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題名:
電子「薪」貴嗎?--電子製造業與傳統製造業受僱員工薪資報酬差異之研究
書刊名:
管理學報
作者:
莊慧玲
/
蔡勝弘
作者(外文):
Chuang, Hwei-lin
/
Tsai, Shen-hung
出版日期:
2006
卷期:
23:1
頁次:
頁1-21
主題關鍵詞:
電子製造業
;
傳統製造業
;
固定薪資
;
非固定薪資報酬
;
薪資差異分解
;
High-tech manufacture industry
;
Traditional manufacture industry
;
Fixed salary
;
Non-fixed compensation
;
Compensation differential decomposition
原始連結:
連回原系統網址
相關次數:
被引用次數:期刊(
5
) 博士論文(
2
) 專書(0) 專書論文(0)
排除自我引用:
5
共同引用:0
點閱:41
本文將薪資報酬分為固定與非固定報酬二部份,以探討電子製造業與傳統製造業之薪資報酬結構差異。由Heckman(1979)兩階段估計之實證結果顯示,全體製造業在固定上,除了文獻曾提及的性別、教育程度與工作年資等人力資本變數,以及工時、工作地點等工作特徵因素皆具有影響力之外,退休福利制度所反映的利潤分享傾向亦具顯著影響效果,電子製造業與傳統製造業受僱者在固定薪資結構上並未呈現明顯差異。在非固定薪資報酬結構上,電子製造業受僱者之報酬結構和傳統製造業則有明顯差異,顯著影響傳統製造業受僱者非固定薪資報酬的因素包括性別、婚姻狀況、自評健康狀況與工作年資等人力資本變數,職等、廠商規模、工作地點與同事人際關係等工作特徵變數,以及退休福利制度之利潤分享變數,而這些變數中除了工作年資變數外,其餘變數對電子製造業受僱者皆未呈現顯著影響結果。最後,由Oaxaca(1973)薪資差異分解結果發現,兩產業薪資估計值在每月固定薪資上並沒有顯著的差異出現,但在非固定薪資報酬上其差異較為明顯。其中價格差異的影響幅度較特徵差異為大。
以文找文
The high-tech manufacture industry in Taiwan has expanded rapidly during the past few decades. As a result, more and more workers are attracted into the high-tech industry due to the promising future of this industry. Do high-tech industry employees receive better compensation? This study examines empirically the difference in the compensation structure for employees of high-tech manufacture industry and traditional manufacture industry by decomposing the total compensation into the fixed salary and non-fixed compensation. The influence of three different sets of variables, namely, human capital variables, job characteristic variables, and profit sharing variables, is analyzed in this study. The empirical results based on the Heckman's two stage procedure indicate that human capital variables (gender, education and tenure), job characteristic variables (work hour and work place), as well as profit sharing variable (pension system) are significant determinants of the fixed salary structure for employees in both the high-tech and the traditional manufacture industries. However, as to the non-fixed compensation structure, significant determinants for the employees of high-tech manufacture industry are different from those for the employees of the traditional manufacture industry. Human capital variables (gender, marital status, self-reported health status and tenure), job characteristic variables (firm size, work place and work peer relationship), as well as profit sharing variable (pension system) are significant determinants of the non-fixed compensation for employees in traditional manufacture industry while only tenure variable shows significant influence on the non-fixed compensation for employees in high-tech manufacture industry. Moreover, job satisfaction variable is significant in determining the non-fixed compensation for employees in the high-tech manufacture industry. But it shows no significant influence on the non-fixed compensation for employees in the traditional manufacture industry. The Oaxaca decomposition results further imply that there is no significant difference in the fixed salary structure between the high-tech and traditional manufacture industry. But more apparent difference is shown in the non-fixed compensation structure. The difference can be attributed more to the price differentiation than to the characteristic differentiation.
以文找文
期刊論文
1.
Morton, P. J.(1998)。Annual bonuses, employment and productivity change in Taiwan's manufacturing sector。Journal of Economic Behavior & Organization,37,481-507。
2.
Gannicott, Kenneth(1986)。Women, wages, and discrimination: some evidence from Taiwan。Economic Development and Cultural Change,34(4),721-730。
3.
Biddle J.、Zarkin, G.(1988)。Worker Preferences and Market Compensating for Job Risks。Review of Economics and Statistics,70,660-667。
4.
Blau, F. D.、Kahn, L. M.(1992)。The Gender Earnings Gap: Learning from International Comparisons。American Economic Review,82(2),533-538。
5.
Doms, M.、Dunne, T.、Troske, K.(1997)。Workers, Wages, and Technology。Quarterly Journal of Economics,112,253-290。
6.
Card, D.、DiNardo, J.(2002)。Skill-based Technological Change and Rising Wage Inequality: Some Problems and Puzzles。Journal of Labor Economics,20(4),733-783。
7.
