國立政治大學 勞工研究所

序號 作者 文章標題 1 林良榮 船員勞動契約締結之保護規範與實務爭議：我國與日本現行法制比較分析的視角 2 張桐銳 船員社會保險保障問題之檢討 3 松井有美 船員の集団的労使関係と法 4 吳姿慧 德國1992年工時條例禁止女工夜間工作規定違憲 判決之介紹:兼與我國釋字第807號解釋之比較 5 李憶萱、顏瑞瑩、葉婉婷 主管行為與工作績效關係之研究   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考： 月旦法學知識庫全文付費下載   篇名 船員勞動契約締結之保護規範與實務爭議：我國與日本現行法制比較分析的視角 英文篇名 Protective policies and practical disputes associated with establishing labor contracts for seafarers: Perspectives for analyzing and comparing existing policies between Taiwan and Japan 作者 林良榮 作者(英) Liang-Jung Lin 刊名 政大勞動學報 期數 202312(第33期) 出版單位 國立政治大學勞工研究所 起訖頁 1-50 摘要 就我國現行法律之適用上，由於船員法乃勞基法之特別法，就船員勞動關係之最低基準保護上，若非屬於船員法特別排除勞基法 規範之適用者，則當然有回歸勞基法之適用。本論文探討之主題乃在於後者(非漁船)船員之勞動契約締結於制度規範與實務上所生 爭議之探討。然緣於上述海上工作者於法律適用上之複雜性，不僅於內國勞動者保護法律之體系架構下具有多重的法律適用關係，同時亦適用於海上國際勞動保護法之體系，以致近年勞動權利意識逐漸提升的船員與船運公司之間頻生勞資爭議事件，其中特別是包括船員勞動契約締結的型態與法律適用關係。研究目的在於釐清船員勞動契約性質與法律適用所生爭議，於研究架構與脈絡上，首先說明船員勞動基準保護所適用之法規範體系，其次則進一步指出船員締結勞動契約是否為定期或不定期所生爭議於國內相關法律規範之解釋適用，特別是勞基法與船員法之適用與交錯關係，同時，另自比較法之觀點，就我國船員法立法當時作為參照對象之一的日本船員法，說明該國現行相關制度規範與實務之爭議問題，以期作為我國未來政策立法之借鏡。 英文摘要 According to the current legislative policy, Taiwanese maritime workers are classified into two categories, fishing vessel crew members and non-fishing vessel crew members. This helps properly apply the labor protection rights to the members based on the Crew Law. Although seafarers of commercial ships or those who work in ships not engage in fishing are excluded by the Crew Law, they all are protected under the current regulations of the Labor Standards Law. The Seafarer Law is a special law established under the Labor Standards Law, which offers minimum basic protection of seafarers' labor relations. Those who are qualified for the terms of the Labor Standards Law should be included in the application of the Labor Standards Law. "The Crew Law", established in 1999, could be applied to workers who were not engaged in fishing operations. Awareness of the trend and importance of international labor protection standards while involving international affairs, Article 89 under the Crew Law emphasized the applications of the rules, standards, or recommendations established in relevant international conventions or agreements. The purpose of this paper is to discuss the established rules of the labor contracts for the non-fishing vessel crew members as well the disputes arisen from the practice. Due to the complexity of legal applications, there are multiple applicable legal relations existed in the domestic labor protection laws, and several international maritime labor protection laws are also applicable to the workers. Since the awareness of labor rights has increasingly arisen, more labor disputes, formats and legal applications of seafarers’ labor contracts are generated between seafarers and shipping companies. The purpose of this paper is to clarify the nature of seafarers' labor contracts and the disputes arisen from the application of law. First, explaining the legal ruling systems applying to the protections of seafarers' labor standards. Secondly, it is necessary to indicate whether the labor contracts made for seafarers are fixed term or not, especially when disputes arisen over the interpretation and application of relevant domestic legal terms related to the Labor Standards Law and the Crew Law. For the perspective of comparative law, when referring Japanese Crew Law to the legislation of Taiwanese Crew Law, there were some controversial issues existed in Japanese current legal system and practices. The findings can be referenced for future improvements of policy legislation in Taiwan. 關鍵詞 船員法、船員定期勞動契約、船員不定期勞動契約、「2006 年海事勞工公約(MLC)」、日本船員法、船員「定期性僱 傭契約」範本 Crew Law, seafarer's fixed term employment contract, seafarer's non-fixed term employment contract, MLC (2006), Japanese Crew Law   篇名 船員社會保險保障問題之檢討 英文篇名 On the question of seafarer' participation in social insurance 作者 張桐銳 作者(英) Tung-Jui Chang 刊名 政大勞動學報 期數 202312(第33期) 出版單位 國立政治大學勞工研究所 起訖頁 51-78 摘要 船員僱傭契約是否為不定期之勞動契約，乃船員勞動保障之重要課題。由此一問題衍生在船員上岸候船期間，勞保法律關係是否存續之問題。此一問題在實務所採行勞保申報制度底下，更為加劇。 關於船員於上岸候船期間之參加勞工保險，目前係依據勞委會之函釋而自願加保。然而，在岸候船船員自願參加勞保，與勞保條例關於自願加保之規定並不符合，且加保之船員須自負全額保險費，欠繳保險費逾2個月者得申請退保，亦與現行規定全然不符，勞委會相關函釋顯然創造了一個全新之參加保險型態，而有違反法律保留原則之嫌。本文認為，船員上岸候船期間參加勞保之問題，涉及複雜之利益衡量，應由具有直接民主正當性之立法院做周詳考慮，且可以此為全面檢討自願加保制度之契機，於勞保條例中明文規定，且可慎重考慮引進德國自願加保類型以填補上岸候船期間之保障漏洞。 外文摘要 Ob es sich bei dem Arbeitsvertrag eines Seemanns um einen unbefristeten Arbeitsvertrag handelt, ist eine wichtige Frage für die Arbeitssicherheit von Seeleuten. Daraus ergibt sich die Frage, ob das Arbeitsversicherungsrechtsverhältnis fortbesteht, während die Besatzung an Land ist und auf das Schiff wartet. Dieses Problem wird durch das in der Arbeitsversicherungspraxis eingeführte System über Meldepflicht des Arbeitsgebers noch verschärft. Gemäß einem Rundschreiben des Arbeitsausschusses sind die Besatzungsmitglieder, während sie an Land sind und auf das Schiff warten, in der Lage, freiwillig an der Arbeitsversicherung teilzunehmen. Die freiwillige Teilnahme an der Arbeitsversicherung für Seeleute, die an Land auf Schiffe warten, steht jedoch im Widerspruch zu den Bestimmungen des Arbeitsversicherungsgesetzes zur freiwilligen Versicherung. Darüber hinaus müssen die damit versicherte Seeleute die volle Beiträge tragen. Außerdem diejenigen, die mit der Zahlung der Beiträge für mehr als 2 Monate in Verzug geraten sind, können die Beendidung des Versicherungsrechtsverhältnisses beantragen. Die Alle stehen auch völlig im Widerspruch zu den geltenden Vorschriften. Die entsprechende Auslegung des Arbeitsausschusses schafft eindeutig eine neue Versicherungsart und steht im Verdacht, gegen den Grundsatz des Gesetzesvorbehalts zu verstoßen. In diesem Artikel wird davon ausgegangen, dass die Frage der Beteiligung von Seeleuten an der Arbeitsversicherung, während sie an Land auf ein Schiff warten, eine komplexe Interessenabwägung erfordert und vom Parlament mit direkter demokratischer Legitimation sorgfältig entschieden werden sollte. Dies kann auch eine Gelegenheit sein, das freiwillige Versicherungssystem umfassend zu überprüfen. Und um die Schutzlücken während der Wartezeit an Land zu schließen, kann die Einführung der deutschen freiwilligen Versicherung sorgfältig erwogen werden. 關鍵詞 船員、勞動契約、勞工保險、勞保申報制度、自願加保 Besatzung, Arbeitsvertrag, Arbeitsversicherung, System über Meldepflicht des Arbeitsgebers in der Arbeitsversicherung, freiwillig versichert   篇名 船員の集団的労使関係と法 英文篇名 Collective labor relations among seafarers and law 作者 松井有美 作者(英) Yumi Matsui 刊名 政大勞動學報 期數 202312(第33期) 出版單位 國立政治大學勞工研究所 起訖頁 79-112 摘要 日本的集體勞資關係受到工會法和勞動關係調整法的規範，這些都是統稱為集體勞動法，其中以憲法第28條為依據，即使是船員， 也必須遵守這些法律。然而，在集體勞動法的大框架之下，船員必須遵守船員法的規範，從而學說和法院判決也得到了相應的發展。在日本，工會一般是指企業工會，但船員是直接加入於產業工會。關於船員之集體勞動法不當勞動行為案件，法院也會考慮到產業工會的特殊性而做出判決。本文首先介紹日本船員工會的現狀和面臨的問題，其次，概述日本的集體勞動法。再來，作為船員的集體勞動法，本文也會介紹學說、法院判決和探討，關於船員的爭議行為規範、船員於工會法上之勞工該當性、船長於雇主利益代表者該當性、工會法上之雇主該當性、產業工會的特殊性，等等。 外文摘要 日本の集団的労使関係は、憲法28条を中心として集団的労使 関係法である労働組合法・労働関係調整法によって規律されており、船員であってもこの規律に服する。もっとも、船員には船員法が適用されることから、船員の集団的労使関係に関する学説・裁判例等がみられる。また、日本では企業別組合が一般的であるが、船員は産業別組合に直接加入するため、この特殊性が結論に影響した判例がある。本稿では、船員労働組合の現状と課題について紹介し、日本の集団的労使関係法を概説する。さらに、船員にかかる争議行為の規制、船員の労働者性、船⻑の使用者の利益代表者該当性、労組法上の使用者性、産業別労働組合の特殊性について述べる。 關鍵詞 集団的労使関係法、船員法、船員、船⻑、船員労働組合、集體勞動法、船員法、船員、船長、船員工會   篇名 德國1992年工時條例禁止女工夜間工作規定違憲判決之介紹：兼與我國釋字第807號解釋之比較 英文篇名 Introduction to the lifting of the unconstitutional ban on night work for women in Germany in 1992: A comparison with Interpretation No. 807 issued by the Constitutional Court of Taiwan 作者 吳姿慧 作者(英) Tzu-Hui Wu 刊名 政大勞動學報 期數 202312(第33期) 出版單位 國立政治大學勞工研究所 起訖頁 113-170 摘要 我國勞基法第49條第1項禁止女工夜間工作之規定經大法官釋字第807號宣告違憲，並自解釋公布之日起失其效力，與德國過去工時條例有關禁止女工夜間工作之規定於1992年遭違憲宣告之歷程相似， 兩國聲請釋憲之背景、主張理由與解釋，特別是對性別平等之論述內容相仿，故本文對德國1992年工時條例違憲一案之相關法理，以及判決理由中對立法者未來制定新規範之提醒與諭知，詳加介紹；並以德國為參，對於我國釋字第807號之解釋提出省思，認為勞動部雖於違憲宣告後即迅速做出解釋，然對於夜間工作之定位、夜間工作者之保護，無論是以特別法或於勞基法增定條文或其他方式，為立法者之形成空間，立法者應儘速對夜間工作提出一體性之保護規範；另，由於夜間工作與工時長短或配置有關，修法之際，如尚有需得勞工同意之處，考量一般之勞動契約締約當事人欠缺相近的對等實力，仍應有以集體形成之必要，大法官於釋字第807號之解釋，對於得否以工會或勞資會議取代個別女性勞工之意願而為同意或不同意之正當性所生之疑慮，毋寧應以對於工會參與之層級、類型或對於勞資會議之結構應予檢視之角度，予以解讀，並非因而對於集體機制參與企業內部運作之必要性產生質疑或予以否認。 英文摘要 Paragraph 1, Article 49 of the Labor Standards Act, which prohibits women from working at night, was declared unconstitutional in Judicial Interpretation 807, and the regulation became ineffective immediately after the interpretation was published. The process of issuing this interpretation is similar to the lifting of the ban on night work for women in Germany, which was deemed unconstitutional in 1992. Specifically, Taiwan and Germany shared similarity in the background, reasoning, and explanation of the constitutional review petitions, particularly in the discourse of gender equality. Therefore, this study explored the regulations related to the lifting of the German ban in 1992 and clarified the judges’ statements and reminders for future legislators. Referencing the case in Germany, this study also reflected on the reasoning of Interpretation No. 807. We noticed that the Ministry of Labor immediately provided an explanation following the declaration of the interpretation. However, the implementation of special laws or new regulations in the Labor Standards Act for defining night work and protecting night workers is based on the discretion of legislators, who should formulate relevant regulations as soon as possible to protect the rights of night workers and prevent the abuse of the night work system. Moreover, working hours and scheduling are essential aspects of night work. The amendment of relevant regulations should take into account the provisions of labor contacts that require the approval of workers. Because power inequality usually exists between employees and employers during the signing of employment contracts, the existence of group participation mechanisms, such as worker unions, is necessary. A concern about Interpretation No. 807 is whether union or labor–management meetings can replace negotiations with individual female workers when attempting to obtain their approval. This topic should be interpreted by reviewing the participation status and types of worker unions and the structure of labor–management meetings instead of focusing on the necessity of group participation mechanisms in maintaining company operations. 關鍵詞 工作時間、夜間工作、性別屬性、性別歧視、平等權 working hours, night work, gender attribute, gender discrimination, equal protection   篇名 主管行為與工作績效關係之研究 英文篇名 Research on the relationship between supervisor behavior and job performance 作者 李憶萱、顏瑞瑩、葉婉婷 作者(英) Yi-Hsuan Lee, Jui-Ying Yen & Wan-Ting Yeh 刊名 政大勞動學報 期數 202312(第33期) 出版單位 國立政治大學勞工研究所 起訖頁 171-232 摘要 本研究對象為2020年4月底前之在職員工，有效問卷為373份，旨在探討主管偏愛和不友善行為如何影響員工行為。