Graduate Institute of Labor Research, National Chengchi University

No. Author Title 1 Liang-Jung Lin Protective policies and practical disputes associated with establishing labor contracts for seafarers: Perspectives for analyzing and comparing existing policies between Taiwan and Japan 2 Tung-Jui Chang On the question of seafarer' participation in social insurance 3 Yumi Matsui Collective labor relations among seafarers and law 4 Tzu-Hui Wu 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 5 Yi-Hsuan Lee, Jui-Ying Yen & Wan-Ting Yeh Research on the relationship between supervisor behavior and job performance   Full Content on Lawdata online while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 English Title 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 Author Liang-Jung Lin Name of  Journal 政大勞動學報 Bulletin of Labour Research Volume Volume 33（2023/12） Publisher 國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University Pages 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。 Abstract 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. Keywords 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 English Title On the question of seafarer' participation in social insurance 作者 張桐銳 Author Tung-Jui Chang Name of  Journal 政大勞動學報 Bulletin of Labour Research Volume Volume 33（2023/12） Publisher 國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University Pages 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。 Abstract 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. Keywords 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 English Title Collective labor relations among seafarers and law 作者 松井有美 Author Yumi Matsui Name of  Journal 政大勞動學報 Bulletin of Labour Research Volume Volume 33（2023/12） Publisher 國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University Pages 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。 Abstract 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。 Keywords 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 English Title 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 Author Tzu-Hui Wu Name of Journal 政大勞動學報 Bulletin of Labour Research Volume Volume 33（2023/12） Publisher 國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University Pages 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。 Abstract 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. Keywords 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 English Title Research on the relationship between supervisor behavior and job performance 作者 李憶萱、顏瑞瑩、葉婉婷 Author Yi-Hsuan Lee, Jui-Ying Yen & Wan-Ting Yeh Name of Journal 政大勞動學報 Bulletin of Labour Research Volume Volume 33（2023/12） Publisher 國立政治大學勞工研究所 Institute for Labour Research, National Chengchi University Pages 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。 Abstract 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. Keywords 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

No. Author Title 1 Chen, Chien-Wen Thinking and Deduction of the Concept of Labor Dispute 2 Yun-Hsiang Hsu、Hsin-Chung Liao The Policy Portfolio of Active Labor Market Policy and its Reemployment Effectiveness 3 Lin, Kuo-Jung、Cheng, Chih-Yu、Hsiao, Chin-Hui、Huang, Hsiu-Li The Study of Vocational Training in Long-Term Care Nursing Aides：A Comparative Analysis of Training Effectiveness in Different Types of Institutions   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 English Title Thinking and Deduction of the Concept of Labor Dispute 作者 陳建文 Author 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。 Abstract 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 English Title The Policy Portfolio of Active Labor Market Policy and its Reemployment Effectiveness 作者 許雲翔、廖興中 Author 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。 Abstract 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 English Title 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 Author 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。 Abstract 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

No. Author Title 1 Wen-Bing Gau A study on business leaders' professional development in industrial clusters:A perspective of Communities of Practice 2 Li-Jia Chiu Exploring the Factors of Effectiveness on the Implementation of Common Core Competencies Curriculum 3 Kuo-Kan Hsu Human Resources and Labor Relations in News Media under the Development of Science and Technology：Taking the Union Daily News as example 4 Yun-Hsiang Hsu、 Chih-Yu Cheng Regulating home care givers or migrant workers? Comparing domestic workers regulation in Hong Kong, Singapore and Taiwan 5 Yan Luo An analysis of the current situation and influencing factors of labor disputes in the Chinese mainland   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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    

No. Author Title 1 Han-wei Wang The calculation of Deemed Working Hours System for laborers working outside of workplace and the duty of employers to control workers' working hours 2 Chien-Hung Lee Comparative Analysis of Minimum Wage Institution and Its Implications for Minimum Wages Act Formulate in Taiwan 3 Pin-Long Hsin、Chao-Chen Lin Measures on Elder Employment in Aging Era: Study on Japan's Experience of Delayed Retirement   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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    

No. Author Title 1 Chien-Hung Lee An Analysis of Institutional ApproachTypes and Enforcement Mechanisms in Labor Provisions of Free Trade Agreements Signed by Taiwan with Trade Partnership 2 Liang-Jung Lin Controversy of the Undergraduate Assistants’ Working Status and their Labor Rights: The theme of Educational Labor Policies and Role Changes of Japanese Undergraduate Assistants 3 Ching-Chin Lee The Study of Conflicts between Claims in Industrial Injury Insurance and Civil Damages Compensations in the PRC 4 Yi-Ju Chen Strategic Alliance Operation, Performance and Existence: A Case of the Central Region Human Resources Training Strategic Alliance   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 Author Chien-Hung Lee 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 Author Liang-Jung Lin 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 Author Ching-Chin Lee 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 Author Yi-Ju Chen 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    

No. Author Title 1 I-chun Liu、Ping-Lung Hsin、Tsai-Chuan Ma A Stakeholders Approach to Cross-Policy Performance Evaluation of Promotion Employment Programs 2 Tzung-De Lin The Investigation of the Temporal Order of the Labor Process in Semiconductor Fabs 3 Chien-Hung Lee Unemployment Risks Regulation in Post-industrial Society: An Analysis of Employment Policies and Governance Dilemma in Response to Financial Crisis in Taiwan 4 Sheng-Chih Hsu、Chun-Chig Chang Effects of Personality Traits on Knowledge Sharing in Taiwan’s High-Tech Industry R&D engineers: Trust as a Mediator 5 Chia-Chuen Chang、Chun-Chig Chang The Study for Building Up Sustainable Social Security System - A Case Study of Main Land China   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 Author I-chun Liu、Ping-Lung Hsin、Tsai-Chuan Ma 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 Author Tzung-De Lin 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 Author Chien-Hung Lee 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 Author Sheng-Chih Hsu & 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 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    

No. Author Title 1 Yi-Hsuan Lee, Chan Hsiao & Hsiang-Heng Chen The research of Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior, Turnover Intention relationship- Mainland China of a public traded Taiwanese company as an example 2 Deng, Shuai-liang & Wang, Te-Yen Female labor provision and right in forms of legislation 3 Chang, Chyi-Herng Should Commuting Accidents Be Regarded As The Work-Related Accidents?   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 Author Yi-Hsuan Lee, Chan Hsiao & Hsiang-Heng Chen 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 Author Deng, Shuai-liang & Wang, Te-Yen 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 Author Chang, Chyi-Herng 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  

No. Author Title 1 Li, Yao-Tai The Union Action under the Commercialized Image Labor: An example of Documentary Media Worker Union 2 Yu-Feng Wong & Su-Fen You Environmental Ethics and Occupational Health and Safety Management 3 Bo-Shone Fu & Huei-Ling Wang The Impact of Employee’s Performance Evaluation on Employment Relations   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 Author Li, Yao-Tai 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 Author Yu-Feng Wong, Su-Fen You 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 English Title The Impact of Employee’s Performance Evaluation on Employment Relations 作者 傅柏翔、王惠玲 Author Bo-Shone Fu & Huei-Ling Wang 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  

No. Author Title 1 Li-Chuan Liu, Ming-Shen Wang, Gow-Liang Huang, Dow-Pong Wang, Ber-Jeng Ho The Policy Evaluation of the Multiple Employment Initiatives in Kaohsiung Region: From the Perspective of Multi-Employment Organization 2 Chien-Hung Lee Between Social Exclusion Risk and Precarious Employment Risk: Job Search Dilemma of Long-term Unemployed in Taiwan 3 Trevor Bain Workers' Compensation in The United States   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   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 Author Li-Chuan Liu, Ming-Shen Wang, Gow-Liang Huang, Dow-Pong Wang, Ber-Jeng Ho 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 Author Chien-Hung Lee 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 Author 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  

