女力當家？女性高階主管與公司績效之探究

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：129

、訪客IP：18.118.163.110

姓名

洪詩茹(Shi-Ru Hong) 查詢紙本館藏

畢業系所

產業經濟研究所

論文名稱

女力當家？女性高階主管與公司績效之探究

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]

[檢視]

[下載]

本電子論文使用權限為同意立即開放。
已達開放權限電子全文僅授權使用者為學術研究之目的，進行個人非營利性質之檢索、閱讀、列印。
請遵守中華民國著作權法之相關規定，切勿任意重製、散佈、改作、轉貼、播送，以免觸法。

摘要(中)

本研究利用世界銀行的全球代表性企業調查資料（Enterprise Surveys），旨在探討女性高階主管以及女性員工與公司績效之關聯性。本研究主要將資料分為兩部分，第一部分使用開發中國家一年期橫斷面的調查資料；第二部分則採用開發中國家兩年期廠商追蹤資料（panel data），並分別以一般線性模型（OLS）與邏輯斯模型（Logit Model），來分析女性各項變數對企業績效表現之影響。
整體來說，由女性擔任高階主管可以顯著的提升公司的生產力，增加女性在白領員工的比例，對企業績效也有相當大的正向影響。區分各大產業類別的實證結果顯示女性高階主管和女性員工比例在零售業和服務業扮演的角色尤其重要。若考慮國家整體性別意識，在較不重視兩性平權的國家聘用女性擔任高階主管，可以顯著的提升公司績效的發展。高階主管在兩期間的型態轉變也將影響公司年均勞動生產力成長率之表現，相較於兩個調查年度都沒有聘用女性作為高階主管的公司，若在第二年開始選用女性高階主管，可以更有利於提升公司整體的勞動生產力。

摘要(英)

This paper using the data from the global representative Enterprise Surveys of the World Bank is aiming to examine the impact of women in top executive jobs and female employees on the firm performance. The data are divided into two parts. The first part uses the one-year survey data of the developing economies. The second part uses the two-year balanced panel dataset and use ordinary least squares model and logit model to analyze the effect of female variables on the firm productivity.
As a whole, female in top management would significantly improve the firm’s labor productivity. If we increase the proportion of women in white-collar workers will also has a considerable positive impact on firm performance. The empirical results of each industry category show that the role of female managers and the proportion of female workers is particularly important in retail and service industries. If we consider the country′s overall gender awareness, hiring women as top managers in countries that do not attach importance to gender equality can significantly enhance firm performance. In addition, the changes in the type of top managers within two survey years will also affect the average annual labor growth rate of the firm. Compared with the firms that have not employed women in top management in both survey years, the selection of female managers in the second year can be more beneficial to improve the overall labor productivity of the firms.

關鍵字(中)

★ 女性高階主管
★ 性別多樣性
★ 廠商績效
★ 勞動生產力

關鍵字(英)

★ female managers
★ gender diversity
★ firm performance
★ labor productivity

論文目次

中文摘要 i
Abstract ii
誌謝辭 iii
目錄 iv
圖、表目錄 v
第一章緒論 1
1.1 研究背景 1
1.2 研究動機與目的 3
1.3 研究架構 4
第二章文獻回顧 5
2.1 性別角色 5
2.2 女性高階主管與廠商績效 6
2.3 女性員工比例與廠商績效 9
第三章資料來源與實證模型 11
3.1 資料來源 11
3.2 變數定義 21
3.3 開發中國家一年期橫斷面資料之實證模型 24
3.3.1 普通最小平方法（Ordinary Least Squares, OLS模型） 24
3.3.2 邏輯斯迴歸模型（Logit Model） 27
3.4 開發中國家二年期廠商追蹤資料之實證模型 28
第四章實證結果 30
4.1 變數基本統計分析 30
4.2 開發中國家一年期橫斷面資料之實證結果 33
4.3 加入國家別性平指數之實證結果 43
4.4 開發中國家廠商二年期追蹤資料之實證結果 49
第五章結論與建議 54
5.1 結論 54
5.2 研究限制與建議 56
參考文獻 57

