態度是否為男女薪資差異的主因

本研究使用2007年台灣社會變遷基本調查（第五期第三次：階層組），研究18至64歲男女薪資差異的主因。在薪資方程式中納入了生活滿意與否、負面態度、風險態度、社會不公平、信任、好勝心等六個態度變數，並使用Oaxaca-Ransom薪資分解法探討兩性薪資差異是來自於稟賦數量差異，或者來自於稟賦報酬率差異。並進一步分解薪資結構，以了解態度在兩性薪資差異上是否為一個重要的影響因素，若態度並非兩性薪資差異的主因，則其在兩性薪資差異間的角色為何？實證發現修正樣本選擇偏誤之男女薪資差異為0.5556至0.5961，而本文所偏好放入態度與擁有電腦配適值之模型顯示，男性人力資本稟賦報酬率平均而言比女性人力資本稟賦報酬率高，此男女稟賦報酬率差異，導致男女薪資差距擴大1.4334；女性態度稟賦報酬率平均而言比男性態度稟賦報酬率高，此男女稟賦報酬率差異，導致男女薪資差距縮小0.6018。在稟賦數量方面，男性人力資本稟賦數量比女性低，導致男女薪資差距縮小0.0069；男性態度稟賦數量比女性低，導致男女薪資差距縮小0.2299。勞動市場存在性別歧視，態度雖非男女薪資差異的主因，但是它仍然使男女薪資差異縮小達0.8317之多。因女性的態度稟賦報酬率較高，故女性可以透過態度的調整來為自己加分，並藉此縮小與男性之間的薪資差距。

關鍵字

態度；性別薪資差異； Heckman二階段估計法； Oaxaca-Ransom薪資分解法

並列摘要

This paper investigates the role of attitudes in gender wage gap in Taiwan using the Social Change Survey 2007. We include six variables measuring individual’s attitudes in the wage regression: satisfaction with life, negative feeling, risk attitude, perception of social justice, trust, and ambition. Heckman’s sample selection bias correction method is employed to ensure that our estimates are consistent. We instrument the attitude variables in order to account for the potential endogeneity and simultaneity problems. The Oaxaca-Ransom decomposition results indicate that the gender wage gap is between 0.5556 and 0.5961. The rate of return on male human capital variables is higher than female, thereby widening the wage gap by 1.4334. The rate of return on female attitude variables is higher than that of male, shrinking the wage gap by 0.6018. Males on average posses less human capital than female, causing the gender wage gap to shrink by 0.0069. Differences in the level of attitude variables decrease the wage gap by 0.2299. These findings indicate that differences in attitudes and the rate of returns to attitudes combined decrease the gender wage gap by 0.8317. Since females enjoy higher returns to attitudes, they can effectively increase their wages by adjusting their attitude.

並列關鍵字

attitude ； gender wage gap ； Heckman two-stage method ； Oaxaca-Ransom decomposition

參考文獻

陳建良與管中閔（2006），「台灣工資函數與工資性別歧視的分量迴歸分析」，《經濟論文》，34（4），435-468。

Barrick, M. R., and M. K. Mount（1991）, “The Big Five Personality Dimensions and Job Performance：A Meta-Analysis,” Personnel Psychology, 44, 1-26.

Becker, G. S.（1994）, Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education, The University of Chicago Press.

Chen, G., S. Hamori（2008）, “An Empirical Analysis of Gender Wage Differentials in Urban China,” Kobe University Review, 54, 25-34.

Chevalier, A. （2007）, “Education, Occupation and Career Expectations：Determinants of the Gender Pay Gap for UK Graduates,” Oxford Bulletin of Economics and Statistics, 69, 819-842.

國際替代計量

態度是否為男女薪資差異的主因

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