No. Author Title 1 Wan-Ling Huang The Institutes of Unemployment Protection and Employment Promotion in Canada 2 Chun-Chig Chang & Cheng-Yen Liu Analysis of Collective Action Straegy of the Trade Union: A Case Study of Chunghwa Telecom Workers' Union 3 Ke-Jeng Lan & Mei-Hui Chen Feasibility of Compulsorily Participating Labor Insurance for Workers in Units with Four or Less Employees 4 I-Chun Liu & Ping-Lung Hsin The Research of Factors of Foreign Labor Importation and Its Quota Determination: the Application of the Policy Delphi Method   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 加拿大失業保險與就業促進制度之探討 English Title The Institutes of Unemployment Protection and Employment Promotion in Canada 作者 黃琬玲 Author Wan-Ling Huang 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 English Title 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 Author Chun-Chig Chang & Cheng-Yen Liu 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 English Title Feasibility of Compulsorily Participating Labor Insurance for Workers in Units with Four or Less Employees 作者 藍科正、陳美慧 Author Ke-Jeng Lan & Mei-Hui Chen 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 English Title 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 Author I-Chun Liu & Ping-Lung Hsin 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  

No. Author Title 1 Yao-Tai Li The Logic of Labor Market under the Disappearance of Developmental State: Taiwan’s Case 2 Tsai-Chuan Ma & Ching-Hua Fu The Preliminary Investigation of the Production and Labor Process of Organic Agriculture in Taiwan 3 Chien-Hung Lee Dilemma between performance and equality under Contractualism: The social risk management analysis of Employment service regime in Taiwan 4 Hsien-Tiung Lin The Adjustment of Employees in Japanese Corporations under Economic Depression: A Case Study of Lifetime Commitment   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 發展型國家消逝下的勞動市場邏輯：台灣案例的檢視 English Title The Logic of Labor Market under the Disappearance of Developmental State: Taiwan’s Case 作者 李耀泰 Author Yao-Tai Li 刊名 政大勞動學報 期數 200801(第23期) 出版單位 國立政治大學勞工研究所 起訖頁 1-55 摘要 許多學者對於台灣在一九九〇年代左右所創造的經濟奇蹟，提出了各種不同的解釋，其中以「發展型國家」（developmental state）的理論視角來詮釋台灣等東亞國家的經濟成長最受人重視。對於台灣而言，在一九九〇年代左右的確藉由國家主導和經濟介入而帶來了快速的經濟成長；然而在邁入了二十一世紀之後，卻因為政治民主化以及經濟全球化的影響而出現了大幅度的改變。在這些轉變之下，攸關我國勞工就業的「勞動市場結構」也隨著出現了變化。 本文試圖從一個「宏觀」（macro）的觀點來探討在目前發展型國家消逝的趨勢之下，我國的勞動市場是否呈現出和過去截然不同的結構性轉變，而這些轉變對於我國勞工的就業安全、勞動型態以及勞動條件等層面是否會產生影響？以及產生了何種影響或衝擊？本文進一步認為這些影響的來源除了整體政治、經濟大環境的改變之外，也和我國決策者在因應這些趨勢時所採取的政策及作為有關，例如產業政策的調整、開放我國企業對外投資、以及跨國勞力的引進等等，這些均直接或間接促成了勞動市場結構的改變。 英文摘要 Many scholars suggest many explanations about Taiwan’s economic miracles during 1990s. Among these explanations, the theoretical framework of “developmental state” was attached the most importance. For Taiwan, it is truly that the dominance and economic interference of state brought high-speed economic growth; however, when we are entering into the 21st century, it changed a lot because of the political democratization and economic globalization. Under these transformations, the labor market structure which concerns native labors also changed. In this article, I would like to discuss the following issues from a macro viewpoint: under the trend of the disappearance of developmental state, whether the labor market in Taiwan amounts to a structural transformation? Whether these transformations have any influences on the employment security, labor styles and labor conditions of our native labor and what kind of influences? I also think that these influences comes not only from the change of political and economic environment, but also from the policies made by the governmental leaders under these trends, such as the adjustment of industrial policies, the release of block on business investment, and the import of foreign labors…etc. These policies changed the labor market structure directly and indirectly. 關鍵詞 發展型國家、勞動市場、產業政策、彈性化、跨國勞力、Developmental State、Labor Market、Industrial Policy、Flexible、Transnational Labor   篇名 台灣有機農業生產與勞動過程之初探 English Title The Preliminary Investigation of the Production and Labor Process of Organic Agriculture in Taiwan 作者 馬財專、傅晴華 Author Tsai-Chuan Ma & Ching-Hua Fu 刊名 政大勞動學報 期數 200801(第23期) 出版單位 國立政治大學勞工研究所 起訖頁 57-112 摘要 有機農業勞動者代表的是一種新興農業型態的工作者，到底有機農業勞動者的勞動樣貌為何？本文訪談對象涵蓋24位分別隸屬於財團法人國際美育自然生態基金會、財團法人慈心有機農業發展基金會與台灣省有機農業生產協會的有機農業勞動者，透過深入訪談方式瞭解他們對於自身勞動的看法與想像。將研究分為三個層次：勞動者、驗證單位與外在環境，再從三個層次分別與個別勞動者的勞動過程進行串聯，從結構因素與實際勞動交互影響下揭開有機農業勞動者的勞動樣貌。 研究發現，有機農業的象徵形象限制了對其勞動型態的發展。然而隨著驗證機制的出現，適時的解決了有機農業形象過度虛擬的缺陷，然卻相對強化了結構環境所給予的限制。有機農業勞動者在結構因素限制下發展出取代農藥化肥的應用，當有機農業無法維持高收入的經濟效益時，勞動者必須藉由經濟層面的妥協以及心靈層面的調適來突破進退維谷的現象，並維繫持續的勞動參與。最終，有機農業結構環境與有機農業勞動者具體實踐形成交融現象。本文作為初探性研究，可協助傳達勞動背後更複雜意涵的訊息，期望針對這群綠色勞動者的考察，能填補勞動社會學在此部分的論述。 英文摘要 Organic agricultural farmers represent a kind of new model of farmers. What characteristics of organic farmers are? Interviews are composed of twenty-four organic farmers in Taiwan. Through in-depth interviews, we try to figure out their characteristics and labor process. This paper focuses on the relations between structure and actors, and the interaction between structural factors and labor practice. This paper demonstrates organic agriculture is a symbol of health and safety, environmental protection, expertise, economic ethics and labor dignity.It thus promotes organic farmers’ motivation in investment, crop selection but limits their production manner. At the right time, the Certification System solves the problem of undistinguishing drawbacks of organic products.It also enforces structural limits on organic agriculture.When organic farming can not maintain high economic benefits, it keeps and prolongs farmers' participation through their economic compromise and spiritual adjustment.As a preliminary research, this paper sheds light and insight to further researches on organic agriculture and in the large extent on the studies of green labor in the area of labor sociology. 關鍵詞 有機農業、有機農業勞動者、勞動實踐、綠色勞動、Green Labor、Labor Process、Organic Agriculture、Organic Farmers   篇名 契約主義下「績效」與「公平」的兩難：台灣就業服務體制的社會風險管理分析 English Title Dilemma between performance and equality under Contractualism: The social risk management analysis of Employment service regime in Taiwan 作者 李健鴻 Author Chien-Hung Lee 刊名 政大勞動學報 期數 200801(第23期) 出版單位 國立政治大學勞工研究所 起訖頁 113-144 摘要 為因應二〇〇〇年後高失業率以及政府人力不足的雙重壓力，台灣就業服務體制在二〇〇〇三年實施就業保險法時，同時進行導入契約主義的重要變革，經過五年以來的施行，雖然確實達到「補充服務人力」與「有限度提升服務績效」以降低失業率的目的，但是台灣就業服務體制在採取派遣契約服務模式進行社會風險管理時，卻使特定對象失業者在獲得公平服務的權益方面受到損害，形成「績效」與「公平」之間的道德風險兩難困局。建議的解決之道，包括簡化失業給付認定流程、將失業給付與推介就業二項業務分開受理服務窗口、對於申請辦理失業給付量大之就業服務站能夠增加一定比例的人力，藉以改善目前的困境，並提升服務品質與成效。 英文摘要 This paper analyze the Taiwan’s Employment Service Regime change by implementing contractualism to compressed high unemployment rates and increasing manpower of government at the same time of Employment Insurance Act carried out after Year 2003.Although indeed performing the effects of “supplementing service manpower” and “improving service performance” after change, but also producing the dilemma of moral hazard between performance and equality to damage the fair service benefits of particular unemployed. There are suggestions as follow: simplify the identification process of unemployment benefit, detach the service window of unemployment benefit and employment service, increasing manpower for the employment service stations of large unemployment benefit. 關鍵詞 就業服務體制、契約主義、社會風險管理、Employment Service Regime、Contractualism、Social Risk Management   篇名 經濟不景氣與日本企業之人員調整措施──以終身雇用制為例 English Title The Adjustment of Employees in Japanese Corporations under Economic Depression: A Case Study of Lifetime Commitment 作者 林顯宗 Author Hsien-Tiung Lin 刊名 政大勞動學報 期數 200801(第23期) 出版單位 國立政治大學勞工研究所 起訖頁 145-179 摘要 日本企業雇用形態，其內涵由終身雇用制、年功薪資制以及企業別工會等三個因素所構成，而這三項因素，又以終身雇用制最具獨特性。終身雇用制並非基於法律的規定，而是基於日本社會、文化，以及歷史源流的脈絡下，所形成的經營慣例，深具特色。因此，此制度常被用以區別日本與歐美企業經營形態的重要因素，深受國際矚目。終身雇用制之最大特色，在於雇主強調永續雇用原理，不輕易解聘員工，而員工也預期終其一生在同一家企業服務，企業並提供員工企業內教育訓練，以及優渥的福利，如此，使員工滋生歸屬感以及忠誠心。然而，在企業不景氣時，企業終歸要裁減人員，此際日本企業所採取之措施，採取「多元方式，因應景氣，逐步調整」之措施，具有其特殊性。 英文摘要 The ways of employment in Japanese corporations consist of lifetime commitment, payments by seniority and enterprise labor union. Above all, life commitment is the most unique one.It follows the conventional way of Japanese society, culture, history and it does not base on the labor law of Japan. Hence, the life commitment has its own features and is usually used to distinguish the main differences of business cultures between Japan and Western countries. The main feature of the lifetime commitment is that the employers will usually employed staff for life and they will not dismiss staff easily if there is no uncertainty.Moreover, staff will also expect to work at their corporation for lifetime. Corporation will provide relevant and applicable job training to staff.It will also provide appropriate welfare so that life commitment could also create a sense of belonging and loyalty by staff.However, during recession, corporation might also need to reduce manpower by retrenchment.In this case, Japanese corporation will adopt various ways to cope with the recession and handle the problem gradually.Therefore, life commitment culture is still has its uniqueness in Japanese corporations. 關鍵詞 日本企業、雇用形態、終身雇用制、Japanese Corporations、Lifetime Commitment、ways of employment  