研究結果顯示，「主管偏愛」和「主管不友善」對於員工產生「表面從眾」有正向顯著影響；「表面從眾」對「工作退縮」和「工作投入」亦有正向顯著影響；「心理契約違反」對於「主管偏愛」與「表面從眾」具調節效果；「心理契約違反」對於「主管不友善」與「表面從眾」無影響；「心理契約違反」對於「表面從眾」與「工作退縮」具調節效果；「心理契約違反」對於「表面從眾」與「工作投入」亦有調節效果。 本研究貢獻為，第一，將主管行為分成正負向採以社會交換、社會認同、社會分類及領導者成員交換理論探究，且整合並擴展了傳 統領導理論，為領導者與不真誠行為提供驗證。第二，根據社會影響與資源保存理論，探討主管行為是否會讓員工產生表面從眾，從而對員工工作態度與行為造成影響，以拓展研究領導者影響員工行為之新觀點。第三，以心理契約違反是透過組織制度層面去探討，有別於過往研究從片面角度去探討表面從眾之調節變數，亦填補了影響員工表面從眾行為之研究缺口。最後，提出如何強化主管與員工之間的關係及重視心理契約的履行之實務管理建議，以促進提升組織運作。 英文摘要 This study recruited 373 frontline employees via convenience sampling. The results of path analysis showed that “favoritism”, “supervisor incivility” and “work withdrawal” are positively related to “facade of conformity”. “Work engagement” was negatively related to “facade of conformity”. In addition, “psychological contract breach” moderated the relationship between “favoritism” and “facade of conformity”, “facade of conformity” and “work withdrawal”, and “facade of conformity” and “work engagement”. The contribution of this research can be divided into three aspects. First, this study applied social exchange theory, social identity theory, social categorization theory, and leader-member exchange theory to categorize supervisory behaviors into positive and negative dimensions, integrating and expanding previous research on traditional leadership theory to provide verification for leaders and inauthenticity behaviors. Second, according to the social influence theory and resource conservation theory, discussing whether the supervisor's behavior would cause employees creating facade of conformity, which could affect their work attitude and behavior and developed new directions of the influences of leaders' behavior toward employees’ behavior. Last, this study considered that the previous researches about moderating variables of facade of conformity were studied from a one-sided perspective, while psychological contract breach was studied through the organizational level, filling the gap that could affect employees’ facade of conformity behavior. In conclusion, practical management recommendations are provided to strengthen supervisor-employee relationships and prioritize the fulfillment of psychological contracts, fostering organizational performance. 關鍵詞 表面從眾、主管偏愛、主管不友善、工作退縮、工作投入 Facades of Conformity, Favoritism, Supervisor Incivility, Work Withdrawal, Work Engagement  

序號 作者 文章標題 1 陳建文 勞資爭議概念的思議與演繹—台灣法制發展經驗的觀察分析 2 許雲翔、廖興中 積極勞動市場的政策組合與再就業成效 3 林國榮、成之約、蕭晴惠、黃秀梨 照顧服務員職業訓練就業成效之研究：不同類型機構辦訓成效比較分析   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 勞資爭議概念的思議與演繹—台灣法制發展經驗的觀察分析 英文篇名 Thinking and Deduction of the Concept of Labor Dispute 作者 陳建文 作者(英) Chen, Chien-Wen 刊名 政大勞動學報 期數 202107(第32期) 出版單位 國立政治大學勞工研究所 起訖頁 1-37 摘要 台灣勞資爭議處理法制建構在權利爭議﹑調整爭議以及個體爭議 ﹑集體爭議，這四個認知分類概念上。本文介紹學者們對於這四個認知分類概念的意義內涵討論，並作理論上的延伸思考，指出勞資爭議處理法制的發展原則。 英文摘要 The legal system for handling labor disputes in Taiwan is based on the four cognitive classification concepts of rights disputes,  Interests disputes, individual disputes, and collective disputes. This article introduces scholars' discussion on the meaning and connotation of these four cognitive classification concepts, and makes theoretically extended thinking, pointing out the development principles of the legal system for handling labor disputes. 關鍵詞 勞資爭議處理法、權利爭議﹑ 調整爭議 ﹑ 個體爭議﹑集體爭議、Act for Settlement of Labor-Management Disputes、Rights disputes、Interests disputes、Individua disputes、Collective disputes   篇名 積極勞動市場的政策組合與再就業成效 英文篇名 The Policy Portfolio of Active Labor Market Policy and its Reemployment Effectiveness 作者 許雲翔、廖興中 作者(英) Yun-Hsiang Hsu、Hsin-Chung Liao 刊名 政大勞動學報 期數 202107(第32期) 出版單位 國立政治大學勞工研究所 起訖頁 39-72 摘要 全球化的推進使各國受惠，但國內市場亦暴露於外部衝擊，積極勞動市場政策成為減緩衝擊的重要選擇。由於受衝擊失業者主為就業弱勢，政策採用一次性與制度性的公共就業或工資補貼等組合，增加不同族群接觸政策資源的機會，過渡至下一份工作。本研究串連登記與勞保行政資料，以事件時序分析法分析政策組合下的再就業成效，發現一次性公共就業的再就業及維持效果較工資補貼為低，再就業機率低於同為公共就業，但為制度性的多元就業開發方案。研究進一步發現七成參與者為就業弱勢族群，其中教育程度偏低、原住民及中高齡等三個族群的失業者，在政策結束後的再就業機率，各別均較同時參與的一般失業者為低。為減緩就業弱勢參與後更趨弱勢的負面效應，研究建議調整政策組合中一次性公共就業比重，增加職業訓練及就業媒合項目，深入思考經濟衝擊下弱勢族群長期低度就業問題。 英文摘要 The advancement of globalization has benefited all countries, but the domestic market has also been exposed to external shocks. Active labor market policies have become an important option for mitigating shocks. Because the unemployed who are affected are mainly vulnerable to unemployment, the policy adopts a combination of one-time and institutional public employment or wage subsidies to increase the opportunities of different groups to contact policy resources. This study links registration and labor insurance administrative data, analyzes the effect of reemployment under the policy portfolio by event time series analysis, and finds that the odds of reemployment of one-time public employment is lower than that of wage subsidies. The study further found that over 70% of the participants are disadvantaged groups in labor market. Among the three groups of unemployed people with low education, aboriginals, and middle and senior aged groups, the odds of reemployment is lower than the unemployed who participated at the same time. In order to alleviate the negative effects to these disadvantaged unemployed after participation, the research suggests to adjust the proportion of one-time public employment in the policy portfolio, increase vocational training and employment matching projects, and reconsider the underemployment problem of disadvantaged groups under the economic shock. 關鍵詞 積極勞動市場政策、政策組合、事件時序分析法、active labor market policy、policy portfolio、event history analysis   篇名 照顧服務員職業訓練就業成效之研究：不同類型機構辦訓成效比較分析 英文篇名 The Study of Vocational Training in Long-Term Care Nursing Aides：A Comparative Analysis of Training Effectiveness in Different Types of Institutions 作者 林國榮、成之約、蕭晴惠、黃秀梨 作者(英) Lin, Kuo-Jung、Cheng, Chih-Yu、Hsiao, Chin-Hui、Huang, Hsiu-Li 刊名 政大勞動學報 期數 202107(第32期) 出版單位 國立政治大學勞工研究所 起訖頁 73-114 摘要 政府補助照顧服務職業訓練經費逐年提升，且職業訓練在建構完善之長期照顧服務系統所扮演的角色亦日趨重要，因此，政府必須有一套有效的制度來分配這些經費與評估這些訓練投資的有效性，進而建立課責機制（accountability），針對職業訓練達成目標 /成果之進展進行評估，以確保在合宜的時間做出必要的調整來增進照顧服務員職業訓練效能。 本文針對曾接受勞動部勞動力發展署或臺灣就業通照顧服務員職業訓練課程之參訓者進行大數據分析，使用之資料庫包括有職業訓練業務資訊管理系統（後續簡稱TIMS檔）、勞就保單位被保險人檔、勞退單位提繳對象檔、事業單位檔。本文篩選2012年至2016年上過照顧服務員相關訓練課程30,358位學員，建立就業歷程資料，進而探討不同辦訓單位學員在結訓當月、結訓後第1個月、訓後就業高峰、訓後第18個月等時間點之投入照顧服務產業之就業人數與就業率，且計算變動率指標，據以探討不同照顧服務員辦訓單位結訓學員「訓用合一」、「穩定就業」之就業成效。 研究成果發現，長照醫療體系辦訓單位的學員，在結訓當月投入照顧服務就業率就已經有二成八的比例，此些學員可能參訓前便已經從事照顧服務或醫療相關工作；勞動合作社辦訓單位雖然在受訓後進入照顧服務工作學員的比例明顯較高，但是隨著結訓時間的拉長，退離照顧服務市場的比例也較高，人力流失狀況嚴重；大專院校辦訓單位受訓學員，雖然在一開始參與照顧服務工作比例未有明顯提升，但是在訓後18個月的就業率並未有顯著下降，顯現此類辦訓單位就業率呈現緩升緩降的趨勢，是最晚面對培訓人力流失問題的辦訓單位。 英文摘要 Government subsidies for vocational training in nursing aide has been annually growing. To set up a perfect long-term care service system, the training plays a crucial role. Hence, Government needs to has a set of effective measures to allocate budgets, evaluate the availability of the training, and further set up accountability. In connection with the evaluations of vocational training object and accomplishment, the effectiveness of nursing aide vocational training could assuredly be improved in a timely manner.  This study integrated and analyzed related databases, including TIMS, Labor Insurance Database, Long-term Nurse Aides Database, to investigate (1) whether trainees actually worked in caregiving field after training, and (2) whether unemployed people who accepted caregiver employment allowances kept working in this field after 90-day, 12-month, or 18-month trainings, respectively. All the research findings provided helpful suggestions for the Government to develop appropriate caregiving policies. 關鍵詞 照顧服務員、職業訓練、訓用合一、穩定就業、Nursing Aide、Vocational Training、Training Effectiveness、Employment Stability    

序號 作者 文章標題 1 高文彬 產業群聚中企業領導人專業發展之研究：實務社群觀點 2 邱麗家 影響共通核心職能課程實施成效因素之探究 3 徐國淦 科技發展對新聞媒體人力資源與勞資關係影響的探討：以聯合報系為例 4 許雲翔、成之約 管制居家照顧還是移工？香港、新加坡與台灣家事勞動法制比較與建議 5 羅燕 中國大陸勞動爭議現狀及影響因素分析   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 產業群聚中企業領導人專業發展之研究：實務社群觀點 英文篇名 A study on business leaders' professional development in industrial clusters:A perspective of Communities of Practice 作者 高文彬 刊名 政大勞動學報 期數 202003(第31期) 出版單位 國立政治大學勞工研究所 起訖頁 1-27 摘要 「中小企業數位群聚輔導計畫」是協助偏鄉企業發展的重要計畫，但鮮有研究以實務社群角度探索產業群聚的運作。研究者以Wenger（1998）的相互投入、聯合願景、共享智庫等三元素為理論架構，探索企業領導者在產業群聚中的專業發展。本研究主要焦點在於釐清促成產業群聚成員專業發展的因子。研究者採用半結構訪談法及焦點座談法進行資料蒐集，研究者拜訪台灣中南部六個產業群聚，每個產業群聚訪談其群聚領導人以及一位資深成員，共計十二名受訪者。本研究發現促成產業群聚內企業領導者專業發展的六大因素，包括內在動機、關係強化、協作任務、做中學、比較與反思、組織常規。此六大因素相輔相成，並鑲嵌進組織常規，因此能持續提供企業領導者專業發展的機會。 英文摘要 The "SMEs' Digital Clustering Program" has been an important program to assist the development of rural enterprises. However, few studies have explored the operation of industrial clusters from the perspective of Communities of Practice （CoPs）. Using the three keys, including mutual engagement, joint enterprise and shared repertoire, proposed by Wenger （1998） as a theoretical framework, the researcher explored the professional development of business leaders within the context of industrial cluster. The focus of this research is on identifying the key factors that contribute to the professional development of the members in industrial clusters. The semi-structured interview method and focus group method were employed to collect data. The researchers visited 6 clusters in south-central Taiwan, each of which interviewed its leader and a senior member, bringing the total number of respondents to 12. This study reveals 6 factors that contribute to the professional development of the business leaders in the industry clusters, including intrinsic motivation, relationship strengthening, collaborative tasks, learning by doing, comparison and reflection, and organizational routines. These 6 factors such as the above bring about with each other and are embedded in the organization's routines, so that they can continually provide the business leaders with opportunities for professional development. 關鍵詞 產業群聚、實務社群、企業領導者、專業發展、Industrial Cluster、Communities of Practice（oPs）、Business Leader、Professional Development   篇名 影響共通核心職能課程實施成效因素之探究 英文篇名 Exploring the Factors of Effectiveness on the Implementation of Common Core Competencies Curriculum 作者 邱麗家 刊名 政大勞動學報 期數 202003(第31期) 出版單位 國立政治大學勞工研究所 起訖頁 29-59 摘要 重視核心職能的提升已成為世界潮流趨勢，我國勞動力發展署發展共通核心職能課程始於2005年，為促進國家人力發展基礎建設之重要計畫，而勞動力發展署推動共通核心職能課程之過程，透過政策面與相關計畫之推展，使共通核心職能課程越來越受到各界之重視，然而，經過超過十年的實施歷程，尚未有實證性研究來探討。為彌補此一缺口，本研究之目的在於探討影響共通核心職能課程實施成效因素。透過二個階段進行深度訪談，包含共通核心職能講師以及參加學校就業學程共通核心職能課程全程完訓的學生為深度訪談對象。本研究歸納三項結論： 講師及學生之間的互動與回饋有助於降低教學之落差； 強調共通核心職能課程之核心宗旨，有助於釐清學生認知之差異； 職場體驗有助於提升學生對共通核心職能課程之認同感與重要程度之感受。 最後，歸納三項建議： 宜重視核心知識與核心技術之教材研發； 宜強化教學內涵應用性來誘發學生參與意願與態度； 宜透過回饋機制將講師的期望與學生的需求之連結； 宜強調深層價值，展現講師教學的熱情與使命；宜融入體驗與學習方式，長期培養職場核心能力。 