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題名 工作經歷對於薪資影響:公私部門、不同階級與年齡層之比較
The Effects of Work Experience on Wage: Comparison of Public and Private Sectors, Supervisor and Worker Classes, and Different Age Groups作者 林宥安
Lin, Yu-An貢獻者 胡力中
Hu, Li-Chung
林宥安
Lin, Yu-An關鍵詞 工作經歷
勞動市場
薪資
先前經驗
職業經驗
公司年資
年齡層
Work experience
Labor market
Wage
Previous experience
Occupational experience
Firm tenure
Age groups日期 2023 上傳時間 2-Aug-2023 14:24:39 (UTC+8) 摘要 近年來，臺灣工作者轉換工作場所的比率有逐漸上升的跡象，這可能代表臺灣工作場所的不穩定，也可能意味者轉換工作場所成為臺灣工作者的主要職涯策略。而關於工作的研究，多從家庭背景和教育等方面分析工作與個人之間的關係，或從職業的結構流動說明工作機會的不同。但這些卻忽略職涯因為是由一連串不同的工作所組成，故每次工作所累積的經驗，將會成為下一份工作的人力資本。因此，本文以工作經歷為重點進行研究，並依據林大森、蔡瑞明（2002）的人對於工作經歷的區分，將工作經歷分為：先前經驗（PE）、職業經驗（OE）、公司年資（FT），並以2017年的資料為基礎，探討這20年來，臺灣勞動市場的改變下，是否造成勞動者的工作經歷對於薪資的影響會有所不同？在勞動市場區隔下，公私部門、主管與勞工階級的分別有甚麼不同？並且按照勞動部對於青年就業調查以及我國對於中高齡者工作年齡的劃分，將樣本分為三個階層：29歲以前、30-44歲以及45歲以後，以此探討在不同的年齡層下，是否不同的工作經歷對於薪資有不同的影響？就研究結果而言，2017年工作者的公司年資（FT）開始對於薪資有顯著影響，但是仍舊以職業經驗（OE）為工作者主要提升薪資的工作經歷。而在區分不同部門以及不同工作階級下，公司年資主要影響私部門、勞工階級，且與薪資呈現非線性相關。故進一步區分不同年齡層後，公司年資對於45歲以前的工作薪資呈現負相關，說明對於臺灣工作者而言，挾帶工作經歷轉換公司以獲取更高的薪資是主要策略。與此同時，先前經驗（PE）與職業經驗（OE）都對於薪資是顯著正相關，也說明臺灣工作者在45歲以前仍有可能更換職業。此外，不同年齡層下的主管階級與公部門的工作經歷影響都較低，也說明他們與大部份工作者累積工作經歷的不同。本文希望可以通過對於工作經歷的區分，說明臺灣工作者工作經歷累積的複雜性以及工作者在近年來追求薪資的策略。補足過往僅止於部分工作經歷的探討，並進一步提出關於工作經歷未來可能可以展現的方向。
In recent years, there has been a gradual increase in the rate of job transitions among workers in Taiwan. This may indicate instability in Taiwan`s job market or the adoption of job switching as a primary career strategy by Taiwanese workers. Previous research on work has often focused on analyzing the relationship between work and individuals based on factors such as family background and education, or studying the different job opportunities within occupational structures. However, these studies have overlooked the fact that careers are composed of a series of different jobs, and the accumulated experience from each job becomes an individual`s human capital for their next job. Therefore, this study focuses on examining the impact of work experiences and categorizes them into Previous Experience , Occupational Experience, and Firm Tenure based on the framework proposed by Lin and Tsai (2002). Using data from 2017, the study investigates whether changes in Taiwan`s labor market over the past 20 years have led to different effects of work experiences on wages. It also examines how work experiences differ among different sectors (public vs. private) and job levels (management vs. labor). Furthermore, the study divides the sample into three age groups: younger than 29, between 30 and 44, and older than 45, based on the youth employment survey conducted by the Ministry of Labor and the age classifications for older workers in Taiwan, to explore whether the effects of work experiences on wages differ among different age groups.The results indicate that Firm Tenure started to have a significant impact on wages in 2017, but Occupational Experience remained the primary driver for wage increases among workers. When examining different sectors and job levels, Firm Tenure mainly affected