No. Author Title 1 Wen-Yi Shueh & Chih-Yueh Cheng An Analysis on Employee Recognition of and Attitude toward Privatization of a Public-owned Bank 2 Tong-Shuan Yang A Study on the legal System of Minimum Wage in the European Union – with a Discussion of the German System 3 喬建 在國家、企業和勞工之間：中國工會向市場經濟轉型中的多重角色──對1811名企業工會主席的問卷調查   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 公營銀行員工對民營化之認知與態度分析：以某公營銀行為例 English Title An Analysis on Employee Recognition of and Attitude toward Privatization of a Public-owned Bank 作者 薛文義、成之約 Author Wen-Yi Shueh & Chih-Yueh Cheng 刊名 政大勞動學報 期數 200707(第22期) 出版單位 國立政治大學勞工研究所 起訖頁 1-33 摘要 公營銀行原為我國金融體系之主軸，隨著金融自由化與國際化的推動，民營化遂成為公營銀行不得不面對的進程。證諸國內外民營化經驗，主導民營化成效之關鍵因素為員工問題，員工對民營化之認知與態度應予以關注。然而，相關實證研究對公營銀行較少涉及，爰有深入探討之必要。因此，本文目的即在探討公營銀行員工對民營化之認知與態度，以及員工屬性、認知與態度間之差異性與關聯性，俾做為管理決策之參考。 根據研究發現，部分員工屬性如性別、學歷、年資及職等對於民營化之認知或態度有顯著性影響；其次，員工對民營化的認知會影響其對民營化的態度；此外，民營化認知傾向不同的員工，在部分員工屬性如性別與學歷或民營化態度上有顯著性差異。 英文摘要 Public-owned banks had been the fundamental to the banking system in Taiwan. Nevertheless, due to the banking liberalization and internationalization, privatization has become both opportunity and threat to public-owned banks.Referring to privatization experience domestically and internationally, there is no doubt that how employees feel about privatization would be the key factor to the success or failure of privatization. Accordingly, it would be important to understand employee recognition of and attitude toward privatization if it was intended to carry out privatization policy successfully.Therefore, the major objective of this essay is to explore employee recognition of and attitude toward privatization of a public-owned bank and also the correlation between employee characteristics and employee recognition of and attitude toward privatization. Based upon the research findings, such employee characteristics as gender, educational attainment, seniority and job ranking are significantly correlated with employee recognition of and attitude toward privatization. In addition, employee recognition of privatization is significantly correlated with employee attitude toward privatization. 關鍵詞 公營銀行、民營化、認知、態度、Public-owned Bank、Privatization、Recognition、Attitude   篇名 歐洲聯盟最低工資法制之研究：兼論德國之法制 English Title A Study on the legal System of Minimum Wage in the European Union – with a Discussion of the German System 作者 楊通軒 Author Tong-Shuan Yang 刊名 政大勞動學報 期數 200707(第22期) 出版單位 國立政治大學勞工研究所 起訖頁 35-65 摘要 就歐美先進國家而言，大抵上均有法定的最低工資規定。以英國為例，雖然曾基於產業自治原則，由勞資雙方自行以團體協約規定其最低工資，惟並未發生作用。一九九八年的「國家最低工資法」遂放棄與團體協約的連結，單純以國家法律創設一最低的標準。該法融合了經濟效益與社會正義，企業落實工作的尊嚴(dignity of work)、拉近男女勞工間的薪資差距。值得注意的是，「國家最低工資法」人的適用範圍非常廣泛，包括臨時工及派遣勞工、家內勞動者均在其適用之列。而且該法係一般地適用於英國境內所有行業別、職業、勞工，屬於「單一最低工資制度」。 再就德國而言，由於傳統上採取團體協約自治及國家中立原則，因此至今大體上仍奉行由工會與雇主協商工資及其他勞動條件之政策。一九五二年的最低勞動條件法在實務上並無任何重要性，而其他的法律，如家內勞動法、職業訓練法、團體協約法上之團體協約一般性拘束力宣告，甚至一九九六年之越境勞工派赴條例，其適用對象均相當有限，與英國「最低國家工資法」可適用於所有行業、勞工並無法比擬。換言之，對於最低工資之確定，團體協約具有優先性，而最低工資法令(尤其是越境勞工派赴條例)只具有補充性。即如團體協約(在一些行業)所約定之工資過低，甚至已無法達到確保勞工生存所必要之額度時，即應以加以救濟，而以最低工資加以救濟，即屬於其方式之一。 英文摘要 Generally speaking, minimum wage is largely decretory in the advanced Western countries. For example, in the United Kingdom, on the basis of industrial autonomy, labor and capital parties once agreed voluntarily to stipulate a minimum wage in the collective agreement; however, it was ineffective. In 1998, the National Minimum Wage Act simply instituted a minimum wage by the national law, abandoning its connection with collective agreement. The Act integrated economic benefit and social justice, enabling enterprises to fulfilling the dignity of work and narrowing wage differences between male and female workers. It was particularly noteworthy that the National Minimum Wage Act was applicable to a wide range of workers, including part-time, short term, dispatched and household workers. Moreover, the Act constituted a unitary minimum wage system generally applicable to all industries, occupations, workers in the United Kingdom. 關鍵詞 最低工資、國家最低工資法、團體協約自治、國家中立原則、最低勞動條件法、Minimum Wage、National Minimum Wage Act、Collective Agreement Autonomy、The State Neutrality Principle、Minimum Working Conditions Law   篇名 在國家、企業和勞工之間：中國工會向市場經濟轉型中的多重角色──對1811名企業工會主席的問卷調查 作者 喬建 刊名 政大勞動學報 期數 200707(第22期) 出版單位 國立政治大學勞工研究所 起訖頁 67-101 摘要 基於二OO四至二OO六年進行的針對1,811個企業工會主席的問卷調查資料，本文主要研究在市場化改革的背景下，中國工會的角色和身份。本文有以下幾個主要判斷：第一，工會組建和工會主席的選舉在黨的領導下有控制地進行；第二，工會內部民主有了一些新的跡象和做法，會員對工會組織功能定位的影響力和約束力有所增強；第三，維護勞工權益已成為企業工會的基本職責，集體談判、職工民主參與、勞動爭議調解等適應市場經濟要求的維權機制正在建立與完善，工會對會員的服務功能得到增強；第四，企業公會的社會參與邁出了新的步伐，這使它能夠通過內部與外部的各種資源來提升自己的地位，謀求自身的發展。本文認為，工會維權功能的強化，既與工會組織民主化和群眾化的努力有關，更是國家要求工會維護政治穩定、社會穩定與促進工人階級隊伍穩定的結果。向市場經濟轉型至今，工會在國家、企業與勞工之間，扮演著極為複雜的多重角色。工會不僅是經濟利益矛盾的產物，正是政治博弈的工具，必須結合中國的政治與經濟制度，才能準確把握它在現階段的定位和作用。   關鍵詞 工會、轉型、多重角色  

