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題名：多多益善？教育、年資與企業規模對生涯流動的影響
書刊名：臺灣教育社會學研究
作者：莊致嘉 引用關係
作者(外文)：Chuang, Chih-chia
出版日期：2010
卷期：10:2
頁次：頁85-123
主題關鍵詞：生涯流動；人力資本；企業規模；年資；升遷；Career mobility；Human capital；Enterprise size；Seniority；Promotion
原始連結：連回原系統網址new window
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  • 共同引用共同引用:156
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本研究使用「臺灣地區社會變遷基本資料」(第四期第三次)的全國性調查資料，檢測勞力市場中教育、工作年資與企業規模對生涯流動的影響。本文發現較大型的公司能夠降低工作者零次升遷的機率，但無法促進個人的升遷機會。而教育和工作年資在不同企業規模中，對晉升機會產生不同的影響效果，任職於大公司不必然佔有優勢。根據資料分析的結果顯示，在臺灣的勞力市場中，教育年數與先前工作經歷對升遷的邊際效果，大抵隨著企業規模形成一個平坦的倒U字型的曲線關係；公司年資的效果則呈現出近似U字型的先降後升現象。在比較不同人力資本的指標後發現，個人的公司年資對於升遷機會的影響，大於教育年數與先前工作經歷的影響。
This paper analyzes the effects of schooling, seniority and enterprise size on the chances of employees' career mobility. The data used in the analysis come from the Fourth Wave of the Taiwan Social Change Survey, which is a national sampling survey. The results show that the structural factors associated with enterprise size are not highly relevant to employees' promotion size and the likelihood of promotion is not a linear one. AS the enterprise size increases, the marginal effect of employees' years of schooling and previous work experience on the chances of their career mobility shows an inverted U-shap curve, while the effect of their years of service shows a U-shape linear relationship. After comparing various indexs of human capital, this study finds that seniority exerts higher influence on one's career mobility than schooling and previous work experience.
期刊論文
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25.林明仁(20050300)。內部勞動市場中的升遷與工資。經濟論文叢刊，33(1)，59-96。new window  延伸查詢new window
26.Schultz, Theodore W.(1961)。Investment in Human Capital。American Economic Review，51(1)，1-17。  new window
27.黃毅志(19980400)。臺灣地區新職業分類的建構與評估。調查研究：方法與應用，5，5-36。new window  延伸查詢new window
28.Kimberly, John R.(1976)。Organization Size and the Structuralist Perspective: A Review, Critique, and Proposal。Administrative Science Quarterly，21(4)，571-597。  new window
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30.Olsen, R. N.,、Sexton, E. A.(1996)。Gender difference in the returns to and the acquisition of on-the-job。Industrial Relations，35，59-77。  new window
31.Parent, D.(2000)。Industry-specific capital and the wage profile: Evidence from the national longitudinal survey of youth and the panel study of income dynamics’s。Journal of Labor Economics，18(2)，306-323。  new window
32.Rosenbaum, J. E.,、Binder, A.(1997)。Do employers really need more educated youth?。Sociology of Education，70，68-85。  new window
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37.Arkes, J.(1999)。What do educational credentials signal and why do employers value credentials?。Economics of Education Review，18，133-141。  new window
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44.Kalleberg, A. L.,、van Buren, M. E.(1994)。The structure of organizational earnings inequality。American Behavioral Scientist，37，930-947。  new window
會議論文
1.許嘉猷(1985)。組織結構之特性及其對薪資的影響―勞力市場分割理論的初步探討101-19。  延伸查詢new window
2.劉正、楊文山、Sakamoto(1996)。教育年數與企業規模對薪資產生的邊際效果―以臺灣地區為例的模型分析。臺北市。155-176。  延伸查詢new window
研究報告
1.章英華、傅仰止(2003)。台灣地區社會變遷基本調查計劃：第四期第三次調查計劃執行報告 (計畫編號：NSC91-2420-H-001-004-)。臺北：中央研究院社會學研究所。  延伸查詢new window
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