本文主要目的為探討1997至2007年台灣農漁會信用部相對於其他金融機構之受僱員エ薪資差異。使用之資料分別來自四個資料庫，包括台灣地區「受僱員エ薪資調査」、「受僱員エ動向調査」、「台灣地區各級農會年報」、以及「臺灣省漁會督導工作總報告」。本研究首先利用母數與無母數檢定方法來檢定兩兩金融機構在各年之薪資分配是否顯著不同；由於，兩兩金融機構在各年之薪資分配的確顯著差異，再進一歩利用Mmcer (1974)之半對數エ資函數，以人力資本理論、補償性エ資理論以及效率エ資理論來檢視農漁會信用部相對於其他金融機構薪資差異之源由。研究結果顯示，兩兩金融機構在各年之薪資分配有顯著不同，人力資本理論、補償性エ資理論及效率エ資理論可部分解釋台灣金融機構薪資之差異。控制了人力資本變數後銀行業相對農漁會信用部仍具薪資優勢。加入補償性薪資後，非經常性薪資反而擴大其他金融機構相對於農漁會信用部之薪資差異。效率エ資理論之檢驗，顯示若提升員エ總薪資水準，會降低員エ之怠エ情形，同時將有效降低員エ自願離職率，此影響對於農漁會信用部最為有效。

The main purpose of this study is to investigate the wage differentials among the full-time employees of different financial institutions in Taiwan’s financial sector. The data used in this study are merged from four databases. They are “Employees1 Earnings Survey”, “Employees1 Turnover Survey”, “Farmers1 Associations Year Book”, and “Supervision report of Taiwanese Fishermen’s Association” from 1997 to 2007. To examine the wage differentials of employees in Taiwanese financial sector, we firstly apply a nonparametric test (Kolmogorov-Smirnov test) to inspect the equality of wage distributions between financial institutions. We, then, exercised the Mincer’s semi-logarithmic wage function to identify the sources of wage differential, in which human capital theory, compensated wage theory, and efficiency wage theory are examined. The Kolmogorov-Smirnov tests suggest that there are substantial wage differentials among the full-time employees of different financial institutions. After controlling for human capital, the wage advantage of employees in banks is still substantial. By adding bonus to regular salary, the wage differentials between bank system and Credit departments of farmers，and fishermen1 associations are reinforced. Finally, the role of efficiency wage theory reveals that raising total salary can provide substantial incentives to full-time employees in financial sector to decrease their shirking situation and voluntary turnover rates. Raising total salary has largest impacts in the Credit departments of farmers， and fishermen1 associations.