No. Author Title 1 Wen-Yun Hsieh & Yih-Jiunn Lee Insecurity of Job: The Employment Experience of Atypical Young Workers 2 Mei-Chun Liu Beyond Feminist Protection and Restriction Debate: Its Implications to the Issues of Women’s Night Work and Overtime in Taiwan’s Labor Standard Law 3 Chien-Hung Lee Policy Change and labour legislation in Taiwan: Analysis of Flexicurity Perspectives   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 缺乏保障的就業：青年非典型就業之探討 English Title Insecurity of Job: The Employment Experience of Atypical Young Workers 作者 謝文元、李易駿 Author Wen-Yun Hsieh & Yih-Jiunn Lee 刊名 政大勞動學報 期數 200701(第21期) 出版單位 國立政治大學勞工研究所 起訖頁 1-53 摘要 在新自由主義思潮的影響下，西方主要國家自八O年代開始強調勞動市場彈性化、國家去管制化，致使勞工在就業市場中的力量明顯減弱，勞動市場大幅向雇主傾斜，進而改變勞動市場的結構。就業市場中非典型就業和低度就業人口比例增加，失業和長期失業的情形日益嚴重。失業和不穩定就業的情形不僅限於弱勢人口群，甚至波及到剛從學校畢業、初入職場的青年。青年在面對勞動市場彈性化所伴隨而來的就業風險，不但傳統的穩定就業機會減少了，開放給青年的非典型就業機會，往往是不安全；不穩定的工作類型。 本研究所關心的是青年在具高度風險的勞動市場下其非典型就業經驗，並分析青年在此等非典型工作中所面臨的困境。本研究針對台灣地區20~29歲專科或大學畢業之青年，因未能找到合適的全職工作，過去或目前從事非典型工作者進行訪談，藉由訪談瞭解非典型就業青年的就業經驗。研究發現，多數的受訪青年乃係非自願而從事非典型工作，且部分青年從事非典型工作並非只是暫時性的，而是在不同的非典型工作之中轉換或者流動；其次，其工作的性質是缺乏自主、低技術的，工作所獲得的薪資較低、且缺乏福利保障，更重要的是工作不穩定。 Abstract The labour market has been changed toward more flexible and insecure by the impact of neo-liberalism and globalization. As a result, unemployment and insecure employment are prevailing nowadays. It is an important issue whether an employee can get a stable and secure work or not in the given labour market. The purpose of this research is to probe into the employment experience of the atypical young workers in Taiwan. Interviews were used for data collection. The participants include 10 college graduated youths, aged 20-29, who devote or devoted themselves to atypical job due to the lack of appropriate full time job. The findings are as follows: the youths devoted to atypical work are involuntary mostly; there are nine “low” features of atypical works, including wage, welfare, working status, working safety, connection, autonomy, skill, challenge, and stability; they quitted their jobs either by their own choices or under certain pressure. Finally, implications and recommendations for policy makers and following researchers are also discussed and presented. 關鍵詞 青年就業、非典型就業、勞動市場風險、Young Employment、Atypical Employment、Labour Market Risk   篇名 超越保護與限制的女性主義爭辯──以「勞動基準法」女性夜間工作及延長工時規定為例 English Title Beyond Feminist Protection and Restriction Debate: Its Implications to the Issues of Women’s Night Work and Overtime in Taiwan’s Labor Standard Law 作者 劉梅君 Author Mei-Chun Liu 刊名 政大勞動學報 期數 200701(第21期) 出版單位 國立政治大學勞工研究所 起訖頁 55-90 摘要 在日漸強調男女平權的國際社會，女性保護立法已逐一朝向解除保護的方向發展。其中牽涉到女性主義陣營對於「平等對待」抑或「差異對待」的爭辯，也涉及處於不同發展階段的國家對此政策上的不同考量，然而回到女性作為主體的角度，究竟何種理論思維最符合女性的利益?女性主義陣營中的「平等論」及「差異論」主張，均有其理論思維上的缺憾。晚近社會主義典範轉型的討論，其關注的焦點已從具體有形的物質層面，轉向決策、參與、機會、過程及權力結構層面，對於吾人思考女性長久以來被排除於決策參與及權力之外所導致的結構不利處境，提出相當有洞察力的批判。 本為藉由女性主義在這個議題上的精彩討論，回頭檢視我國勞動基準法在女性夜間工作及延長工時之修法過程的若干說法，究竟放寬女性夜間工作及延長工時男女一致化，是否能實現增進女性的工作權益，還是反倒令女性陷入更大的就業困境。女性在缺乏整理社會結構改善前，台灣採取「平等對待」的修法方向，究竟對女性勞工工作權益的實質影響為何?國際社會採取平等對待主張背後的社會脈絡，甚值我國研究及實務社群更多的關注。 Abstract Women workers’ protection legislation has been challenged over the past decades leading to the repeal in most of the advanced countries where gender equality is promoted as one of the core vales of the society. The feminist debate on ‘protection vs. restriction’ has brought on much theoretical discussions and generated new concept and theorization of this issue. This paper reviews the discourses involved in the legislative process of women’s night work as well as overtime articles modified in Taiwan’s Labor Standard Law. Will women benefit or lose when women’s night work and overtime regulation is modified to male workers’ standard? This paper suggests ‘equal treatment’ could be adopted only when women’s social conditions are considered and supports instituted. 關鍵詞 平等vs.差異、保護vs.限制、夜間工作、延長工時、女性主義、Equality vs. Difference、Protection vs. Restriction、Feminism、Night Work、Overtime   篇名 台灣勞動立法之政策變革：彈性安全觀點的分析 English Title Policy Change and labour legislation in Taiwan: Analysis of Flexicurity Perspectives 作者 李健鴻 Author Chien-Hung Lee 刊名 政大勞動學報 期數 200701(第21期) 出版單位 國立政治大學勞工研究所 起訖頁 91-127 摘要 本文以當前歐盟推動的彈性安全觀點出發，並藉由Wilthagen, Tros and Lieshout 提出的「彈性安全與勞動政策發展」分析架構，分析台灣勞動立法政策變革情形。研究發現，在「議題分離式」與「非正式溝通協商」二種實施策略下，共同構成了台灣勞動立法之政策變革模式的最重要特徵，就是「彈性」與「安全」二者之間是「彼此分離的並行關係」，而不是如歐洲各國將彈性與安全二者「彼此直接聯結的交換關係」，原因在於台灣締結團體協約成效不彰，難以形成社會對話機制。 Abstract From the notion of flexicurity promoted by the European Union, this paper adopts the ‘flexicurity and labour policy development analytic framework’ of Wilthagen, Tros & Lieshout to analyze the policy change of labour legislation in Taiwan. The main finding is that ‘relationship of disconnection and parallel’ between flexibility and security based on ‘issue-detached legislation’ and ‘informal negotiation’ strategies of implementation, were the most important characteristics of labour policy change model in Taiwan, this model is different from the ‘relationship of combination and exchange’ in Europe, due to the invalid effects of collective bargaining and lack of social dialogue mechanism in Taiwan. 關鍵詞 彈性安全、政策變革、勞動市場風險、勞動市場彈性化、Flexicurity、Policy Change、Labour Market Risks、Labour Market Flexibilization    

