Graduate Institute of Labor Research, National Chengchi University

近年來，大多原住民在都市生活所遭逢的就學與就業困境似乎仍是多重糾結，再加上外勞引進衝擊與經濟不景氣之作用，使得原住民族群失業問題已 嚴重影響到原住民家庭生計之維持，政府也將此問題列為施政的重點之一。為提供處於經濟弱勢的原住民，在生活上發揮自立自助的精神，共同解決經濟或生活的困 難，因此政府協助其成立原住民勞動合作社，以團結合作自立自強的生存精神，不必仰賴政府救濟的社會福利救濟。

然而目前的原住民勞動合作社被定位為非營利的社團組織，究其原因不難發現，許多原住民對於勞動合作社的經營管理理念及運作模式並非 十分清楚，並且普遍缺乏經營管理觀念，對於其組織功能的認知也不清楚，造成勞動合作社無法發揮功能，也缺乏競爭力。原住民勞動合作社組織所牽涉相關政府部 會單位太過繁雜，往往造成原住民對政府充滿怨懟與不滿，此亦是造成原住民勞動合作社在面對市場激烈競爭時缺乏競爭力的主因之一。

本論文關切焦點在於原住民勞動合作社的組織功能與實務運作現況。參考學者專家質性研究心得，本文嘗試透過問卷調查量化的分析方式， 選擇政府機構、民間機構與原住民勞動合作社為訪談及問卷發放樣本。研究結論發現原住民勞動合作社需以營利化的企業經營模式進行組織設計，並輔以服務業的經 營觀念進行實務運作，方能加強市場競爭力。本文建議原住民勞動合作社組成聯合組織及原住民勞動合作社企業化之經營模式。期能結合社會資源網絡，具體建構出 原住民勞動合作社輔導與原住民勞工就業促進之架構，並提供政府施政時相關的政策建議。

Most of Taiwan aboriginal people live in urban encounter more difficulty about education and employment. Because the impact of import foreign labors and economic depression, it make the aboriginal unemployment issue more serious to damage their household life. Our government emphasizes this issues, and to treat it as an important policy. In order to subside with those weak economic people to help themselves, government helps them to establish aboriginal labor corporation. Wish them unite together to survive, don’t depend on government.

The aboriginal labor corporations are defined as non-profit organization, but in fact, they survive hardly. Because most they don’t recognize clearly what their framework and management, those organizations can not run smoothly and lack competitive capacity. The aboriginal labor corporations concern more government bureaucracy, so create more dissatisfaction about government. This is the main cause to decrease their competition.

This research tries to explore the organizational functional position and practical efficiency. Use questionnaires and non-participant research method to explore the practical question of aboriginal labor corporation. We choose Government unit, Non-Governmental Organizations, and aboriginal corporate association to be samples. Conclusions find out that aboriginal corporate association need to do function with business administrative model, and do practical work with service concept, to strengthen market competition. Finally, suggest to combine as one organization of aboriginal corporate association, and use business administrative model. This research expect to combine social resource to construct efficiently aboriginal corporate association create aboriginal labor employment and assistances, and offer advice and reference to our government.

我國為保護勞工在雇主終止營業時，被積欠之工資仍能獲得清償，於勞動基準法訂定積欠工資墊償基金，作為擔保勞工工資債權之用。此項制度緣於工資最優先清償權順位的讓步，而以替代角色出現，制度本身相較世界各國，顯得獨樹一格。

本篇論文即為研究我國積欠工資墊償制度，探討積欠工資墊償制度之基本理論架構、我國積欠工資墊償制度設立之目的、制度運作及其成效，並對照國際勞動基準及英國、法國、德國、日本及香港等國家地區相關制度之優劣，冀求釐清我國工資墊償未來可能發展之方向。

本研究發現，各國對於積欠工資大多有特別的保護措施，一般分為兩種類型：第一種是使積欠工資享有最優先受償權以保護勞工生存的基本權利。第二種是積欠工資墊償擔保制度的機制。積欠工資墊償基金制度雖只是勞工保護制度的一環，但對勞工工資請求權的保護，卻扮演了最後且最關鍵的角色。該制度從「類似工資保險制度」演變為「公共救助」，行政機關採行政解釋方式，對人民權利義務之干預，作法上仍有未妥，因此建議應以立法方式解決。

