| dc.contributor.advisor | 熊瑞梅 | zh_TW |
| dc.contributor.advisor | Hsung, Ray May | en_US |
| dc.contributor.author (Authors) | 蕭彩含 | zh_TW |
| dc.contributor.author (Authors) | Hsiao, Tsai Han | en_US |
| dc.creator (作者) | 蕭彩含 | zh_TW |
| dc.creator (作者) | Hsiao, Tsai Han | en_US |
| dc.date (日期) | 2008 | en_US |
| dc.date.accessioned | 19-Sep-2009 13:34:26 (UTC+8) | - |
| dc.date.available | 19-Sep-2009 13:34:26 (UTC+8) | - |
| dc.date.issued (上傳時間) | 19-Sep-2009 13:34:26 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0096254011 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/37400 | - |
| dc.description (描述) | 碩士 | zh_TW |
| dc.description (描述) | 國立政治大學 | zh_TW |
| dc.description (描述) | 社會學研究所 | zh_TW |
| dc.description (描述) | 96254011 | zh_TW |
| dc.description (描述) | 97 | zh_TW |
| dc.description.abstract (摘要) | 時至今日女性教育程度提高，但女性在勞動力市場獲得的職位並沒有因此提升，大部分的女性仍然傾向集中在以女性居多的劣勢職業，並且薪資明顯低於男性居多的職業。相關研究提醒我們注意接觸工作出缺訊息的管道在進入勞動力市場前就已經出現性別化的現象，男女性的社會網絡並不相同，並且不同性別的求職者傾向動員不同性別的中介人。但究竟是原因使得女性求職者持續進入待遇較差的女性主導職業？Lin(1999)認為男性之所以比女性在勞動力市場的職業獲得更具有優勢，是因為女性求職者存在資本欠缺與回報欠缺，所以只能動員到較劣勢的女性中介人、獲得較差的工作。但從資料分析顯示，女性求職者並不存在資本欠缺，女性求職者擁有的社會資本量並不比男性求職者少，真正導致女性承受回報欠缺的原因在於兩點勞動力市場對於女性的貶值與性別化社會資本的差異。由於勞動力市場對女性求職者本身的歧視，即使女性求職者動員到擁有較多資源的男性中介人也無法有效的脫離求職劣勢。其次，女性求職者透過性別化社會資本尋職而承受回報欠缺的因素在於女性化可觸及社會資本，女性化可觸及社會資本直透過接與間接的效果同時限制女性求職者獲得較好的、女性比例較低職業。但女性化可觸及社會資本對男性求職者只能產生間接影響，且男性求職者擁有的女性化可觸及社會資本比女性求職者來得少很多，女性化可觸及社會資本能發揮的效果並不多。總結來說，對於女性求職者而言，回報欠缺主要來自於性別化可觸及社會資本以及雇主對女性能力的貶值、統計歧視等，即使接觸到男性中介人也無助於女性跳脫求職劣勢。對於男性而言則是性別化可動員社會資本才是主要直接影響獲得職業女性比例的關鍵因素。 | zh_TW |
| dc.description.tableofcontents | 第一章、緒論 第一節、研究動機………………………………………………… 1 第二節、研究目的………………………………………………… 3第二章、文獻探討 第一節、職業性別隔離…………………………………………… 5 第二節、地位取得的社會資本模型……………………………… 10 第三節、性別化可觸及社會資本與可動員社會資本…………… 14 一、性別化可觸及社會資……………………………………… 14 二、性別化可動員社會資本…………………………………… 18第三章、研究方法 第一節、研究架構與研究假設……………………………………… 21 第二節、資料來源…………………………………………………… 23 第三節、變項測量與分析方法……………………………………… 25 一、變項測量……………………………………………………… 25 二、分析方法……………………………………………………… 28第四章、研究發現 第一節、基本資料檢定……………………………………………… 30一、 職業性別隔離與職業聲望T檢定、……………………… 30 求職者性別與獲得職業女性比例T方檢定 二、男性、女性樣本變項摘要…………………………………… 31 三、求職者性別與性別化可觸及社會資本T檢定…………… 35 四、性別化可動員社會資本與獲得職業女性比例T檢定…… 36 第二節、多元迴歸分析……………………………………………… 38 一、性別化社會資本與女性主導職位………………………… 38 二、女性樣本的性別化社會資本與女性主導職位…………… 42 三、男性樣本的性別化社會資本與女性主導職位…………… 45 四、因果模型…………………………………………………… 48第五章、結論. 第一節、研究主要發現與討論.……………………………………… 58第二節、研究限制與建議.…………………………………………… 63參考書目……………………………………………………………… 66 | zh_TW |
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| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0096254011 | en_US |
| dc.subject (關鍵詞) | 社會資本 | zh_TW |
| dc.subject (關鍵詞) | 回報欠缺 | zh_TW |
| dc.subject (關鍵詞) | 職位女性比例 | zh_TW |
| dc.subject (關鍵詞) | 職業性別隔離 | zh_TW |
| dc.subject (關鍵詞) | 性別不平等 | zh_TW |
| dc.subject (關鍵詞) | 性別化 | zh_TW |
| dc.subject (關鍵詞) | social capital | en_US |
| dc.subject (關鍵詞) | return deficit | en_US |
| dc.subject (關鍵詞) | sex segregation | en_US |
| dc.subject (關鍵詞) | gender inequality | en_US |
| dc.title (題名) | 女性社會資本回收劣勢的機制：性別化社會資本與獲得職位女性比例 | zh_TW |
| dc.type (資料類型) | thesis | en |
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