員工性別組合與公司生產力:臺灣上市櫃公司的實證

以作者查詢圖書館館藏

、以作者查詢臺灣博碩士

、以作者查詢全國書目

、勘誤回報

、線上人數：83

、訪客IP：3.145.175.195

姓名

謝親安(An-Chinan Hsieh) 查詢紙本館藏

畢業系所

產業經濟研究所在職專班

論文名稱

員工性別組合與公司生產力:臺灣上市櫃公司的實證
(Gender Structure and Firm Productivity)

相關論文

★ 資訊科技的使用對製造業廠商生產力之影響	★ 寶島債介紹及發展前景
★ 電腦軟體與資料庫的採用與對廠商績效的影響- 台灣製造業的研究	★ 中國新高技術園區技術效率及其影響因素的研究
★ 政府管控房地產政策對不動產市場及銀行不動產授信業務之影響	★ 鶯歌捷運線對房價的影響
★ 貿易、技術與薪資溢酬	★ 聚集與生產力:台灣紡織產業的實證研究
★ 勞工派遣與正職受僱型態之實證研究－金融海嘯前後之分析比較	★ 影響政府採購效率之實證研究—以某縣市政府為例
★ 台灣民眾轉換從業身分的決策以及「不景氣-推擠」假說之檢定	★ 汽車燃油效率、反彈效果與特徵價格之研究
★ Three Essays on the Industrial Economics	★ 研究發展與技術購買-台灣製造業之實證研究
★ 合併廠商的績效表現與決策因素分析	★ 合併型態對廠商績效與股票報酬的影響

檔案

[Endnote RIS 格式]

[Bibtex 格式]

[相關文章]

[文章引用]

[完整記錄]

[館藏目錄]

至系統瀏覽論文 (2024-12-20以後開放)

摘要(中)

聯合國於 1979 年提倡《消除對婦女一切形式歧視公約》，開啟世界各國政府積極推動性別平權的相關措施，女性投入經濟活動議題持續在各國際經濟組織與論壇上受到高度關注。
我國因人口結構的改變、高等教育的普及、平權觀念的進步以及為填補人才，制定「性別工作平等法」以因應企業之需求。近年來我國女性在政經參與有極大的進展，儘管女性勞動參與率越來越高，但女性擔任管理職的比例普遍偏低。社會上常用「玻璃天花板效應」形容該現象。
本研究蒐集臺灣經濟新報(TEJ)上所揭露 2014 年至2019年所有上市櫃公司為研究樣本，加入董監事會女性比例、員工平均年資、員工教育程度、公司規模、產業…等為控制變數，以公司的勞動生產力及總要素生產力作為被解釋變數，探討企業是否能從性別組成多元化中獲益，其與企業績效間的關係為何。
實證結果顯示，服務業的勞動生產力與女性員工比例、女性董監事比例有顯著正向的關聯性，但在製造業中所得到的結果卻不盡相同，增加女性從事高階主管比重對製造業的勞動生產力及總要素生產力有顯著負向的關聯性。本研究認為臺灣製造業中存有性別職業隔離，性別角色刻板印象阻礙女性去承擔更多的責任職務。

摘要(英)

The United Nations (UN) advocated the "Convention on the Elimination of All Forms of Discrimination against Women" in 1979, and many governments promoted relevant measures for gender equality all around the world. The issue of female labor force participation has received increasing attention in various international economic organizations and forums, and related research is constantly being proposed to encourage governments to value it. The purpose of these means is to eliminate the barriers of female labor force participation, and increase female labor force participation rate.
Owing to some social changes, such as the changes in demographic structure, higher education, the advancement of equal rights, and to fill the talent gap, Taiwan enacted the law " Act of Gender Equality in Employment " to meet the needs of enterprises, and also protect women′s rights in the workplace. Recently, although the rate of female labor participation has become higher, the proportion of women in management positions is generally low. "Glass ceiling effect" is used to describe this phenomenon, which means the potential restrictions and obstacles in the organization for certain disadvantaged groups, especially women.
This study applies the firm-level data of Taiwan listed and OTC companies from 2014 to 2018 in the Taiwan Economy Journal, dividing the industry into manufacturing industry and service industry and collecting some company information and financial data, such as the female proportion of directors and supervisors board, average wage, education level of employee, firm size. This study includes two dependent variables, labor productivity and total factor productivity, exploring whether companies can benefit from the diversity of gender, whether they can generate competitive advantages, and the relationship between diversity of gender and performance.
The empirical result shows that there is a highly positive correlation between labor productivity and the proportion of female employees and the female proportion of directors and supervisors board; however, the result in the manufacturing industry are not the same, the proportion of female senior supervisor has a highly negative impact on the labor productivity and total factor productivity in manufacturing industry. This study supposes that there is occupational segregation by gender in Taiwan’s manufacturing industry. The stereotype of gender hinders women from taking on more important missions, which will impede the development of enterprises.