英文摘要 The core competencies curriculum development has become an important issue in global trend. Since 2005, the Bureau of Employment and Vocational Training (BEVT) has promoted the common core competencies program by way of policy promotion. The promotion of common core competencies curriculum has drawn more and more attention. This study aimed to explore current status and future improvement direction of common core curriculum implementation. The in-depth interview was used to collect data from the instructors and students of the common core competencies courses. The conclusion is based on the results summarized in three parts: The feedback from the interaction between instructors and students can help reduce the gap of teaching and learning, The reinforcement of the objectives of the common core competencies curriculum can help clarify students’ perception of the learning differences, and The workplace experience can help students understand the importance of common core competency curriculum. In summary, the researcher provides four suggestions below: the educational institutes should put emphasis on the development of teaching materials for core knowledge and core technologies; the application of the teaching content to induce students' willingness and attitude toward participation should be strengthen; the expectations of instructors and the needs of students should be linked through the feedback mechanisms; the deep value of the core competencies curriculum should be emphasized, and the enthusiasm and the mission of the instructor’s teaching should also be integrated into learning methods in order to cultivate the core competence in the workplace for a long time. 關鍵詞 職能、核心職能、共通核心職能、課程與教學、期望理論、Competency、Core competency、Common core competency、Curriculum and instruction、Expectancy theory   篇名 科技發展對新聞媒體人力資源與勞資關係影響的探討：以聯合報系為例 英文篇名 Human Resources and Labor Relations in News Media under the Development of Science and Technology：Taking the Union Daily News as example 作者 徐國淦 刊名 政大勞動學報 期數 202003(第31期) 出版單位 國立政治大學勞工研究所 起訖頁 61-88 摘要 資通科技以驚人速度在改變我們的生活和工作方式，使傳統的職場型態產生結構性改變。就媒體產業而言，資訊傳播科技發展，不但改變了新聞內容的產制和流程，同時也改變了媒體工作者的工作樣態與媒體組織的經營模式。 本研究以聯合報系為對象，探討其在科技發展下，人力資源及勞資關係的變化。研究發現，科技發展對媒體工作者的工作型態已產生實質變化，科技的應用使得工作效率提升了，但因工作樣態變得更多元，勞動強度也變大了。再者，如何強化跨平台團隊協力合作，落實公平考核，發揮綜效功能，相關制度設計宜更審慎周延。另方面，隨著網路科技發展，工作職場分散化，為避免同仁凝聚力被弱化，工會應強化虛擬工會的經營，藉以拉近會員距離。 英文摘要 The information and communication technology have changed our life styles and working ways and made traditional type in workplace changed. As far as media industry is concerned, the development of information technology has not only changed the production and process of news but also changed the working types and the management model of media working group of media people. The research takes the United Daily News as a research subject and examines the changes in human resources and labor relations under the development of science and technology. The results show that the technological development of science and technology has created substantial changes in the working style of the media. However, as working styles become more diverse, the intensity of labor also increases. Moreover, the relevant design of system to strengthen the coordination of the team, to implement a fair evaluation and to give a full play to the overall efficiency and efficiency should be more careful. In addition, with the development of internet technology, the work place is decentralized. The labor unions should strengthen the operation of virtual unions in order to reduce the distance between members and avoid the weakening of cohesion. 關鍵詞 資訊科技、人力資源管理、組織變革、數位匯流、虛擬工會、Information technology、Human Resources management、 Organizational change、Convergence、Trade Union   篇名 管制居家照顧還是移工？香港、新加坡與台灣家事勞動法制比較與建議 英文篇名 Regulating home care givers or migrant workers? Comparing domestic workers regulation in Hong Kong, Singapore and Taiwan 作者 許雲翔、成之約 刊名 政大勞動學報 期數 202003(第31期) 出版單位 國立政治大學勞工研究所 起訖頁 89-118 摘要 本研究整理我國、新加坡及香港家事勞動相關立法，分析制度選擇及其問題，進一步協助我國建立適合的家事勞動法制。研究以「適用移工規定」、「同時適用勞工及移工規定」、「同時適用居家照顧及移工規定」等三地的管制選擇做為觀察切入點，比較管制選擇的影響。研究建議專法或特別立法保障家事勞動者權益，同時推動契約規範，針對數個共識度高的面向進行立法，以衡平概念替代勞動保障，並以各種政策創新整合外籍看護工提供服務。 英文摘要 This study compares the domestic employment regulation in Taiwan, Singapore, and Hong Kong. We analyze the choice of policy tools and its problems in order to improve regulatory system. The study uses three aspects, which is “applicable to migration regulations”, “simultaneously applicable to labor and migration regulations”, and “applicable to both long term care and migration regulations” as observation entry points to compare the impact of policy options. The study recommends that special laws or special legislation would be the optimal option to protect the rights and interests of domestic workers. Other recommendations include promoting standard contract, replacing labor protection with the concept of equity, and integrating foreign domestic workers with various policy innovations to provide long term care services. 關鍵詞 家事勞動、彈性安全、移民法制、Domestic employment、Flex security、Migration regulation   篇名 中國大陸勞動爭議現狀及影響因素分析 英文篇名 An analysis of the current situation and influencing factors of labor disputes in the Chinese mainland 作者 羅燕 刊名 政大勞動學報 期數 202003(第31期) 出版單位 國立政治大學勞工研究所 起訖頁 119-145 摘要 勞動爭議是反映社會勞動關係狀況的綜合性指標，隨著《勞動合同法》的實施以及勞動者維權意識的提高，中國大陸勞動爭議正呈現出數量增加、類型多樣、調處難度增大等特點。本文利用2008-2017年中國30個省市的面板資料，一方面分析了中國大陆勞動爭議的基本現狀、原因、處理方式與結果，另一方面實證識別了影響勞動爭議的宏觀經濟因素。研究發現：2013至2017年五年的當期受理案件數明顯高於2008年至2012年五年的當期案件受理數；2008年至2017年使用仲裁調解方式來解決勞動爭議的比例不斷增長，使用仲裁裁決方式來處理勞動爭議的比例處於較為穩定的水準，而使用其他方式來處理勞動爭議的比例不斷下降；因勞動報酬引發的勞動爭議始終居於主導地位，因社會保險引發的勞動爭議所占比例略高於因解除、終止勞動合同引發的勞動爭議比例；城鄉收入差距、建立勞動爭議調解委員會的基層工會比例、出口依存度、城鎮登記失業率、失業保險覆蓋率等經濟變數對勞動爭議水準存在正向影響；產業結構、人力資本水準、實際GDP環比增長率對勞動爭議水準存在負向影響。 英文摘要 Labor dispute is a comprehensive indicator reflecting the status of social labor relations. With the implementation of the labor contract law and the improvement of workers' awareness of safeguarding rights, China's labor dispute is showing the characteristics of increasing number, diversity of types and increasing difficulty in mediation. Based on the panel data of 30 provinces and cities in China from 2008 to 2017, on the one hand, this paper analyzes the basic status, causes, handling methods and results of labor disputes in China, on the other hand, it empirically identifies the macroeconomic factors affecting labor disputes. It is found that: the number of cases accepted in the five years from 2013 to 2017 is significantly higher than that in the five years from 2008 to 2012; from 2008 to 2017, the proportion of using arbitration and mediation to solve labor disputes is growing, the proportion of using arbitration and adjudication to deal with labor disputes is at a relatively stable level, while the proportion of using other methods to deal with labor disputes is growing The proportion of labor disputes caused by social insurance is slightly higher than that caused by rescission or termination of labor contracts; the economic variables such as the income gap between urban and rural areas, the proportion of grass-roots labor unions establishing labor dispute mediation committees, the degree of dependence on exports, the registered unemployment rate in urban areas, the coverage rate of unemployment insurance and so on The level of labor dispute has a positive impact; industrial structure, human capital level, real GDP growth rate have a negative impact on the level of labor dispute. 關鍵詞 勞動爭議、地區、宏觀經濟因素、現狀、Labor Dispute、Region、Macroeconomic Factors、Current Situation  

序號 作者 文章標題 1 王漢威 事業場所工作者的工時計算與雇主的工作時間管理義務 2 李健鴻 最低工資制度的比較分析及對台灣制定最低工資法的啟示 3 辛炳隆、林昭禎 銀色風暴下的高齡就業政策：借鏡日本「延後退休」施行政策   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 事業場所工作者的工時計算與雇主的工作時間管理義務 英文篇名 The calculation of Deemed Working Hours System for laborers working outside of workplace and the duty of employers to control workers' working hours 作者 王漢威 刊名 政大勞動學報 期數 201807(第30期) 出版單位 國立政治大學勞工研究所 起訖頁 1-39 摘要 為解決事業場所外工作者的工時難以計算之問題，勞動部於2015年公布「勞工在事業場所外工作時間指導原則」。當勞工於事業場所外工作，且因雇主難以直接行使指揮監督權限以致勞工的工作時數難以計算者，勞工的工作時間應依擬制之結果計算之。雖然雇主未能直接對事業場所外工作者行使指揮監督權限，但雇主的工作時間掌握管理義務與保護照顧義務依然存在，如何調和兩者之關係即為一項研究之議題。本文擬透過參考比較日本的法規範與經驗，找尋事業場所外工作的特性，而後建立起擬制工時制與雇主的工作時間掌握管理義務與保護照顧義務間之關聯的理論以保障事業場所外工作者的權益乃本文之主要目的。 英文摘要 In order to solve the problem that is the difficulties to calculate the working hours of the laborers who work outside of the workplace, Ministry of Labor bulletined a principle to adopt Deemed Working Hours System in 2015. When a laborer works outside of the workplace, and the detailed instruction and supervision by the employer are not involved, which results in the difficulties to calculate the working hours, the number of working hours shall be deemed to be the prescribed working hours. Even though the employers cannot instruct and supervise the laborers who work outside of the workplace directly, the duties of employers to control laborers' working hours and to give the necessary consideration to allow laborers to work while securing the safety of his/her life, body and the like still exist. However, it is an issue that how to combine those duties with Deemed Working Hours System. By consulting Japanese regulations and judicial precedents, the author attempts to find the characteristics of working outside of the workplace. Then, establishing the theory of the relation between Deemed Working Hours System and employers' duties to protect the rights of laborers working outside of the workplace is the main purpose of this article. 關鍵詞 擬制工作時間制、工作時間、事業場所外工作者、工作時間掌握管理義務、保護照顧義務（安全配慮義務）、Deemed Working Hours System、working hours、laborers working outside of the workplace、the duty of employers to control laborers' working hours、the necessary consideration for securing the safety of workers' life and body   篇名 最低工資制度的比較分析及對台灣制定最低工資法的啟示 英文篇名 Comparative Analysis of Minimum Wage Institution and Its Implications for Minimum Wages Act Formulate in Taiwan 作者 李健鴻 刊名 政大勞動學報 期數 201807(第30期) 出版單位 國立政治大學勞工研究所 起訖頁 41-97 摘要 制定「最低工資法」是當前台灣社會關切的重要勞動政策議題，本文為探討合理可行之最低工資法的制度内涵，從「制度比較分析」的途徑，比較分析各國最低工資制度的制度類型，並分析各國最低工資制度在決策機制、審議程序、調整指標、強制執行機制的制度內涵，藉以省思台灣的基本工資制度在實踐上出現的問題，進而提出台灣制定最低工資法的制度設計原則。研究發現，台灣基本工資制度是屬於「單一最低工資率適用於全國所有勞工-政府是最終決策者」的制度類型，但是實施多年以來，出現了「調整指標的強制效力不足」、「審議程序機制不明確」、「審議結果易被政府否決」、「強制執行機制的實施成效有限」等實踐問題，導致基本工資制度原本應達到「保障低薪勞工最低生活需要」之政策目標的成效有限。研究建議，考量台灣的實際情形，並參照多數國家實施最低工資制度的作法，最低工資立法的制度設計原則應該包括：「勞資政三方參與」的「最低工資委員會」決策機制、「每年定期召開審議會議」、「研究小組檢視提議」與「社會各界提出不同意見」的最低工資調整機制、法制化的最低工資調整指標、有效落實的強制執行機制等。 