No. Author Title 1 陳信行 打造第一個全球裝配線：台灣通用器材公司與城鄉移民 2 鄭麗嬌 美國育嬰休假政策之探討 3 成之約 產業工會對「派遣勞工」的態度及其對勞資關係意涵之初探 4 謝棋楠 加拿大之育嬰假與津貼發放制度   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 打造第一個全球裝配線：台灣通用器材公司與城鄉移民 作者 陳信行 刊名 政大勞動學報 期數 200607(第20期) 出版單位 國立政治大學勞工研究所 起訖頁 1-48 摘要 本文從勞工史的角度探討全球第一家電子加工出口工廠──台北縣新店市的美商台灣通用器材公司──從一九六〇到一九九〇年代的招工模式的變化，及其在台灣都市工人階級社會形成中扮演的角色。該廠在台灣的設立可說是當代全球化中最醒目的特色──「全球裝配線」的肇端。為了適應急遽擴大的利潤與業務需求，通用與同代的加工出口廠在一九七〇至一九八〇年代末之間積極地招募開發台灣各地潛在的勞動力來源，並配合宿舍、學校等機構協助年輕工人適應都市環境。相應地，大工業的主流聘募手段由「特殊主義」轉變為「普遍主義」。但是，一九八>〇年代末之後，隨著「大招工年代」的消失與都市社會的形成，「特殊主義」的招工又取得優勢。本文利用社會史史料勾勒招工模式的歷史變遷，並將之做為台灣社會變遷的一個個案研究。對於主流慣常以經濟與「技能」等概念解釋勞動力市場變遷，作者主張以更豐富的社會觀點來代替。 關鍵詞 勞工史─台灣、招工、城鄉移民、勞動力市場、加工出口工業、Labor History—Taiwan、Recruitment、Urban-rural Migration、Labor Market、Export-processing Industry   篇名 美國育嬰休假政策之探討 作者 鄭麗嬌 刊名 政大勞動學報 期數 200607(第20期) 出版單位 國立政治大學勞工研究所 起訖頁 49-96 摘要 新生兒的誕生，是一種喜悅，也是一種壓力，對為人父母者而言，尤其是職業婦女，無疑從此陷入工作壓力與育兒義務間的拉鋸戰中。根據美國最新的研究統計指出，有超過半數的美國懷孕分娩女性，都是職業婦女，其中有一半以上的職業婦女，在生產後三個月內立即回到工作崗位。造成許多職業婦女不得不提前回復上班，是因為假期過短或經濟上壓力使然。美國現行的育嬰休假政策是否符合了美國嬰兒與母親的最大利益？其他工業先進國家究竟提供了那些福利予新生兒及父母？美國現行育嬰休假政策措施究竟有多落後他國？ 雖然生養育兒的壓力普世皆然，然而各國在支助新生兒父母的育嬰休假政策與制度設計卻各異其趣，其中要屬歐洲工業先進國家對初為人父母者長期以來所作的關注與提供的育嬰休假福利最為優渥，在在最值得美國學習。本研究希冀透過跨國比較歐美先進國家育嬰休假政策內涵與作為之差異，深入瞭解影響各國育嬰休假政策與立法制訂的真正關鍵因素為何，以作為美國未來改進育嬰休假政策內涵與作法的借鏡。 關鍵詞 產假、幼兒照顧、社會福利、家庭與醫療假法、知識應用、Maternity Leave、Child Care、Social Welfare、Family and Medical Leave Act、Knowledge Utilization   篇名 產業工會對「派遣勞工」的態度及其對勞資關係意涵之初探 作者 成之約 刊名 政大勞動學報 期數 200607(第20期) 出版單位 國立政治大學勞工研究所 起訖頁 97-123 摘要 在市場供需及勞動彈性化等因素的影響下，「派遣勞動」的發展已經成為一個趨勢。根據研究顯示，無論對於個別或集體勞資關係，「派遣勞動」都或多或少會產生一定的影響。因此，如何因應「派遣勞動」的發展已經成為許多國家勞動政策制定的重要議題。 根據文獻探討與實證研究發現，相較於一般聘僱關係的勞工而言，「派遣勞工」的勞動條件與權益相對較低或較差。因此，如何保障「派遣勞工」的權益，實為值得深入研究的課題。 有鑒於以往有關「派遣勞動」的研究方向與議題，似乎「派遣勞工」與工會之間的有關議題尚未觸及。即便是少數研究著重於「派遣勞工」的探討，重點也多擺在「派遣勞工」勞動條件與權益保障等議題。據此，本文針對台北地區產業工會進行問卷調查，以瞭解產業工會接納「派遣勞工」的態度或意向。藉由這樣的調查與分析，本文進一步對「派遣勞動」發展所產生的問題做深入的瞭解，並對勞動政策的制訂方向提出建議。 關鍵詞 派遣勞動、派遣勞工、勞資關係、勞動政策、產業工會、Dispatched Work、Dispatched Workers、Industrial Relations、Labor Policies、Labor Union   篇名 加拿大之育嬰假與津貼發放制度 作者 謝棋楠 刊名 政大勞動學報 期數 200607(第20期) 出版單位 國立政治大學勞工研究所 起訖頁 125-181 摘要 加拿大各省規範育嬰假所屬法律之名稱，或稱為雇用基準法，或稱為勞動基準法。而聯邦育嬰假則規定在加拿大勞工法之中，聯邦法適用範圍極狹。然其國各省與聯邦規定育嬰假之基本要件之原則，卻是大致相同。育嬰假假期在一年左右，其適用雇主無僱用人數限制，適用範圍內之勞工並不限於婚生之父母，而且收養者亦得享育嬰假，其部份工時之勞工亦適用之。而基於勞雇間關係，育嬰假之法律性質屬於留職停薪。 而加拿大育嬰津貼之發放制度，是以其全國一致之聯邦就業保險法規範之。其國政府於二〇〇〇年底將可領取育嬰津貼週數修正延長為35週。各省之立法機關配合於二〇〇〇年前後，修改其雇用基準法或勞動基準法，而延長其育嬰假假期為35週。顯現其國各界對育嬰假與津貼之發放制度具有高度之一致之共識。 關鍵詞 育嬰假、育嬰津貼、留職停薪、請假期間、所得保障、Parental Leave、Benefit of Parental Leave、Unpaid Leave、Leave Duration、Income Security    

