初次踏入就業社會的人稱之為社會新鮮人,對企業而言,招募到好人才將可為公司提高產值與績效;對社會新鮮人而言,具有優勢的社會競爭力將可得到好的薪資報酬。因此,影響企業聘任社會新鮮人與否以及薪資的高低,與企業重視的能力為何和影響程度如何?遂成為本文之研究動機。 基於上述,本文將以台灣觀光產業為例,應用特徵價格理論之特徵工資法來推估觀光產業社會新鮮人工資特徵的隱含價格(如學歷、專業證照、語文能力、、、等),並分析新鮮人起薪標準與企業願付工資間之差異。本研究結果發現共有九個對於聘任社會新鮮人工資呈現顯著影響,包含有人格特質、外語能力證照、電腦能力證照、專業能力證照、服務年資、擔任班級或社團幹部、年齡、畢業學校類別、戶籍地等皆有顯著,其中正相關影響隱含價格差異值金額最高為畢業學校類別,其次為外語能力證照;另外,本研究中發現戶籍地則呈現負相關顯著。
People who take their first steps into the workplace are called newcomers. The recruitment of excellent talents can improve an enterprise’s output value and performance. Newcomers with competitive advantages in the workplace obtain high wage. The competitiveness of the individual in the workplace is usually considered, including e.g., education level, professional certificates, and language proficiency. However, these individuals competitiveness may affect the of whether the results of recruitment and wage levels? Therefore, what important competitiveness should newcomers possess which enterprises require? How do these competitiveness affect the newcomers’ wage when enterprises recruit them? These questions will be investigated in this study. This study considers the tourism industry in Taiwan as an example. Hedonic wage method of hedonic price theory is applied to estimate the implicit price (e.g., education, professional certification, and language abilities) of wage characteristics of newcomers in the tourism industry. And to analyze the difference between the standard for starting wage and the wage that business owners are willing to pay to newcomers.Overall, this study observed nine significant factors affecting recent newcomers wage levels, including PT, LA, CP, PC, EXP, CC, AGE, EDU2, RA. The first is EDU2﹐and the second is LA. In addition﹐this study observed the RA is Significant negative correlation.