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題名 受雇者身材與其薪資關係之實證研究
受雇者身材與其薪資關係之實證研究
The Relationships between Employees’Physical Appearance and Wages
The Relationships between Employees’Physical Appearance and Wages
作者 蔡培豪
蔡培豪
Tsai,Pei-Hao
Tsai,Pei-Hao
貢獻者 高安邦
高安邦
Kao,An-Pang
Kao,An-Pang
蔡培豪
蔡培豪
Tsai,Pei-Hao
Tsai,Pei-Hao
關鍵詞 BMI值
BMI值
人力資本
人力資本
相貌
相貌
薪資
薪資
attractiveness
attractiveness
BMI
BMI
hourly wage
hourly wage
human capital
human capital
日期 2005
2005
上傳時間 14-九月-2009 12:31:36 (UTC+8)
14-九月-2009 12:31:36 (UTC+8)
摘要 國外實證研究證實，個人外表與其在勞動市場的表現密切相關，但台灣目前尚無學者從美貌理論的面向，探討身材、相貌與個人薪資水平有無關係。因此，為了初探台灣勞動市場是否存有“平庸懲罰”和“俊美獎勵”的情況，本文以太子汽車工業股份有限公司之員工為研究對象，以BMI值外加相貌等級作為個人外表的觀察指標，檢驗太子汽車工業股份有限公司員工之身材、相貌，與其所獲取的薪資有無關連，期能藉此彌補相關文獻，多從個人特徵及人力資本考量勞動者薪資差異之不足。
     
      本文以最小平方法（OLS），將男性非銷售人員、女性非銷售人員、及銷售人員分別估計。實證結果如下：首先，在男性非銷售人員部分，婚姻、教育與年資對其時薪皆有正面效果；國小以下子女數、年資平方及BMI值肥胖則有負面影響。其中，肥胖者時薪偏低的情況，可能與「雇主歧視」有關。至於男性非銷售人員之相貌則與其薪資無關。
     
      其次，在女性非銷售人員部分，其估計結果與男性非銷售人員有極大的落差，僅有年齡和相貌與其時薪呈正相關；其餘的個人特徵及人力資本變數皆未達顯著水準。
     
      最後在銷售人員部分，婚姻及教育程度與其時薪呈正相關；BMI值過輕對時薪則有不利的影響，此現象可能源自於消費者歧視。至於相貌等級與銷售人員的時薪無關。
     
      部門間時薪比較的結果如下：就男性非銷售人員而言，部門員工平均時薪由高至低分別為總經理室、會計部、稽核室、售後服務本部、資訊部、管理部、國外部、法務部、採購部、塗裝部、營業本部、製造部、品保部、技術部、工務部、財務部及售後服務場。而女性非銷售人員之平均時薪由高至低則分屬國外部、總經理室、售後服務場、工務部、品保部、製造部、塗裝部及技術部。
     。
國外實證研究證實，個人外表與其在勞動市場的表現密切相關，但台灣目前尚無學者從美貌理論的面向，探討身材、相貌與個人薪資水平有無關係。因此，為了初探台灣勞動市場是否存有“平庸懲罰”和“俊美獎勵”的情況，本文以太子汽車工業股份有限公司之員工為研究對象，以BMI值外加相貌等級作為個人外表的觀察指標，檢驗太子汽車工業股份有限公司員工之身材、相貌，與其所獲取的薪資有無關連，期能藉此彌補相關文獻，多從個人特徵及人力資本考量勞動者薪資差異之不足。
     
      本文以最小平方法（OLS），將男性非銷售人員、女性非銷售人員、及銷售人員分別估計。實證結果如下：首先，在男性非銷售人員部分，婚姻、教育與年資對其時薪皆有正面效果；國小以下子女數、年資平方及BMI值肥胖則有負面影響。其中，肥胖者時薪偏低的情況，可能與「雇主歧視」有關。至於男性非銷售人員之相貌則與其薪資無關。
     