關鍵字(中)

★ 員工性別組合
★ 女性
★ 勞動生產力

關鍵字(英)

★ gender structure
★ firm productivity
★ labor productivity

論文目次

中文摘要i
Abstractii
誌謝辭iv
目錄v
圖、表目錄vi
第一章緒論1
1.1 研究背景與動機1
1.2 研究目的7
1.3 研究架構8
第二章文獻回顧9
2.1 女性員工比例與企業績效9
2.2 女性董監事比例與企業績效11
3.2 其他員工特性與企業績效14
第三章資料來源與方法15
3.1 樣本選取與資料蒐集15
3.2 變數定義17
3.3 實證模型20
第四章研究結果24
4.1 變數基本統計分析24
4.2 實證結果25
第五章結論與建議31
5.1 結論31
5.2 研究限制與建議32
參考文獻33

參考文獻

陳志豪，2011，女性董監事、公司決策與公司績效關聯性之研究-以中國大陸企業為例，國立彰化師範大學商業教育研究所碩士論文:頁31-48。
陳姿郡，2011，我國上市櫃公司女性董監事比例對投資決策與公司績效之影響，國立臺北大學企業管理研究所碩士論文:頁1-46。
廖淑雅，2012，董監事會中女性董監事、公司治理與公司經營績效關聯研究－以臺灣上市金融業為例，世新大學財務金融學研究所碩士論文。
劉芳如，2005，產業結構轉型與臺灣勞動市場的內部分化：製造業與服務業部門的差異，國立中正大學社會福利所。
蔡惠貞，2004。智慧資本與平衡計分卡相關性之研究－以臺灣製造業為例，國立成功大學會計學系碩士論文。
賴偉傑，2010，女性董監事、公司治理與財務績效－以臺灣上市公司為例，國立臺北大學合作經濟研究所碩士論文:頁1-47。
賴儷文，2010，高階經理人性別差異化對公司績效之影響，國立東華大學會計與財務金融研究所碩士論文。
盧其宏，2009，外藉勞工雇用對廠商生產力與薪資之影響－臺灣製造之實證研究，國立臺灣大學經濟研究所碩士論文。 Lu, C. H. (2009). The Effect of Foreign Workers on Plant Productivity and Wage: Evidence from Taiwan Manufacturing Industry. Master Thesis, National Taiwan University.
世界經濟論壇 WEF，2013，全球男女80 年後才能完全平等，《全球性別差距報告》。
Adams, R. B. and Ferreira, D. (2004). Gender Diversity in The Boardroom. European Corporate Governance Institute, Finance Working Paper 57.

