生涯歷程對薪資之影響：升遷時間、流動原因與 職涯中斷的角色及學歷的調節效果

Abstract

本研究以人力資本論為基礎，探討職涯歷程對薪資的影響為何，並進一步以學歷作為調節變項，分析其在上述關係中是否具有調節效果。研究資料取自2017年臺灣社會變遷基本調查的大型調查資料，透過多元線性迴歸與檢驗後發現，職涯中斷次數以及主動轉換工作對薪資都有顯著影響；而學歷僅對首次升遷時間具有調節作用。本研究建議企業應跳脫對於職涯中斷或轉換的汙名化，專注於個體人力資本的實際含量，並著重對個體的教育以及減少人力資本流失的措施；也建議求職者在應徵時避免讓雇主落入資訊不足的狀況，恐怕會因為職涯歷程中的負面訊號錯失工作機會或降低薪資議價力。

This study is based on human capital theory, and aims to explore whether career trajectories affect wages and further examines whether educational attainment serves as a moderating variable in these relationships. The research utilizes data from the 2017 Taiwan Social Change Survey, a large-scale national dataset. Through multiple linear regression analysis, the findings indicate that the timing of first promotion and the number of career interruptions significantly influence wages, while involuntary job changes also show a negative effect. Education is found to have a moderating effect only on certain aspects of career experience. This study suggests that employers should move beyond the stigmatization of career interruptions or transitions and focus on the actual level of individual human capital, placing greater emphasis on education and strategies to reduce human capital loss. Job seekers are also advised to avoid information gaps during recruitment, as employers may misinterpret negative signals in one’s career history, potentially leading to missed job opportunities or reduced salary bargaining power.