本研究旨在探討區域特性與受雇者薪資之間的關聯，同時透過台北市、高雄市受雇者的薪資來呈現台灣地區南、北區域的發展差距。資料來源為行政院主計處「人力運用調查」，擷取民國75年至99年台北市、高雄市的樣本作為分析對象。本研究是以模擬的方式，將實證模型設為兩個階段進行估計，首先使用以人力資本為基礎的薪資結構模型，其次，納入區域特性的分析於第二階段的估計中。 實證結果顯示，男性受雇者在北、高兩市的薪資差距有逐年擴大之趨勢，而女性受雇者則有縮小的趨勢。其次，區域間人口的遷移行為、區域內工商業活動的活絡程度，以及日益發達的交通網絡，對兩市受雇者的薪資差距皆存在正向顯著的影響。然而，區域特性對於女性受雇者的薪資則存在不顯著的影響，相較於男性而言，女性受到家庭因素的影響較為顯著，因此，即使區域擁有良好的吸引力與交通可及性，女性遷徙的可能性仍較低。 此外，本研究認為交通網絡的改善並不能作為平衡區域發展的唯一工具，就台灣地區而言，高速鐵路的興建並未縮小北、高兩市的發展差距，如何善用重大交通建設的後續潛力，活絡人才流動、均衡產業發展，創造區域的獨特性，以使區域擁有良好的吸引力，才是值得省思的重要議題。關 This paper aims to analyze the effects of regional characteristic on employee’s wage by using samples from Taipei City and Kaohsiung City. We use employee’s wage differential to present regional disparities. Our micro data comes from 1986-2010 statistics of “Taiwan Manpower Utilization Survey”. The study spilt empirical model into two stages. In the first stage, we utilize simulation to confirm whether regional disparities exist. Then we discover important regional factors affecting employee’s wage. Empirical results show that the wage differential of male employees has expanded recent year, and female employees’ wage differential has gradually reduced. Secondly, we find that inter-regional population migration, active commercial activities and increasingly well-developed transportation network have significant impact on two cities’ wage differential. However, there is not significant impact on female wage differential. We suggest that women are generally influenced by family, so even if the region has a good attraction and accessibility, the possibility of migration for women is still low. Finally, this study suggests that the improvement of North-South transportation is not only way to balance regional development in Taiwan. How to attract regional population-flow, upgrade regional industry development and promote local unique distinguishing feature are truly worthy of concerns.