the private sector and labor level, showing a non-linear relationship with wages. Further differentiating by age groups, Firm Tenure had a negative correlation with wages for workers younger than 45, suggesting that Taiwanese workers rely on job switching to obtain higher wages before the age of 45. Additionally, both Previous Experience and Occupational Experience were positively correlated with wages, indicating that Taiwanese workers below the age of 45 still have the possibility of changing occupations. The influence of work experiences on wages was relatively low for managerial positions and the public sector across different age groups, indicating differences in work experience accumulation between these groups and the majority of workers.This study aims to demonstrate the complexity of work experience accumulation and the wage-seeking strategies of Taiwanese workers in recent years by categorizing work experiences. It provides a more comprehensive understanding compared to previous studies that have only focused on specific aspects of work experiences. 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國立政治大學
社會學系
107254017資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107254017 資料類型 thesis dc.contributor.advisor 胡力中 zh_TW dc.contributor.advisor Hu, Li-Chung en_US dc.contributor.author (Authors) 林宥安 zh_TW dc.contributor.author (Authors) Lin, Yu-An en_US dc.creator (作者) 林宥安 zh_TW dc.creator (作者) Lin, Yu-An en_US dc.date (日期) 2023 en_US dc.date.accessioned 2-Aug-2023 14:24:39 (UTC+8) - dc.date.available 2-Aug-2023 14:24:39 (UTC+8) - dc.date.issued (上傳時間) 2-Aug-2023 14:24:39 (UTC+8) - dc.identifier (Other Identifiers) G0107254017 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/146659 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 社會學系 zh_TW dc.description (描述) 107254017 zh_TW dc.description.abstract (摘要) 近年來，臺灣工作者轉換工作場所的比率有逐漸上升的跡象，這可能代表臺灣工作場所的不穩定，也可能意味者轉換工作場所成為臺灣工作者的主要職涯策略。而關於工作的研究，多從家庭背景和教育等方面分析工作與個人之間的關係，或從職業的結構流動說明工作機會的不同。但這些卻忽略職涯因為是由一連串不同的工作所組成，故每次工作所累積的經驗，將會成為下一份工作的人力資本。因此，本文以工作經歷為重點進行研究，並依據林大森、蔡瑞明（2002）的人對於工作經歷的區分，將工作經歷分為：先前經驗（PE）、職業經驗（OE）、公司年資（FT），並以2017年的資料為基礎，探討這20年來，臺灣勞動市場的改變下，是否造成勞動者的工作經歷對於薪資的影響會有所不同？在勞動市場區隔下，公私部門、主管與勞工階級的分別有甚麼不同？並且按照勞動部對於青年就業調查以及我國對於中高齡者工作年齡的劃分，將樣本分為三個階層：29歲以前、30-44歲以及45歲以後，以此探討在不同的年齡層下，是否不同的工作經歷對於薪資有不同的影響？就研究結果而言，2017年工作者的公司年資（FT）開始對於薪資有顯著影響，但是仍舊以職業經驗（OE）為工作者主要提升薪資的工作經歷。而在區分不同部門以及不同工作階級下，公司年資主要影響私部門、勞工階級，且與薪資呈現非線性相關。故進一步區分不同年齡層後，公司年資對於45歲以前的工作薪資呈現負相關，說明對於臺灣工作者而言，挾帶工作經歷轉換公司以獲取更高的薪資是主要策略。與此同時，先前經驗（PE）與職業經驗（OE）都對於薪資是顯著正相關，也說明臺灣工作者在45歲以前仍有可能更換職業。此外，不同年齡層下的主管階級與公部門的工作經歷影響都較低，也說明他們與大部份工作者累積工作經歷的不同。本文希望可以通過對於工作經歷的區分，說明臺灣工作者工作經歷累積的複雜性以及工作者在近年來追求薪資的策略。補足過往僅止於部分工作經歷的探討，並進一步提出關於工作經歷未來可能可以展現的方向。 