Adams, R. B. and Ferreira, D. (2009). Women in The Boardroom and Their Impact on Governance and Performance. Journal of Financial Economics, 94(2), 291-309.
Adams, R. B. and Funk, P. C. (2012). Beyond The Glass Ceiling: Does Gender Matter? Management Science 58(2), 219-235.
Adler, N. J. (2001). Global Leadership: Women Leaders, in Mendenhall, Mark E. et al., eds., Developing Global Business Leaders: Policies, Processes, and Innovations, Westport, CT : Quorum Books, 73-98.
Black, S. E. and Lynch, L. M. (1996). Human Capital Investments and Productivity, Technology, Human Capital, and The Wage Structure, 86(2), 263-267.
Bouillon, M. L., Doran B. M. and Orazem P. F. (1996). Human Capital Investment Effects on Firm Returns, Journal of Applied Business Research, 12(1), 30-41.
Campbell, K. and Mínguez-Vera, A. (2007). Gender Diversity in the Boardroom and Firm Financial Performance. Journal of Business Ethics, 83(3), 435-451.
Carter, D. A., Simkins, B. J. and Simpson, W. G. (2003). Corporate Governance, Board Diversity, and Firm Value. The Financial Review, 38(1), 33-53.
Christiansen, L., Lin, H., Pereira, J., Topalova, P. and Turk, R. (2016). Gender Diversity in Senior Positions and Firm Performance: Evidence from Europe. IMF Working Papers WP/16/50.
Conyon, M. and He, L. (2017). Firm Performance and Boardroom Gender Diversity: A Quantile Regression Approach. Journal of Business Research, 79, 198-211.
Dezsö, C. and Ross, D. (2012). Does Female Representation in Top Management Improve Firm Performance? A Panel Data Investigation. Strategic Management Journal, 33(9), 1072-1089.
Flabbi, L., Macis, M., Moro, A. and Schivardi, F. (2016). Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance. NBER Working Paper, No. 22877.
Galindo-Rueda, F. and Haskel, J. (2005). Skills, Workforce Characteristics and Firm-Level Productivity: Evidence from The Matched ABI/Employer Skills Survey. IZA Discussion Paper, No. 1542.
Hellerstein, J. and Neumark, D. (1999). Sex, Wages, and Productivity: An Empirical Analysis of Israeli Firm-level Data. International Economic Review, 40, 95-123.
Hellerstein, J. and Neumark, D. (2004). Production Function and Wage Equation Estimation with Heterogeneous Labor: Evidence from A New Matched Employer-Employee Data Set. NBER Working Paper No. 10325.
Hellerstein, J., Neumark, D. and Troske, K. (1999). Wages, Productivity, and Worker Characteristics: Evidence from Plant-level Production Functions and Wage Equations. Journal of Labor Economics, 17, 409-446.
Hillman, A., Shropshire, C. and Cannella, A. (2007). Organizational Predictors of Women on Corporate Boards. Academy of Management Journal, 50(4), 941-952.
Kramer, V. W., Konrad, A. M., Erkut, S. and Hooper, M. J. (2006). Critical Mass on Corporate Boards: Why Three or More Women Enhance Governance. Wellesley Centers for Women.
Levinsohn, J. and Petrin, A. (2003). Estimating Production Functions Using Inputs To Control for Unobservables. Review of Economic Studies, 70(2), 317-341.
Liu, J. T., Tsou, M. W. and Wang, P. (2010). Workforce Composition and Firm Productivity: Evidence from Taiwan. Economic Inquiry, 48, 1032-1047.
Lockheed, M. E., Jamison, D. T. and Lau, L. J. (1980). Farmer Education and Farm Efficiency: A Survey. In Timothy King ed. Education and Income. Washington DC: The World Bank Staff Working Paper. 402, 136.
Miller, T. and Triana, M. (2009). Demographic Diversity in The Boardroom: Mediators of The Board Diversity-Firm Performance Relationship. Journal of Management Studies, 46, 755-786
Mincer, J. (1974). Schooling Experience and Earnings, NY: Columbia University Press for National Bureau of Economic Research.
Nielsen, S. and Huse, M. (2010). The Contribution of Women on Boards of Directors: Going Beyond The Surface. Corporate Governance: An International Review, 18(2), 136-148.
Perryman, A., Fernando, G. and Tripathy, A. (2016). Do Gender Differences Persist? An Examination of Gender Diversity on Firm Performance, Risk, and Executive Compensation. Journal of Business Research, 69(2), 579-586.
Pfeifer, C. and Wagner, J. (2014). Age and Gender Effects of Workforce Composition on Productivity and Profits: Evidence from A New Type of Data for German Enterprises. Contemporary Economics, 8(1), 25-46.
Ryan, M. K. and Haslam, S. A. (2005). The Glass Cliff: Evidence That Women Are Over-Represented in Precarious Leadership Positions. British Journal of Management, 16, 81-90.
Shrader, C. B., Blackburn, V. L. and Iles, P. (1997). Women in Management and Firm Financial Performance: An Exploratory Study, Journal of Managerial, 9, 355-372.
Tsou, M. and Yang, C. (2019). Does Gender Structure Affect Firm Productivity? Evidence from China. China Economic Review, 55, 19-36.
Westphal, J. D. (1999). Collaboration in The Boardroom: Behavioural and Performance Consequences of CEO-Board Social Ties. Academy of Management Journal, 42, 7-24.
Wu, R. and Cheng, X. (2016). Gender Equality in The Workplace: The Effect of Gender Equality on Productivity Growth among The Chilean Manufacturers. The Journal of Developing Areas, 50(1), 257-274.

指導教授

鄒孟文(Meng-Wen Tsou)

審核日期

2021-7-15

推文