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系統識別號 U0002-1506201011145200
中文論文名稱 公民營薪資差異-中國大陸實證研究
英文論文名稱 Public-private sector wage differentials in China
校院名稱 淡江大學
系所名稱(中) 經濟學系碩士班
系所名稱(英) Department of Economics
學年度 98
學期 2
出版年 99
研究生中文姓名 陳柔孜
研究生英文姓名 Jou-Tzu Chen
學號 697570074
學位類別 碩士
語文別 中文
口試日期 2010-05-21
論文頁數 62頁
口試委員 指導教授-林亦珍
委員-黃台心
委員-李鈞元
中文關鍵字 內生轉換迴歸模型  薪資差異  薪資歧視  公營溢酬 
英文關鍵字 endogenous switching model  public-private wage differentials  wage discrimination  premium 
學科別分類 學科別社會科學經濟學
中文摘要 本文主要的目的是探討中國大陸公民營薪資差異的成因,並瞭解是否有薪資歧視的問題。為進行此項研究,本文首先使用內生轉換迴歸模型來估計及修正樣本選擇偏誤問題,接著估計薪資迴歸式並用Oaxaca and Ramson (1994) 薪資分解公民營薪資差異。
實證結果發現男女性校正樣本選擇偏誤後的薪資差異為0.1578和-0.6404,表示男性公營平均薪資優於民營平均薪資;女性則是民營平均薪資優於公營平均薪資。稟賦數量差異造成男女性的公民營薪資差距擴大0.7397和0.1851,可見不論是男性或女性,受雇於公營的員工其素質皆顯著地優於民營員工;且男女性稟賦報酬率差異造成薪資差距縮小0.5819和0.8255,代表兩性在民營的稟賦報酬率皆優於在公營的稟賦報酬率。而造成公民營薪資差異的主因男女大不同,男性的公民營薪資差距主因為稟賦數量差異;女性則為稟賦報酬率差異的影響。
英文摘要 The purpose of this paper is to measure and decompose the wage differences between public and private sector in China. Oaxaca-Ramson decomposition results suggest that after correcting for sample selection bias the public-private wage gap for male and females are 0.1578 and -0.6404, respectively, indicating that the average wages are higher in the public sector for men but lower for women. Differences in individual characteristics widen the male (female) wage gap by 0.7397 (0.1851). We also find that differences in the rate of return on characteristics narrow the male (female) wage gap by 0.5819 (0.8255), suggesting that the private sector offer a higher return to productive characteristics. The male public-private wage gap is primarily due to differences in individual characteristics. In contrast, the key determinant of female wage gap is the positive wage premium in the private sector.
論文目次 目錄

表目錄 II
圖目錄 III
第一章 緒論1
1.1 研究動機與目的1
1.2 研究架構2
第二章 文獻回顧6
2.1 公民營薪資差異之文獻6
2.2 性別薪資差異之文獻10
2.3 有關中國勞動市場薪資、就業機率之文獻11
第三章 實證模型與方法13
3.1 薪資迴歸式13
3.2 公民營部門薪資差異成因之分解19
第四章 資料來源與變數之說明23
4.1 資料來源23
4.2 變數介紹23
4.3 薪資迴歸式變數介紹25
4.4 樣本統計量分析25
第五章 實證結果34
5.1 受雇方式選擇Probit及部門選擇Probit實證分析結果34
5.2 薪資迴歸估計結果37
5.3 Oaxaca and Ransom薪資差異分解結果41
第六章 結論45
參考文獻60



表目錄

表4-1 變數定義與說明24
表4-2 Probit和Bivariate probit模型的樣本統計量29
表4-3 薪資方程式的樣本統計量(男性)30
表4-4 薪資方程式的樣本統計量(女性)31
表4-5 Probit和Bivariate probit模型下各職業別的個數與比例32
表4-6 受雇方式選擇及部門選擇之個數與比例32
表4-7 薪資迴歸式中各職業別的個數與比例(男性)33
表4-8 薪資迴歸式中各職業別的個數與比例(女性)33
表5-1 男性於Single Probit和Bivariate Probit模型的估計結果49
表5-2 女性於Single Probit和Bivariate Probit模型的估計結果51
表5-3 男性薪資迴歸結果53
表5-4 女性薪資迴歸結果55
表5-5 無歧視薪資結構的估計結果57
表5-6 薪資差異分解表59



圖目錄

圖1 研究流程圖3
圖2 組織架構圖(男)4
圖3 組織架構圖(女)5
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