| Summary: | 本研究使用「臺灣地區社會變遷基本調查」（第四期第三次）的全國性調查資料，檢測勞力市場中教育、工作年資與企業規模對生涯流動的影響。本文發現較大型的公司能夠降低工作者零次升遷的機率，但無法促進個人的升遷機會。而教育和工作年資在不同企業規模中，對晉升機會產生不同的影響效果，任職於大公司不必然占有優勢。根據資料分析的結果顯示，在臺灣的勞力市場中，教育年數與先前工作經歷對升遷的邊際效果，大抵隨著企業規模形成一個平坦的倒U字型的曲線關係；公司年資的效果則呈現出近似U字型的先降後升現象。在比較不同人力資本的指標後發現，個人的公司年資
對於升遷機會的影響，大於教育年數與先前工作經歷的影響。
This paper analyzes the effects of schooling, seniority, and enterprise size on the chances of employees’ career mobility. The data used in the analysis come from the Fourth Wave of the Taiwan Social Change Survey, which is a national sampling survey. The results show that the structural factors associated with enterprise size are not highly relevant to employees’
promotion prospects. In Taiwan’s labor market, the relationship between enterprise size and the likelihood of promotion is not a linear one. As the enterprise size increases, the marginal effect of employees’ years of schooling and previous work experience on the chances of their career mobility shows an inverted U-shape curve, while the effect of their years of service shows a U-shape linear relationship. After comparing various indexes of human capital, this study finds that seniority exerts higher influence on
one’s career mobility than schooling and previous work experience.
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