內部勞動市場中的升遷與工資

Abstract

本文使用一家台灣服務業公司的10年人事資料，來檢測內部勞動市場的假主。首先我們直接利用該公司的工作職稱(job title)、權力階級(authority level)以及管理階級結構圖(hierarchical structure chart)定義層級。接著我們在計算昇遷矩陣之後發現，該公司在擴充與停滯的期間內，昇遷及降職的數率並沒有顯著的差異，而平均降職率則約在2%至8%左右。我們也發現薪資與層級?正相關，但薪資重疊也存在於同一層級內與不同層級之間。另外，由於固定效果模型大幅的削弱了層級對薪資增幅的影響，顯示了天生能力與層級相關之外，也使得錦標賽理論(Tournament Theory)在本文資料中只能得到微弱的支持。在內部勞動民市場與外部勞動市場的互動方面，我們發現地薪資來說，年虛擬變數?一粗顯著的解釋變數：在景氣較差時，薪資減少大約10%到18%左右。此外，外部勞動力則是透過層級較低的新進與離職的管道進入該公司，而內部員工擁有昇遷的優先權。整體證據顯示，內部勞動市場，傳統人力資本，以及景氣波動都會對個人的薪資造成影響。

In this paper, an internal dataset for a Taiwanese firm is analyzed. Job title, authority level, and the hierarchical structure chart of the company are used to identify levels. It is found that job transition paths are steady during periods of growth and stagnant. However, demotions are not rare (2%-8% per year). Levels are positively correlated with compensation, but overlap in compensation exists both within and between levels. The level coefficients of the fixed effect model of compensation are much smaller than the OLS results, suggesting that innate ability is correlated with levels and that evidence supporting tournament theory weak. Furthermore, year dummy variables are a set of significant coefficients on explaining compensation. Ports of entry and exit exist, and they are concentrated in the lower levels of the hierarchy. Overall, we find that internal labor markets, the traditional human capital, and the business cycle all affect individual wages.