離職與工作異動前後薪資變化之成因探討－以高科技產業技術研發人員為例

The Exploration of the Determinanis of Employee Quits and Inter-Firm Wage Changes

盧信昌(Hsing-Chang Lu) ； 莊如松(Ju-Sung Chuang)

《勞資關係論叢》 6期 (1997/06) Pp. 77-118

摘要

本論文主旨在於探討員工離職與異動前後薪資變化之成因，並以高科技產業技術研發人負為實證研究對象，重要結論如下：
1.工作搜尋（配對）理論以及人力資本理論，對於勞工的離職都具有相當程度的解釋力。年資較長、工作經驗較豐富、有博士學歷、未婚者、或是在規模較大的公司工作之勞工，其離職的機率較低。
2.貨幣工資並不能代表全部的工作報酬，因而對員工離職的影響並不顯著。本研究藉由衡量員工個人對其工作特徵的滿意程度高低，期以將其他非貨幣性工作報酬也納入總工作報酬之中，並重新評估其對於員工離職的影響。結果發現：工作滿意度愈高的員工，離職機率愈小，而「學習新觀念、新技術的機會」是影響員工離職與否最重要之工作特徵。
3.工作異動，誠如工作搜尋理論所言，可使勞工個人獲得更高的配對品質（或是效用滿足），無論是貨幣工資或是非貨幣性工資皆較佳。而員工的年資較長以及跨產業更換工作時，對於其異動後的工資卻有負面的影響，顯示特殊性人力資本確實存在。另外，員工離職所具有的外部性，在本研究中也獲得實證的初步支持。

並列摘要

This paper, taking R&D engineers in high-technology industries as study objects, tries to explore the determinants of employee quits and inter-firm wage changes. The main findings can be summarized as follows:
1. Search (Match) theory and theory of specific human capital account for quit phenomenon. The probability of leaving a job declines with both tenure and labor, market experience. Additionally, those workers who are unmarried, possess doctor degree, or work in lager firms are less likely to quit.
2. Pecuniary wage, presenting only partal value of a job offer, has no significant effect on quit decision. Re-proxied by workers' degree of satisfaction over certain job characteristics, work remuneration shows negative relationship with quits. Furthermore, among all of the job characteristics considered, ”opportunity to learn updating concepts and skills” is the one that workers cherish the most.
3. Voluntary turnovers, as search theory predicted, contribute better match quality (higher utility) for workers themselves. Meanwhile, we find that there are negative relationships between tenure and inter-industry job changing, on the one hand, and inter-firm wage change, on the other, which demenstrates the existence of specific human capital. Finally, the externality of quit gets preliminary support through empirical evidence.