另外，我國有關被解僱勞工之保護目前仍未周延，對被資遣勞工資遣費請求權，就業保險法並未納入保障範圍，而資遣費關係勞工離開職場待業期間的生活所需，以目前勞動基準法第十七條規定由雇主完全負擔，然雇主破產時勞工獲得給付者微乎其微，工資墊償基金之設立，應配合勞工政策全盤去思考，為落實勞工生存權優於財產權而受保護之觀念，應可參考各國立法例，納入積欠工資墊償基金保障範圍。

In our country, to protect the labourers who can still be discharged by the salary in arrears when the employer terminates operation, the system stipulates the salary cushion in arrears and sets the repay funds under the Law of Labor Standard, as assuring the labourer's rights of basic salary. This system is out of the salary priority to discharge the concession of obeying location of right, appearing as substituting role relative to those of other countries all over the world, and setting up a separate flag.

The objects of this research are concerning about the system of salary cushion in arrears of our country, the basic theories structure of arrears salary cushion repay, the purpose of arrears salary cushion of repay system, and the system’s operation and effects. Besides, we contrasted international work datum of Britain, France, Germany, Japan, Hong Kong and compared relevant quality of respective system. This research desires to make suggestions for the possible future directions of salary cushion repay development in our country.

Finally, this research discovered that several countries have a special protective measure to the salary in arrears, generally divided into two kinds: The first makes the salary in arrears have priority to indemnification in order to protect the fundamental right for the labourers’ survive. The second is salary cushions in arrears to meet the mechanism of assuring the system. The arrears salary cushion repay fund system is just a part of labourer protection system in our country, but it plays the key role in requiring for the protection of right to labourer's salary. This system develops from “the similar salary insurance system” to “public succour”. The way the executive authority adopted to explain the regulation intervened people's rights and obligations. That was not a proper way and consequently we propose to solve this issue by legislative procedures.

In addition, it was still not completed yet about the unemployed labourer's distribution at present protection situation, and the dismissed labourers with severance pay and asks for right with severance pay have not been included in the range of the law of insurance of employment. However, dismissed labourer’s living needs the severance pay concerned while leaving the job market and waiting for jobs. By the 17th regulation of Labor Standard Law, The severance pay is totally on the employers but that paid to labourers is relatively few when the employer is bankrupt. The establishment of fund of salary cushion repay should deliberatively match labor policy, and implement the idea that the right to survive is protected prior to proprietary. The solutions could be referred to the legislative examples from various countries, and the severance pay should be included in the salary cushion in arrears and repay funds.

勞委會提出的「多元就業開發方案」可視為政府欲從市場以外的第三部門開發新類型就業機會，解決因產業結構轉型、產業外移及關廠歇業等因素所引發的嚴重失業問題而提出的對策之一。本論文以屏東縣多元就業開發方案為主要研究對象，探討其實施現況及困境，並評估其達成政策預期目標的程度。結果發現，現階段多元就業開發方案在促進地方與社區發展、照顧弱勢及對第三部門的發展上皆有正面效益。然而由於大部分方案不具發展前景，有的甚至獲利能力極低，其進用的工作人員很難獲得原機構留用。再者，由於計劃的專業特殊性、再加上訓練過程及其所培訓的工作技能未能符合市場所需，因此也難輔導其重回就業市場。所以，絕大多數方案在就業促進的目標上並未達到政策原初所預期的成效。

This study focuses on the effects of diverse forms of employee involvement on the degree of employees’ control, included suggestion system, quality circles, quality of working life program and self-managed work team. The primary goals of these participatory programs are to increase productivity, quality, and/or to enhance employees’ satisfaction. Although these programs might lead to such benefits, diverse forms of employee involvement have different effects on attitudes and organizational performance. This study posits that diverse forms of employee involvement may delegate different degrees of decision-making power to non-employees. Our results showed that higher levels of employee involvement were associated with higher degree of influence enjoyed by non-managerial employees. However, most employee involvement programs give restricted control to non-managerial employees in personnel and production areas, but not in strategic issues.