No. Author Title 1 Mei-Ling Wang & Ko-Teng Chen An Exploratory Study of the Relationships between Perceptions of Organizational Politics and Commitment to Organizational Change 2 Jeff QIAO & JIANG Ying Labor-Management Conflicts in the Marketization of Mainland China and Solutions 3 Wen-hui Anna Tang & Chialing Yang The Parental Leave in Sweden: the Value of Social Care 4 Shu-hen Chiang & Jen-te Hwang Source of Employment Growth in Greater Taipei Metropolitan Area   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 組織政治知覺與組織變革承諾關係之研究 English Title An Exploratory Study of the Relationships between Perceptions of Organizational Politics and Commitment to Organizational Change 作者 汪美伶、陳克騰 Author Mei-Ling Wang & Ko-Teng Chen 刊名 政大勞動學報 期數 200601(第19期) 出版單位 國立政治大學勞工研究所 起訖頁 1-39 摘要 為因應國內外政經情勢的變局，不論是國營企業抑或是國營銀行等都早已積極加入民營化的行列，過往研究已驗證在組織變革情境下，組織政治知覺對組織承諾之影響，但直接探討國營企業員工之組織政治知覺對組變革承諾影響之研究並不多見。是故，本研究根據組織政治知覺三構面模型與組織變革承諾三因子模型，試圖探索在組織變革情境下，員工的組織政治知覺對其組織變革承諾之影響。本研究以某國營企業四個新成立事業部之全體員工為研究對象，共蒐集593份有效問卷，並以層級迴歸進行分析。研究結果發現，當組織內存在愈少的操弄政治行為，對組織政策與其他員工造成的影響也愈小，較有可能藉由公開公平公正的獎酬方案，吸引員工支持投入組織變革，故惟有明確組織政策方向和研訂具體績效目標，貫徹規章制度並獎償達成組織績效目標者，方有助於組織成員對變革的支持，促使組織得以因應競爭。 Abstract Previous work on organizational change has focused on perception of organizational politics or organizational commitment. Thus, the study aimed to promote understanding of the relationships between organizational politics and commitment to organizational change. This study of 593 employees in a state-owned petroleum company demonstrated that perception of organizational politics indeed generated effects on commitment to organizational change. The findings point to the importance of employee participation, goal-oriented pay system and investment in skill development during the process of organizational change. 關鍵詞 組織變革、組織政治知覺、組織變革承諾、Organizational Change、Perceptions of Organizational Politics、Commitment to Change   篇名 中國大陸市場化進程中的勞資衝突及其治理 English Title Labor-Management Conflicts in the Marketization of Mainland China and Solutions 作者 喬健、姜穎 Author Jeff QIAO & JIANG Ying 刊名 政大勞動學報 期數 200601(第19期) 出版單位 國立政治大學勞工研究所 起訖頁 41-74 摘要 隨著經濟的市場化和全球化進程，中國大陸的勞動關係發生了劇烈而深刻的變化，勞資之間的利益分化和利益矛盾越來越突出，由此產生的勞資衝突頻繁不斷，已成為影響經濟和社會協調發展的最嚴重的社會問題。本論文圍繞著中國勞資衝突的兩種主要形式，即勞動爭議和勞工群體性事件的現狀和特徵進行分析，探討勞資衝突的制度性成因，包括國有企業改革、勞工政策和國家經濟增長政策中存在的問題，並對探索治理勞資衝突的勞工政策和勞資關係調整模式提出了政策性建議。 Abstract Something has taken place of the Labor Relations in Mainland China acutely, along with the extent of economy marketization and globalization. Influenced by the more and more serious benefit polarization and contradiction between labor and management, labor-management conflict occurs frequently, and has become one of the most serious social problems which influences the harmonious development of economy and society. This paper aims at two main kinds of the labor-management conflict, named labor disputes and collective labor incidents. It analyzes the situation, the characteristics and the institutional causations of the labor-management conflicts, such as problems in the reform of state-owned enterprises, labor policy and economic policy making. It also tables some policy proposals on managing the labor-management conflicts and on labor relations mode of China. 關鍵詞 勞動爭議、勞工群體性事件、治理、Labor Disputes、Collective Labor Incidents、Solutions   篇名 瑞典育嬰休假制度之研究：共同照顧的價值 作者 唐文慧、楊佳羚 刊名 政大勞動學報 期數 200601(第19期) 出版單位 國立政治大學勞工研究所 起訖頁 75-117 摘要 瑞典育嬰假制度主要特色有二：一、從社會保險制度的財源來支付有給親職假所需的財源；二、從該制度的法律層面規範父母育嬰假之請領日數與給付費率，國家並藉由政策與立法的介入以提升「共同照顧」的社會價值。 本文首先介紹瑞典親職保險制度之沿革、種類與財源。其次探討其國家介入提升共同照顧之價值的制度與相關論辯，最後則從瑞典經驗提出對台灣的啟示。 結論指出，論述與政策的交互影響型塑不同的親職保險制度設計。台灣雖然長期以來為福利制度低度發展的國家，且缺乏共同照顧的社會意識，然而對於瑞典親職保險制度的研究與介紹，有助台灣發展不同論述與社會保險制度轉變的可能性。 關鍵詞 瑞典、育嬰休假、共同照顧、國家介入、Sweden、Parental Leave、Social Care、State Intervention   篇名 台北都會區的就業成長來源分析 作者 姜樹翰、黃仁德 刊名 政大勞動學報 期數 200601(第19期) 出版單位 國立政治大學勞工研究所 起訖頁 119-147 摘要 移轉份額分析是研究都會區經濟或就業成長來源最重要的方法之一。近三十年的研究發展，使得移轉份額分析無論是在理論設計的改進上，抑或是實證估計的工具與方法的應用上，皆有著相當大的成就。我們將利用移轉份額分析中的全國成長、產業組合、以及區域競爭等三種效果，以瞭解台北都會區的經濟成長情況。特別是我們引進動態移轉份額作評估，可以進一步瞭解台北都會此三種效果的時間趨勢，這對於研究就業成長很有幫助。最後，我們使用迴歸分析與混合資料，將台北都會區的製造業就業資料分為兩時段，如此不但可以瞭解那一種類型的就業成長效果對台北都會區的就業成長最為關鍵之外，也可以知道在不同的時段中，關鍵的成長效果是否產生變化。 關鍵詞 全國成長、產業組合、區域競爭、動態移轉份額、National Growth、Industrial Mix、Regional Competition、Dynamic Shift-share Analysis  