      其次，在女性非銷售人員部分，其估計結果與男性非銷售人員有極大的落差，僅有年齡和相貌與其時薪呈正相關；其餘的個人特徵及人力資本變數皆未達顯著水準。
     
      最後在銷售人員部分，婚姻及教育程度與其時薪呈正相關；BMI值過輕對時薪則有不利的影響，此現象可能源自於消費者歧視。至於相貌等級與銷售人員的時薪無關。
     
      部門間時薪比較的結果如下：就男性非銷售人員而言，部門員工平均時薪由高至低分別為總經理室、會計部、稽核室、售後服務本部、資訊部、管理部、國外部、法務部、採購部、塗裝部、營業本部、製造部、品保部、技術部、工務部、財務部及售後服務場。而女性非銷售人員之平均時薪由高至低則分屬國外部、總經理室、售後服務場、工務部、品保部、製造部、塗裝部及技術部。
     。
This study aims to apply the theory of beauty to the labor market in Taiwan and attempts to investigate determinants of the wage difference for the sake of being the supplement to the existing literature related to this research field which primarily consider the gender or human capital factors. This study takes the data form the data bank of Prince Motor Corporation. The total number of sample used in this study is 754 and the empirical employed in this study is OLS Model.
     
      The findings suggest that marital status, education, experience have a positive effect on non-sales men’s hourly wages; number of children under age 12, square of experience, and being overweight, a negative effect. For non-sales women, hourly wages are only significantly and positively affected by age and attractiveness. Compared with non-sales men, significant earnings premium for attractive are found for women. Finally, the sales people who are married and have higher education definitely have higher hourly wages and who are obese oppositely pay a penalty.
This study aims to apply the theory of beauty to the labor market in Taiwan and attempts to investigate determinants of the wage difference for the sake of being the supplement to the existing literature related to this research field which primarily consider the gender or human capital factors. This study takes the data form the data bank of Prince Motor Corporation. The total number of sample used in this study is 754 and the empirical employed in this study is OLS Model.
     
