女性高階主管難勝任? <台灣企業之實證研究>

Abstract

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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.