No. Author Title 1 王惠玲 國際勞工組織對團結權之保障：兼評我國工會法 2 黃德北 所有制改變與中國大陸勞動關係變化之研究 3 John Minn, Robert Tierney Class and Class Struggle in Taiwan 4 邱淑芬、韓志翔 Exploring the Antecedents of Support for Employment Participation   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 國際勞工組織對團結權之保障：兼評我國工會法 作者 王惠玲 刊名 政大勞動學報 期數 200507(第18期) 出版單位 國立政治大學勞工研究所 起訖頁 1-31 摘要 團結權係勞動者憑以組織團體捍衛會員權益之勞動基本權，為勞動者集體基本權之基礎，不透過團結權則無以行使團體交涉權與爭議權。國際勞工組織(International Labour Organization, ILO)為促進各國團結權之保障，特別在理事會下設置結社自由委員會(Committee on Freedom of Association, CFA)，特別處理相關申訴案件，至二OO二年底已對2,156件申訴案件作成裁定；同時藉由案件之累積，不斷擴充團結權之內涵，並對公約賦予完整之解釋，使得團結權之保障有夠為清晰之指標。 我國憲法雖未明定團結權之保障，對第十四條訂有一般集會結社權之規定，第十五條亦規定工作權之保障，已將之含攝在內；至於在法律層次上，則以工會法具體規範之。除此之外，並於民國五十一年批准國際勞工組織第九十八號組織權及團體協商權原則之應用公約。惟工會法之立法雖早在民國十八年即已公佈施行，然由於特殊歷史背景，工會法遂趨向以嚴格管制為目的，集體勞動關係之發展亦陷於停頓。至今雖然已解嚴超過十年以上，行政、立法甚至司法機關對團結權保障之內涵為何，仍不甚了解，以至於工會相關法令不但無法保護勞動者之組織權，反而形成工會組織與活動之障礙；行政與司法機關之見解也與國際認知大相逕庭。反觀世界各國在人權保障全球化之趨勢下，各國國內法院不但引用公約內容，甚至直接飲用結社自由委員會案例之見解或國際勞工組織相關文件作為裁判之法源，對於填補法律缺漏，強化團結權保障上，結社自由委員會之見解提供莫大助益。 國際勞工組織為國際經驗的大熔爐，對我國而言，雖非國際勞工組織知會員國，但鑒於團結權之人權保障性質，以及人權保障之全球化趨勢，並基於憲法上尊重公約之旨意，亦應盡力實踐團結權之保障。國際勞工公約所提供之立法準則，以及結社自由委員會眾多案例所累積之原理原則，適可做為我國之借鑑，因此本研究乃由國際勞工組織結社自由委員會之申訴案例出發，探討團結權之內涵，以期未來能充分實現憲法上所保障之基本權。 關鍵詞 團結權、國際勞工公約、工會法   篇名 所有制改變與中國大陸勞動關係變化之研究 作者 黃德北 刊名 政大勞動學報 期數 200507(第18期) 出版單位 國立政治大學勞工研究所 起訖頁 33-77 摘要 隨著改革開放的發展，中國大陸已經從計畫經濟體制被改造成市場經濟體制。在計畫經濟時代，所有的大陸企業都是屬於公有制，並且國有企業在公有制經濟中佔了絕對的比重，國家對於工人提供高度的福利與保障；但國家對於工人自己的組織如工會與職工代表大會則採取由上而下的控制，不讓其有自主性。在市場經濟體制下，所有致發生巨大的變化，國有企業的比重已經大幅下降，越來越多的工人是在外資企業與私營企業工作，勞動力成為商品，透過勞動力市場，工人與資本家進行勞動力的買賣。當中國大陸的所有制發生改變，原有的勞動關係與勞動體制又會出現什麼樣的變化，這是本文所研究的焦點。 本文研究發現，改革開放以來，中共大幅修改各種勞動法令，企圖建立一個符合市場經濟運作的勞動體制，從相關的勞動法性來看，一方面工人的保障與福利在市場經濟時代大幅下降，另一方面工人成立自主性組織的發展還是受到很多的限制，原有的企業黨組織也已不再扮演保護工人權益的角色，勞資不平等的關係無法改善，因此期待中國大陸出現一種比較有利於工人的勞動關係還有一段很長的路要走。 關鍵詞 中國大陸勞動關係、中國大陸勞動政策、中國大陸勞工、中國大陸工會   篇名 Class and Class Struggle in Taiwan 作者 John Minn, Robert Tierney 刊名 政大勞動學報 期數 200507(第18期) 出版單位 國立政治大學勞工研究所 起訖頁 79-117 摘要 This paper deals with the formation of the working class in Taiwan since 1949. It looks at key factors which shaped class formation, including the rapid and massive proliferation of small industrial enterprises and the decentralized nature of rural manufacturing. It examines the early signs of class conflict in the industrialization process with the formation of independent labour unions but also the reason why these labour unions failed to organize as effectively as might have been expected give the profound industrial transformation of the country. It also surveys the use to foreign labour in the economy and its position in relation to the small independent labour movement. 關鍵詞 Taiwan, Labour, Working Class, Labour Movement   篇名 Exploring the Antecedents of Support for Employment Participation 作者 邱淑芬、韓志翔 刊名 政大勞動學報 期數 200507(第18期) 出版單位 國立政治大學勞工研究所 起訖頁 119-155 摘要 The purpose of this paper is to explore the effects of employee satisfaction with human resource practices, organizational commitment and union instrumentality on support for diverse forms of employee participation in Taiwan's privatizing firms. Based on a survey of 1,344 employees at three Taiwan's state-owned enterprises in 1998, we found that (1)employee satisfaction with human resource practices was positively related to employees' support for consultative participation and negatively associated with support for advanced representational participation and employee ownership; (2)organizational commitment was negatively related to employees' support for advanced representational participation; and (3)union instrumentality was positively associated with employees' support for consultative, conventional representational, and substantive participation. 關鍵詞 Employee Participation, Human Resource Practices      

No. Author Title 1 Kun-Hsiung Huang & Sue-Jane Tzeng A Study on the Organizational Function and Practice of Aboriginal Labor Cooperation 2 Chang-ji Zhang & Rui- lin Jiang Research of the System of Wage Reimbursement in Taiwan 3 Jou-juo Chu & Hsiao-Chu Tung The Third System and Employment Promotion: A Critical Study of the Implementation of the Multiple Employment Initiatives in Pingtung County 4 Tzu-Shian Han The Effects of Employee Involvement on the Control of Employees   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 原住民勞動合作社組織功能與實務運作之探討 English Title A Study on the Organizational Function and Practice of Aboriginal Labor Cooperation 作者 黃坤祥、曾素娟 Author Kun-Hsiung Huang & Sue-Jane Tzeng 刊名 政大勞動學報 期數 200501(第17期) 出版單位 國立政治大學勞工研究所 起訖頁 1-37 摘要 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。 Abstract 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. 關鍵詞 原住民勞工、原住民、原住民勞動合作社、Aboriginal worker、aboriginal people、the aboriginal labor corporation   篇名 我國積欠工資墊償制度之探討 English Title Research of the System of Wage Reimbursement in Taiwan 作者 張昌吉、姜瑞麟 Author Chang-ji Zhang & Rui- lin Jiang 刊名 政大勞動學報 期數 200501(第17期) 出版單位 國立政治大學勞工研究所 起訖頁 39-74 摘要 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。 Abstract 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. 關鍵詞 工資、工資墊償制度、wage、wage reimbursement   篇名 第三部門與就業促進：屏東縣多元就業開發方案的政策檢討 English Title The Third System and Employment Promotion: A Critical Study of the Implementation of the Multiple Employment Initiatives in Pingtung County 作者 朱柔若、童小珠 Author Jou-juo Chu & Hsiao-Chu Tung 刊名 政大勞動學報 期數 200501(第17期) 出版單位 國立政治大學勞工研究所 起訖頁 75-111 摘要 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。 Abstract “The Multiple Employment Initiatives (MEI)” represented policy resolutions initiated by the Council of Labor Affairs to counter the historical-high unemployment rate caused by globalization and economic structural change. This paper aims to evaluate the MEI programs in Pingtung county from three dimensions: employment opportunities, development of local communities, and the participation of voluntary organizations. It finds that some MEI programs actually achieved the original objectives in terms of promoting the development of local communities and boosting financially-disadvantaged voluntary organizations. Nevertheless, most MEI programs did not create expected profits and market demands. Neither did the skills trained and developed attract to potential employers. Hence, the principal objective of employment promotion was hardly achieved.  關鍵詞 多元就業開發方案、第三部門、就業促進、The Multiple Employment Initiatives、the Third Sector、Employment Promotion   篇名 The Effects of Employee Involvement on the Control of Employees 作者 韓志翔 刊名 政大勞動學報 期數 200501(第17期) 出版單位 國立政治大學勞工研究所 起訖頁 113-146 摘要 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. 關鍵詞 Employee Participation in Decision-making  

