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| 研究生： |
彭夢薇 Maëva Prual |
|---|---|
| 論文名稱： |
市場經濟體之性別薪酬差距: 台灣與法國之比較 Unveiling the perception of the Gender pay Gap in a market economy: A Comparative Analysis between Taiwan and France |
| 指導教授： |
林月雲
Carol Lin |
| 學位類別： |
碩士
Master |
| 系所名稱： |
商學院 - 國際經營管理英語碩士學位學程(IMBA) International MBA Program College of Commerce(IMBA) |
| 論文出版年： | 2024 |
| 畢業學年度： | 112 |
| 語文別： | 英文 |
| 論文頁數： | 162 |
| 中文關鍵詞： | 性別薪酬差距 、台灣 、法國 |
| 外文關鍵詞： | Gender pay gap, Gender inequalities, Cultural disparities |
| 相關次數： | 點閱：214 下載：9 |
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本研究探討了文化差異對臺灣和法國性別薪酬差異感的影響。 儘管兩國具有不同的歷史和文化背景，但兩國在性別平等方面表現出類似的成果。 該研究採用定性方法，採用半結構化訪談，六名參與者，三名擁有法國國籍，三名臺灣人，探討五個關鍵主題：對性別薪酬差距的認識和理解，立法，教育和組織責任的作用，個人經驗和職業軌跡，以及職業隔離。 主要調查結果表明，臺灣和法國對性別薪酬差距的共同認識，強調必須採取立法措施進行實質性改革，並呼籲進行教育改革和增加代表性。 無論取得何種進展，挑戰依然存在，特別是關於母親和玻璃天花板的持久存在，反映了儘管有共同的能力，但某些職業的性別觀念仍然存在。 本文表明，雖然個人觀點不同，但文化差異對這些觀點的影響有限。 相反，性別薪酬差距似乎更受市場驅動的經濟體和父權制傳統的影響。 有限的樣本量限制了廣泛的概括，強調需要進一步的定量研究來驗證這些見解。 儘管文化背景不同，但研究表明，在解決性別薪酬差距的戰略上達成了共識，並強調了為促進兩性平等而採取協調一致的努力的潛在必要性，同時認識到可能需要採取普遍辦法。
This research investigates the influence of cultural differences on perceptions of the gender pay gap in Taiwan and France. Despite their distinct historical and cultural backgrounds, both countries exhibit similar outcomes in terms of gender equality. The study employs qualitative methods, using semi-structured interviews, with six participants, three having the French nationality and three Taiwanese, to explore five key themes: awareness and understanding of the gender pay gap, legislation, the role of education and organizational responsibility, individual experiences and career trajectories, and occupational segregation. The key findings indicate a shared awareness of the gender pay gap in both Taiwan and France, underscored by the necessity of legislative measures for substantial change, alongside calls for educational reform and increased representation. Regardless of progress, challenges persist, particularly concerning motherhood and the enduring presence of glass ceilings, reflecting gendered perceptions in certain professions despite shared capabilities. This thesis suggests that while personal opinions vary, cultural differences have a limited impact on these perceptions. Instead, the gender pay gap appears to be more influenced by market-driven economies and patriarchal traditions. The limited sample size, restricts broad generalizations, underlining the need for further quantitative research to validate these insights. In spite of divergent cultural backgrounds, the study reveals a consensus on strategies to implement to address the gender pay gap and highlights the potential need for concerted efforts to promote gender equality, recognizing that a universal approach may be necessary.
1. Introduction 1
2. Literature review 3
2.1. General presentation of the Gender Pay Gap 3
2.1.1 General Framework and conceptualization: What is the Gender Pay Gap? 5
2.1.2. The evolution of the Gender Pay Gap 7
2.2. Main dimensions of the Gender Pay Gap 12
2.2.1. Women under representation in leadership 13
2.2.2. Focus on the women’s working hours and absence leave. 14
2.2.3. Zoom on women labour participation 17
2.2.4. Gender pay gap suffers from occupational segregation 18
2.2.5. The role of education in explaining and narrowing the Gender Pay Gap 19
2.3. Raising awareness and understanding the gender pay gap: overview of the situation. 20
2.3.1. Awareness and understanding of the Gender Pay Gap 20
2.3.2. Legislations about the Gender Pay Gap 22
2.3.3. Organizational responsibilities towards the Gender Pay Gap 26
2.4. Social, societal and cultural representation of the Gender Pay Gap 27
2.4.1. The role of cultural differences and societal representations 28
2.4.2. Impact of the perception of the Gender Pay Gap 30
2.5. Importance of closing the bridge 32
2.5.1. The impact of market economy 32
2.5.2. Women empowerment and economic well-being 34
2.6. Summary 36
3. Methodology 37
3.1. Research Philosophy 38
3.1.1 Research design 38
3.1.2. Research approach 41
3.1.3. Research paradigm 42
3.2. The participants 44
3.2.1. Participants’ selection 44
3.2.2. General presentation of the participants 45
3.3. The interview protocol: 46
3.3.1. The interview guide: 46
3.3.2. Data collection 49
3.3.3. Data Analysis 49
3.4. Ethical considerations 52
3.5. Limitations 53
4. Results and analysis: 56
4.1. Analysis overview of the interviews about the perception of gender pay gap 56
4.1.1. Special focus on French participants: 56
4.1.2. Special focus on Taiwanese participants: 66
4.2. Cross-case analysis: comparison between Taiwanese and French perception of their culture influencing the gap 75
4.3. Reflexivity and Limitations 77
5. Discussion and conclusion 79
5.1. Main findings towards the perception of the gender pay gap for both Taiwanese and French 79
5.1.1. Awareness towards the gender salary gap in both Taiwan and France 79
5.1.2. The need for legislation 80
5.1.3. The perception of role of education in reducing the gender pay gap 81
5.1.4. The role of motherhood in the perception of the gender pay gap 83
5.1.5. Persistence of a glass ceilings 83
5.1.6. The feminization of employment and devaluation of female dominated position and fields 84
5.2. The role of culture shaping the perception of the gender pay gap 85
5.3. Suggestions of implementation of strategies in order to reduce the gender pay gap 87
6. Conclusion 93
References 95
Appendix 102
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