      The findings suggest that marital status, education, experience have a positive effect on non-sales men’s hourly wages; number of children under age 12, square of experience, and being overweight, a negative effect. For non-sales women, hourly wages are only significantly and positively affected by age and attractiveness. Compared with non-sales men, significant earnings premium for attractive are found for women. Finally, the sales people who are married and have higher education definitely have higher hourly wages and who are obese oppositely pay a penalty.
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黃同圳（1995），「教育程度、工作年資與性別對薪資決定之交互作用效果分析」，《中山管理評論》，3（4），頁64-75。
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曾敏傑（2002），「人力資本、勞動結構、與薪資決定過程：職業間的比較」，《國立政治大學社會學報》，32，頁75-113。
曾敏傑（2002），「人力資本、勞動結構、與薪資決定過程：職業間的比較」，《國立政治大學社會學報》，32，頁75-113。
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焦興鎧（1997），「歧視肥胖者在美國所引起之就業歧視爭議」，《美歐季刊》，12，頁69-87。
葉玫君（2003），「肥胖與職業－肥胖女性是否較可能無業？」，私立淡江大學產業經濟學系碩士論文。
葉玫君（2003），「肥胖與職業－肥胖女性是否較可能無業？」，私立淡江大學產業經濟學系碩士論文。
劉天賜、蘇曉楓（1995），「工商業男女受雇員工平均薪資差異原因之探討」，《就業與訓練》，13（6），頁77-84。
劉天賜、蘇曉楓（1995），「工商業男女受雇員工平均薪資差異原因之探討」，《就業與訓練》，13（6），頁77-84。
劉姿君（1993），「教育投資與薪資報酬－人力資本理論之應用」，國立政治大學教育研究所碩士論文。
劉姿君（1993），「教育投資與薪資報酬－人力資本理論之應用」，國立政治大學教育研究所碩士論文。
劉錦添、劉錦龍（1987），「台灣地區男女工資率的差異」，《中國經濟學會年會論文集》，頁107-129，台北：中國經濟學會。
劉錦添、劉錦龍（1987），「台灣地區男女工資率的差異」，《中國經濟學會年會論文集》，頁107-129，台北：中國經濟學會。
劉鶯釧（1989），「台灣地區受雇人員工資的性別歧視」，《經濟論文叢刊》，17（3），頁359-388。
劉鶯釧（1989），「台灣地區受雇人員工資的性別歧視」，《經濟論文叢刊》，17（3），頁359-388。
蔡瑞明、林大森（2002），「滾石不生苔？台灣勞力市場中的工作經歷對薪資的影響」，《台灣社會學刊》，29，頁57-95。
蔡瑞明、林大森（2002），「滾石不生苔？台灣勞力市場中的工作經歷對薪資的影響」，《台灣社會學刊》，29，頁57-95。
薛立敏（1988），「就業市場性別歧視的經濟分析」，《經濟前瞻》，3（2），頁131-132。
薛立敏（1988），「就業市場性別歧視的經濟分析」，《經濟前瞻》，3（2），頁131-132。
譚令蒂（1998），「公、私部門工資性別差異－臺灣之實證研究」，《國家科學委員會研究彙刊：人文及社會科學》，8（2），頁335-348。
譚令蒂（1998），「公、私部門工資性別差異－臺灣之實證研究」，《國家科學委員會研究彙刊：人文及社會科學》，8（2），頁335-348。
鐘谷蘭（1987），「台灣地區工資與就業的性別差異」，國立台灣大學經濟學研究所碩士論文。
鐘谷蘭（1987），「台灣地區工資與就業的性別差異」，國立台灣大學經濟學研究所碩士論文。
二、英文部分
二、英文部分
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Averett, S. and S. Korenman (1996), “The Economic Reality of The Beauty Myth,” Journal of Human Resources, 31(2), 304-330.
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描述 碩士
碩士
國立政治大學
國立政治大學
行政管理碩士學程
行政管理碩士學程
93921011
93921011
94
94
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0093921011
http://thesis.lib.nccu.edu.tw/record/#G0093921011
資料類型 thesis
thesis
dc.contributor.advisor 高安邦zh_TW
dc.contributor.advisor 高安邦zh_TW
dc.contributor.advisor Kao,An-Pangen_US
dc.contributor.advisor Kao,An-Pangen_US
dc.contributor.author (作者) 蔡培豪zh_TW
dc.contributor.author (作者) 蔡培豪zh_TW
dc.contributor.author (作者) Tsai,Pei-Haoen_US
dc.contributor.author (作者) Tsai,Pei-Haoen_US
dc.creator (作者) 蔡培豪zh_TW
dc.creator (作者) 蔡培豪zh_TW
dc.creator (作者) Tsai,Pei-Haoen_US
dc.creator (作者) Tsai,Pei-Haoen_US
dc.date (日期) 2005en_US
dc.date (日期) 2005en_US
dc.date.accessioned 14-九月-2009 12:31:36 (UTC+8)-
dc.date.accessioned 14-九月-2009 12:31:36 (UTC+8)-
dc.date.available 14-九月-2009 12:31:36 (UTC+8)-
dc.date.available 14-九月-2009 12:31:36 (UTC+8)-
dc.date.issued (上傳時間) 14-九月-2009 12:31:36 (UTC+8)-
dc.date.issued (上傳時間) 14-九月-2009 12:31:36 (UTC+8)-
dc.identifier (其他 識別碼) G0093921011en_US
dc.identifier (其他 識別碼) G0093921011en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/31913-
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/31913-
dc.description (描述) 碩士zh_TW
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 行政管理碩士學程zh_TW
dc.description (描述) 行政管理碩士學程zh_TW
dc.description (描述) 93921011zh_TW
dc.description (描述) 93921011zh_TW
dc.description (描述) 94zh_TW
dc.description (描述) 94zh_TW
dc.description.abstract (摘要) 國外實證研究證實，個人外表與其在勞動市場的表現密切相關，但台灣目前尚無學者從美貌理論的面向，探討身材、相貌與個人薪資水平有無關係。因此，為了初探台灣勞動市場是否存有“平庸懲罰”和“俊美獎勵”的情況，本文以太子汽車工業股份有限公司之員工為研究對象，以BMI值外加相貌等級作為個人外表的觀察指標，檢驗太子汽車工業股份有限公司員工之身材、相貌，與其所獲取的薪資有無關連，期能藉此彌補相關文獻，多從個人特徵及人力資本考量勞動者薪資差異之不足。
     
      本文以最小平方法（OLS），將男性非銷售人員、女性非銷售人員、及銷售人員分別估計。實證結果如下：首先，在男性非銷售人員部分，婚姻、教育與年資對其時薪皆有正面效果；國小以下子女數、年資平方及BMI值肥胖則有負面影響。其中，肥胖者時薪偏低的情況，可能與「雇主歧視」有關。至於男性非銷售人員之相貌則與其薪資無關。
     