英文摘要 Formulating Minimum Wage Act is important labor policy issue in contemporary Taiwan, this article aim to explore the reasonable and feasible institutional design principles of Minimum Wage Act. From comparative analysis of minimum wage institution concerning about the decision mechanism, review procedure, adjustment index, enforcement mechanism in countries, this article provide the institutional design principles of formulating Minimum Wage Act after review the practical problems of basic wages institution in Taiwan. The first main finding is that the basic wages institution belong to the category of “single minimum wage rate for all national workers – government is sole decision maker”. The second main finding is that there were four practical problems derived from the basic wage institution as follow: inadequate enforcement performance of adjustment index, unclear review procedure, reviewed outcomes likely to be rejected by government, limited enforcement mechanism performance, resulting in the limited wage protection performance for low wages workers. Consider the practical problems and the measures of minimum wage institution in most countries, the suggestions as follow, the institutional design principles of for formulating Minimum Wage Act includes: minimum wage committee composed of representatives of workers, employers and government according to the principle of triple participating, regular review mechanism every year, proposal by research group, appeal institution from civil society, formulating the legal system of adjustment index and effective enforcement mechanism. 關鍵詞 最低工資制度、決策機制、審議程序、調整指標、強制執行機制、Minimum Wage Institution、Decision mechanism、Review Procedure、Adjustment Index、Enforcement mechanism   篇名 銀色風暴下的高齡就業政策：借鏡日本「延後退休」施行政策 英文篇名 Measures on Elder Employment in Aging Era: Study on Japan's Experience of Delayed Retirement 作者 辛炳隆、林昭禎 刊名 政大勞動學報 期數 201807(第30期) 出版單位 國立政治大學勞工研究所 起訖頁 99-133 摘要 銀色風暴來襲，但以往的學術研究抑或媒體報導大多偏重在年金改革與健康照護議題，較少關注高齡人力之運用。一般常將「延後退休」當成降低年金給付財務壓力之配套，卻鮮少探討如何運用銀髮人才，甚至是推動「延後退休」是否對青年就業造成衝擊。從主計總處之中老年狀況調查可知，一般人在退休後，生活多以料理家務及照顧親人為主，較少擔任顧問扮演指導後進的角色，甚至創業為自己圓夢。儘管《勞動基準法》於2008年一舉將強制退休年齡，由60歲延至65歲，不過受僱員工動向調查也顯示，有近五成的廠商寧可缺工，也不願進用45歲以上者，顯見企業對資深勞動力仍有「年齡迷思」，且未意識到在「高齡少子化」的情況下，未來恐面臨勞動力供給不足之問題。有鑑於過去對日本「延後退休制度」的相關研究，多從單一面向加以探討，諸如：高齡就業法制、銀髮人才中心、漸進式退休、中高龄之職業能力開發或是高齡就業現象與問題等。為了解日本如何以四十載以上的時間推動「延後退休」，並使之成為社會趨勢，本文將破除以往的分析模式，採歷史制度論的觀點，將影響高齡就業的相關措施「崁入（embed）」當時的社會環境，分析其演化歷程，以明制度的生成與配套，進而找出可以借鏡之處。 英文摘要 The silver storm is striking most countries across the globe. However, academic papers or media reports in the past mostly focused on pension reforms or health/care issues, seldom paying attention to the use of the elder labor force. They usually take “delayed retirement” as supplementary measures to reducing financial pressure on pension payments, but rarely touch upon utilization of those elder workers, not to mention an impact of “delayed retirement” on a situation of youth employment. A survey on the middle-aged and elderly, released by the Directorate-General of Budget, Accounting and Statistics under the Executive Yuan, indicates that most retirees mainly spend time in housework and take care of their family members, and only a few will play a role of advisor for youngsters or even start their own business to fulfill lifetime dreams. An amendment to the Labor Standard Act in 2008 has extended the age of compulsory retirement from 60 to 65 years old. Yet, a survey on employee movements demonstrates that nearly 50% of business owners would rather bear a shortage of labor force than hiring workers of 45 years old or above, indicating that many enterprises are still having a bias against elder laborers and unaware of a problem on a possible shortage of labor force in the face of “aging society with sub-replacement fertility.” Many researches related to Japan's “delayed retirement system” in the past mostly put an emphasis on a single faction such as laws on elderly employment, center for senior talents, phased retirement, exploitation on expertise of the middle-aged and elder labor force, or phenomena and problems on elder workers. For the purpose of understanding how the “delayed retirement system” has become a social trend in Japan over forty years or more, this paper will analyze reasons and measures affecting elderly employment. This research will finally provide findings by adopting an historical institutional theory, in addition to the previous analytical model, to clarify how Japan's “delayed retirement system” has been developed with supplementary means to find out what Taiwan can learn from it. 關鍵詞 高齡就業、延後退休、年金、Elder Employment、Delayed Retirement、Pension    

序號 作者 文章標題 1 李健鴻 臺灣簽署自由貿易協定勞工專章的制度途徑類型與執行機制分析 2 林良榮 論大學生兼任校內助理工作之「勞工」身分爭議與相關社會保障權利：以日本大學生兼任助理之教育勞動政策及其轉換為中心 3 李錦智 中國工傷保險與損害賠償請求競合：非典型勞動爭議 4 陳怡如 策略聯盟之運作、績效與存續：以中區人才培訓策略聯盟為例   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 臺灣簽署自由貿易協定勞工專章的制度途徑類型與執行機制分析 英文篇名 An Analysis of Institutional ApproachTypes and Enforcement Mechanisms in Labor Provisions of Free Trade Agreements Signed by Taiwan with Trade Partnership 作者 李健鴻 刊名 政大勞動學報 期數 201602(第29期) 出版單位 國立政治大學勞工研究所 起訖頁 1-57 摘要 本文分析臺灣簽署的二項自由貿易協定勞工專章的制度途徑類型以及執行機制。研究發現，由於台灣長期受到國際政治環境的制約，促使政府採取「消極性納入勞工專章」的政策立場，導致台灣已經簽署之二項自由貿易協定的勞工專章條款內容，主要是依照貿易夥伴國各自的政策需要而制定，分別採取「條件性──促進性的制度途徑」、「促進性的制度途徑」二種制度途徑類型，在不同的制度途徑下，各自建構形成二項協定的勞工專章具有不同的執行機制以及勞動保護制度內涵。研究建議，政府應該採取「積極納入勞工專案」的政策思維，在對外洽簽自由貿易協定時，主動提出「勞工專章」的提議；而且政府應該制訂「洽簽自由貿易協定的事前影響評估機制」，將「就業影響評估」納入事前的影響評估範圍內；對於已經簽署的二項協定的「勞工專章」內容，政府應該落實執行，以保護勞工的基本勞動權利；政府還應該檢視與修正我國現行勞動法律內未能符合ILO的核心勞動基準之處，以減少未來洽簽自由貿易協定的障礙，開拓台灣對外洽簽自由貿易協定的國際空間。 英文摘要 This article analyzes the institutional approach types and enforcement mechanisms in labor provisions of free trade agreements signed by Taiwan with trade partnerships. The main findings is that due to the government take “passive included labor provisions” policy stance in the context of constrained external international political environment, leading to the two labor provisions of free trade agreements in accordance with policies needs of externaltrade partnerships countries, formulate the institutional approach types were adopted “conditionalpromotional approach” and “promotional approach”, each institutional approach type constructing different enforcement mechanisms and labor protection institutional contents. There are four suggestions as follow, firstly, government should be changed to take the “actively included labor provisions” of policy thinking, offered actively incorporate labor provisions in the process of negotiating free trade agreements. Secondly, government must construct the pre-evaluation mechanism to evaluate the influences of free trade on the employment impact of workers. Thirdly, government should actively perform the “labor provisions” contents in two agreements have been signed by Taiwan with trade partnerships, in order to protect the fundamental labor rights of workers. Fourthly, government must review and revise the failure within the prevailing labor laws to comply with ILO core labor standards, in order to open up the international space of negotiating free tradeagreements, and reducing the obstacles in the process of negotiating free trade agreementin the future. 關鍵詞 勞工專章、核心勞動基準、自由貿易協定、制度途徑、執行機制、Labor provisions、Core labor standards、Free trade agreement、Institutional approach、Enforcement mechanisms   篇名 論大學生兼任校內助理工作之「勞工」身分爭議與相關社會保障權利：以日本大學生兼任助理之教育勞動政策及其轉換為中心 英文篇名 Controversy of the Undergraduate Assistants’ Working Status and their Labor Rights: The theme of Educational Labor Policies and Role Changes of Japanese Undergraduate Assistants 作者 林良榮 刊名 政大勞動學報 期數 201602(第29期) 出版單位 國立政治大學勞工研究所 起訖頁 59-99 摘要 自2011年台大研究生成立工會所生爭議事件為始，其所爭執者，即在於各該適用法律所定義之「勞工」身分之範疇與認定標準（勞工身分之合法性），包括：兼任助理是否為具有（僱用關係之上）勞工身分、是否為工會法、勞基法以及相關社會保險法上勞工，乃至於是否為我國相關勞動或社會法令等權益規範之保障適用範圍。若以「助理」之身分從事工作，不論其是否兼任或有無在校學生之身分，即已明顯包含有為他人之目的而給付一定（特定）勞務之性質，但另一方面，亦不能以此勞務性之給付而否認該助理之工作可能同時具有為自己之目的或者以其為教育學習方式之性質。換言之，學生兼任助理於法律適用關係上尚難以「學生」或「助理」之形式身分而確定其工作性質，亦即，該所謂學生兼任助理之「工作」具有「偏向勞動」或「偏向教育」之位移可能，且多數之情形乃同時包含程度不一的「勞動」或「教育」性質。此外，由於實際上勞動給付樣態的多元性與變動性，所謂「學生兼任助理」之給付主動與內容並非是具有單一性或固定範疇之概念，因此往往也導致該給付行為於法律適用上之不確定性。本文將整理日本「勞動者」概念及其判斷基準之有關學說與實務見解的脈絡，進一步說明日本大學生兼任助理有關契約身分定性的現行制度運作與相關爭議，並以大學兼任助理知參加職災保險為例，比較台灣與日本現行相關制度規範之差異。 英文摘要 Since the graduate students of National Taiwan University formed its union in 2011, the controversies of the definition of legal labor status have been risen. The issues include the student assistants’ employment status and their rights covered by the Union Law, Labor Standards Law, and Social Security Law. When individuals work as an assistant, whether they are part-time students or without any student identity, it is clear that they are paid for doing a specific task to fulfil other person’s purpose. However, it cannot be denied that the assistants may work for their own gain or for the educational purpose. It is difficult to rectify the nature of work done by student assistants under the role of a student or an assistant. The nature of their work can be either labor oriented or learning oriented. In most cases, it may involve different level of both labor and learning in nature. 關鍵詞 學生兼任研究助理、學生兼任教學助理、勞工概念、部分工時勞工、職災保險、Student research assistant、Student teaching assistant、Worker concept、Part-time worker、Occupational hazard insurance   篇名 中國工傷保險與損害賠償請求競合：非典型勞動爭議 英文篇名 The Study of Conflicts between Claims in Industrial Injury Insurance and Civil Damages Compensations in the PRC 作者 李錦智 刊名 政大勞動學報 期數 201602(第29期) 出版單位 國立政治大學勞工研究所 起訖頁 101-128 摘要 中國勞動關係構成元素除勞動合同制度外，尚涉養老退休、工傷保險等制度轉型因素。工傷保險制度係從企業內勞工保險體制轉向企業外社會保險體制中，各項工傷待遇給付仍依賴企業支付，與台灣以保險支付方式顯然不同。而工傷給付若有項目或金額爭執者，概以勞動爭議處理程序解決，處理程序須經強制仲裁，並無程序簡化之便利。且實體權利上工傷待遇與民事損害賠償請求競合接軌不當，使勞工無法提出非財產損害賠償請求。此等差異認知不僅在中國勞動法制研究上有其必要，對付中經營企業之風險管理亦為重要。本文試以：(1) 工傷待遇與勞動保險、(2) 工傷待遇請求與損害賠償請求、(3) 工傷待遇與損害賠償競合模式、(4)競合關係評價，逐層說明中國工傷給付爭議與勞動爭議事件結合之制度因素，工傷損害賠償制度路線辯證與法制發展。 英文摘要 The labor-management relationship in China is formed by labor contract system, combing with the transforming systems of retirement and vocational injury insurance. The vocational injury insurance in China is started with the form of labor insurance in enterprises, and then transformed to the type of social insurance. However, each benefit is still paid by enterprises, which is different from the operation of social insurance in Taiwan. Any dispute that related to money or other matter in terms of vocational injury benefit will be managed with labormanagement dispute process. The process is run with compulsory arbitration; thus, inconveniently, the process can not be simplified. In addition, due to the failed connection of the concurrence parts of vocational injury benefits and civil damages, workers can not claim for non-property damages. It’s necessary to notice this problem while studying the labor legal system of the PRC. It is also an important message regarding risk management to the Taiwan-based enterprises in China. 