台灣金融機構間薪資差異之分析

Abstract

在完全競爭勞動市場中，相同社會經濟特質（包括教育、性別及年齡等）下的勞工應處於相同薪資水準；然而，在跨國的實證資料中卻發現相同社會經濟特質之勞工在不同產業間其薪資水準存在顯著性之差異。 本文使用之資料分別來自四個資料庫，包括自行政院主計處1997至2007年於每月辦理1次的台灣地區「受僱員工薪資調查」月資料；自行政院主計處1997至2007年於每年3至4月調查之台灣地區「受僱員工動向調查」年資料；台灣省農會1997至2007年每年編製「台灣區各級農會年報」年資料；以及臺灣省漁會1997至2007年於每年編制的「臺灣省漁會督導工作總報告」年資料。為探討台灣金融體系中不同金融機構之薪資差異，本研究首先利用Kolmogorov-Smirnov檢定來檢定兩兩金融機構在各年之薪資分配是否顯著不同；基於K-S檢定之結果再進一步利用Mincer（1974）之半對數工資函數，以計量模型檢視薪資差異來自於人力資本、補償理論或效率工資。 研究結果顯示，兩兩金融機構在各年之薪資分配有顯著不同。在基本模型下，銀行業相對農漁會信用部之薪資優勢，加入了人力資本變數後，結果顯示銀行業係數估計值仍顯著高於農漁會信用部，顯示銀行業仍相對於農漁會信用部之薪資優勢。加入補償性薪資理論後，本國銀行之係數估計值更高於基本模型之係數估計值，顯示非經常性薪資反而擴大銀行機構、信用合作社相對於農漁會信用部之薪資差異，表示控制人力資本變數後，補償性薪資卻擴大金融機構之薪資差異。 最後以效率工資理論，結果發現非自願離職率的迴歸結果中對於本國銀行而言，若提升ln總薪資，亦會降低員工之怠工情形。自願離職率的迴歸結果中，表示若提升ln總薪資將有效降低自願離職率，亦減少員工流動率之情形。 最後我們發現人力資本理論、補償理論及效率工資理論可部分解釋台灣金融機構薪資之差異。

A competitive labor market implies that labors who have the same socio-economic characteristics (including education, gender and age, etc.) should have similar wage rates. The cross-nation studies, however, show that labors with the same socio-economic characteristics have substantial variation in their wage levels. In this study, we investigate the wage differentials among the full-time employees of different financial institutions in Taiwan’s financial sector. The data used in this study are merged from four databases. They are 'Employees' Earnings Survey〞,〝Employees' Turnover Survey〞,〝Farmers' Associations Year Book〞, and〝Supervision report of Taiwanese Fishermen's Association〞from 1997 to 2007. To examine the wage differentials of employees in Taiwanese financial sector, we firstly apply a nonparametric test (Kolmogorov-Smirnov test) to inspect the equality of wage distributions in different financial institutions. We, then, exercised the Mincer’s semi-logarithmic wage function to identify the sources of wage differential among financial institutions in Taiwan, in which human capital theory, compensated wage theory, and efficiency wage theory are examined The Kolmogorov-Smirnov tests suggest that there are substantial wage differentials among the full-time employees of different financial institutions. The employees of foreign banks and domestic banks have relative wage advantage to those of Credit departments of farmers’ and fishermen' associations. After controlling for human capital, the wage advantage of employees in banks is still substantial. By adding bonus to regular salary, the wage differentials between bank system and Credit departments of farmers’ and fishermen' associations are reinforced. Finally, the role of efficiency wage theory in explaining the wage differentials is scrutinized. The results show that raising total salary can provide substantial incentives to full-time employees in financial sector to decrease their shirking situation and voluntary turnover rates. In summary, we found that Taiwanese financial institutions do exist substantial wage differentials, which can be partly explained by the human capital theory, compensated wages and efficiency wage theory.