      其次，在女性非銷售人員部分，其估計結果與男性非銷售人員有極大的落差，僅有年齡和相貌與其時薪呈正相關；其餘的個人特徵及人力資本變數皆未達顯著水準。
     
      最後在銷售人員部分，婚姻及教育程度與其時薪呈正相關；BMI值過輕對時薪則有不利的影響，此現象可能源自於消費者歧視。至於相貌等級與銷售人員的時薪無關。
     
      部門間時薪比較的結果如下：就男性非銷售人員而言，部門員工平均時薪由高至低分別為總經理室、會計部、稽核室、售後服務本部、資訊部、管理部、國外部、法務部、採購部、塗裝部、營業本部、製造部、品保部、技術部、工務部、財務部及售後服務場。而女性非銷售人員之平均時薪由高至低則分屬國外部、總經理室、售後服務場、工務部、品保部、製造部、塗裝部及技術部。
     。		zh_TW
dc.description.abstract (摘要) 國外實證研究證實，個人外表與其在勞動市場的表現密切相關，但台灣目前尚無學者從美貌理論的面向，探討身材、相貌與個人薪資水平有無關係。因此，為了初探台灣勞動市場是否存有“平庸懲罰”和“俊美獎勵”的情況，本文以太子汽車工業股份有限公司之員工為研究對象，以BMI值外加相貌等級作為個人外表的觀察指標，檢驗太子汽車工業股份有限公司員工之身材、相貌，與其所獲取的薪資有無關連，期能藉此彌補相關文獻，多從個人特徵及人力資本考量勞動者薪資差異之不足。
     
      本文以最小平方法（OLS），將男性非銷售人員、女性非銷售人員、及銷售人員分別估計。實證結果如下：首先，在男性非銷售人員部分，婚姻、教育與年資對其時薪皆有正面效果；國小以下子女數、年資平方及BMI值肥胖則有負面影響。其中，肥胖者時薪偏低的情況，可能與「雇主歧視」有關。至於男性非銷售人員之相貌則與其薪資無關。
     
      其次，在女性非銷售人員部分，其估計結果與男性非銷售人員有極大的落差，僅有年齡和相貌與其時薪呈正相關；其餘的個人特徵及人力資本變數皆未達顯著水準。
     
      最後在銷售人員部分，婚姻及教育程度與其時薪呈正相關；BMI值過輕對時薪則有不利的影響，此現象可能源自於消費者歧視。至於相貌等級與銷售人員的時薪無關。
     
      部門間時薪比較的結果如下：就男性非銷售人員而言，部門員工平均時薪由高至低分別為總經理室、會計部、稽核室、售後服務本部、資訊部、管理部、國外部、法務部、採購部、塗裝部、營業本部、製造部、品保部、技術部、工務部、財務部及售後服務場。而女性非銷售人員之平均時薪由高至低則分屬國外部、總經理室、售後服務場、工務部、品保部、製造部、塗裝部及技術部。
     。		zh_TW
dc.description.abstract (摘要) This study aims to apply the theory of beauty to the labor market in Taiwan and attempts to investigate determinants of the wage difference for the sake of being the supplement to the existing literature related to this research field which primarily consider the gender or human capital factors. This study takes the data form the data bank of Prince Motor Corporation. The total number of sample used in this study is 754 and the empirical employed in this study is OLS Model.
     
      The findings suggest that marital status, education, experience have a positive effect on non-sales men’s hourly wages; number of children under age 12, square of experience, and being overweight, a negative effect. For non-sales women, hourly wages are only significantly and positively affected by age and attractiveness. Compared with non-sales men, significant earnings premium for attractive are found for women. Finally, the sales people who are married and have higher education definitely have higher hourly wages and who are obese oppositely pay a penalty.		en_US
dc.description.abstract (摘要) This study aims to apply the theory of beauty to the labor market in Taiwan and attempts to investigate determinants of the wage difference for the sake of being the supplement to the existing literature related to this research field which primarily consider the gender or human capital factors. This study takes the data form the data bank of Prince Motor Corporation. The total number of sample used in this study is 754 and the empirical employed in this study is OLS Model.
     
      The findings suggest that marital status, education, experience have a positive effect on non-sales men’s hourly wages; number of children under age 12, square of experience, and being overweight, a negative effect. For non-sales women, hourly wages are only significantly and positively affected by age and attractiveness. Compared with non-sales men, significant earnings premium for attractive are found for women. Finally, the sales people who are married and have higher education definitely have higher hourly wages and who are obese oppositely pay a penalty.		en_US
dc.description.tableofcontents 第一章、緒論................................................1
     第一節、研究動機.............................................1
     第二節、研究目的與架構.......................................4
     
     第二章、理論探討與相關文獻回顧................................6
     第一節、理論探討.............................................6
     第二節、國外相關文獻........................................10
     第三節、國內相關文獻........................................17
     第四節、本章小結............................................21
     
