| Summary: | 碩士 === 國立中正大學 === 勞工所 === 98 === This study is to analyze the current situations and changes of the age discrimination in the labor market of Taiwan using three waves of data from the Survey on Hiring Manpower Conditions of Enterprises conducted by Directorate-General of Budget, Accounting and Statistics, Executive Yuan in 1996, 2006, and 2007. Analyzing the age conditions of the employers’ recruitments, I first explored the age preferences of the employers for their new hiring laborers in different occupations and industries. In addition, I investigated what other hiring conditions were accompanied by the age restrictions. I then discussed the gates and glass walls posed by the age restrictions through the upper and lower age boundaries of the employers’ recruitments.
The major findings of this research are as follows: First, there is the phenomenon which called “beheading and tail-cut” in the labor market of Taiwan. In other words, the employers’ age preferences for their new hiring laborers are between 30 and 44 years old and the chances of being hired are relatively low for those who are not in this age range such as youths and middle-aged and elderly laborers. Second, the combination of gender, age and the education level is the most common combination of the hiring condition in the labor market. Finally, in recent ten years, the relatively high rates of the age restrictions for the industries include construction industries and electricity, gas & water industries and for the occupations include service workers, shop & market sales workers, technicians & associate professionals, skilled workers, and production & machine operators. Laborers who work in the manufacturing industries and for those who are non-skilled workers & physical strength laborers, skilled workers, and production & machine operators are more likely to suffer from the age bias due to the relatively high number of persons among them receiving the age restrictions of the employers’ recruitments.
The results from the logistic models reveal that occupations in the primary labor markets were more likely to have age restrictions as compared to the ones in the secondary labor markets in 1996. However, occupations in the primary labor markets were less likely to have age restrictions as compared to the ones in the secondary labor markets in 2007. The results shown in this study suggest that occupations are the important factors to influence whether there are age restrictions in the labor markets. In addition, industries and company sizes are the important factors to influence whether there are age restrictions in the labor markets in 1996 and 2007, respectively. The results revealed here implicate that the factors to influence whether there are age restrictions in the labor markets would change with not only time, but also law.
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