學術產出-Theses
Article View/Open
Publication Export
-
題名 論資遣費對資遣率之影響：以台灣2005年勞退新制為例
The Impact of Severance Pay on Layoff Rate: Evidence from 2005 Labor Pension Act in Taiwan作者 吳智鳴
Wu, Chih Ming貢獻者 陳鎮洲
Chen, Jenn Jou
吳智鳴
Wu, Chih Ming關鍵詞 資遣費
資遣率
差異中之差異法
勞動退休金條例
台灣
Severance pay
Layoff rate
Difference in differences
Labor Pension Act
Taiwan日期 2012 上傳時間 1-Jul-2013 17:38:03 (UTC+8) 摘要 本研究以2005年勞退新制為例，探討資遣費對資遣率之影響。在勞退新制實施之後，資遣費的給付額度不僅大幅減少，還多了上限，因此，基於資遣費往往被視為雇主所直接面對的資遣成本，資遣率是否會受到勞退新制中資遣費改變的影響，為本研究欲探討分析的議題。本研究資料來源為人力運用擬-追蹤調查資料庫，研究方法使用差異中之差異法(difference in differences)，並依據員工是否適用於勞基法，將樣本劃分為實驗組與對照組進行分析。實證結果顯示，資遣費對於資遣率並無顯著的影響力，因此政府若希望資遣費制度能有預防雇主任意資遣員工的效果，則現行的資遣費制度可能無法達到此目標，而未來是否需要針對資遣費進行修法仍有討論空間。
This study uses the 2005 Labor Pension Act (LPA) in Taiwan as the quasi-experiment to analyze the impact of severance pay on the layoff rate. After implementation of LPA, severance pay is reduced significantly and constrained by an upper boundary. Since severance pay is often considered as the firing cost, whether the layoff rate is affected by the largely reduced severance pay is what this study expects to analyze. Data used in this study are drawn from the Manpower Utility Quasi – Longitudinal Survey (MUQLS). In order to apply the difference in differences method, the observations are divided into the treatment group and the reference group according to the coverage of the Labor Standards Act (LSA). The empirical results suggest that severance pay has no significant impact on the layoff rate. Therefore, if severance pay is expected to prevent the arbitrary layoff, the current severance pay system might not achieve this goal and some modifications of this system might be necessary.參考文獻 1. 吳姿慧(2005)，『我國資遣費給付制度之檢討 – 以德國「勞動契約終止保護法」與「企業組織法」之規定為參照』，中原財經法學，第15期，頁267-3382. 林振賢(2000)，「也談資遣費問題 -- 兼述日本退職金制度 – 上」，中國勞工，第1004期，頁20-233. 郭明政(2000)，「勞基法資遣費與退休金制度之改革」，政大勞動學報，第9期，頁37-644. 張誌純(2004)，「企業組織再造程序員工權益之研究 – 以資遣費為中心」，成功大學碩士論文5. 黃怡綾(2006)，「資遣費制度與國家發展的關係及其對勞動市場的影響:以台灣等東亞十國為例」，中央大學碩士論文6. 『行業就業指南』，行政院勞工委員會7. 『重要教育統計資訊』，台北市政府教育局，http://www.edunet.taipei.gov.tw/8. 勞動基準法，行政院勞工委員會9. 勞工退休金條例，行政院勞工委員會10. Angrist, J., and S. Pischke (2008), “Mostly Harmless Econometrics: An Empiricists’ Companion,” Princeton University Press, Princeton, NJ.11. Bassanini, A., and A. Garnero (2012), “Dismissal Protection and Worker Flows in OECD Countries: Evidence from Cross-Country/Cross-industry Data,” Labour Economics, Vol.21, No.1, 25-4112. Hofer, H., U. Schuh and D. Walch (2011), “Effects of the Austrian Severance Pay Reform,” in Reforming Severance Pay: An International Perspective, 177-19413. Kugler, Adriana D. (1999), “The Impact of Firing Costs on Turnover and Unemployment: Evidence from the Colombian Labour Market Reform,” International Tax and Public Finance, Vol.6, No.3, 389-41014. Lazear, Edward P. (1987), “Employment at Will, Job Security, and Work Incentives,” in Proceedings of the Conference on Employment, Unemployment, and Hours of Work, Science Center Berlin15. Lazear, Edward P. (1990), “Job Security Provisions and Employment,” The Quarterly Journal of Economics, Vol.105, No.3, 699-72616. Marinescu, I. (2009), “Job security legislation and job duration: Evidence from the United Kingdom,” Journal of Labor Economics, Vol.27, No.3, 465-48617. Parsons, Donald O. (2011), “Mandated Severance Pay and Firing Cost Distortions: A Critical Review of the Evidence,” IZA Discussion Paper, No.5776 描述 碩士
國立政治大學
經濟學系
100258013
101資料來源 http://thesis.lib.nccu.edu.tw/record/#G0100258013 資料類型 thesis dc.contributor.advisor 陳鎮洲 zh_TW dc.contributor.advisor Chen, Jenn Jou en_US dc.contributor.author (Authors) 吳智鳴 zh_TW dc.contributor.author (Authors) Wu, Chih Ming en_US dc.creator (作者) 吳智鳴 zh_TW dc.creator (作者) Wu, Chih Ming en_US dc.date (日期) 2012 en_US dc.date.accessioned 1-Jul-2013 17:38:03 (UTC+8) - dc.date.available 1-Jul-2013 17:38:03 (UTC+8) - dc.date.issued (上傳時間) 1-Jul-2013 17:38:03 (UTC+8) - dc.identifier (Other Identifiers) G0100258013 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/58706 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 經濟學系 zh_TW dc.description (描述) 100258013 zh_TW dc.description (描述) 101 zh_TW dc.description.abstract (摘要) 本研究以2005年勞退新制為例，探討資遣費對資遣率之影響。