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| Title: | 論資遣費對資遣率之影響：以台灣2005年勞退新制為例
The Impact of Severance Pay on Layoff Rate: Evidence from 2005 Labor Pension Act in Taiwan |
| Authors: | 吳智鳴
Wu, Chih Ming |
| Contributors: | 陳鎮洲
Chen, Jenn Jou
吳智鳴
Wu, Chih Ming |
| Keywords: | 資遣費
資遣率
差異中之差異法
勞動退休金條例
台灣
Severance pay
Layoff rate
Difference in differences
Labor Pension Act
Taiwan |
| Date: | 2012 |
| Issue Date: | 2013-07-01 17:38:03 (UTC+8) |
| Abstract: | 本研究以2005年勞退新制為例，探討資遣費對資遣率之影響。在勞退新制實施之後，資遣費的給付額度不僅大幅減少，還多了上限，因此，基於資遣費往往被視為雇主所直接面對的資遣成本，資遣率是否會受到勞退新制中資遣費改變的影響，為本研究欲探討分析的議題。本研究資料來源為人力運用擬-追蹤調查資料庫，研究方法使用差異中之差異法(difference in differences)，並依據員工是否適用於勞基法，將樣本劃分為實驗組與對照組進行分析。實證結果顯示，資遣費對於資遣率並無顯著的影響力，因此政府若希望資遣費制度能有預防雇主任意資遣員工的效果，則現行的資遣費制度可能無法達到此目標，而未來是否需要針對資遣費進行修法仍有討論空間。
This study uses the 2005 Labor Pension Act (LPA) in Taiwan as the quasi-experiment to analyze the impact of severance pay on the layoff rate. After implementation of LPA, severance pay is reduced significantly and constrained by an upper boundary. Since severance pay is often considered as the firing cost, whether the layoff rate is affected by the largely reduced severance pay is what this study expects to analyze. Data used in this study are drawn from the Manpower Utility Quasi – Longitudinal Survey (MUQLS). In order to apply the difference in differences method, the observations are divided into the treatment group and the reference group according to the coverage of the Labor Standards Act (LSA). The empirical results suggest that severance pay has no significant impact on the layoff rate. Therefore, if severance pay is expected to prevent the arbitrary layoff, the current severance pay system might not achieve this goal and some modifications of this system might be necessary. |
| Reference: | 1. 吳姿慧(2005)，『我國資遣費給付制度之檢討 – 以德國「勞動契約終止保護法」與「企業組織法」之規定為參照』，中原財經法學，第15期，頁267-338
2. 林振賢(2000)，「也談資遣費問題 -- 兼述日本退職金制度 – 上」，中國勞工，第1004期，頁20-23
3. 郭明政(2000)，「勞基法資遣費與退休金制度之改革」，政大勞動學報，第9期，頁37-64
4. 張誌純(2004)，「企業組織再造程序員工權益之研究 – 以資遣費為中心」，成功大學碩士論文
5. 黃怡綾(2006)，「資遣費制度與國家發展的關係及其對勞動市場的影響:以台灣等東亞十國為例」，中央大學碩士論文
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9. 勞工退休金條例，行政院勞工委員會
10. Angrist, J., and S. Pischke (2008), “Mostly Harmless Econometrics: An Empiricists’ Companion,” Princeton University Press, Princeton, NJ.
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12. Hofer, H., U. Schuh and D. Walch (2011), “Effects of the Austrian Severance Pay Reform,” in Reforming Severance Pay: An International Perspective, 177-194
13. Kugler, Adriana D. (1999), “The Impact of Firing Costs on Turnover and Unemployment: Evidence from the Colombian Labour Market Reform,” International Tax and Public Finance, Vol.6, No.3, 389-410
14. Lazear, Edward P. (1987), “Employment at Will, Job Security, and Work Incentives,” in Proceedings of the Conference on Employment, Unemployment, and Hours of Work, Science Center Berlin
15. Lazear, Edward P. (1990), “Job Security Provisions and Employment,” The Quarterly Journal of Economics, Vol.105, No.3, 699-726
16. Marinescu, I. (2009), “Job security legislation and job duration: Evidence from the United Kingdom,” Journal of Labor Economics, Vol.27, No.3, 465-486
17. Parsons, Donald O. (2011), “Mandated Severance Pay and Firing Cost Distortions: A Critical Review of the Evidence,” IZA Discussion Paper, No.5776 |
| Description: | 碩士
國立政治大學
經濟學系
100258013
101 |
| Source URI: | http://thesis.lib.nccu.edu.tw/record/#G0100258013 |
| Data Type: | thesis |
| Appears in Collections: | [經濟學系] 學位論文
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