關鍵詞 工傷待遇、勞動爭議、侵權、損害賠償、競合、Vocational injury benefit、Labor dispute、Infringement、Compensation、Overlapping   篇名 策略聯盟之運作、績效與存續：以中區人才培訓策略聯盟為例 英文篇名 Strategic Alliance Operation, Performance and Existence: A Case of the Central Region Human Resources Training Strategic Alliance 作者 陳怡如 刊名 政大勞動學報 期數 201602(第29期) 出版單位 國立政治大學勞工研究所 起訖頁 129-166 摘要 中區人才培訓策略聯盟以結合學校、研究單位與職訓中心提供人才培訓能量，彌補教育與實務落差，採取政府與民間團體夥伴關係的運作型態，促進就業市場供需媒合。本研究嘗試了解策略聯盟的基本理念，以策略聯盟制度與社會心理因素勾勒出策略聯盟運作現況，並探討其對人才培訓策略聯盟績效的影響，進而評估聯盟存續的未來性。本文採取郵寄問卷調查，於2008年普查策略聯盟機構負責人、主管等產管學菁英人士，其對策略聯盟制度規範與社會心理因素如何影響策略聯盟績效等看法；進一步檢視策略聯盟績效對策略聯盟存續的影響。研究顯示策略聯盟發展因素（制度規範、社會心理）皆與策略聯盟績效呈現顯著正相關；策略聯盟績效與合作存續的關係呈現顯著正相關。 英文摘要 Central training center plans to empower and integrate the training resource of central Taiwan to improve the performance, to help the industry development, to analyze the employment needs and to establish contact with train units. It established the central human resource training strategic alliance in June, 2004. The strategic alliance intends to integrate the training energy of schools, research units and government, improve the technical employability and redeem the gap of education and practice. Therefore, this research intend to understand the practice of the human resource training strategic alliance, probe into the cooperative strategies between governments, private sectors and non-private organizations, and review the influence on the match of supply and demand in the labor market. 關鍵詞 策略聯盟、人才培訓、策略聯盟績效、策略聯盟存續、Strategic alliance、Personnel training、Alliance performance、Alliance existence    

序號 作者 文章標題 1 劉宜君、辛炳隆、馬財專 促進就業政策之跨計劃研究：政策利害關係人途徑 2 林宗德 晶圓廠勞動過程之探討：以時間秩序為分析角度 3 李健鴻 後工業社會的失業風險調控：台灣因應金融危機的就業政策與治理困境分析 4 許勝智、張昌吉 高科技產業研發人員人格特質對知識分享意願影響之研究：以信任關係為中介變項 5 張家春、張昌吉 社會保障制度的建構與永續性研究：以中國大陸社會保障制度為例   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 促進就業政策之跨計劃研究：政策利害關係人途徑 英文篇名 A Stakeholders Approach to Cross-Policy Performance Evaluation of Promotion Employment Programs 作者 劉宜君、辛炳隆、馬財專 刊名 政大勞動學報 期數 201212(第28期) 出版單位 國立政治大學勞工研究所 起訖頁 1-43 摘要 本研究以「多元就業開發方案」、「立即上工計畫」、「青年職場體驗中程計畫」與「培育優質人力促進就業計畫」等四項計劃為研究對象。本研究除探討促進就業政策評估的文獻外，並說明四項計畫內容的異同，進而從政策利害關係人途徑，以電話調查四項計畫可評估的共同項目。問卷調查的母群體以2009年參與計畫為主，調查對象資料擬透過執行機關協助取得僱用單位與其計畫參與者名單。設計問卷內容涵蓋僱用單位與計畫參與者對於參與方案認知、選擇理由、參與經驗、滿意度、影響及建議。由於四項方案在目標與執行策略上有所差異，本研究針對四項計畫的共同政策理念、目標與策略設計共同調查題目，以作為比較基礎，並針對四項計畫的特性，設計執行評估與影響評估的差異性題目。本研究執用人單位與進用人員1,600位的調查。分析四項計劃在近似期間執行，因部分計畫鎖定對象未能明確產生區隔，在計劃執行過程中不可避免將會產生資源導入重疊的效應與機會成本問題。因而建議強化跨部會的協調機制，以使資源有效配置，並建議政府及早建置失業者分類架構，並藉由實證分析，釐清不同類別的失業者所適合的協助方案。 英文摘要 In recent years, the government has endorsed wage subsidies as a policy instrument to deal with this country's diverse unemployment since financial crisis of 2007. The major purpose of this paper is to compare implementation process and effectiveness of four promotion employment policies from the stakeholder approach. The research considers Multiple Employment Program, Instant Employment Plan, Youth Work Experience Program and Promotion of Employment through Improving Quality Human Project as cross-policy research objectives. Those programs are characterized as types of wage subsidies policy to raise employment levels. This paper takes stock of the relevant literature and conducts a telephone survey to obtain insights into wage subsidy design and implementation issues. The research also investigates whether this policy measure is appropriate in dealing with diverse unemployment problem. Those interested parties are surveyed to understand their experience of participating in those programs, policy satisfaction and their opportunity cost viewpoint. The research argues that although wage subsidies may be successful at creating jobs, they should not be seen as the primary or dominant policy instrument for dealing with the broader unemployment problem. The research also finds that grant standards are inconsistent with the each other; it shows trade-off and competition among the programs. To enhance the effectiveness of wage subsidies, they should preferably be linked to structured workplace training, be targeted to industries where employment will be responsive to changes in labor costs, and be focused on the unemployment. The research suggests that the relevant authorities review and improve existing administrative operations of those programs, the contents of streamlining processes and operations to reduce administrative procedure pressure. 關鍵詞 促進就業政策、政策評估、政策利害關係人、機會成本、Policy Evaluation、Promotion Employment Policy、Policy Stakeholder、Opportunity Cost   篇名 晶圓廠勞動過程之探討：以時間秩序為分析角度 英文篇名 The Investigation of the Temporal Order of the Labor Process in Semiconductor Fabs 作者 林宗德 刊名 政大勞動學報 期數 201212(第28期) 出版單位 國立政治大學勞工研究所 起訖頁 45-86 摘要 當前半導體製造業的特色是研究與生產合一，以因應半導體製成的複雜性與快速的技術變遷。半導體業的技術變遷可用所謂的「摩爾定律」來說明：在每一到兩年內，在積體電路晶片尚可容納的電晶體數量將會倍增。然而實驗室與工廠的合一，使得同時肩負研究與生產功能的設備，其運轉時間的分配成為重要問題，形塑了半導體晶圓廠中工作的時間特性。本文分析半導體晶圓廠為求同時滿足研究與生產的需求，造就的兩類雇員——技術員和工程師之工作的時間秩序。透過分工，技術員不需解決生產過程中發生的問題，工作的特徵是一系列可預測次序而持續時間短暫的事件，呈現的是「單序」之形態。相較之下，由於半導體的製程複雜性，工程師面對不定時出現的問題，必須同時處理各種解決所需時間不一的事件，其工作為「多序」的形態。而由於設備運轉時間由製造部門壟斷，解決問題和製程研究所需的實驗常無法順利取得該時間，使得工程師多序工作的形態更為鞏固。晶圓廠內因技術特性而構築的時間分配體制，造就了工程師長工時的工作形態。 英文摘要 Contemporary semiconductor manufacturing is characterized by the erasure of the boundary between research and production, the arrangement that seeks to accommodate to the intricacy of chip making process and the rapidity of technology change. The rapidity of technology change in semiconductor manufacturing, frequently couched in terms of the so-called ‘Moore's Law,' maintains at a speed that the number of transistors that can be put on an integrated circuit doubles every one to two years. The indistinguishability between laboratory and factory, however, makes the allocation of the machine time—both for research and for production purposes—a prominent factor that shapes the temporal order of work in semiconductor fabs. This paper analyzes the temporal order of technicians' as well as engineers' work. Technicians are exempted from handling problems that arise in the production process, and their work is characterized by short, successive tasks in a predictable sequence—a ‘monochronic' order. In contrast, due to the complexity of semiconductor manufacturing, engineers face problems that arise randomly, and are forced to undertake several tasks which last for various lengths of time simultaneously—their work is in a ‘polychronic' order. With the machine time monopolized by the production department, difficulty in gaining access to the machine time for experimentation, the basis for both problem-solving and research work, contributes further to the polychronicity of engineers' work. In semiconductor fabs, miniaturization trend dictates the way machine time is allocated, which in turn leads to the long working hours of engineers. 關鍵詞 半導體產業、半導體晶圓廠、勞動過程、時間秩序、Semiconductor Industry,、Semiconductor Fabs、Labor Process、Temporal Order   篇名 後工業社會的失業風險調控：台灣因應金融危機的就業政策與治理困境分析 英文篇名 Unemployment Risks Regulation in Post-industrial Society: An Analysis of Employment Policies and Governance Dilemma in Response to Financial Crisis in Taiwan 作者 李健鴻 刊名 政大勞動學報 期數 201212(第28期) 出版單位 國立政治大學勞工研究所 起訖頁 87-155 摘要 本文從「新社會風險」觀點分析台灣為因應金融危機而在2008年至2012年實施的就業政策與治理困境。探討議題為：台灣自1999年以後建構形成的「後工業社會」時期的就業政策體系，是否能夠有效因應金融危機引發的大量失業風險與長期失業風險？台灣在「後工業社會」形成的就業政策體系脈絡下，為因應金融危機引發大量失業與長期失業風險所實施的就業政策措施，面臨的治理困境為何？研究發現，台灣的就業安全體系，面對金融危機引發失業風險所暴露出的治理困境是：政府雖然採取了強化「積極促進」政策途徑的失業風險調控策略，但是以就業保險制度為核心所建構的就業政策體系，回應金融危機引發失業風險的治理能力卻明顯不足，難以有效提供多數失業者所需要的「所得安全」基本保障，同時也無法提供多數失業者所需要的就業促進政策措施，因此政府才會依循過去失業危機時期的路徑依賴，實施各項「非制度性」的短期積極性勞動市場政策方案，企圖彌補就業安全體系的破漏，以因應失業風險問題，可是這些短期勞動市場政策方案的實際成效，至2012年執行結束時，雖然使失業率有所下降，但是整體的失業人數與長期失業人數仍相對然多餘金融危機出奇的人數，顯示「非制度性」的端其積極性勞動市場政策方案也面臨著治理的限制。 英文摘要 This article aim to explore the employment policies and governance dilemma from the 'New Social Policies Approach', in response to financial crisis since 2008 to 2012 in Taiwan. The issues include: whether the employment policies system in postindustrial society had been constructed since 1997 was able to cope with the risk of massive unemployment risk and long-term unemployment risk triggered by the financial crisis? What the employment policies system had been faced governance dilemma in response to the risk of massive unemployment and the risk of long-term unemployment triggered by the financial crisis? The main findings is that although the government performing unemployment risk regulating strategies according to activation governance principle, but governance capacity of employment insurance institutions as the core of employment policies system is obviously insufficient, it is difficult to effectively provide basic income security and employment promotion measures for most unemployed in response to the unemployment risk caused by financial crisis, bringing forth the government 'path dependence' of 'non-institutional' short-term active labor market policy programs in an attempt to compensate for the leaking of employment safety net to cope with high risk of unemployment problem. In fact, the actual effectiveness of these 'non-institutional' short-term labor market policy programs is limited until 2012, although the decline in the unemployment rate, but the overall numbers of unemployed and the numbers of long-term unemployed is still higher than the numbers of the early financial crisis , there is a clear governance restrictions that 'non-institutional' short-term active labor market policy programs. 關鍵詞 新社會風險、就業政策、後工業社會、失業風險調控、積極促進、New Social Risks、Employment Policies、New Social Policies、Post-industrial Society、Unemployment Risk Regulation、Activation   篇名 高科技產業研發人員人格特質對知識分享意願影響之研究：以信任關係為中介變項 作者 許勝智、張昌吉 刊名 政大勞動學報 期數 201212(第28期) 出版單位 國立政治大學勞工研究所 起訖頁 157-200 摘要 在企業環境變化快速的今日，組織內部資源的管理受到了更多的關注，尤其是管理與創造知識資產的領域。在知識時代，「人力資本」成為此波全球化最重要的競爭要素，人才憑藉著他人難以模仿的知識及創意與其競爭，創意與知識改寫了過去依靠生產元素規模來取勝的經濟模式。然而，因知識是存在於知識工作者的腦海中，唯有透過組織成員間的交流，將其所擁有的知識、經驗分享給他人，促進創新知識的產生，創造出組織競爭優勢的正面持續性循環，提升企業的資本與顧客資本，讓組織在競爭環境中常保經營優勢。有鑑於高科技產業已成為台灣與全球競爭的重要支柱，該產業俱有重視研發與創新以及知識、技術密集度高等特性，研發人員知識分享行為對組織競爭，尤顯重要。本研究以台灣高科技產業的研發人員為研究對象，將高科技產業區分為電子科技業（包含了半導體工業、電腦及週邊設備製造業、通訊工業、光電工業）、數位內容及電腦系統設計服務業、機密機械、生物科技與特用化學藥品與製藥工業等五大類。以網路問卷調查作為資料蒐集隻方式，蒐集方法為鎖定在高科技公司任職並有實際參與組織發展的研發人員，採滾雪球抽樣方法，總計共發放300份問卷，並回收有效問卷243份，透過結構方程式、相關分析與複迴歸分析將五大人格特質和信任關係對知識分享意願進行實證分析。研究結果發現，高科技業中的據親和宜人性人格與開放學習性人格的研發人員在知識分享意願成顯著的正向影響，令組織中的高度信任關係俱有增強不同人格特質的之研發人員的分享意願。 關鍵詞 知識分享意願、人格特質、信任關係   篇名 社會保障制度的建構與永續性研究：以中國大陸社會保障制度為例 English Title The Study for Building Up Sustainable Social Security System - A Case Study of Main Land China 作者 張家春、張昌吉 Author Chia-Chuen Chang & Chun-Chig Chang 刊名 政大勞動學報 期數 201212(第28期) 出版單位 國立政治大學勞工研究所 起訖頁 202-229 摘要 社會保障制度無法一蹴而成，中國大陸的社會保障制度自1951年勞動保險條例出台以後，歷經50餘年的演進，終於完成涵蓋養老、醫療、工傷、失業及生育五大項目的社會保障制度，中國社會保障體制基本集中在現有的職業分層，影響著社會安全社會保險的分配份額，2004年中國社會保障和政策白皮書揭露了高度重視擴大社會保障覆蓋範圍，2011 年養老保險的城鎮職工養老保險的覆蓋率已提升到45%以上，但是面對快速的人口老化及經濟成長趨缓的情勢，中國社會保障的快速擴充力道顯然無法得到經濟成長對各項社會保障收入面的支持，因此經濟保八的目標被明確的訂定下來。本文運用動態均衛模型，在既有的中國經濟成長預估及社會保障資源結構下，模擬了中國人口老化因素對中國社會保障永續經營的挑戰，進而對於中國社會保障制度發展提出應當注意之建議，包括中國大陸應提高個人投資社保的意願，應該有因所得級距差距而調整養老給付的做法及在經濟成長努力保八同時應努力推增社會保障收入以累積基金等關鍵因素做出建議，值得同樣面對人口老化，勞保年金收支失衡的台灣做為借鏡。 關鍵詞 動態均衡模型        

