本文針對國內一家以男性員工為主的電器業(N=189)，另一家以女性為主的紡織業(N=108)廠商進行研究，透過問卷調查的方式，了解影響員工陞遷事實以及影響員工未來陞遷期望之因素，並針對兩性之差異進行分析。研究結果顯示：年資、產業特性、性別與一般訓練的互動項、產業特性與一般訓練的互動項，是影響員工陞遷事實及陞遷期望之重要因素。另教育程度雖對員工陞遷事實與陞遷期望未直接產生顯著影響，但會透過在職訓練的參加與否間接產生影響。本研究發現參加男性為主的電器業之一般訓練的員工，其陞遷事實與陞遷期望皆多於參加女性為主的紡織業之一般訓練，並進一步發現就參加一般訓練的兩性而言，對男性陞遷事實與陞遷期望的影響效果大於女性，再就同一產業中，參加一般訓練的男性仍比女性有較多的陞遷事實與陞遷期望。其原因可能在於受到傳統性別角色刻板化印象的影響，致使女性多置身於女性集中的產業而較無陞遷機會外，也影響雇主的陞遷決定。因此，未來的研究可針對性別刻板化印象如何影響雇主陞遷決定的過程進行探討，並蒐集員工陞遷的資料以進一步分析。

This paper utilizes survey data from an incorporation primarily of male employees in domestic electric appliance industry (N=189), and another one of female employees in textile industry (N=108), to investigate the factors affect which employees is promoted, and the employees' expectation to be promoted or not in the future. Besides, the analysis of the difference between sexes is applied.
The results show that the period of service, industrial character, sex and general training interaction term, industrial character and general training interaction term are the important factors to affect employees are promoted or not, and the expectation of promotion. Education is not direct influence on promotion, but through taking training to affect promotion. The research demonstrated that both taking general training employees, workers of male centralized domestic electric appliance industry than female centralized textile industry have more promotion and the expectations. Both taking general training employees, male workers than female workers have more promotion and the expectations in different industry and in the same industry. The reason is the stereotype of traditional sex roles that making female worker in female centralized industry, and effecting employer making decision about promotion. Therefore, the further research may examine how the process of selecting employees to be promotion is influenced by the stereotype, and collecting promotion data about employees.