     第三章、資料分析............................................23
     第一節、資料來源與相貌等級的評定..............................23
     第二節、基本資料分析........................................25
     第三節、本章小結............................................35
     
     第四章、研究設計............................................37
     第一節、研究方法與實證模型...................................37
     第二節、變數定義............................................42
     第三節、研究範圍與研究限制...................................46
     第四節、本章小結............................................48
     
     第五章、實證結果與分析......................................50
     第一節、異質變異檢定........................................50
     第二節、實證結果分析........................................52
     第三節、本章小結............................................57
     
     第六章、結論與建議..........................................59
     參考文獻 ..................................................63
     
     
     表次
     表1： 國外有關漂亮經濟的文獻整理.............................15
     表2： 台灣有關漂亮經濟的文獻整理.............................20
     表3： 性別、單位與時薪交互表.................................25
     表4： 教育程度與時薪交互表...................................27
     表5： 年資與時薪交互表......................................29
     表6： 台灣、亞太及歐美地區BMI界定之體型標準...................31
     表7： BMI值與時薪交互表.....................................32
     表8： 相貌與時薪交互表......................................33
     表9： 實證變數說明..........................................45
     表10：OLS模型估計結果.......................................53
     表11：部門虛擬變數之估計結果.................................56
     
     圖次
     圖1: 研究架構圖............................................5		zh_TW
dc.description.tableofcontents 第一章、緒論................................................1
     第一節、研究動機.............................................1
     第二節、研究目的與架構.......................................4
     
     第二章、理論探討與相關文獻回顧................................6
     第一節、理論探討.............................................6
     第二節、國外相關文獻........................................10
     第三節、國內相關文獻........................................17
     第四節、本章小結............................................21
     
     第三章、資料分析............................................23
     第一節、資料來源與相貌等級的評定..............................23
     第二節、基本資料分析........................................25
     第三節、本章小結............................................35
     
     第四章、研究設計............................................37
     第一節、研究方法與實證模型...................................37
     第二節、變數定義............................................42
     第三節、研究範圍與研究限制...................................46
     第四節、本章小結............................................48
     
     第五章、實證結果與分析......................................50
     第一節、異質變異檢定........................................50
     第二節、實證結果分析........................................52
     第三節、本章小結............................................57
     
     第六章、結論與建議..........................................59
     參考文獻 ..................................................63
     
     
     表次
     表1： 國外有關漂亮經濟的文獻整理.............................15
     表2： 台灣有關漂亮經濟的文獻整理.............................20
     表3： 性別、單位與時薪交互表.................................25
     表4： 教育程度與時薪交互表...................................27
     表5： 年資與時薪交互表......................................29
     表6： 台灣、亞太及歐美地區BMI界定之體型標準...................31
     表7： BMI值與時薪交互表.....................................32
     表8： 相貌與時薪交互表......................................33
     表9： 實證變數說明..........................................45
     表10：OLS模型估計結果.......................................53
     表11：部門虛擬變數之估計結果.................................56
     
     圖次
     圖1: 研究架構圖............................................5		zh_TW
dc.language.iso en_US-
dc.language.iso en_US-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0093921011en_US
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0093921011en_US
dc.subject (關鍵詞) BMI值zh_TW
dc.subject (關鍵詞) BMI值zh_TW
dc.subject (關鍵詞) 人力資本zh_TW
dc.subject (關鍵詞) 人力資本zh_TW
dc.subject (關鍵詞) 相貌zh_TW
dc.subject (關鍵詞) 相貌zh_TW
dc.subject (關鍵詞) 薪資zh_TW
dc.subject (關鍵詞) 薪資zh_TW
dc.subject (關鍵詞) attractivenessen_US
dc.subject (關鍵詞) attractivenessen_US
dc.subject (關鍵詞) BMIen_US
dc.subject (關鍵詞) BMIen_US
dc.subject (關鍵詞) hourly wageen_US
dc.subject (關鍵詞) hourly wageen_US
dc.subject (關鍵詞) human capitalen_US
dc.subject (關鍵詞) human capitalen_US
dc.title (題名) 受雇者身材與其薪資關係之實證研究zh_TW
dc.title (題名) 受雇者身材與其薪資關係之實證研究zh_TW
dc.title (題名) The Relationships between Employees’Physical Appearance and Wagesen_US
dc.title (題名) The Relationships between Employees’Physical Appearance and Wagesen_US
dc.type (資料類型) thesisen
dc.type (資料類型) thesisen
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