The Wage Difference of Graduates from Different Schools After the Expansion of Higher Education

本文目的為檢視高等教育擴張之後，不同學校之「學校聲譽」對畢業生起薪及畢業後5年薪資的影響。研究中使用1996年、1997年的聯考檔以及2000年至2005年歷年的勞工保險資料，資料中包含樣本的家庭背景以及個人能力的替代變數，可以避免在傳統文獻中因未控制樣本能力或家庭因素，而使得報酬率估計結果產生偏誤的情況。在估計方法上本文主要採用普通最小平方法(OLS)，但畢業生是否就業的選擇會產生選擇性偏誤的問題，故我們另外使用Heckman兩階段估計法，估計修正後的Mincerian薪資模型。研究結果發現，不論使用OLS方法或Heckman兩階段估計法，「學校改名」、「公私立學校」及「名校」對薪資的影響都是顯著的，而OLS方法下會略為高估。 本文的研究結果證實，學校聲譽的「傳訊效果」在短期較大，長期則影響力會減弱。「學校改名」對畢業生的薪資有顯著的負面影響，顯示即使教學品質提升，但雇主仍會依照改名前的學校聲譽（如：技術學院）而給予較低的薪資；「公立大學」與「名校」的畢業生起薪顯著地高於「私立大學」與「非名校」畢業生，但畢業五年之後，此薪資上的優勢會減少。在不同規模的公司中，規模較小的公司受到學校聲譽之傳訊效果影響較大，容易高估或低估就業者的薪資，而長期之下，隨著對就業者的了解程度增加，其薪資能夠反映就業者的真實能力，學校聲譽之的影響減弱幅度較大；相對於小公司，大規模公司的給薪則顯著地受到「個人能力」及「工作經驗」的影響，而非勞動者所受的教育。The number of college graduates have increased dramatically since the expansion policy of higher education was implemented. The paper seeks to see the signaling effect of different schools on the wage of the college graduates after the education reform, especially the wage difference of employee if they graduate from the schools up-graded to universities, public/private schools and flagship schools. In this study, we employ the 1996 and 1997 college entrance examination data, merged with the 2000 to 2005 labor insurance data. We control the ability of graduates and their family background in our adjusted Mincerian regression model, and use Heckman two-step estimation to solve the sample selection bias. Results show that the OLS estimators produce slightly higher numbers than results produced by Heckman two-step method. Our finding shows the evidence that the school reputation has strong effect on the wage of first entry into the labor market, but the long-term influence will decline. Graduates of the schools changing names into “universities” have lower wage than those who graduated from schools named “universities” originally. Graduates of public schools and flagship schools have higher wage returns, but after 5 years, the wage advantage will decrease. Small firms are more easily to be affected by the signaling effect, thus in the long run, when the employers detect the true ability of workers, they adjusted their wage greatly. In contrast to the small firms, the large firms are well aware of the workers’ true ability, so the paying decision is mainly affected by their working capability and experience rather than the reputation of workers’ school