本研究利用行政院主計處1995-2004年「人力運用擬-追蹤調查」（Manpower Utilization Quasi-Longitudinal Survey，MUQLS）之樣本，依據Neal（1995）薪資異動之概念，透過比較轉換產業與否其工作經驗和年資對於薪資之影響差異，間接來衡量產業特定型人力資本，藉此釐清台灣產業特定型人力資本的存在性與重要性。以普通最小平方法估計薪資方程式，並採用Heckman兩階段估計法來修正轉換產業決策對於薪資影響可能造成的偏誤問題。

實證結果發現，台灣的產業特定型人力資本應該是存在的，產業的異動確實會對薪資異動造成影響：產業異動者（switchers），其在異動後的平均現職薪資確實較未轉換產業者（stayers）低；而對於產業未異動者，產業特定型人力資本的累積確實對於其薪資報酬具有提升之作用。因為產業特定型人力資本的投資會影響薪資報酬，這或許也會間接影響到人們在工作異動時的決策方向。因此，產業特定型人力資本不僅會影響到薪資變化，亦會對勞工配置產生影響力。

The main purpose of this study is to investigate the existence and importance of industry-specific human capital in Taiwan based on the 1995-2004 Taiwan’s Manpower Utilization Quasi-Longitudinal Survey (MUQLS) dataset. We analyze the difference in the returns of experience and tenure received by industry switchers and industry stayers, and determine the industry-specific human capital indirectly according to Neal (1995)’s concept of wage change. Furthermore, we use ordinary least squares model to estimate wage equation and apply Heckman’s two-stage procedure in wage estimation to correct for the possible bias due to the decision of industry switching.

The estimation results indicate that industry-specific human capital exists in Taiwan, and switching industry can cause wage difference betweem switchers and stayers. Switchers have lower average post-displacement wage than stayers. For stayers, they can obtain higher rewards by accumulating industry-specific human capital. The investment of industry-specific human capital can affect the wage returns, and this will indirectly influence the decision of industry switching. Therefore, a worker’s decision of switching industry not only results in wage change, but also affects his/her placement decision in labor market.

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