序號 作者 文章標題 1 李憶萱、蕭嬋、陳詳衡 工作滿足、組織承諾、組織公民行為與離職傾向之關係探討——以某中國大陸台商個案公司為例 2 鄧學良、王德嚴 婦女勞動條款與立法形成權 3 張其恆 論通勤災害應否視為職業災害   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 工作滿足、組織承諾、組織公民行為與離職傾向之關係探討——以某中國大陸台商個案公司為例 英文篇名 The research of Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior, Turnover Intention relationship- Mainland China of a public traded Taiwanese company as an example 作者 李憶萱、蕭嬋、陳詳衡 刊名 政大勞動學報 期數 201112(第27期) 出版單位 國立政治大學勞工研究所 起訖頁 1-40 摘要 本研究以中國大陸為研究區域，探討工作滿足、組織承諾、組織公民行為、離職傾向間的影響關係。並以人口統計變項為控制變數，對以上變項檢定是否具有顯著差異。本研究以某台灣上市上櫃企業中國大陸公司員工為研究對象，並以普查發放問卷，有效回收問卷共311份，有效問卷回收率為98%。並使用敘述統計、信度、效度、因素、多元迴歸、路徑分析等方法。研究結果發現工作滿足會正向顯著影響組織承諾、組織公民行為，其中外在滿足變項會負向顯著影響離職傾向。而組織承諾、組織公民行為會負向顯著影響離職傾向。藉由路徑分析發現工作滿足對離職傾向負向影響總效果最強，其次為組織承諾。 英文摘要 This research Using factory workers located in Mainland China of a public traded Taiwanese company as general survey (census) samples, this study explores the relationship between employees' job satisfaction, organizational commitment, organizational citizenship behavior, and turnover intention. Result find job satisfaction positive affect organizational commitment and organizational citizenship behavior. Organizational commitment and organizational citizenship behavior negative affect turnover intention. Path analysis find in the turnover intention total effect, there are highest in job satisfaction, organizational commitment be second. 關鍵詞 工作滿足、組織承諾、組織公民行為、離職傾向、路徑分析、Job Satisfaction、Organizational Commitment、Organizational Citizenship Behavior、Turnover Intention、Path Analysis   篇名 婦女勞動條款與立法形成權 英文篇名 Female labor provision and right in forms of legislation 作者 鄧學良、王德嚴 刊名 政大勞動學報 期數 201112(第27期) 出版單位 國立政治大學勞工研究所 起訖頁 41-75 摘要 我國現行勞動法制，定有不少婦女條款，而其用意，是在於婦女勞動保障。惟經本研究發現，這些婦女勞動條款扭曲了勞動市場定律，甚而是不當將政府責任，加諸於企業主。凡此，已生無數不利現象於勞動婦女。政府理應重行檢討，並將婦女勞動條款定位於：婦女勞動應有特別保障，但本保障應由政府負起全責。 英文摘要 There are many regulations about feminine laborer in our country, and it is informed to serve protection around feminine laborer. But through this study, it is obviously that above regulations mentioned are twisting discipline of labor market. To the top if off, the governmental responsibility converts into the management’s duty. It brings much disadvantage to feminine laborer. It is necessary to do some examination, and try to locate the female labor regulation on : To be protected to woman labor, and to be the responsibility of the government. 關鍵詞 婦女勞動、女性保護、母性保護、勞動定律、政府責任、Female labor、Feminine Protection、Maternal Protection、Labor Discipline、Governmental Responsibility   篇名 論通勤災害應否視為職業災害 英文篇名 Should Commuting Accidents Be Regarded As The Work-Related Accidents? 作者 張其恆 刊名 政大勞動學報 期數 201112(第27期) 出版單位 國立政治大學勞工研究所 起訖頁 77-99 摘要 我國有關通勤災害職災補償之特殊法律規範方式，易使法院於某些個案援用日本法例過於傳統的解釋論，否定通勤災害勞工於勞基法第59條之適用，而形成勞雇雙方於通勤災害職災補償上，權利義務處於不確定之狀態。本文自比較勞雇關係與勞動法的觀點，釐清我國與日本勞基法有關通勤災害職災補償規定之不同立法背景與屬性；包括英美日等國在內的世界主要國家職災補償之制度發展納入通勤災害保護的趨勢；論證法院某些判決以上世紀初葉的陳舊過時的勞動法理排除通勤災害於勞基法第59條之適用，並無助於定爭止紛；而對問題的緩和與制度的健全，仍有賴採取某些必要之立法或行政調整作為。 英文摘要 The way of special legal norms about the commuting accidents in Taiwan, was easy to invoke over-traditional interpretative theory by the court in dealing with some cases, which denied the application of the article 59 of Taiwanese Labor Standards Law about commuting accidents, whatever formed the workers'  compensation of both employers and employees in commuting accidents leading to an uncertain state with the right and obligation of employment relations. First, this article from the point of view with the employment relations and labor law tried to clarify the different legislative background between Taiwanese and Japanese Labor Standards Law on the workers' compensation provisions from commuting accidents. Second, there is a tendency towards commuting accidents protection in the advanced countries, even including USA, UK and Japan gradually. Third, to argue the decision of Court in some cases to exclude commuting accidents in the application of the article 59 of the Labor Standards Law adopted out-of-date labor law theory more than half century ago that is no help to terminate related disputes. Lastly, to mitigate the uncertainty and the integrity of the system still relied on some adjustments of the necessary legislative or administration. 關鍵詞 通勤災害、職災補償、Commuting Accidents、Worker's Compensation    

序號 作者 文章標題 1 李耀泰 商品化影像勞動下的工會行動：紀錄片職業工會的案例 2 翁裕峰、尤素芬 環境倫理與職業安全衛生管理系統 3 傅柏翔、王惠玲 企業績效評估制度對勞動權益之衝擊研究   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 商品化影像勞動下的工會行動：紀錄片職業工會的案例 英文篇名 The Union Action under the Commercialized Image Labor: An example of Documentary Media Worker Union 作者 李耀泰 刊名 政大勞動學報 期數 200912(第26期) 出版單位 國立政治大學勞工研究所 起訖頁 1-48 摘要 工會乃是保障工人權益的勞動者組織，然而台灣過去對於工會的研究多集中在產業工會身上，認為職業工會只是「勞健保工會」而無其他功能。本文認為在民主化後所成立的職業工會其實是有一個能動性存在的，而這個能動性是什麼，是本論文試圖透過實際的個案經驗去探討和理解的。 在案例選擇上，本文以民主化後所成立的紀錄片從業人員職業工會為例；將研究重點放在影像勞動的特質與如何被「商品化」，以及紀錄片工作者因而面臨的市場風險，並檢視其中紀錄片職業工會以何種市場行為作為回應，其性質與角色又出現了哪些過去職業工會所沒有的功能。 本文發現，紀錄片職業工會作為紀錄片工作者的集體組織，試圖藉由各項市場行為，例如制定定型化勞動契約、成立發行平台等方式，來影響與自身利益相關的市場關係、增加該職業在市場上的影響力，藉此來保障自身的勞動權益，而這些作為對於會員也產生了與過去不同的意義，並且和勞工的個別勞動、就業保障上產生一定程度的連結。 英文摘要 A labor union is an organization formed for the protection of labor rights. In Taiwan, most researches related to the subject of labor unions concentrate on the industrial union rather than the craft union. These works consider a craft union's functions to be limited to ensuring workers'  labor and health insurance. This article deems that craft unions founded after democratization would display some interesting dynamics; accordingly, it aims to examine these dynamics by undertaking a case study. Documentary Media Worker Union founded after democratization was chosen for the analysis. This article focused on the characteristics of image labor, how does it get commercialized, and the market risk faced by documentary workers; at the same time, I examine the market behavior of the Documentary Media Worker Union, and if there are any characteristics or functions beyond those craft unions designated by the state. The study found that Documentary Media Worker Union functioned as collective organizations of documentary workers, attempting to influence market relations and enhance their occupational influence through various market behaviors, like set standard labor contract, establish publishing channel. Through these activities, they could protect their own working rights. These activities also lent new connotations to occupational labor, especially in context of public participation and the image of the craft union; in addition, the activities influenced individual work and the employment protection of labor. 關鍵詞 商品化、影像勞動、紀錄片從業人員職業工會、定型化勞動契約、國家統合主義、Commodification、Image Work、Documentary Media Worker Union、Standard Labor Contract、State Corporatism   篇名 環境倫理與職業安全衛生管理系統 英文篇名 Environmental Ethics and Occupational Health and Safety Management 作者 翁裕峰、尤素芬 刊名 政大勞動學報 期數 200912(第26期) 出版單位 國立政治大學勞工研究所 起訖頁 49-90 摘要 1960年代之後，由於全球快速工業化、生產技術變遷、大量化學性物質成為工業化生產原料，以及大量消費的生活模式的出現，環境倫理成為受到關注的重要議題。聯合國在1990 年代開始正視企業環境管理的規範議題， 並與國際標準化組織（ International Organization for Standardization, ISO）聯手推動環境管理標準的觀念，自此企業社會責任（corporate social responsibility）正式進入管理階段。隨後發展出來的安全衛生管理標準，包括ISO 14000 與OHSAS 18000 等，也被視為企業社會責任的一種表現。 但是，透過實施國際性的相關環境∕安衛管理標準，是否就能達到企業環境倫理？如果從環境倫理的行為準則來看，需要強化的重點何在？本文嘗試以環境倫理學家Rolston (1988) 對「商業倫理規範」之人本主義觀點的論述出發，檢視環境倫理與安全衛生的關係，申論企業應有的作為與實踐上面臨的挑戰，並試圖指出克服挑戰的可能性所在。 本文指出，隨著自主安全衛生管理系統的擴張，勞工參與已被正式納入安衛管理系統的主要要求項目，相關工作包括參與建立危害辨識與風險評估指標等皆具有人本企業倫理特性，這有助於充實勞工對企業從事有害的生產過程進行監督與告發的能力。不過，如要達到Rolston 所強調的告發目的──實踐企業倫理，則需要對提出各式各樣安全衛生質疑的勞工，提供制度性與有效性的保護。同時，企業、安衛專家、科學家等也有義務提出研究證據釐清勞工的疑問，如此才有助於勞工成為企業外在有效的控制力量。 英文摘要 Since the 1960s, environmental ethics has become an increasingly important issue. It is related to industrialization, changing skills and production technology, industrial chemical use, and consumer culture. This encouraged the United Nation to take formative management of environment into account, and it began to promote standards of environmental/occupational health and safety (OHS) management through cooperation with the International Organization for Standardization (ISO) in the 1990s. Corporate social responsibility (CSR), hence, entered management systems, including ISO 14000 and OHSAS 18000. Can the aims of ethics in commerce be achieved by adopting standardized environmental or OHS management systems? Which maxims should be strengthened in humanistic environmental ethics? This research tries to open the issues related to Rolston’s (1988) “Ethic for Commerce” from a humanistic perspective. This article firstly explores the relationship between OHS and environmental ethics, then investigates the regulations as well as the challenges of implementing environmental ethics, and finally suggests the possible resolutions. This paper stresses the importance of workers’ participation, which is included in the current OHS management system as one of the fundamental requirements. Significant channels include participation in identifying hazards and choosing indexes of risk assessment. This improves workers’ abilities to investigate the process of production and file reports with the government. In terms of carrying out business ethics, accusation against the employers is hardly made without providing institutive and effective protection for workers who raise OHS questions. The enterprises, OHS experts and scientists should be responsible for providing evidence that clarifies the questions raised by workers. This, therefore, will help workers to become capable to exercise external control more effectively. 關鍵詞 職業安全衛生管理系統、環境倫理、企業社會責任、ISO、自主管理、Occupational Health and Safety Management System、Environmental Ethics、Corporate Social Responsibility、ISO、Self-regulation   篇名 企業績效評估制度對勞動權益之衝擊研究 作者 傅柏翔、王惠玲 刊名 政大勞動學報 期數 200912(第26期) 出版單位 國立政治大學勞工研究所 起訖頁 91-146 摘要 績效評估制度為企業激勵工作效率、考核勞工表現之常見工具，向來給予社會無害、中性的印象，一般的討論也多集中於如何使用以及其運用之利益，惟對於其運作是否會對勞工產生直接或間接的權益影響，則較少討論有涉及。直至近年金融風暴後，勞動權益漸受重視，由績效評估衍生出的解僱保護、工資、工時基準和母性保護議題遂逐一浮現，相關爭議不斷；於此，一般社會概念上被認為屬於企業經營自由權限之績效評估制度之運用，其運用上是否毫無限制？若有，則企業經營自由權和勞動法強制力的界線又應如何劃分？本文將針對以上爭點和議題，試著進行分析探討。 本文首先透過文獻分析，統整現行之勞動制度和法令內容，並分析績效評估制度之原理和潛在問題，再透過十一家企業之深度訪談，以理解現行實務界對於績效評估制度之運用現況和方式，最後將勞動法以及制度和實務績效運作逐一進行連結，並輔以現行法院判決實務，檢視績效評估的使用是否會衝擊勞動制度之保障意旨，若有不利之影響，績效制度和勞動法令要如何調整、因應，最後針對有衝擊勞動權益、影響勞資和諧的爭議處，試者提出研究建議，以追求勞動權益和企業經營利益雙贏的最適平衡點。 關鍵詞 績效評估、勞動權益、工時、工資、績效獎金、責任制工作、自願加班、解僱保護、母姓保護、Performance Evaluation、Labor Rights、Working Hours、Working Overtime、Wages、Layoff Protection、Maternity Protection、Discrimination    

