薪資性別歧視：以臺北地區體適能教練為例

Abstract

近年來，休閒運動產業開始蓬勃發展，且隨著經濟發展與人文思想之開放，男女於各產業就業比例與薪資因而產生變化。因此，本研究藉由體適能產業之私人教練，從人力資本理論的角度，分析影響薪資之變數，進而探討體適能產業是否存在性別歧視之現象。研究方法採用描述性統計及最小平方法 (OLS) 迴歸分析進行資料分析。研究結論發現：一、影響薪資的主要因素有專業證照、個人特徵 (性別、婚姻、年齡)、教育背景 (學校類型、體育成績) 及工作經歷 (工作地點、體適能年資) 等。二、性別對薪資會產生正向顯著影響。三、體適能教練考取相關證照，能增加人力資本，並可提升薪資。研究建議：從本文結論可知，體適能產業存在薪資性別歧視，男性領取之薪資比女性高。而考取專業證照等變數能累積人力資本並與薪資有關，但會因證照等級 (國內、外證照) 產生正向與反向之顯著影響。建議未來研究可增加其他變數或是增加質性訪談，針對體適能產業與薪資的議題探討，再藉由本文所投入的變項為依據，並加入產業影響薪資的相關變項，以增加研究之深度與完整性。

Introduction: In recent years, the leisure sports industry has begun to booming, and with the development of economy and the opening of humanism, the employment ratio of male and female in various industries has changed accordingly. Thus, from perspective of human capital theory, this paper takes personal trainer in fitness industry as an example to analyze the factors that affecting the salary, and then explore whether there is sexual discrimination in fitness industry. By using descriptive statistics and least squares method (OLS) regression analysis for data analysis, the study found out: 1. The main factors affecting salary are professional certifications, personal characteristics (gender, marriage, age), educational background (public or private, sports performance) and working experience (job location, job tenure). 2. Gender has a positive and significant impact on salary. 3. Fitness coaches obtain relevant certificates can increase human capital and salary. Conclusion: There is sexual discrimination in wages in the fitness industry, and male receive higher salaries than female. Obtaining professional certificates and other variables can accumulate human capital and are related to salary, but it will have a significant impact on the positive and negative due to the certificate level (foreign or domestic one). It is suggested that other variables or interview be added in the future fitness industry research and then use the variables invested in this article as a basis to increase the depth and completeness of the research.