Gibbons的內部勞動市場十大核心問題（Ten Core Questions） : 以台灣X公司為例
Date Issued
2005-07-31
Date
2005-07-31
Author(s)
DOI
932415H002017
Abstract
This paper sets out to analyse an internal dataset on a Taiwanese auto dealer
employing three distinct types of workers. The effects of jobs and levels are positive
on both the salary and bonus equations, albeit smaller under a fixed effects than under
OLS; however, when factoring in individual fixed effects, the reductions in the bonus
equations are greater than those in the salary equations. With changing economic
conditions, any consequent variations are greater in bonuses than in salaries, with the
most extreme variations being felt by higher ranking employees than lower level
workers.
Promotion premiums between levels are smaller than the average differences in
pay, and although wage variations do exist within and between levels, the greater
effect is on bonuses rather than salaries. The variations in both salaries and bonuses,
defined by the coeffficient variations, are also greater in those years when demand is
high, as opposed to years of low demand. Entry and exit behavior is observed at all
levels, although it is more likely to occur amongst the lower levels of the hierarchy.
Finally, we present strong evidence in support of the cohort effect. Overall, our
findings confirm the prevalence of internal labor market theories.
Subjects
Internal Labor Markets
Promotion
Cohort Effect
Publisher
臺北市：國立臺灣大學經濟學系暨研究所
Type
report
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