參考文獻

Adams, R. and Ferreira, D. (2009). Women in the Boardroom and Their Impact on Governance and Performance. Journal of Financial Economics, 94(2), pp.291-309.
Becker, G. (1971). The Economics of Discrimination. Chicago: University of Chicago Press.
Belfield, C. (2005). Workforce Gender Effects on Firm Performance and Workers’ pay: Evidence for the UK. Applied Economics, 37(8), pp.885-891.
Campbell, K. and Mínguez-Vera, A. (2007). Gender Diversity in the Boardroom and Firm Financial Performance. Journal of Business Ethics, 83(3), pp.435-451.
Carter, D., Simkins, B. and Simpson, W. (2003). Corporate Governance, Board Diversity, and Firm Value. The Financial Review, 38(1), pp.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, pp.198-211.
Cox, T. and Blake, S. (1991). Managing Cultural Diversity: Implications for Organizational Competitiveness. Academy of Management Perspectives, 5(3), pp.45-56.
Dezsö, C. and Ross, D. (2012). Does Female Representation in Top Management Improve Firm Performance? A Panel Data Investigation. Strategic Management Journal, 33(9), pp.1072-1089.
Du Rietz, A. and Henrekson, M. (2000). Testing the Female Underperformance Hypothesis. Stockholm: Industriens Utrednings Institute (IUI).
Erhardt, N., Werbel, J. and Shrader, C. (2003). Board of Director Diversity and Firm Financial Performance. Corporate Governance, 11(2), pp.102-111.
Fenwick, G. and Neal, D. (2001). Effect of Gender Composition on Group Performance. Gender, Work & Organization, 8(2), pp.205-225.
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.
Gallego-Álvarez, I., García-Sánchez, I. and Rodríguez-Dominguez, L. (2010). The Influence of Gender Diversity on Corporate Performance. Revista de Contabilidad, 13(1), pp.53-88.
Hillman, A., Shropshire, C. and Cannella, A. (2007). Organizational Predictors of Women on Corporate Boards. Academy of Management Journal, 50(4), pp.941-952.
Islam, A., Gaddis, I., Lopez, A. and Amin, M. (2018). The Labor Productivity Gap between Female and Male-Managed Firms in the Formal Private Sector. WBG Working Papers WPS/84/45
Lee, C. and Farh, J. (2004). Joint Effects of Group Efficacy and Gender Diversity on Group Cohesion and Performance. Applied Psychology, 53(1), pp.136-154.
Murray, A. (1989). Top Management Group Heterogeneity and Firm Performance. Strategic Management Journal, 10(S1), pp.125-141.
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), pp.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), pp.25-46.
Smith, N., Smith, V. and Verner, M. (2006). Do Women in Top Management Affect Firm Performance? A Panel Study of 2,500 Danish Firms. International Journal of Productivity and Performance Management, 55(7), pp.569-593.
Solakoglu, M. (2013). The Role of Gender Diversity on Firm Performance: A Regression Quantile Approach. Applied Economics Letters, 20(17), pp.1562-1566.
Tajfel, H. and Turner, J. C. (1985) The Social Identity Theory of Intergroup Behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of Intergroup Relations (2nd ed., pp. 7-24). Chicago: Nelson-Hall.
Tsou, M. and Yang, C. (2019). Does Gender Structure Affect Firm Productivity? Evidence from China. China Economic Review, 55, pp.19-36.
Weber, A. and Zulehner, C. (2010). Female Hires and the Success of Start-up Firms. American Economic Review, 100(2), pp.358-361.
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), pp.257-274.

指導教授

鄒孟文(Meng-Wen Tsou)

審核日期

2019-7-10

推文