Influential Factors to Employment of Newly Migrant Women: An Analysis of Social Capital and Human Capital
Date Issued
2011
Date
2011
Author(s)
Kao, Yu-Ting
Abstract
The phenomenon of transnational marriages in Taiwan started in the 1970s. According to dataset of Department of Household Registration, M.O.I., the number of newly migrant women has already reached as high as 440,000 till October 2010. Due to the Financial Crisis in 2008, many people find them difficult to have a job during economic downturn. The situation of full employment does not exist anymore. In this situation, the researcher is curious about the possible impacts on work opportunity of newly migrant women while local laborers request for more work rights and interests. Besides, what are the influences of the employment promotion policies to employers’ willing of hiring newly migrant women?
Many of the researches in the past were based on the view of newly migrant women, while this study will focus on the points of employers as research participants. Through semi-structural in-depth interview with 13 informants to depict the influences of human capital, social capital, personality, and other factors to the employers’ willing of hiring newly migrant women. Moreover, according to the qualitative findings, we propose some suggestions for the employment promotion policies of newly migrant women in the future.
In point of human capital, language has been the most influential factor to employers’ hiring decision. The past working experiences and ability of newly migrant women are the next consideration, and then is their reading ability. Finally, schooling education, computing ability, and licenses have lower influence.
Regarding the importance of social capital, working permission of newly migrant women is necessary, and then employers will take hiring reward and recommendation into account. Rumors among employers and the hiring experiences of themselves or their friends are the next considerations. The influence of the working right protection is not obvious.
Summarizing the influences of human capital, social capital, personality, and other factors to the employers’ willing of hiring newly migrant women, no matter employers have hiring experiences or not, they all regard newly migrant women’s personality as the most important factor; human capital and social capital are the next considerations. The importance of social capital in employers’ hiring decision is not less than human capital, somehow even more important than human capital, especially for those employers who have no hiring experiences. This is the most different part of this study from the other previous studies. Obviously, the government should not only offer social services of human capital like Chinese language and job skill training to newly migrant women but also take social capital of norms, networking and social trust into concerned.
Finally, this study suggests that the public service programs to newly migrant women should emphasize a proper working attitude, make good application of their advantages, expand outreach services, reinforce the employment promotion policies, and improve the employment rate of newly migrant women that will further increase the hiring motivation of employers in the future.
Subjects
employer
employment
newly migrant women
human capital
social capital
SDGs
Type
thesis
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