臺灣博碩士論文加值系統

本論文利用行政院青年輔導委員會之大專畢業青年就業力問卷資料進行台灣大專青年就業力之調查分析，本份問卷在2006年3月13日至2006年4月18日期間發放。該份問卷針對畢業青年所認為最需要的就業力，與畢業青年的就業狀況進行調查。本研究透過因素分析法找出核心就業力，以及將畢業青年利用集群分析法區隔成三個集群，謀職容易、高薪型；謀職不易、低薪型；穩定、低薪型。研究發現謀職容易群學歷偏高，學用配合度高，多數為全職工作者；謀職不易群學歷偏低，女性多，專科生多，私立學校偏多；穩定低薪群，男性偏多，短期到職者多，學歷分佈平均。研究的結論如下： (一) 男性畢業生雖然在平均薪資上高於女性，然而男性在工作上的發展變異較大，女性雖平均薪資較低，但在謀職容易高薪群的比例較男性高。 (二) 本研究不支持高學歷、高失業率之說法，高學歷在謀職上仍具有優勢。 (三) 五專、二專及私立學校畢業生之就業力處於劣勢，為未來加強青年就業力培訓的重點。 (四) 除了傳播藝術學院易落入謀職不易群之外，科系對工作發展影響不大，沒有絕對謀職優勢或劣勢的科系。

This thesis surveys and studies the employability of college and university graduates in Taiwan. These questionnaires were sent and collected by National Youth Commission, Executive Yuan from March 13 to April 18, 2006.
Via the factor analysis, we obtain the core employability: professional ability, working attitude, and career planning. The cluster analysis distinguishes college and university graduates in Taiwan into the three clusters: easy to find job and high paid, hard to find job and low paid, stable but low paid.
Our major empirical findings are as follows: 1. Although male graduates have a wage level than female graduates, the cluster distribution variation in males is larger than females. The percentage of females in the ‘easy to find job and high paid’ group is higher than that of males. 2. Graduates with higher degrees still have employability advantages. Our findings do not support the hypothesis of “higher education with higher unemployment ratio.” 3. There are significant employability disadvantages for five-year college, two-year college, and private school graduates. Employability education in these institutions should be promoted. 4. Except that graduates from departments of mass media and arts have a higher proportion in the ‘hard to find job and low paid’ group, there is no significant difference in employability for other departments.

目錄 III
表目錄 V
圖目錄 VII
第1章 緒論 1
1.1 研究動機 1
1.2 研究目的 3
第2章 文獻回顧 4
2.1 就業力相關文獻 4
2.2 人力資本相關文獻 9
2.3 薪資差異相關文獻 11
2.4 職業生涯與青年就業文獻探討 12
第3章 研究方法 15
3.1 研究流程 15
3.2 問卷設計 16
3.3 研究假設 26
3.4 抽樣調查 27
3.5 樣本特性分析 28
3.6 資料分析方法與工具 38
3.7 信度與效度分析 41
第4章 資料分析結果 44
4.1 因素分析結果 44
4.2 薪資差異比較 47
4.3 集群分析結果 49
4.4 各集群在人口統計變數之分析 51
4.5 各集群之綜合分析 69
第5章 結論與建議 70
5.1 研究結論 70
5.2 研究建議 77
5.3 研究限制 79
參考文獻 80

【中文】
1. 劉孟奇、邱俊榮、胡均立，2006，大專畢業生就業力調查報告，行政院青年輔導委員會。
2. 林家賢，2001，工作轉換、工作經驗與決定工資的因素─台灣地區專上畢業生追蹤資料分析，政治大學經濟學研究所碩士論文。
3. 吳萬益，2001，企業研究方法，台北華泰圖書。
4. 邱效詩，2004，人力資本增加與資質篩選對台灣的大學畢業生平均起薪影響之差異，東吳大學經濟學研究所碩士論文。
5. 楊國樞，1989，社會及行為科學研究方法，台北東華書局。
6. 榮泰生，2006，SPSS與研究方法，台北五南圖書。
7. 顏月珠，1991，商用統計學，台北三民書局
【英文】
1. Atkinson, J. 1984. “Manpower Strategies for Flexible Organizations,” Personnel Management, 16, 28-31.
2. Becker, G. S. 1975. Human Capital. Chicago: University of Chicago Press.
3. Beveridge, W. H. 1909. Unemployment: A Problem of Industry, London: Longmans, Green and Co.
4. Blaug, M. 1976. “The Empirical Status of Human Capital Theory: a Slightly Jaundiced Survey,” Journal of Economic Literature, 14, 827-855.
5. Commonwealth of Australia. 2002. Employability Skills for the Future. Canberra: AusInfo.
6. Cronbach, L. J. 1951. “Coefficient Alpha and the Internal Structure of Tests,” Psychometrika, 16, 297-334.
7. de Grip, A., van Loo, J. and Sanders, J. 2004. “The Industry Employability Index: Taking Account of Supply and Demand Characteristics,” International Labour Review, 143, 211-233.
8. Feintuch, A. 1955. Improving the Employability and Attitudes of ‘Difficult to Place’ Persons. Psychological Monographs Series, Washington, DC: American Psychological Association.
9. Ganderton, P. T., Santos, R. and Seitz, P. 2002. “Employment Patterns of Hispanic High School Graduates without College Experience,” Social Science Journal, 39, 301-307.
10. García, J., Hernández, P. and López-Nicolás, J. A. 2004. “How Wide Is the Gap? An Investigation of Gender Wage Differences Using Quantile Regression,” Empirical Economics, 26, 149-167.
11. Hall, D. T. and Mansfield, P. 1975. “Relationship of Age and Seniority with Career Variables of Engineers and Scientists,” Journal of Applied Psychology, 60, 201-210.
12. Harvey, L., Locke, W. and Morey, A. 2002. Enhancing Employability, Recognizing Diversity. London: Universities UK and CSU.
13. Herr, E. L. and Cramer, S. H. 1984. Career Guidance and Counseling through the Life Span. Boston: Little, Brown and Company.
14. Hoyt, K. B. 1978. “Employability: Are the Schools Responsible?” New Directions for Education and Work: Reassessing the Link between Work and Education, 1, 29-33.
15. Hou, J. W. 1991. “Wage Comparison by Gender and The Effect of Job Segregation: the Case of Taiwan,” China Economic Review, 2, 195-214.
16. Mwabu, G. and Schultz, T. P. 1996. “Education Returns Across Quantiles of the Wage Function: Alternative Explanations for Returns to Education by Race in South Africa,” American Economic Review, 86, 335-339.
17. Joseph, F. H., Rolph, E. A. and Ronald, L. T. 1987. Multivariate Data and Analysis with Reading. New York: MacMillan Publishing Company.
18. Machado, J. A. and Mata, J. 2005. “Counterfactual Decomposition of Changes in Wage Distributions Using Quantile Regression,” Journal of Applied Econometrics, 20, 445-465.
19. Melly, B. 2005. “Public-Private Sector Wage Differentials in Germany: Evidence from Quantile Regression,” Empirical Economics, 30, 505-520.
20. Soloff, A. and Bolton, B. F. 1969. “The Validity of the CJVS-Scale of Employability for Older Clients in a Vocational Adjustment Workshop,” Educational and Psychological Measurement, 29, 993-998.
21. Super, D. E. 1957. The Psychology of Careers. New York: Harper and Row.
22. Tseng, M. S. 1972. “Self-perception and Employability: a Vocational Rehabilitation Problem,” Journal of Counseling Psychology, 19, 314-317.