國立政治大學 勞工研究所

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篇名 

多系統員工韌性量表之建構與應用

英文篇名

作者 

作者(英)

刊名

政大勞動學報

期數

202506(第34期)

出版單位

國立政治大學勞工研究所

起訖頁

1-81

摘要

韌性被視為一種逆境求生的力量，與個人在職場中的狀態有很大關聯。有鑑於韌性的研究尚未有針對工作場域中以多系統韌性思維對員工進行韌性的識別，基此，本研究旨在發展兼具員工個人內在堅毅特質及獲取資源途徑兩大範疇（Ungar, 2019; Ungar & Jefferies, 2021; Ungar & Theron, 2020）之動態性的多系統員工韌性量表，並建議依此提供員工支持性資源以協助抵禦職場逆境，並檢視員工韌性對工作滿意度與積極行為之預測力。本研究先以308份目前在職員工有效之線上樣本進行探索性因素分析，分析結果是：個人層面韌性分量表得到韌性信念、韌性法則、韌性特質、韌性風格共四個因素；實務層面韌性分量表得到工作適配、工作韌性、工作支持、資源支持、同事互助共五個因素；專業層面韌性分量表得到韌性管理、彈性回饋、韌性決策、韌性溝通、韌性創新共五個因素。本研究再以421份目前在職員工有效樣本進行三個量表之驗證性因素分析，結果顯示整體適配度理想且具有良好建構效度；另外，根據效標關聯分析，可得出對員工工作滿意度與積極行為，具有正向關聯，並透過多元線性迴歸分析衡量各量表之構面對工作滿意度以及積極行為的預測力與解釋力。據此，本研究提出之多系統員工韌性量表，可做為企業促進員工韌性以尋求永續發展之策略。

英文摘要

Resilience which is regarded as a force for survival in the adversity is strongly associated with the state of an individual in the workplace. According to the research of resilience, there is no research about how to recognize the resilience of employees with multisystem resilience thinking in the workplace. Based on the perspective, this study aims to develop a scale of multisystemic employee resilience, which includes rugged qualities and resources, providing dynamic, and support resources to help employees to resist adversity (Ungar, 2019; Ungar & Jefferies, 2021; Ungar & Theron, 2020). This scale further examines the predictability and explanatory power of job satisfaction and positive behaviors of employees' resilience. The online survey was undertaken to collect data of employees and 308 valid questionnaires were collected for the examination of exploratory factor analysis (EFA). The results of EFA showed that there were four dimensions, including resilience belief, resilience rule, resilience trait and resilience style in personal resilience subscale. There were five dimensions of practice resilience subscale which include job adaptation, job resilience, job support, resource support and peer support. In professional resilience subscale, there were five dimensions which include resilience management, elastic feedback, resilience decision-making, resilience communication and resilience innovation. Furthermore, 421 valid questionnaires were collected by this study to conduct for the examination of confirmatory factor analysis. The results showed that the overall fitness was ideal and had the good construction validity. In addition, there existed positive relationships among three subscales, employee job satisfaction and positive behavior, according to criterion-related analyses. Furthermore, multiple regression analysis was used to examine the impacts of three subscales on job satisfaction and positive behavior. Finally, the scale of multisystemic employee resilience can be utilized as a strategy for enterprises to seek sustainable development resilience.

關鍵詞

多系統員工韌性量表；員工韌性；多系統思維；工作滿意度；員工積極行為

multisystemic employee resilience scale；employee resilience；multisystemic thinking；job Satisfaction；proactive behavior at work

篇名 

論人工智慧應用對數位勞動的潛在影響及理論反思

英文篇名

作者 

作者(英)

刊名

政大勞動學報

期數

202506(第34期)

出版單位

國立政治大學勞工研究所

起訖頁

83-115

摘要

本文的中心思想是要整理人工智慧技術對於勞動市場的文獻，同時提倡進行更多觀察性研究，去了解科技如何影響勞資關係及勞動市場。近年來，各國政府、學術界與社會大眾對於有關人工智慧技術及「第四代工業革命」的討論越見普及，當中更有不少學者提出有關智能機械在勞動市場上的應用分析和數據。然而，這一類論述大多都是缺乏經驗佐證的預測，憑空想像應用智能機械後有機會帶來的後果，並沒有考慮到社會整體的科技條件及現實應用環境。本文第一、二部分將整合這一方面的文獻，為及後的討論提供背景，並指出其不足之處。
此外，現時有關人工智慧技術和勞動市場的常見討論，都偏向研究自動化勞動和低技術勞工。有鑒於數位勞動在現今經濟中愈來愈重要，本文將會集中討論智能機械對於數位勞動的影響，並在第三部分析述及反思現時研究數位勞動的兩個重要理論——資訊性社會理論及自主論馬克思主義。在第四部分，本文提倡研究人員要有批判性地了解智能科技在工作程序中的應用，並借用過去關於訊息科技的研究嘗試分析智能機械對於數位勞動的潛在影響。最後，在第五部份，本文講述近年中國大陸人工智慧技術發展政策，並以「九九六」模式為案例帶出研究智能機械的複雜性，及提議未來研究發展方向。