序號 作者 文章標題 1 劉麗娟、黃國良、汪銘生、王道鵬、何柏正 高雄地區多元就業開發方案政策評估：由多元就業團體角度分析 2 李健鴻 社會排除風險與不穩定就業風險之間：台灣長期失業者的尋職困境 3 Trevor Bain Workers' Compensation in The United States   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 高雄地區多元就業開發方案政策評估：由多元就業團體角度分析 英文篇名 The Policy Evaluation of the Multiple Employment Initiatives in Kaohsiung Region: From the Perspective of Multi-Employment Organization 作者 劉麗娟、黃國良、汪銘生、王道鵬、何柏正 刊名 政大勞動學報 期數 200909(第25期) 出版單位 國立政治大學勞工研究所 起訖頁 1-56 摘要 為解決921 地震重建家園之需要、因應全球化影響下的產業外移及外在經濟環境之惡化所帶來的經濟衰退趨勢，勞委會參考歐盟「第三部門就業與地方發展計畫」（The Third System in Employment and Local Development）推動多元就業開發方案，期能以提升地方產業來降低失業衝擊與促進地方發展。本研究以2005年高雄地區經濟型多元就業團體為研究對象，從多元就業團體工作人員角度深入探討此政策欲達成之促進就業與發展產業的政策目標與實際執行現況間之差距及多元就業團體對多元就業開發方案之整體意見，結果發現：首先，各多元就業團體的現有營運狀況在經過多元就業方案之輔導後並未具備發展地方產業之能力，仍須大幅度改善；其次，在整體滿意度方面，以「民間團體與政府部門間促進就業之合作夥伴關係」及「政府協助民間團體提出具創意性、地方性及發展性計畫」兩項滿意度較高，「政府協助提升在地產業」及「政府協助失業者提升就業能力」之滿意度最低。根據上述研究結果顯示，多元就業開發方案之執行成效與「強化多元就業團體營運能力」、「發展地方產業」的政策目標仍有一段相當的距離。 英文摘要 To solve the 921 earthquake reconstruction needs and responding to globalization, CLA (Council of Labor Affairs) reference to the EU “The Third System in Employment and Local Development” to promote the development of multi-employment program view to upgrading local industries, reduce the impact of unemployment and the promotion of local development. The results of this research: First, it need to improvement between the current situation and policy objectives. The items “civil society and government departments to promote job,” and “government to help multi-employment organization offering innovative, and local developmental plan” has higher satisfaction, “The government assistance to upgrade the industry,” and “the government help the unemployed to enhance their employability,” the lowest degree of satisfaction. These results show that this program still can’t to achieve the objective of program, and it need to improve organizational capacity in the development of local industries. 關鍵詞 多元就業開發方案、地方產業、政策評估、Local Industry、Multiple Employment Initiatives、Policy Evaluation   篇名 社會排除風險與不穩定就業風險之間：台灣長期失業者的尋職困境 英文篇名 Between Social Exclusion Risk and Precarious Employment Risk: Job Search Dilemma of Long-term Unemployed in Taiwan 作者 李健鴻 刊名 政大勞動學報 期數 200909(第25期) 出版單位 國立政治大學勞工研究所 起訖頁 57-114 摘要 本文分析台灣的長期失業者在面臨社會排除風險威脅的情形下，如何決定尋職策略與因應生存困境。研究發現，當長期失業者在失業後面臨「雇主拒絕」、「社會關係疏離」、「家庭支持降低」等社會排除風險的威脅，生計出現困境時，會藉由從事不穩定工作以暫時舒解生活經濟來源中斷的生存問題，但是從事不穩定工作，卻同時必須面臨「工作時間極不穩定」、「低度就業保障」、「薪資發放隨便化」等多項高度的工作風險。如何在「社會排除風險」與「不穩定就業風險」之間進行選擇，成為長期失業者的難題，相對有利且可行的「風險平衡」策略，就成為尋職時考量的新策略，就是在各項工作風險之間尋求平衡，重新設定尋職目標，進行各項工作風險比較，尋求「風險程度相對可承受的工作機會」，此時工作的「穩定性」才是尋職時的首要考量因素，薪資、職位與工作條件都不是主要考量。 英文摘要 This article analyzes how long-term unemployed form their job search strategy dealing with the social exclusion risk in Taiwan. There are three main finds. Firstly, precarious employment has been used as a means of solving economic break down, resulting from social exclusions, such as refusing employment, alienating social relation, and decreasing family support. Secondly, the interviewed precarious employed had to face higher precarious employment risks, including unstable working time, poor employment protection, and arbitrarily paid. Thirdly, by comparing job risks, risk balanced strategy is used as a means of resolving the dilemma between social exclusion risks and precarious employment risks in order to find out job opportunity, based on tolerable risk relativity of employment expected by long-term unemployed. In this case, job stability is the first consideration rather than wage, position or work conditions. 關鍵詞 長期失業、社會排除風險、不穩定就業風險、Long-term Unemployment、Social Exclusion Risk、Precarious Employment Risk   篇名 Workers' Compensation in The United States 作者 Trevor Bain 刊名 政大勞動學報 期數 200909(第25期) 出版單位 國立政治大學勞工研究所 起訖頁 115-170 摘要 Workers' compensation was the first form of social insurance to develop widely in the United States (US). It is designed to provide cash benefits and medical care when employees suffer work-related injuries, illnesses or a disability related to their work, and survivor benefits to the dependents of workers who deaths result from a work-related incident. In exchange for receiving benefits, workers who receive workers’ compensation are generally not allowed to bring a tort suit against their employers for damages of any kind. Thomason, Burton and Hyatt (1998) define disability as one possible consequence of an injury or disease. Most immediately a person afflicted by injury or disease suffers an impairment, which is an anatomic or functional abnormality or loss, such as the amputation of a limb, blindness, or lower back sprain. Impairments can result in functional limitations or limitations in physical or mental performance such as walking or climbing. In turn, functional limitations may lead to disabilities, which refers to the inability to perform various social roles. A distinction can be made between work disability, which represents the loss of earning capacity or the actual loss of earnings, and non-work disability, which represents the effects of functional limitations on other aspects of life such as recreation and the performance of household tasks. While the origin of a disability is an injury or disease, other factors such as educational attainment or the state of the labor market also affect disability. Thomason, Burton and Hyatt (1998) go on to say that there are at least five sets of actors involved in workers' disability: workers (including potential workers) and their representatives, employers, insurers, medical community, and government. The workers and their representatives includes persons who may not be currently employed or even in the labor force and they can be further divided into two subgroups; disabled and nondisabled persons. NonWORKERS’ COMPENSATION IN THE UNITED STATES 117 disabled workers, are sympathetic to the problems of the disabled and their needs, are often obvious. They care about workplace health and safety but more typically are focused on other issues such as wages and job security and in recent years, healthcare costs. Various persons or organizations represent the disabled and they have interests that sometimes differ from those of their clientele. For example, workers seeking compensation for disability sometimes hire attorneys to represent them. However, attorneys who are paid on a contingency fee basis, so that their compensation is based on the size of the judgment, are frequently reluctant to represent disabled claimants seeking compensation from social security programs such as workers’ compensation, because of the lack of potential fees. Other evidence suggests that contingent fees sometimes induce attorneys to settle workers’ compensation claims for amounts that are substantially less than the claimants would receive if claims were adjudicated. Unions are democratic political institutions that by and large reflect the interests of their members. As previously indicated non-disabled workers, including union members, are often not interested in disability issues or even workplace health and safety but are more concerned about issues like wages and job security. Disabled persons are not likely to be well represented in the union since there are fewer numbers to begin with and since their disability often forces them out of the labor force and consequently off union membership role. Employers play several roles in the workers’ disability system. Working conditions established by employers directly affect the incidence of work-related injuries and diseases. In addition, firm policies and practices also determine the employment prospects of the disabled as well as their compensation once employed. Employers also provide compensation to disabled workers in the form of disability or health insurance. Insurers also play a critical role with respect to several aspects of the workers disability system. Insurers are the primary financial intermediaries between employers and workers in the workers’ compensation program as well as in employer-sponsored health insurance and to a lesser extent, disability insurance. Like employers, insurance carriers are motivated by profit and profit depends on their ability to accurately forecast costs associated with the cost of benefits paid by policy holders. Unexpected cost increases, for example, due to an unanticipated shift in the injury distribution can result in insurer losses (Thomason, Burton and Hyatt, 1998). Then there is the medical community. While the medical community is involved in the pursuit of all goals of the workers’ disability system, its primary role is to act as the systems gate keeper. This means that physicians legitimize patient complaints determining who is disabled and who is not as well as the nature and cause of disability. Physicians determine eligibility for medical treatment as well as compensation and are also significantly involved in establishing the amount of compensation due. With regard to the role of government, prior to the industrial age, the problems with work disability were considered the responsibility of the family, the church, or the community. However, the breakdown of these institutions during the industrial revolution as well as the increased incidence of occupationally related injury and disease caused government to assume a greater role. Successive legislative initiatives in the United States since the end of the century have produced the vast array of government agencies associated with every aspect of the workers’ disability system. This includes state worker’s compensation agencies, the Social Security Administration (SSA), the Occupational Safety and Health Administration (OSHA), various state level OSHAs, the federal state vocational rehabilitation program, the Veterans’ Administration, the National Institute for Safety and Heath, the Equal Employment Opportunity Commission, and state insurance commissions. This paper addresses the following aspects of the US workers’compensation system: history, a general description of the system,coverage, benefits, appeals, special funds, the possible impact on safety and experience rating, the effects of unions, the role of health maintenance organizations, a brief review of related federal government programs, and conclusions. 關鍵詞 Workers' Compensation in The United States    

