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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 陳彥行 | zh_TW |
| dc.contributor.advisor | Yan-Shing Chen | en |
| dc.contributor.author | 陳芝筠 | zh_TW |
| dc.contributor.author | Chih-Yun Chen | en |
| dc.date.accessioned | 2024-06-03T16:05:48Z | - |
| dc.date.available | 2024-06-04 | - |
| dc.date.copyright | 2024-06-03 | - |
| dc.date.issued | 2024 | - |
| dc.date.submitted | 2024-05-22 | - |
| dc.identifier.citation | Aisenbrey, S., Evertsson, M., and Grunow, D. 2009. Is there a career penalty for mothers’ time out? A comparison of Germany, Sweden and the United States. Social Forces, 88, 573–605.
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Asian Population Studies, 12, 273–293. | - |
| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/92667 | - |
| dc.description.abstract | 本研究旨在探討董事會性別多樣性與育嬰留停申請率之關係，實證結果發現女性董事比率對於女性與男性之育嬰留停申請率皆具顯著正向影響。隨著2022年初開放父母同時申請育嬰留停，我們發現法規通過顯著提高男性的申請率，惟女性董事並無強化法規之效果，反而員工請假的機會成本(以企業Tobin’s Q與研究所以上學歷員工比率衡量)是更重要的考量，對於男性申請率具顯著負向影響。 | zh_TW |
| dc.description.abstract | This study investigates the relationship between board gender diversity and parental leave application rates. Empirical results indicate the proportion of women on the board has a significant positive impact on both female and male parental leave application rates. Following a regulatory change that allows both parents apply parental leave at the same time in early 2022, male application rates significantly increased. However, female directors did not enhance the regulatory effect; instead, employee opportunity costs (proxied by employer’s Tobin’s Q and the proportion of highly educated employees) emerged as more influential factors, negatively impacting male application rates. | en |
| dc.description.provenance | Submitted by admin ntu (admin@lib.ntu.edu.tw) on 2024-06-03T16:05:48Z No. of bitstreams: 0 | en |
| dc.description.provenance | Made available in DSpace on 2024-06-03T16:05:48Z (GMT). No. of bitstreams: 0 | en |
| dc.description.tableofcontents | 論文口試委員會審定書 i
中文摘要 ii 英文摘要 iii 目次 iv 圖次 v 表次 v 第一章 緒論 1 第二章 文獻回顧與研究假設 3 一、申請育嬰假的阻礙與困難 3 二、女性董事的特徵與影響 4 第三章 研究方法與步驟 5 一、樣本選取與資料來源 5 二、變數定義與衡量 6 三、實證模型設計 7 第四章 實證結果與分析 8 一、樣本敘述統計 8 二、迴歸結果分析 8 三、額外測試 11 第五章 結論 12 參考文獻 13 | - |
| dc.language.iso | zh_TW | - |
| dc.subject | 女性董事 | zh_TW |
| dc.subject | 董事會性別多樣性 | zh_TW |
| dc.subject | 育嬰留停 | zh_TW |
| dc.subject | 公司治理 | zh_TW |
| dc.subject | female director | en |
| dc.subject | corporate governance | en |
| dc.subject | parental leave | en |
| dc.subject | board gender diversity | en |
| dc.title | 女性董事對育嬰留停申請率之影響 | zh_TW |
| dc.title | The Impact of Female Directors on Parental Leave Application Rate | en |
| dc.type | Thesis | - |
| dc.date.schoolyear | 112-2 | - |
| dc.description.degree | 碩士 | - |
| dc.contributor.oralexamcommittee | 蔡佳芬;彭正浩 | zh_TW |
| dc.contributor.oralexamcommittee | Chia-Fen Tsai;Cheng-Hau Peng | en |
| dc.subject.keyword | 女性董事,董事會性別多樣性,育嬰留停,公司治理, | zh_TW |
| dc.subject.keyword | female director,board gender diversity,parental leave,corporate governance, | en |
| dc.relation.page | 31 | - |
| dc.identifier.doi | 10.6342/NTU202400997 | - |
| dc.rights.note | 未授權 | - |
| dc.date.accepted | 2024-05-22 | - |
| dc.contributor.author-college | 管理學院 | - |
| dc.contributor.author-dept | 財務金融學系 | - |
| 顯示於系所單位： | 財務金融學系 | |
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| ntu-112-2.pdf 未授權公開取用 | 1.57 MB | Adobe PDF |
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