| Summary: | 碩士 === 國立中央大學 === 產業經濟研究所碩士在職專班 === 100 === The employment rate of women in Taiwan over the past decade showed a rising trend, and then it remained below the international level. The reason was that women preferred to quit a job for marriage or childbirth, but re-employed in difficulty. This situation could make female human resources and social capital idled, so the government should solve the problems of work interruptions immediately.
The purpose of this paper is to improve the intentions of women’s labor force participation and promote the full employment on labor market in order to solve the shortage of labor force from women’s work interruptions. This study uses the data from the Taiwan Women’s Marriage, Fertility and Employment Survey in 2010. With women’s attributes of personal, husband, and job, we estimate the equations of work interruption or not, interruption period, and the wage rate. These equations use the Probit, the OLS, the Tobit, and the Treatment Effects models to figure out the impact of women’s work interruptions and their durations. Finally we further analize the wage differentials in work interruptions.
The results show the women’s attributes of personal and job are the main factors that affect the wage differentials from work interruptions. Generally, the women who are earlier marriage, lower education, smaller firm scale, non-professional, less work experience, and non-northern workplace tend to work interruptedly, have longer interruption periods, and earn wages less than others who are continuously employed. In terms of work interruption or not, the wage rates of women who had quit a job because of marriage and childbirth would decline 10%. Consider the interactions of work interruptions and education, women’s wage rates would relatively decline 1.14% if women quitted a job and had an additional year of education. On interruption periods, women’s wage rates would decline 5.52% if women had an additional year of interruption period.
Finally, this research provides specific recommendations for the government that help to formulate women’s labor policies and to create a well family and workplace environment. Thus it can safeguard women’s employment rights and promote social welfare.
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