zh_TW dc.description.abstract (摘要) In recent years, there has been a gradual increase in the rate of job transitions among workers in Taiwan. This may indicate instability in Taiwan`s job market or the adoption of job switching as a primary career strategy by Taiwanese workers. Previous research on work has often focused on analyzing the relationship between work and individuals based on factors such as family background and education, or studying the different job opportunities within occupational structures. However, these studies have overlooked the fact that careers are composed of a series of different jobs, and the accumulated experience from each job becomes an individual`s human capital for their next job. Therefore, this study focuses on examining the impact of work experiences and categorizes them into Previous Experience , Occupational Experience, and Firm Tenure based on the framework proposed by Lin and Tsai (2002). Using data from 2017, the study investigates whether changes in Taiwan`s labor market over the past 20 years have led to different effects of work experiences on wages. It also examines how work experiences differ among different sectors (public vs. private) and job levels (management vs. labor). Furthermore, the study divides the sample into three age groups: younger than 29, between 30 and 44, and older than 45, based on the youth employment survey conducted by the Ministry of Labor and the age classifications for older workers in Taiwan, to explore whether the effects of work experiences on wages differ among different age groups.The results indicate that Firm Tenure started to have a significant impact on wages in 2017, but Occupational Experience remained the primary driver for wage increases among workers. When examining different sectors and job levels, Firm Tenure mainly affected the private sector and labor level, showing a non-linear relationship with wages. Further differentiating by age groups, Firm Tenure had a negative correlation with wages for workers younger than 45, suggesting that Taiwanese workers rely on job switching to obtain higher wages before the age of 45. Additionally, both Previous Experience and Occupational Experience were positively correlated with wages, indicating that Taiwanese workers below the age of 45 still have the possibility of changing occupations. The influence of work experiences on wages was relatively low for managerial positions and the public sector across different age groups, indicating differences in work experience accumulation between these groups and the majority of workers.This study aims to demonstrate the complexity of work experience accumulation and the wage-seeking strategies of Taiwanese workers in recent years by categorizing work experiences. It provides a more comprehensive understanding compared to previous studies that have only focused on specific aspects of work experiences. The study also suggests future directions for the exploration of work experiences. en_US dc.description.tableofcontents 第一章 緒論 1一、 研究動機與目的 1二、 研究問題 4三、 章節介紹 6第二章 文獻回顧 7一、 工作經驗與薪資 7二、 臺灣勞動市場的變遷與職業流動 12三、 公私部門、管理職與年齡層 16第三章 資料介紹與分析方法 24一、 研究方法 24二、 資料來源與概況 26第四章 研究發現與分析 31一、 公私部門與不同階級 31二、 不同年齡層與公私部門 39三、 不同年齡層與工作階級 47第五章 結論與討論 55一、 結論 55二、 研究限制 58三、 未來展望 58參考文獻 60附錄 68 zh_TW dc.format.extent 1744186 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107254017 en_US dc.subject (關鍵詞) 工作經歷 zh_TW dc.subject (關鍵詞) 勞動市場 zh_TW dc.subject (關鍵詞) 薪資 zh_TW