內部勞動市場理論歷經一段長時間發展之後，學者們逐漸從欲尋求單一理論架構 來解釋其現象，轉而傾向認同內部勞動市場具有多元變異的性質。其間差異，國情與文化等 因素可能是關鍵。本研究根據區隔內部勞動市場所定義，將製造業中非主管人員依其性質與 外部勞動市場狀況，區分為行政管理職與生產技術職二個內部勞動市場，並以實證研究的方 式， 取得國內大型製造業廠商合計 110 家的資料為樣本，探討影響內部勞動市場的諸多因 素，諸如技術轉變、勞動力短缺、特殊性訓練、人資部門掌控程度等。同時驗證同一組織內 二個內部勞動市場的差異性。

　　　　　In accordance with the recent theoretical literature on the internal labor markets (ILMs), it has been argued that there is a wide range of variation in ILM practices in different countries. Based upon this perspective, an empirical analysis of two ILMs within each firm is presented by gathering data from 110 top manufacturing firms in Taiwan in 1997 on purpose to examine the relationship between the extent of ILMs and such factors as firm-specific training, personnel department control, and formal written documentation, and so forth, with particular attention to comparing two implicit segmented ILMs within one firm in respond to their distinct settings of external labor markets in Taiwan. Results indicate that the technological change will positively influence the amount of the firm-specific training; the amount of the firm-specific training has a positive effect on the extent of ILM; the interaction between personnel department control and firmspecific training has a positive effect on the extent of ILMs. Besides, our findings suggest that there is no difference in the extent of two ILMs defined in this study, that firms tend to provide the same amount of firm-specific training in both ILMs, and that, however, the blue-collar ILM faces greater labor scarcity than the white-collar ILM does.