臺灣博碩士論文加值系統

　　近年來台灣產業結構改變，加上景氣衰退，勞動力需求減少，失業率增加，整體勞動市場面臨巨大衝擊與轉變，而首當其衝者，可謂中高齡之勞工。中高齡勞工在面臨產業快速轉型下，較易產生如失業危機、轉業不易、職場上職務升遷困難等問題。因此，政府針對此一現象乃實施一系列中高齡者就業促進方案，其中包含鼓勵勞工參與職業訓練，以促進勞工轉業、就業、培養第二專長。
　　
　　因此，本文欲探討參與職業訓練對勞工薪資是否有提升之效，並且分析影響勞工參與職訓之因素。本研究選用「華人家庭動態資料庫」在2002年和2005年之資料，以differences-in-differences估計法，評估中高齡勞工參與職訓後對其薪資之影響。研究結果顯示，職業訓練對中高齡勞工之薪資有顯著且正向影響，且男性中高齡者其受惠程度似乎遠勝於女性中高齡者。另外，個人特徵也會影響到勞工參與職訓意願。例如：教育程度、子女數、任職於政府部門等，皆為影響勞工參與職訓之因素。

　　Due to the change of industrial structure and economic recession, the labor market of Taiwan has been experiencing a dramatic transformation in the past decade. In order to reduce the structural and cyclical unemployment, the government have provided a large number of training programs and encouraged employed and unemployed workers to participate in these vocational trainings. Therefore, the purpose of this study is to examine the impact of vocational training on earnings of the middle-aged in Taiwan. Using data from Panel Study of Family Dynamics in 2002 and 2005, we employ differences-in-differences estimation method to estimate the earning differentials equation. The advantage of the differences-in-differences method is that it can control for nonrandom selection problems due to individual unobservables which are either constant and /or changing over time.
　　
　　The results show that vocational training has a positive and significant effect on earnings of both male and female middle-aged who participated in vocational training, and male middle-aged appear to benefit more from vocational training than do female middle-aged. We also find that demographic characteristics, such as education, the number of children, working in the public sector, are determinants of participating in vocational training for the middle-aged.

第一章 緒論
　第一節 研究動機.......................................1
　第二節 研究目的.......................................5
　第三節 研究架構.......................................5
　　
第二章 相關文獻之探討.................................6
　　
第三章 研究方法
　第四節 實證模型.......................................10
　第五節 資料來源與特性.................................16
　　
第四章 實證結果.......................................20
　　
第五章 結論...........................................26
　　　　
參考文獻................................................28

中文部分:
　
郭淳芳(1999），「促進中高齡就業，充分運用人力資源」。職業與訓練月刊17卷2冊，頁：38-43。
　
陳聰勝(1999)，「因應環境變動發展職業訓練新里程」，職業與訓練月刊14卷2冊，頁：62-68。
　
黃奕嘉、林季平(2005 )，「台灣職業訓練資源配置與公共職業訓練方案」，《華人家庭動態資料庫學術研討會》，頁：1-27。
　
張火燦(2000)，策略性人力資源管理，台北：揚智文化事業股份有限公司。
　
英文部分:
　
Ariga, K. and G. Brunello (2002), “Are the Education Receiving More Training ?” Discussion Paper, 57(7), pp.1-26.
　
Ashenflter, O. and D. Card (1999), “ Handbook of Labor Economics,” vol.3, Elsevier Science Ltd.
　
Ashenfelter, O. (1978), “ Estimating the Effect of Training Programs On Earnings,” Review of Economics and Statistics, 6(1), pp.47-57.
　
Baldwin, T. T. and J. K. Ford (1988), “ Transfer of Training: A review and Directions for Future Research, ” Personnel Psychology, 41(1), pp.63-105.
　
Barron, M. J. and A. D. Black (1989), “ Job Matching and On-the-Job Training,” Journal of Labor Economic, 7(1), pp.1-19.
　
Bassi, L. J. (1982), “ Estimating the Effect of Training Programs with Non-Random Selection,” The Review of Economics and Statistics, pp.36-43.
　
Becker, G. (1964), “ Human Capital: A Theoretical and Empirical Analysis with Special Reference to Education, ” NBER, NewYork.
　
Biggs, T., Shah, M. and Srivastava, P. (1995a), “ Training and Productivity in African
　
Manufacturing Enterprises,” RPED Discussion Papers, The World Bank, Washington D.C.
　
Brown, N. J. (1989), “ Why Do Wages Increase with Tenure? On-the-Job Training and Life-Cycle Wage Growth Observed within Firms,” Department of Economics, 79(5), pp.971-991.
　
Couch, A. K. (1992), “ New Evidence on the Long-Term Effects of Employment Training Programs,” Journal of Labor Economic, 10(4), pp.380-388.
　
Duncan, J. G. and S. Hoffman (1978), “ On-the-Job Training and Earnings Differences by Race and Sex,” The Review of Economics and Statistics, 61(4), pp. 594-603.
　
Ehrenberg, G. R. and S. R. Smith (2000),“ Modern Labor Economic: Theory and Public Policy, ” Addison Wesley Longman.
　
Friedlander, D., D. Greenberg and P. Robins (1997), “ Evaluating Government Training Programs for the Economically Disadvantaged,” Journal of Economic Literature, 35(4), pp.1809-1855.
　
Greenberg, D. (1997), “ The Leisure Bias in Cost-Benefit Analyses of Employment and Training Programs,” Journal of Human Resources, 32(2), pp. 413-439.
　
Gritz, R. M. (1993), “ The Impact of Training on The Frequency and Duration of Employment,” Journal of Econometrics, 57(1), pp. 21-51.
　
Grubb, W.N. and P. Ryan (1999), “ The Roles of Evaluation for Vocational Education and Training: Plain Talk on the Fields of Dreams,” London Kogan Page, pp.225-258.
　
Heckman, J., J. Smith and N. Clements (1997), “ Making the Most Out of Programme Evaluations and Social Experiments: Accounting for Heterogeneity in Impacts,” Review of Economic Studies, 64(4), pp.487-535.
　
Hoffman, S. D. (1986), “ Labor Market Economic, ” N. J., Prentice-Hall.
　
Kaufman, E. B. and L. J. Hotchkiss (2000), “ The Economics of Labor Markets ,” vol.7,Thomson / South-Western.
　
Kuruscu, B. (2004), “ Training and Lifetime Income,” The American Economic Review,96(3), pp.832-846.
　
Lynch, L. M. (1991), “The Role of Off-the-Job vs. On-the-Job Training for the Mobility of Women Workers,” American Economic Review, 81 (2), pp. 151–156.
　
Lynch, L. M. (1992), “ Private-Sector Training and The Earnings of Young Workers,” American Economic Review, 82 (1), pp. 299–312.
　
Middleton, J., Ziderman, A., and Van Adams, A. (1993), “ Skills for Productivity: Vocational Education and Training in Developing Countries,” Comparative Education Review, 39(1), pp. 158-160.
　
Miller, V. A. (1987), “ The History of Training,” New York: McGran-Hill Book Co.
　
Mincer, J. (1974), “ Schooling, Experience and Earnings: New York. ” Journal of Economic Literature, 1(2), pp. 544-545.
　
Veum, J. R. (1995), “ Sources of Training and Their Impact On Wages.” Industrial＆
　
Labor Relations Review, 48(4), pp. 812-826.