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研究生:邱國欣
研究生(外文):GUO-SIN CIOU
論文名稱:台灣房仲業員工培訓與雇用薪資結構之探討:一個不完全資訊的觀點
論文名稱(外文):A study on the wage system in Taiwan industry:An imperfect information view
指導教授:李世榮李世榮引用關係
指導教授(外文):Shul-John Li
學位類別:碩士
校院名稱:國立中山大學
系所名稱:經濟學研究所
學門:社會及行為科學學門
學類:經濟學類
論文種類:學術論文
論文出版年:2011
畢業學年度:99
語文別:中文
論文頁數:60
中文關鍵詞:試用期誘因工資在職教育訓練
外文關鍵詞:probationincentive wageOn-the-job training
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本論文利用契約理論為研究途徑基礎, 研究近年台灣房仲業「精英招募方案」之薪資結構。試圖從「機制設計」(mechanism design) 的觀點建立理論模型以解釋台灣房仲業者提供此一方案背後的原因。本研究從台灣房仲業產業特性為前提出發, 解釋「精英招募專案」以下三點特色: 1.願意招募無房仲相關工作經驗之「新手」進行培訓。2. 雇主培訓期最適薪資不採取誘因薪資而為固定薪資。3.培訓期最適薪資高於保留工資。
Based on the contract theorem, the thesis studies the wage structure of 「The project of elite recruitment」in the industry of real estate in Taiwan.Try to build the model from the view of mechanism design explains why the industry of real estate in Taiwan have 「The project of elite recruitment」.In the thesis, begins from the characteristics of Taiwan’s real estate industry to explain the followings about the 「The project of elite recruitment」. 1. The employers are willing to recruit and have trainings to those who have no related work experience in the industry of real estate. 2. In the training period, the employers pay the fixed compensation and do not take the incentive compensation as the optimal compensation. 3. The optimal compensation
is higher than the reservation compensation in the training period.
1 緒論3
1.1 研究動機與目的. . . . . . . . . . . . . . . . . . . . . . . . . . 4
1.2 台灣房仲市場概述. . . . . . . . . . . . . . . . . . . . . . . . . 9
1.2.1 台灣房仲業發展歷史. . . . . . . . . . . . . . . . . . . . 9
1.2.2 在職教育訓練之培訓過程. . . . . . . . . . . . . . . . . 12
1.3 文獻回顧. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
2 「精英招募專案」培訓與雇用薪資之探討19
2.1 基本模型. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
2.2 雇用期薪資的決定. . . . . . . . . . . . . . . . . . . . . . . . . 23
2.3 培訓期薪資的決定. . . . . . . . . . . . . . . . . . . . . . . . . 28
2.4 結論. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 31
3 房仲業薪資策略之比較研究33
3.1 心力投入對產出的創造不需人力資本支持. . . . . . . . . . . . . 33
3.1.1 雇用期薪資的決定. . . . . . . . . . . . . . . . . . . . . 34
3.1.2 培訓期薪資的決定. . . . . . . . . . . . . . . . . . . . . 37
3.1.3 結論. . . . . . . . . . . . . . . . . . . . . . . . . . . . 40
3.2 在職教育訓練由雇主負擔. . . . . . . . . . . . . . . . . . . . . . 41
3.2.1 結論. . . . . . . . . . . . . . . . . . . . . . . . . . . . 42
4 結論43
參考文獻46
A 台灣房仲業大事記51
A.1 八大仲介品牌區域店數. . . . . . . . . . . . . . . . . . . . . . . 51
A.2 台灣房仲業歷年重大事項. . . . . . . . . . . . . . . . . . . . . . 52
A.3 民國一百年台灣各家房仲業者徵才計畫. . . . . . . . . . . . . . 54
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