Trend and comparison of Taiwan Gender Wage Differential

• Main Authors: chih-ting Shih, 施智婷
• Other Authors: Shyh-jer Chen
• Format: Others
• Language: zh-TW
• Published: 2000
• Online Access: http://ndltd.ncl.edu.tw/handle/70594487064718004393

碩士 === 國立中山大學 === 人力資源管理研究所 === 88 === As the female workforce is increasing by year in the Taiwan labor market, it’s visible that wage gap between male and female workers exists in the Taiwan labor market. No doubt that it is irony for people who strive for the gender equality in Taiwan. An empirical analysis of gender wage differential is presented by gaining labor force survey of 1981,1986,1991 and 1997, which has been conducted every year by Directorate-General of Budget, Accounting and Statistics Based on the concept and theory of human capital brought up mainly by Gary S. Becker (1975), several multiple regression functions are conducted in this research on purpose to understand how large the wage gap is, where the gap is stemmed from and what cause brings about this gap. The results of this research indicate that: 1. Femal wage is lower than male wage about 60%~70%. The gap is getting larger from 1981 to 1991; however, smaller after 1991. 2. Male workers get more wages by every year than female workers. 3. Except 1981, which female workers gain more wage by investing human capital by every year than male workers suggests that female workers hold larger invest-rate of education than male and invest-rate of education increases by time. 4. Female workers with more than high-school education degree have less wage differential compared with male workers than those who are with less than high-school education degree. This indicates that female workers investing more human capital have less wage gap compared with male workers in the labor market. 5. Wage gap stemmed from gender discrimination is ascending from 45% of 19981 to 69% of 1996; however, wage differential led from the characteristics of individual worker is descending by time. From the results of above, there is surely gender wage gap in Taiwan labor market, which is the outcome of interacting from diverse individual characteristic and subjective gender prejudice. It’s very obvious that education enhances competitive advantage of female workers so as to decrease the wage differential, nevertheless, discrimination toward to female workers in the Taiwan labor market heavily wears down the endeavor of investing in human capital for them. How to motivate female workers to become more competitive and improve work place for female workers so as to make the best use of female human resources is the significant issue of Taiwan government in the near future.