英文摘要

The aim of this article is to call for more empirical research on the study of technological impact on capital-labour relations and the labour market. In recent years, there has been an increasing concern about the development of artificial intelligence and‘the Fourth Industrial Revolution’in public and policy debate. Many researchers have tried to predict and analyse the technological impact on the labour market in the future. However, these studies are mostly economic calculations, and they paid little attention to the socio-technological environment in the workplace and society. Parts 1 and 2 of this article introduce this literature and point out the shortcomings of these arguments.
Up till now, there has been much academic discourse on the use of AI and robotics at work. Whilst the focus has been on the relationship between automation and manual labour, part 3 and 4 of this article provide a theoretical discussion of the technological impacts on digital labour. By using Castells’concept of information technology, this paper suggests that artificial intelligence potentially shares a similar effect on the work conditions of digital labour. Lastly, in part 5, by using the Chinese‘9-9-6’model of work as an example, this article highlights the complexity of studying the impact of intelligent machines on work and suggests recommendations for future research.

關鍵詞

工作社會學；人工智慧；數位勞動；資訊性社會理論；自主論馬克思主義

Sociology of work；artificial intelligence；digital labour；information society theory；Marxist autonomism

篇名 

我國工會安全條款之合法性討論──以美國法為比較對象

英文篇名

作者 

作者(英)

刊名

政大勞動學報

期數

202506(第34期)

出版單位

國立政治大學勞工研究所

起訖頁

117-182

摘要

1930年我國所施行之團體協約法中已有明文封閉工廠條款，但因1949年代政府威權統治背景下，封閉工廠條款淪為有效控制工會以鞏固政權統制的手段，反不具鞏固工會的作用。時至新勞動三法修訂過程，立法者針對工會法欲改採自由入會制，恐降低勞工加入工會動機，不利於工會存續與發展，故在新團體協約法第13條增訂禁搭便車條款與代理工廠條款。然伴隨2016年起空服員工會與華航公司針對兩造簽訂的協議進行相關訴訟，學者間針對工會安全條款對非會員消極團結權等影響有所討論，我國不乏學者以美國法回應前述爭議。惟透過梳理美國工會安全條款法制，本文發見美國排他性協商代表制造成美國工會安全條款並不具有鞏固工會實力的功能，乃在維持排他性協商代表制以利保障勞工集體協商權，且其主要類型內容因涉及勞工工作權，對於勞工權益造成之影響較我國強烈。加之美國認定繳納代理費即等同取得會員資格，致合法性討論著重言論自由。前述差異顯示我國法與美國法具有相當差異，難逕以美國法觀點分析我國工會安全條款合法性。故回歸我國法律分析後，本文認為消極團結權僅屬一般行為自由，且我國工會安全條款的限制並未逾越合理審查標準。

英文摘要

Taiwan has enacted the Collective Agreement Act since 1932 and introduced the closed shop clause, a union security clause. However, in 2011, the new Labor Union Act, which adopted the noncompulsory membership policy, challenged workers' motivation to join unions. To address the issue, legislators added the free-rider and agency shop clauses to Article 13 of the Act. However, a 2016 lawsuit between China Airlines and the Taoyuan Flight Attendants Trade Union called into question the legality of the Clauses. During the debate, some scholars attempted to utilize US law in their arguments. However, by examining the legal system of union security clauses in the US, this article finds that the exclusive representation system in the US means that union security clauses do not function to strengthen the union’s power. Instead, they maintain the exclusive representation system to facilitate the protection of workers' collective bargaining rights. Additionally, the primary types of content in these clauses involve workers' job rights, causing more significant impacts on workers' rights and interests than in Taiwan. Furthermore, the US recognizes the payment of agency fees as equivalent to obtaining membership, leading the discussion on legitimacy to focus on freedom of speech. These differences indicate significant discrepancies between Taiwan’s law and US law, making it difficult to analyze the legality of Taiwan’s union security clauses from the perspective of US law. Therefore, returning to an analysis based on Taiwan’s Constitution, this article argues that the negative right to organize collectively is merely a general freedom of action, and the restrictions of Taiwan’s union security clauses do not exceed the standard of reasonable review.

關鍵詞

工會安全條款；封閉工廠條款；禁搭便車條款；代理工廠條款；消極團結權；同工同酬

Union Security Clause；Closed Shop；Free-Rider Clause；Agency Shop；Negative Right to Organize Collectively；Equal Pay for Equal Work