Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/94918
題名: 女性高階主管難勝任? <台灣企業之實證研究>
Does gender matter in promotion? the top executives in Taiwan
作者: 王姿懿
Wang, Tzu I
貢獻者: 陳鎮洲
Chen, Jenn Jou
王姿懿
Wang, Tzu I
關鍵詞: 升遷
promotion
日期: 2008
上傳時間: 9-May-2016
摘要: 
Gender discrimination in labor markets has been an important issue in labor economics. Previous studies about gender discrimination in labor markets mainly discussed about gender wage differentials, occupational segregations, and glass ceiling effects. Now female have received more education and they can strive for their own careers. But do they have the same opportunities of career advancement as their male colleagues, even though they work hard and spare no effort? In other words, arefemale workers subjected to the sameperformance measures while considering promotions, as male workers?\nThis thesis uses data from “Top5000: The Largest Corporations in Taiwan”, published in 2006 by China Credit Information Service, Ltd.; and the total number of corporations observed is 4,485. I want to discuss whether there is gender preferencewhen the president of a company chooses a chief executive officer (CEO), by using the relevant characteristics of the companies, such as the genders of president and CEO, firm size, established years, zip code (geographical location) and the industry codes of each company.\nIt is found that gender gap does exist in the team formation of the top executives, which means presidents tend to team with same sex CEOs under several classifications and it is especially obvious among female presidents. Besides, probit models, which are based on that of Boschini and Sjögren (2007), are used to test the gender neutral hypothesis in this thesis. It is found that female presidents have a lowertendency to team with female CEOs than male presidents, when the classification byindustry factor is controlled. Moreover, further estimations indicate that female presidents form single teams less often than male presidents. Therefore, the gender neutral hypothesis is failed by the empirical results in this thesis.
參考文獻: Blau, Francine D. and Lawrence M. Kahn. 2000. Gender Differences in Pay. The Journal of Economic Perspectives. 14:75-99.\nBlank, Rebecca M. 1996. Report of the Committeeon the Status of Women in the EconomicsProfession. American Economic Revie. 86:502-6.\nBoschini , Anne and Anna Sjögren. 2007. Is Team Formation Gender Neutral? Evidence from Coauthorship Patterns. Journal of Labor Economics. 25: 325-65.\nCannings, Kathy. 1988. Managerial Promotion: the effects of socialization,specialization, and gender. Industrial and Labor Relation Review. 42:77-88.\nChang, Chin-fen. 1993. Determinants and Expectation of Workers’ Promotion: The Applicability of Propositions of Internal Labor Markets.Journal of Social Sciences and Philosophy. 6: 205-30.\nDirectorate-General of Budget, Accounting and Statistics, Executive Yuan, R.O.C.(Taiwan) http://www.dgbas.gov.tw\nGronau, Reuben. 1973. The Effect of Children on the Housewife`sValue of Time The Journal of Political Economy. 81: S168-S199\nHsu, Mei and Been-Lon Chen and Jiun-Der Fang. 2006. The Effects of IndustrialStructure and Sex Discrimination on Changes in Female and Male Wage\nDifferential in Taiwan 1978-2003.Academia Economic Papers. 34: 505-39\nHung, Yu-Shen. 1996. A Study of the Transformation of Female Employment and the Differentials between Female and Male in Taiwan’s Service Industry. Master Thesis of the department of Labor Relations of National Chung Cheng University\nKao, Charng. 1991. Male-Female Wage Differentials in Taiwan--A Human Capital Approach. The National Chengchi University Journal. 62: 71-108.\nKonrad, Alison M. and Kathy Cannings. 1997. The Effects of Gender Role Congruence and Statistical Discrimination on Managerial Advancement. HumanRelations,50: 1305-28.\nLazear, Edward P. and Sherwin Rosen. 1990. Male-Female Wage Differentials in Job Ladders. Journal of Labor Economics. 8,no. 1; Part 2: Essays in Honor of Albert\nRees. S106-23.\nLandau, Jacqueline. 1995. The relationship of Race and Gender to Manager’s Ratings of Promotion Potential. Journal of Organizational Behavior. 16: 391-400\nLiu, Ying-chuan. 1989. Wage Discrimination by Sex in Taiwan. Taiwan Economic Review. 17: 357-88.\nMcCue, Kristin. 1996. Promotions and Wage Growth. Journal of Labor Economics.14: 175-209.\nMcDowell , John M.; Larry D. Singell, Jr.,; James P. Ziliak. 1999. Cracks in the Glass Ceiling: Gender and Promotion in the Economics Profession.The American\nEconomic Review. 89: 392-96.\nMincer, Jacob and Solomon Polachek. 1974. Family Investments in Human Capital:Earnings of Women. The Journal of Political Economy. 82, no. 2, Part 2:\nMarriage, Family Human Capital, and Fertility: S76-S108.\nMorrison, Ann M. and Randall P. White and Ellen Van Velsor. 1987. Breaking the glass ceiling: Can Women Reach the top of America’s largest corporations? Perseus Publishing.\nNeumark, David and Michele Mclennan. 1995. Sex Discrimination and Women’s Labor Market Outcomes. The Journal of Human Resources 30: 713-40.\nOlson, Craig A. and Brian E. Becker. 1983. Sex Discrimination in the Promotion Process. Industrial and Labor Relations Review. 36: 624-41.\nO`Neill, June and Solomon Polachek. 1993. Why the gender gap in wages narrowed in the 1980s?Journal of Labor Economics. 11: 205-28.\nReskin , Barbara. 1993. Sex Segregation in the Workplace. Annual Review of Socialogy. 19: 241-70.\nTseng, Min-Chieh. 2001. The Changes of Gender Differences in Earnings in Taiwan:1982, 1992 and 2000. Journal of Population Studies. 147-209.\nIvanova-Stenzel, Radosveta and Dorothea Kübler. 2005. Courtesy and Idleness: Gender Differences in Team Work and Team Competition.SFB 649 Discussion Paper 049\nWellington, Alison J. 1993. Changes in the Male/Female Wage Gap, 1976-85. The Journal of Human Resources. 28: 383-411.
描述: 碩士
國立政治大學
經濟學系
95258006
資料來源: http://thesis.lib.nccu.edu.tw/record/#G0095258006
資料類型: thesis
Appears in Collections:學位論文

Show full item record

Google ScholarTM

Check


Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.