Dunne, T.、Schmitz, J.(1995)。Wages, Employment Structure and Employer-Size Wage Premia: Their Relationship to Advanced-Technology Usage at U. S. Manufacturing Establishments。European Economic Review,41,1489-1509。
8.
Kao, Charng(1993)。An Empirical Study of Women's Employment and Sex Discrimination in Taiwan。Bank of Taiwan Quarterly Review。
9.
Kostiuk, P. F.(1990)。Compensating Differentials for Shift Work。Journal of Political Economy,1054-1075。
10.
Kniesner T.、Leeth, J.(1991)。Compensating Wage Differentials for Fatal Injury Risk in Australia, Japan, and the United Sates。Journal of Risk and Uncertainty,75-90。
11.
Lin, Chung-Cheng(1988)。Sex Differences in Hourly Earnings at Entry levels: The Case of Taiwan。Taiwan Economic Review,305-322。
12.
Mincer, J.(1958)。Investments in Human Capital and Personal Income Distribution。Journal of Political Economy,56,281-302。
13.
Wu, Hui-Lin(1988)。Labor Earnings Determinants of College Graduates: The Case of Taiwan。Taiwan Economic Review,537-463。
14.
Ramos, L. M.(200203)。Profit Sharing in Portugal: Why Higher Productivity?。Labour,16(1),157-175。
15.
Attewell, P.、Rules, J.(198412)。Computing and Organizations: What We Know and What We Don't Know。Communications of the ACM,27(12),1184-1192。
16.
Blau, F.、Kahn, L.(1997)。Swimming Upstream: Trends in the Gender Wage Differential in the 1980s。Journal Labor Economics,15(1),1-42。
17.
范承澤、呂漢光(2003)。Structural Change and the Narrowing Gender Gap in Wages: Theory and Evidence from Hong Kong。Labour Economics,10(5),609-626。
18.
Krueger, A. B.(1993)。How computers have changed the wage structure: Evidence from micro data, 1984-1989。The Quarterly Journal of Economics,108(1),33-60。
19.
Heckman, James Joseph(1979)。Sample Selection Bias as a Specification Error。Econometrica: Journal of the Econometric Society,47(1),153-162。
20.
Cotton, Jeremiah(1988)。On the Decomposition of Wage Differentials。Review of Economics and Statistics,70(2),236-243。
21.
Oaxaca, Ronald(1973)。Male-female Wage Differentials in Urban Labor Markets。International Economic Review,14(3),693-709。
會議論文
1.
Liu, N. C.、Fanchiang, Ju-Hsuan(2001)。The Effects of profit Sharing on Productivity in Taiwan's High-tech Firm-A cross-Sectional Analysis。The Conference of the High-Tech Industry Manpower Issues in Taiwan。
研究報告
1.
Bemdt, E. R.、Morrison, C. J.、Rosenblum, L. S.(1992)。High-Tech Capital Formation and Labor Composition in U.S. Manufacturing Industries: An Exploratory Analysis。
2.
Conyon, M. J.、Freeman, R. B.(2001)。Shared Modes of Compensation and Firm Performance: UK Evidence。
3.
Oyer, P.、Schaefer, S.(2004)。Compensating Employees below the Executive Ranks: A Comparison of Options, Restricted Stock, and Cash。
學位論文
1.
顏文欽(1998)。員工分紅入股滿意度、工作投入與離職意向關係之研究--以半導體業之上市公司為例(碩士論文)。東吳大學。
延伸查詢
2.
游宏智(1997)。利潤分享制度對員工工作態度影響之研究(碩士論文)。中原大學。
延伸查詢
3.
李昆哲(1996)。不同規模廠商工資差異來源之分析(碩士論文)。淡江大學。
延伸查詢
圖書
1.
Directorate-General of Budget, Accounting and Statistics, Executive Yuan, R. O. C.(1989)。Monthly Bulletin of Earnings and Productivity Statistics, Taiwan Area, Republic of China (Bilingual)。Taipei:DGBAS。
2.
Kruse, Douglas L.(1993)。Profit Sharing: Dose it Make a Difference?。Kalamazoo, MI:W. E. UpJohn Institute。
3.
Ministry of Economic Affairs, R. O. C.(1989)。Monthly Bulletin of Industrial Production Statistics。Taipei:Ministry of Economic Affairs, R. O. C.。
4.
Lee, Jian-Hwaii(1992)。Theory and Practice of Profit Sharing and Firm Stock Ownership Plan。Taipei:Superior Business Counsel Company。
5.
Ehrenberg, R. G.、Smith, R. S.(1991)。Modern Labor Economics: Theory and Public Policy。New York:Harper ColIins Publishers Inc。
6.
Mincer, Jacob(1974)。Schooling, Experience and Earnings。New York:Columbia University Press for National Bureau of Economic Research。
圖書論文
1.
Weitzman, M. L.、Kruse, D. L.(1990)。Profit-sharing and productivity。Paying for Productivity: A Look at the Evidence。Washington, DC:The Brookings Institution。
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