會帶來實質時薪的變動。相較於進入典型工作，進入雇主的實質時薪較高，而進入自營作業工作和家庭企業工作會比較低。就業者先前從事的自營作業工作、非典型工作、家庭企業工作和失業經驗則會為薪資待遇帶來減少效果。典型就業經驗對女性就業者的薪資有負面影響，即便女性就業者累積更多的典型工作經驗，她們的薪資待遇還是比男性就業者來得差。整體而言，婚姻狀態則會為就業者帶來婚姻溢酬的效果。但已婚的女性就業者則面臨著薪資懲罰效果，存在著實質時薪減少的現象。

The purpose of this dissertation is to develop the concept of employment status labor markets. Through examining the effects of employment status experiences, gender and family roles on employment status transitions and wage differences, this study explores whether there are segmented and gendered employment status labor markets in Taiwan. By using the status of previous job and the cumulative counts of experiences on different employment statuses, this study distinguished the direct effect and cumulative effects of employment status experiences. I also analyzed the effects of gender, family roles, the moderating effects of employment status experiences and gender, and the moderating effects of family roles and gender in this study to explore the gender differences of employment status transitions and wage differences. The analysis data in this dissertation is the work history data from the social stratification data of 2017 Taiwan Social Change Survey. I adopted a discrete-time event history approach and used the multinomial logistic regression to analyze the transition events of different employment statuses. Meanwhile, I employed linear fixed-effects model to examine the differences of log real hourly wages from employment status transitions.
This study suggested that there could be segmented and gendered employment status labor markets in Taiwan. Findings are discussed as follows.
When job transitions occurred, workers usually had the intentions to transfer into the same employment status. However, from the transition events across different employment statuses, there seemed to be two segmented boundaries among them. One segmented boundary laid between standard jobs and other employment statuses. Experiences of standard jobs increased the possibility that workers moved into standard jobs, solo self-employment and became employers. But, experiences of other employment statuses, including being employers, solo self-employment, nonstandard jobs, and family enterprise jobs all reduce the likelihood that workers moved into standard jobs. Another segmented boundary emerged between being employers and other employment statuses. It was unlikely that workers with solo self-employment experiences gained the resources to become employers. Those workers who worked as employers before, were less likely to become nonstandard workers. Also, workers who had jobs of solo self-employment, nonstandard jobs, and family enterprise jobs previously, tended to find next jobs among these employment statuses.
In addition, male and female workers had different intentions to make job transitions among these employment statuses. Female workers are less likely than male workers to work as employers, self-employed workers and standard workers. They are more likely than their male counterparts to work as family enterprise workers or become unemployed workers. The moderating effects of employment status experiences and gender showed that female and male workers with similar employment status experiences had different likelihood to transfer into particular employment statuses. Female workers with standard job experiences tended to move into family enterprises or become jobless. This result showed that female workers had greater tendency to become family enterprise workers and nonemployment. Female workers were likely to face stronger entry barriers to work as solo self-employment and being employers. However, when female workers gained the working experiences as self-employed workers or employers, they acquired more resourceful statuses which kept them from being less likely to work as family enterprise workers and nonstandard workers. Male workers who had experiences of working in family enterprises or unemployment received scarring effects. Male workers with family enterprises experiences were unlikely to work as standard workers and self-employed workers. Those male workers with unemployment experiences were less likely to transfer into solo self-employment or were easily to become jobless again.
Family roles influenced the transition possibility into different employment statuses of workers as well. Married workers tended to stay in previous jobs, and made no work transitions. Those workers with children younger than 6 years old were more likely to make job transitions. Female married workers are more probable to make work transitions than male married workers. Female married workers tended to transfer into being employers, self-employed workers, family enterprise workers and become jobless. They were unlikely to work as employed workers, neither standard workers nor nonstandard workers. Female workers with children younger than 6 years old were more likely to become jobless or make no job transitions.
Results of the linear fixed-effects model showed that the log real hourly wages changed when job transitions happened. Those workers transferred to be employers increased their log real hourly wages, while those workers transferring to solo self-employment and family enterprise decreased their log real hourly wages, comparing to those who worked as standard workers. Experiences in solo self-employment, nonstandard employment, family enterprise employment and unemployment were all likely to reduce workers’ log real hourly wages. Nevertheless, standard employment experiences were likely to damage female workers log real hourly wages. Female workers with more standard employment jobs still earned lower wages than male workers. There was marriage premium on log real hourly wages of married workers than unmarried workers. But, female married workers endured wage penalty, while their log real hourly wages decreased than their male counterparts.