序號 作者 文章標題 1 黃琬玲 加拿大失業保險與就業促進制度之探討 2 張昌吉、劉政彥 工會集體行動策略分析：以中華電信工會為例 3 藍科正、陳美慧 論强制受僱於四人以下事業單位勞工參加勞保之可行性 4 劉宜君、辛炳隆 我國外籍勞工引進與名額配置因素之探討：政策德菲法之應用   本所網站提供文章摘要與索引資訊，若欲獲得本期全文，請至各大專院校及公立圖書館查詢實體館藏；電子版本請參考：月旦法學知識庫全文付費下載   篇名 加拿大失業保險與就業促進制度之探討 英文篇名 The Institutes of Unemployment Protection and Employment Promotion in Canada 作者 黃琬玲 刊名 政大勞動學報 期數 200901(第24期) 出版單位 國立政治大學勞工研究所 起訖頁 1-42 摘要 加拿大就業保險給付之內容，主要分為失業給付及就業給付與支持就業措施兩大類，失業給付之內容包括：一般給付、特別給付、工作分擔與漁民給付；就業給付與支持就業措施目的為協助失業者重返勞動市場。針對原住民、身心障礙者、老年與青年等特定對象亦提供相關就業促進措施與方案。 該國制度之成效方面，低收入戶之給付額較高，發揮所得重分配效果。以變動性區域失業率記算給付額度，雖能鼓勵低失業率區就業者多停留工作，但亦使高失業率區失業者不願移動至低失業率區域。給付資格以工時為計算基礎對非典型工作者保障較佳，但因給付資格之限制，不穩定就業者較全職就業者較不易達到給付資格。特定薪資補助、勞動市場合作計畫、工作分擔對於就業有正向影響，但就業給付與支持就業措施僅限於就保之適用對象，忽略無法進入勞動市場之弱勢就業族群。 加拿大之制度具有以下特點，值得我國參考：(1)以工作時數計算給付資格，使付出勞力之計算更精確。(2)給付週數之計算配合國內實際狀況規劃，亦發揮所得重分配效果。(3)將勞工可能遭遇工作中斷或面臨解僱危機之特殊情形納入給付，並配合就業促進措施。(4)與相關團體、組織合作，鼓勵提出改革方案，致力於制度之評估與改革。 英文摘要 The PartⅠof the Employment Insurance Act in Canada provides regular benefit, special benefit, work-sharing, and fishing benefit to assist Canadians in facing the risk of unemployment. The PartⅡof the Act provides employment benefits and support measures to help EI claimants maintain or obtain their employment. Government in Canada also provides employment promotion measures for aboriginal peoples, people with disabilities, seniors, youth, and students. As for the impacts and effectiveness of the EI programs, Family Supplement plays a redistributive role in Canadian economy, enhance lower income claimants receive the same extent as higher earners. Although the VER（Variable Entrance Requirement）encourages people who live in the region with lower unemployment rate to work longer, but who lives in the higher unemployment rate region may reluctant to move to the lower unemployment rate region. Hour-based eligibility for EI benefits has better protection for the atypical workers, but they are harder eligible for benefits when compare with formal workers. Targeted Wage Subsidies, Labour Market Partnerships, and work-sharing have the positive impacts on employment. That EBSM eligibility is based on EI entitlement is limited for those clients with weak labour market attachment. There are some characteristics of the institutes in Canada:1.More precise Hour-based eligibility for EI benefits.2.Benefit period depends on regions' condition and has income redistribution effect.3.Provide benefits when Canadians facing the risk of unemployment or the special situation interrupting their employment.4.Cooperate with relate groups and organizations and encourage them to provide programs and make efforts in evaluating and reforming. 關鍵詞 就業保險、失業保險、就業促進、Employment Insurance、Unemployment Insurance、Employment Promotion   篇名 工會集體行動策略分析：以中華電信工會為例 英文篇名 Analysis of Collective Action Straegy of the Trade Union: A Case Study of Chunghwa Telecom Workers' Union 作者 張昌吉、劉政彥 刊名 政大勞動學報 期數 200901(第24期) 出版單位 國立政治大學勞工研究所 起訖頁 43-94 摘要 觀察過去的工會發展史，從一黨主政政府把持的政黨工會，至經濟發展時期的政經結合穩定勞資關係，工會只是國家統治的外圍團體，直至解嚴及政治民主運動興起，勞工意識獲得啟蒙，帶起一波工潮，工會自主性才逐漸展開。中華電信工會成立至今已逾五十年之久，不僅見證台灣工會的發展，更親身經歷其中，最終擺脫官方掌控，其在行動力與組織規模方面皆極具工會代表性，因此本研究首在透過中華電信工會豐富的工會行動經驗，來檢證台灣工會對於集體行動理論的適用性，探討工會運用解決困境的途徑。本研究發現，中華電信工會成員參與工會的動機是個人理性(individual rationality)與自利(self-interest)的選擇邏輯。工會的集會行動定會受到團體大小、成本與效益間的關係、選擇性誘因(selective incentives)及政治企業家(political entrepreneur)型工會領袖等變項影響，而超理性動機(extrarational motivations)與公共財等的供給變項卻不足以用來解釋工會成員之所以參加集體行動的動機。至於工會方面所面臨動員的困境，可藉由提供選擇性誘因、提升勞動意識及增加會員認同感等方式來解決，其中又以提鋒勞工意識及增加會員認同為最根本的解決之道。 英文摘要 From the observation on the development history, trade unions are initially founded with politic purpose during the period of dictatorship by Kuomintang. During the phase of economic development, Trade unions transferred as a tool for the country to stabilize labor relations. In the meantime, trade unions were only regarded as fringe groups and dominated by the country. Until democratic movements were thriving and martial law was ended, labor consciousness were germinated and labor strikes are ignited, and union autonomy was gradually expanded. CTWU ( Chunghwa Telecom Workers’ Union) was founded for more than 50 years, She was not only witnessed the development of Taiwan unions but underwent the changes, and eventually got rid of the authority’s control. Either from the respects of agency or scopes of organization, CTWU possesses the representation of Taiwan unions. Therefore, this research firstly demonstrated if the interpretation of collective action is applied to Taiwan unions in accordance with plentiful experience which CTWU have, and probed into the solution for trade unions to conquer dilemma. From this research, it was found that CTWU members’ motivation of partaking in union activities are the selection logic between individual rationality and self-interest. The union’s collective actions will be influenced by the variables in size of organizations, relations between costs and revenue, selective incentives and union leaders with the form of political entrepreneur. However, the variables of extrarational motivations and supplies of public properties are not significant enough to motivate union member joining collective actions. As regards the plight of mobilization faced by unions, it can be solved by the methods of offering selective incentives, raising labor consciousness and increasing member engagement et cetera. Above all, the most fundamental solution is to raise labor consciousness and increase member engagement. 關鍵詞 集體行動策略、工會行動策略、工會行動邏輯、Collective Action Strategy、Union Action Strategy、Logic of Union Action   篇名 論强制受僱於四人以下事業單位勞工參加勞保之可行性 英文篇名 Feasibility of Compulsorily Participating Labor Insurance for Workers in Units with Four or Less Employees 作者 藍科正、陳美慧 刊名 政大勞動學報 期數 200901(第24期) 出版單位 國立政治大學勞工研究所 起訖頁 95-131 摘要 台灣目前4人以下事業單位勞工部分沒有加入勞保，或透過錯誤單位投保勞保，乃不利其參加勞保的權益。勞委會一直嘗試採取修正勞工保險條例第六條的策略，希望將4人以下事業單位改為強制納入勞保，以保障弱勢勞工的權益；卻面臨職業工會和中小企業的反對。為促進4人以下事業單位勞工參加勞保，本文主張，政府宜改採修正勞工保險條例第八條的策略，允許4人以下事業單位勞工至職業工會自願投保勞保，並對錯誤至職業工會投保勞保的4人以下事業單位勞工辦理特赦，並承認他們以投保的勞保年資。 英文摘要 There are some workers in units with four or less employees in Taiwan having no Labor Insurance or illegitimately participating Labor Insurance.The Council of Labor Affairs has adopted a strategy to amend Article 6 of the Labor Insurance Act in order to require compulsary participation for workers in units with four or less employees.Yet such strategy has been boycotted by occupational trade unions and small and medium size enterprises.This research advocates for amending Article 8 of the Labor Insurance Act to allow workers in units with four or less employees participating Labor Insurance vountarily through occupational trade unions and providing amnesty to those workers who may have illegitimately participated Labor Insurance through occupational trade unions in order to promote the participation of Labor Insurance for workers in units with four or less employees. 關鍵詞 勞工保險、4人以下事業單位、自願投保、強制納保、職業工會、Labor Insurance、Units with Four or Less Employees、Voluntarily Participating Labor Insurance、Compulsorily Participating Labor Insurance、Occupational Trade Unions   篇名 我國外籍勞工引進與名額配置因素之探討：政策德菲法之應用 英文篇名 The Research of Factors of Foreign Labor Importation and Its Quota Determination: the Application of the Policy Delphi Method 作者 劉宜君、辛炳隆 刊名 政大勞動學報 期數 200901(第24期) 出版單位 國立政治大學勞工研究所 起訖頁 133-177 摘要 本研究鑑於現階段政府的外勞引進政策不論在總額決定因素或是名額分配上仍有明確化空間，故以分析過去我國引進外勞的原則與做法，參考他國經驗，並透過德菲法的調查，提出建構我國總額決定與分配因素之建議。 研究發現多數德菲法專家認為外勞總額決定應參考因素，依其重要性高低分別為「缺工率」、「經濟成長率」、「一般失業率」、「勞動參與率」、「物價上漲率」、「原住民失業率」。在名額分配方面，多數德菲專家認為除了整理總額之外。對於各行業可以引進的外籍勞工人數，也應訂定總額上限，而在訂定時，應以「該行業的缺工率」、「該行業的產業關聯效果」為最主要考量因素。 研究建議為：(1)建議政府為回應工商團體與部分專家學者認為在單一總額下，外籍看護工人數增加嚴重排擠產業外勞的引進名額之意見，可以在決定總額時，將產業外勞與社福外勞總額分立，以避免產業外勞的名額受到擠壓。(2)建議政府根據本研究提出的「缺工率」、「經濟成長率」、「一般失業率」、「勞動參與率」、「物價上漲率」與「原住民失業率」等多元面向的指標之相對權重，亦即增加與外勞替代性較高之本國基層勞工之失業率雨實質工資成長率等其他較客觀的指標，設算每年可以引進之外勞總額。(3)建議在整體總額架構下，政府開放特定行業申請聘僱外勞的考慮因素時，根據行業的「缺工率」與「產業關聯效果」、「該行業的關廠歇業家數」、「該行業的職業災害發生率」，訂定各行業外勞總額上限，亦可以減少母前外勞總額得釐訂過度偏重缺工率，增加其他客觀指標作為參考依據。最後，建議強化外勞政策諮詢小組功能，並舉辦工作坊，邀請外國有實務經驗之專家來台指導小組委員如何就外勞議題進行協商。 英文摘要 Despite the numerous domestic literatures conducted on the impact of foreign labor importation on the domestic employment market and industry development, inconsistent results were observed due to the diverse empirical models, sources and periods of information, and the sampling combinations utilized in each study. As a result, it is difficult to determine based on the previous studies whether the importation of foreign labors imposes a positive or negative overall influence. The key research topics of this study include: (1) re-evaluate the impact of the former foreign labor importation policy on the domestic employment market and industry development; (2) launch an effective mechanism to control and manage the total quantity and the allocation of foreign workers; (3) evaluate the potentiality of introducing foreign labors into the service industry; (4) re-evaluate the current professional qualification restriction for foreign talents working in Taiwan and determine the likelihood of loosening the constrains. The result of the Delphi survey conducted in our research demonstrated that the majority of the experts believed that the factors determining the total quantity of foreign labors are, in the order of their importance, “labor shortage ratio”, “economic growth rate”, “unemployment ratio’, “labor-force participation ratio”, “inflation rate” and “unemployment ratio for the indigenous people.” Based on the results derived above, the following policy suggestions were proposed: (1) Establish separate total quantities for industrial and social welfare foreign labors to avoid repressing the quota for the industrial foreign labors. (2) Calculate the rate of change for the total quantity of industrial foreign labor population by multiplying the “rate of change for economic growth rate”, “rate of change for unemployment rate”, “rate of change for labor-force participation rate”, “rate of change for inflation rate”, and “rate of change for unemployment rate for the indigenous” with its corresponding relative weight. (3) According to the "labor shortage rate" and "industry-related effects," the government sets the upper limit of the total industry workers. 關鍵詞 外籍基層人力、外勞政策、再就業率、評估研究、政策德菲法、Foreign Labor、Foreign Labor Policy、Reemployment Ratio、Evaluation Research、Policy Delphi Method