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    Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/77330


    Title: 派遣員工的薪資差異及流動性
    Authors: 林彥呈;Lin, Yan-Cheng
    Contributors: 產業經濟研究所
    Keywords: 派遣;薪資差距;工作轉換
    Date: 2018-06-29
    Issue Date: 2018-08-31 14:33:29 (UTC+8)
    Publisher: 國立中央大學
    Abstract: 本文利用台灣行政院主計總處中的「人力運用擬追蹤調查資料庫」
    2013-2014年、2014-2015年,以及2015-2016年共三次資料,探討派遣員工相對於正職員工在待遇上差距及工作流動性。實證發現,教育程度較高、服務於中大型企業或政府機關者,以及專業技能水準較高者,從事月薪制派遣工作的機率較高;反之,則是從事日薪制派遣工作的機會較高。至於服務於製造業和服務業,及技能水準相對較高者,較有可能從事時薪制的派遣工作。在待遇上,從時薪制轉成正職的員工有類似墊腳石(stepping stone effect)的效果出現。若區分性別做觀察,男性派遣員工和男性正職員工整體的薪資差距雖小於女性,但再細分敘薪方式後,各敘薪方式的男性派遣員工和男性正職員工的薪資差距卻大於女性。在工作滿意度上,大部分派遣員工對於轉換過後的第二年工作身份仍是不滿意的狀態,有強烈的意願想要再次轉換工作。;This essay had taken the data of the year 2013-2014, 2014-2015 and 2015-2016 of “Manpower Utilization Survey” from Directorate-General of Budget,Accounting and Statistics, Executive Yuan, Taiwan, to discuss about the salary difference and the job fluidity between temp workers and permanent workers.
    According to the empirical study, people with higher educational level, work for medium and large enterprises or government agencies, and with higher professional skill level, have a higher chance to work as temp workers with monthly salary. On the contrary, will have a higher chance to work as temp workers with daily salary. And for people working at manufacturing industries and service industries, and with higher skill level, will have more possibilities to work as temp workers with hourly salary. About the salary, if the workers with hourly salary changed into permanent workers, will have a kind of “stepping stone effect.” If we took observation dividing gender, we can see the salary difference between male temp workers and permanent workers is smaller than
    female temp workers and permanent workers.But if we included the way of contracted salary, the salary difference however between male temp workers and permanent workers are much bigger than female temp workers and permanent workers. And for the satisfaction of the job, most of the temp workers are still unsatisfied with their identity in the second year after their transfer. And have a strong will for transferring the jobs again.
    Appears in Collections:[產業經濟研究所] 博碩士論文

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