臺灣博碩士論文加值系統

Overeducation and skill mismatch are two incidents commonly occurring when job-seeking. Imperfect information and the failure of market mechanisms can result in such mismatch. Job mobility and job competition theories state that overeducation can be voluntary, as job-seekers want to be more competitive than other candidates or expect a more promising career. Human capital theory points out that it is likely that graduates choose to be overeducated because they have too little experience and feel unprepared to do an adequate job. Overeducation, in particular, has been an issue since the expansion of higher education. Assignment theory explains that an increase in skilled labor brings about a lower wage, on average. These issues are strongly associated with the education and labor markets. This has definitely been a concern in Taiwan since the 1980s. These two items have the potential to influence both wages and job satisfaction. In this research, ordinary least squares (OLS), Heckman two-step, and inverse probability-weighting (IPW) estimates will be used to analyze wage effect. Probit models will be used to study job satisfaction. The first section of the research will use three methods and examine the effects on the entire highly-educated labor of the Taiwan Education Panel Survey-Beyond (TEPS-B) from the 2014 interview. After comparing three estimates, one will be adopted in further research of wage effect, and a probit model will be used for job satisfaction. This further research will stratify highly-educated graduates into six groups: gender, ranking, profession, institution, ownership, and industries. In the specification of gender, women claim less overeducation but have a higher wage penalty than men. Top 10, medical, and public graduation have stronger effects on wages and satisfaction. This indicates that Taiwanese elite universities have an impairment regarding educational distribution and therefore not every graduate takes a job as he or she expects. Third industry workers have a lower effect on wage penalty and are more willing to be overeducated or skill mismatched.

1. Introduction 1
2. Literature review 2
3. Data 4
4. Methodology 13
5. Result 16
6. Discussion 29
7. Conclusion 33
8. Reference 36

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