在勞退新制實施之後，資遣費的給付額度不僅大幅減少，還多了上限，因此，基於資遣費往往被視為雇主所直接面對的資遣成本，資遣率是否會受到勞退新制中資遣費改變的影響，為本研究欲探討分析的議題。本研究資料來源為人力運用擬-追蹤調查資料庫，研究方法使用差異中之差異法(difference in differences)，並依據員工是否適用於勞基法，將樣本劃分為實驗組與對照組進行分析。實證結果顯示，資遣費對於資遣率並無顯著的影響力，因此政府若希望資遣費制度能有預防雇主任意資遣員工的效果，則現行的資遣費制度可能無法達到此目標，而未來是否需要針對資遣費進行修法仍有討論空間。 zh_TW dc.description.abstract (摘要) This study uses the 2005 Labor Pension Act (LPA) in Taiwan as the quasi-experiment to analyze the impact of severance pay on the layoff rate. After implementation of LPA, severance pay is reduced significantly and constrained by an upper boundary. Since severance pay is often considered as the firing cost, whether the layoff rate is affected by the largely reduced severance pay is what this study expects to analyze. Data used in this study are drawn from the Manpower Utility Quasi – Longitudinal Survey (MUQLS). In order to apply the difference in differences method, the observations are divided into the treatment group and the reference group according to the coverage of the Labor Standards Act (LSA). The empirical results suggest that severance pay has no significant impact on the layoff rate. Therefore, if severance pay is expected to prevent the arbitrary layoff, the current severance pay system might not achieve this goal and some modifications of this system might be necessary. en_US dc.description.tableofcontents 1. Introduction................12. Labor Pension Act...........83. Data.......................124. Model......................165. Descriptive Statistics.....226. Results....................257. Conclusion.................31Reference.....................33Appendix......................35 zh_TW dc.format.extent 878847 bytes - dc.format.mimetype application/pdf - dc.language.iso en_US - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0100258013 en_US dc.subject (關鍵詞) 資遣費 zh_TW dc.subject (關鍵詞) 資遣率 zh_TW dc.subject (關鍵詞) 差異中之差異法 zh_TW dc.subject (關鍵詞) 勞動退休金條例 zh_TW dc.subject (關鍵詞) 台灣 zh_TW dc.subject (關鍵詞) Severance pay en_US dc.subject (關鍵詞) Layoff rate en_US dc.subject (關鍵詞) Difference in differences en_US dc.subject (關鍵詞) Labor Pension Act en_US dc.subject (關鍵詞) Taiwan en_US dc.title (題名) 論資遣費對資遣率之影響：以台灣2005年勞退新制為例 zh_TW dc.title (題名) The Impact of Severance Pay on Layoff Rate: Evidence from 2005 Labor Pension Act in Taiwan en_US dc.type (資料類型) thesis en dc.relation.reference (參考文獻) 1. 吳姿慧(2005)，『我國資遣費給付制度之檢討 – 以德國「勞動契約終止保護法」與「企業組織法」之規定為參照』，中原財經法學，第15期，頁267-3382. 林振賢(2000)，「也談資遣費問題 -- 兼述日本退職金制度 – 上」，中國勞工，第1004期，頁20-233. 郭明政(2000)，「勞基法資遣費與退休金制度之改革」，政大勞動學報，第9期，頁37-644. 張誌純(2004)，「企業組織再造程序員工權益之研究 – 以資遣費為中心」，成功大學碩士論文5. 黃怡綾(2006)，「資遣費制度與國家發展的關係及其對勞動市場的影響:以台灣等東亞十國為例」，中央大學碩士論文6. 『行業就業指南』，行政院勞工委員會7. 『重要教育統計資訊』，台北市政府教育局，http://www.edunet.taipei.gov.tw/8. 勞動基準法，行政院勞工委員會9. 勞工退休金條例，行政院勞工委員會10. Angrist, J., and S. Pischke (2008), “Mostly Harmless Econometrics: An Empiricists’ Companion,” Princeton University Press, Princeton, NJ.11. Bassanini, A., and A. Garnero (2012), “Dismissal Protection and Worker Flows in OECD Countries: Evidence from Cross-Country/Cross-industry Data,” Labour Economics, Vol.21, No.1, 25-4112. Hofer, H., U. Schuh and D. Walch (2011), “Effects of the Austrian Severance Pay Reform,” in Reforming Severance Pay: An International Perspective, 177-19413. Kugler, Adriana D. (1999), “The Impact of Firing Costs on Turnover and Unemployment: Evidence from the Colombian Labour Market Reform,” International Tax and Public Finance, Vol.6, No.3, 389-41014. Lazear, Edward P. (1987), “Employment at Will, Job Security, and Work Incentives,” in Proceedings of the Conference on Employment, Unemployment, and Hours of Work, Science Center Berlin15. Lazear, Edward P. (1990), “Job Security Provisions and Employment,” The Quarterly Journal of Economics, Vol.105, No.3, 699-72616. Marinescu, I. (2009), “Job security legislation and job duration: Evidence from the United Kingdom,” Journal of Labor Economics, Vol.27, No.3, 465-48617. Parsons, Donald O. (2011), “Mandated Severance Pay and Firing Cost Distortions: A Critical Review of the Evidence,” IZA Discussion Paper, No.5776 zh_TW