dc.subject (關鍵詞) 先前經驗 zh_TW dc.subject (關鍵詞) 職業經驗 zh_TW dc.subject (關鍵詞) 公司年資 zh_TW dc.subject (關鍵詞) 年齡層 zh_TW dc.subject (關鍵詞) Work experience en_US dc.subject (關鍵詞) Labor market en_US dc.subject (關鍵詞) Wage en_US dc.subject (關鍵詞) Previous experience en_US dc.subject (關鍵詞) Occupational experience en_US dc.subject (關鍵詞) Firm tenure en_US dc.subject (關鍵詞) Age groups en_US dc.title (題名) 工作經歷對於薪資影響:公私部門、不同階級與年齡層之比較 zh_TW dc.title (題名) The Effects of Work Experience on Wage: Comparison of Public and Private Sectors, Supervisor and Worker Classes, and Different Age Groups en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 林宗弘（2013）。失落的年代：臺灣民眾階級認同與意識形態的變遷。人文及社會科學集刊，25(4)，689-734。林宗弘（2009）。台灣的後工業化：階級結構的轉型與社會不平等，1992-200。臺灣社會學刊，43，93-158。林宗弘、胡伯維（2017）。進擊的巨人：臺灣企業規模迅速成長的原因與後果。載於李宗榮、林宗弘（主編），未境的奇蹟：轉型中的臺灣經濟與社會（頁230-266）。台北：中央研究院社會學研究所。林奕銘(2006)。臺灣公部門實施績效俸給制度的反思－考績與俸給制度之審視與建議。政策研究學報，6，211-233。林祖嘉、莊奕琦（1998）。八十七年專科以上學校畢業青年就業狀況、工作轉換與工作經驗調查。行政院青年輔導委員會委託研究，國立政治大經濟系執行。行政院性別平等會（2018），臺閩地區簡易生命表平均餘命。取自https://www.gender.ey.gov.tw/gecdb/Stat_Statistics_Query.aspx?sn=T290iyjEzU5BbsxHswLkqw%3d%3d&statsn=6sdzpNpgHO3i%2fayHnJSa5g%3d%3d柯志哲、張珮青（2014）。區隔的勞動市場？：探討臺灣典型與非典型工作者的工作流動與薪資差異。臺灣社會學刊，55，127-177。吳宜珈（2021）。高階主管與基層員工薪資差距之成因與後果。﹝碩士論文。國立中央大學﹞臺灣博碩士論文知識加值系統。https://hdl.handle.net/11296/3h2zs8。何思瑩（2021）。臺灣各種從業身份之間的流動性和薪資差異探討：區隔化與性別化的勞動市場？。﹝博士論文。國立臺灣大學﹞臺灣博碩士論文知識加值系統。 https://hdl.handle.net/11296/5vnqp9。陳建良（2007）。臺灣公私部門工資差異的擬真分解—分量迴歸分析。經濟論文，35(4)，473-520。翁康容、謝雨生（2018）。臺灣民眾轉至成人發展歷程之類型與變遷。臺灣社會學，36，111-166。國家發展委員會（2018）。高齡化時程。取自https://www.ndc.gov.tw/Content_List.aspx?n=D527207EEEF59B9B莊致嘉（2010）。多多益善？教育、年資與企業規模對 生涯流動的影響。臺灣教育社會學研究，10(2)，85-123。張晉芬（1993）。企業組織中升遷機會的決定及員工的期望：兼論內部勞動市場理論的應用。人文及社會科學集刊，6(1)，205-230。張晉芬（2017）。性別平等了嗎？男性和女性受僱者薪資差距解析。載於李宗榮、林宗弘主編。未竟的奇蹟：轉型中的臺灣經濟與社會（頁159-187）。台北：中央研究院社會學研究所。張晉芬、杜素豪（2012）。性別間薪資差距的趨勢與解釋：新世紀初之臺灣。載於謝雨生、傅仰止編。臺灣的社會變遷1985-2005：社會階層與勞動市場，臺灣社會變遷基本調查系列三之3（頁217-250）。台北：中央研究院社會學研究所。張晉芬（2015）。勞動社會學（增訂版）。台北：政大出版社。傅仰止（2019）。臺灣社會變遷基本調查計畫2017第七期第三次：社會階層組(C00339_1)【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-C00339_1-3黃毅志（2001a）。臺灣地區勞力市場分隔之探討：流動表分析。臺灣社會學刊，25，157-200。黃毅志（2001b）。臺灣地區多元勞力市場的事業成就之比較分析。國家科學委員會研究彙刊：人文及社會科學，11(4)，356-370。楊靜利、林沛瑾（2012）。年齡與就業機會的關係。臺灣老年學論壇，13，1-8。衛生福利部（2018）。106年老人狀況調查報告。取自https://dep.mohw.gov.tw/DOS/lp-1767-113.html蔡芬芳（2007）。求職歷程中人力資源及社會網路與就業表現分析。社會科學學報，15，119-152。蔡明璋（1994）。地區家庭收入的決定因素：區域階層化的初步分析。人文及社會科學集刊，6(2)：231-256。蔡瑞明（1999），臺灣、美國與日本社會流動的結構分析。臺灣社會期刊，22，83-125。蔡瑞明、林大森（2002）。滾石不生苔？ 臺灣勞力市場中的工作經歷對薪資的影響。臺灣社會學刊，29，57-95。魯慧中、陳明賢（2018）。典型和非典型全日工作的工資差異—雙變數就業選擇之實證研究。經濟論文，46(2)，133-183。謝淑玲，李孟芬(2021)。中高齡自由工作者之職涯選擇歷程。勞動及職業安全衛生研究季刊，29(2)，109-13。謝國雄（1989）。黑手變頭家：臺灣製造業中的階級流動。臺灣社會研究季刊，2，11-54。謝國雄（1993）。事頭、頭家與立業基之活化：臺灣小型製造單位創立及存活過程之研究。臺灣社會研究季刊，15，93-129。瞿海源（1999）。臺灣社會變遷基本調查計畫1997第三期第三次：社會階層組(C00009_1)【原始數據】取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。https://doi.org/10.6141/TW-SRDA-C00009_1-1Aleksandra Majchrowska & Paulina Broniatowska (2019) Ageing of the Workforce and Wages—Does the Type of Occupation Matter?, Eastern European Economics, 57(4), 331-348.Autor, D. 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