電子“薪”貴嗎？－電子製造業與傳統製造業受僱員工薪資報酬差異之研究

莊慧玲; 蔡勝弘

doi:10.6504/JOM.2006.23.01.01

山西大学，您好！

感谢采购，人社期刊库｜人社论文库，期间：2024/01/01~2024/12/31

感谢试用，科学期刊库｜科学论文库，期间：2024/10/20~2025/01/20

浏览高级检索

关闭
检索检索高级检索出版物检索
浏览期刊主题浏览核心期刊浏览期刊拼音浏览

关闭

查询符号(半角)	查询符号意义说明
空格	表示为「AND」两个查询词之交集
双引号 ( " " )	片语以双引号标示开始及结束，而且只寻找出现顺序相同的字词，例： " image process "
?	表示一个字母切截，输入两个?表两个字母，依此类推，例：输入「Appl?」，查得结果应为appl e , appl y … ( 常用于英文字查询 )
*	表示不限字母切截，由0~n. 例：输入「appl*」，查得结果应为appl e , appl es , appl y , appl ied , appl ication … ( 常用于英文字查询 )
AND、OR、NOT	布尔逻辑组合关键字，用来扩大或缩小查询范围的技巧。 (1) AND ：缩小查询范围 (2) OR ：扩大查询范围(3) NOT：排除不相关的范围

DOI 是数位物件识别码（ D igital O bject I dentifier ）的简称，
为物件在网路上的唯一识别码，可用于永久连结并引用目标物件。

使用DOI作为永久连结

每个DOI号前面加上「 http://dx.doi.org/ 」便成为永久网址。
如以DOI号为 10.5297/ser.1201.002 的文献为例，此文献的永久连结便是： http://dx.doi.org/ 10.5297/ser.1201.002 。
日后不论出版单位如何更动此文献位置，永久连结所指向的位置皆会即时更新，不再错失重要的研究。

引用含有DOI的文献

有DOI的文献在引用时皆应同时引用DOI。若使用APA、Chicago以外未规范DOI的引用格式，可引用DOI永久连结。

DOI可强化引用精确性、增强学术圈连结，并给予使用者跨平台的良好使用经验，目前在全世界已有超过五千万个对象申请DOI。如想对DOI的使用与概念有进一步了解，请参考（）。

ACI:

数据来源：Academic Citation Index，简称ACI

台湾最大的引用文献资料库，目前收录台湾与港澳地区所出版的人文学、社会学领域学术期刊之书目资料与参考文献，总期刊量超过690种，每年定期公布收录期刊的影响指数(Impact Factor)等指标给大众，并提供专家学者与学术单位实用的计量与分析功能。

五年影响指数（5-Year Impact Factor）：某一期刊前五年所出版的文章在当年度的平均被引用次数。

公式：（前五年发表论文在统计年的被引用次数）÷（前五年论文产出论文总篇数）

例如：A期刊2017年之五年影响指数

(A期刊2012-2016年发表论文在2017年的被引总次数)/(A期刊2012-2016年发表的论文总数)

什么是预刊文章？

为提供读者最前线之学术资讯，于期刊文献获同意刊登后、纸本印制完成前，率先于网路线上发表之文章即为预刊文章。预刊文章尚未有卷期、页次及出版日期资讯，但可藉由DOI号识别。 DOI号是文献的数位身份证字号，不论预刊或正式出版皆不会改变，读者可点击DOI连结，或于DOI号前面加上「 http://dx.doi.org/ 」连结到文献目前最新版本。

如何引用预刊文章？

请使用预刊文章的线上发表日期及DOI号来引用该篇文献。

引用范例(视不同引文格式规范可能有所差异)：

作者姓名。文章篇名。期刊名称。 YYYY/MM/DD线上预先发表。

doi:DOI 号

来源数据

P1 - 22

社会科学 > 管理学

DOI： 10.6504/JOM

书目管理工具

相关连结

问题回报

全文下载

电子“薪”贵吗？－电子制造业与传统制造业受雇员工薪资报酬差异之研究

Do High-Tech Industry Employees Receive Better Compensation?-An Empirical Study of the Compensation Differences for Employees of High-Tech and Traditional Manufacture Industries

庄慧玲(Hwei-Lin Chuang) ；蔡胜弘(Shen-Hung Tsai)

管理学报； 23 卷 1 期 (2006 / 02 / 01) ， P1 - 22

繁体中文 DOI： 10.6504/JOM.2006.23.01.01

电子制造业；传统制造业；固定薪资；非固定薪资报酬；薪资差异分解； High-Tech Manufacture Industry ； Traditional Manufacture Industry ； Fixed Salary ； Non-Fixed Compensation ； Compensation Differential Decomposition

0 个人觉得这篇文章赞

摘要 │ 参考文献 (35) │ 被引用文献 (3) │ 国际计量

摘要〈TOP〉

并列摘要〈TOP〉

The high-tech manufacture industry in Taiwan has expanded rapidly during the past few decades. As a result, more and more workers are attracted into the high-tech industry due to the promising future of this industry. Do high-tech industry employees receive better compensation? This study examines empirically the difference in the compensation structure for employees of high-tech manufacture industry and traditional manufacture industry by decomposing the total compensation into the fixed salary and non-fixed compensation. The influence of three different sets of variables, namely, human capital variables, job characteristic variables, and profit sharing variables, is analyzed in this study.
The empirical results based on the Heckman's two stage procedure indicate that human capital variables (gender, education and tenure), job characteristic variables (work hour and work place), as well as profit sharing variable (pension system) are significant determinants of the fixed salary structure for employees in both the high-tech and the traditional manufacture industries. However, as to the non-fixed compensation structure, significant determinants for the employees of high-tech manufacture industry are different from those for the employees of the traditional manufacture industry. Human capital variables (gender, marital status, self-reported health status and tenure), job characteristic variables (firm size, work place and work peer relationship), as well as profit sharing variable (pension system) are significant determinants of the non-fixed compensation for employees in traditional manufacture industry while only tenure variable shows significant influence on the non-fixed compensation for employees in high-tech manufacture industry.
Moreover, job satisfaction variable is significant in determining the non-fixed compensation for employees in the high-tech manufacture industry. But it shows no significant influence on the non-fixed compensation for employees in the traditional manufacture industry. The Oaxaca decomposition results further imply that there is no significant difference in the fixed salary structure between the high-tech and traditional manufacture industry. But more apparent difference is shown in the non-fixed compensation structure. The difference can be attributed more to the price differentiation than to the characteristic differentiation.

参考文献 ( 35 ) 〈TOP〉

Attewell, P.,J. Rules(1984).Computing and Organizations: What We Know and What We Don`t Know.Communications of the ACM.
Berndt, E. R.,C. J. Morrison,L. S. Rosenblum(1992).High-Tech Capital Formation and Labor Composition in U.S. Manufacturing Industries: An Exploratory Analysis.NBER Working Paper.
Biddle J.,G Zarkin(1988).Worker Preferences and Market Compensating for Job Risks.Review of Economics and Statistics.
Blau, F.,L. Kahn(1997).Swimming Upstream: Trends in the Gender Wage Differential in the 1980s.Journal Labor Economics.
Blau, F.,L. Kahn(1992).The Gender Earnings Gap: Learning from International Comparisons.American Economic Review.

被引用文献 ( 3 ) 〈TOP〉

国际计量

〈TOP〉

E-mail ：

文章公开取用时，将寄通知信至您填写的信箱地址