No. Author Title 1 Min-Chieh Tseng & Chia-Yu Yang A Study on the Protection of Basic Wages Regulation in Taiwan: The Changes between 1978 and 2003 2 Su-Fen Chiu & Yu-Hsiang Hsu The Effects of Working Hour Reduction on Output, Employment and Labor Productivity in Japanese Manufacturing 3 Tzu-Shian Han Representative Workers' Participation and Social Dialogue: Germany vs. Taiwan 4 Hsiu-ling Yang Sectoral Shifts, Natural Rate of Unemployment, and Female Labor Force Participation Rate: Evidence from Taiwan   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 邊際勞工基本工資保障程度之研究：1978至2003年的變遷 English Title A Study on the Protection of Basic Wages Regulation in Taiwan: The Changes between 1978 and 2003 作者 曾敏傑、楊家裕 Author Min-Chieh Tseng & Chia-Yu Yang 刊名 政大勞動學報 期數 200407(第16期) 出版單位 國立政治大學勞工研究所 起訖頁 1-56 摘要 本文主要在回顧基本工資之立法、基本工資水準的國際比較、及檢視基本工資與其他社經指標歷年的變遷趨勢，以瞭解基本工資在邊際勞工保障程度上的變遷。研究發現：我國基本工資的法律位階不斷低化，其保障內涵也漸由勞工「家戶」生活維持轉變成「個人」生活保障。我國二〇〇一年基本工資折算約為520歐元，與歐盟主要國家相較，僅較葡萄牙的390歐元為高；其佔製造業平均薪資的比率為41.1%，相對也較歐盟主要國家為低。以一九七八至二〇〇三年官方二手統計資料，比較基本工資與製造業平均月薪、物價指數、最低生活費用、平均國民所得、及五等份家戶平均個人消費支出等指標後發現，我國基本工資對於邊際勞工的保障程度有逐漸降低的趨勢，特別是在一九九七年以後因基本工資未做調整而更形惡化。例如二〇〇三年基本工資佔製造業平均薪資已降至40.02%，在歷年中約僅較一九七九至一九八二年期為高；一九九七年起因基本工資不再調整，導致實質基本工資的購買力已不增反減；基本工資對邊際勞工保障程度之成長速率，自一九八八年起已落後於臺北市與台灣省之最低生活費用對低收入家戶的保障程度；一九八七年起基本工資的成長速率也已低於平均國民所得；歷年基本工資水準尚能保障勞工「個人」基本生活，然而卻不足以保障勞工的「家庭」基本生活支出。 Abstract The major purposes of this study are to review the development of legislation on basic wages in Taiwan, to compare the levels of minimum wages between Taiwan and the major EU countries, and to examine the growth rates between basic wages and the other major socio-economic indicators during the periods of 1978-2003, such as monthly wages in the manufacturing, consumer price index, level of poverty line, per capita national income, and average individual consumption of households. The findings indicates that: 1) the original content protected by the legislation on basic wages has switched from the labor’s “household expenditure” into “individual expenditure;” 2) the level of Taiwan basic wage is generally lower than those of the major EU countries in 2001, except Portugal; 3) the growth rates of basic wages are also lower than those of socio-economic indicators during the periods of 1978-2003. It reveals that the degree of protection on basic wages regulation in Taiwan has decreased, especially due to the unadjusted basic wages since 1997. In addition, though the amount of basic wages in each year is enough to cover labor’s individual minimum consumptions, it still cannot cover the labor’s household consumption anytime. 關鍵詞 基本工資、最低工資、勞工政策、社會變遷、basic wages、minimum wages、labor policy、social change   篇名 縮減工時對產出、雇用及勞動生產力之影響：以日本製造業為例 English Title The Effects of Working Hour Reduction on Output, Employment and Labor Productivity in Japanese Manufacturing 作者 邱淑芬、許宇翔 Author Su-Fen Chiu & Yu-Hsiang Hsu 刊名 政大勞動學報 期數 200407(第16期) 出版單位 國立政治大學勞工研究所 起訖頁 57-91 摘要 近二十年來，縮減工時成為許多國家與工會追求更高工作生活品質，或減少失業率之重要政策。我國從二〇〇一年起實施兩週八十四小時的法定正常工時制度。新工時制對國家、產業及企業的衝擊甚大。由於臺灣實施法定縮減工時的政策，不到四年的時間，資料較不足以作為時間數列資料分析的基礎（以月份或季節作為分析單位）。因此本研究選擇以日本製造業作為分析對象（一九八二年一月至二〇〇四年三月），採時間數列資料分析，探討縮減工時對產出、雇用及勞動生產力之正、負面影響。 工時、縮減工時、產出、雇用、勞動生產力、日本研究結果發現如下：在縮減工時對產出的影響方面，增加資本存量、設備利用率以及增加現有員工的工作時間對產出有正面效果，雇用人數的增加卻可能會減少產出。此外，縮減工時的前三個階段（一九八八年四月至一九九七年三月）對產出無顯著影響，第四階段（一九九七年四月至二〇〇四年三月）則可能會減少產出。在縮減工時對雇用人數的影響方面，增加每週正常工時或提高加班成本將會導致雇用人數增加，當產出提高時則反而會減少雇用人數。此外，前三個階段的縮減法定工時均對雇用有正面效果。在縮減工時對勞動生產力的影響方面，由分析結果可知，產能及設備利用率的增加有助於提升勞動生產力，而總工時的增加則可能會降低勞動生產力。此外，第一、第三及第四階段縮減工時均有助於勞動生產力的提高。本研究能彌補國內、外有關縮減工時理論及實證分析之不足，釐清勞工、企業與政府三方對縮減工時之疑慮，並有助於政府未來工時政策的訂定。 Abstract In the recent two decades, reduction of working hours (RWH) has been an important policy to improve quality of work life and to reduce unemployment by governments and labor unions in industrialized countries. Since 2001, Taiwan has amended working time reduction law to 84 hours in two weeks. This amendment has great impacts on industries and businesses. Due to lack of longitudinal data to run time series analysis with Taiwanese data, this study used Japanese manufacturing data (from January 1982 to March 2004) to investigate the positive and negative effects of RWH on output, employment and labor productivity. The research findings are as follows. First, regarding the relationship between RWH and output, the increase of capital stock, capacity utilization and increase of working time of current employees had positive effects on output. Whereas the increase of employed persons was negatively related to output. RWH had no effect on output in the period of April 1988 to March 1997, while RWH had negative impact on output during the period of April 1997 to March 2004. Second, as to the effect of RWH on employment, increase of normal weekly working hours and increase of overtime payment had positive relationships with employment. Output increase had negative relationship with employment. RWH had positive effect on employment in the period of April 1988 to March 1997. Last, to examine the effect of RWH on labor productivity, the results showed that the increase of production capacity and capacity utilization would lead to labor productivity increase, while the increase of working time of current employees might decrease labor productivity. Labor productivity increased in the period of April 1988 to March 1991 and in the period of April 1994 to March 2004. This study extends the current research on RWH and implications of this study to governmental policy making are noted. 關鍵詞 工時、縮減工時、產出、雇用、勞動生產力、日本、working-hour、working-hour reduction、output、employment、labor production、Japan   Title Representative Workers' Participation and Social Dialogue: Germany vs. Taiwan 作者 韓志翔 Author Tzu-Shian Han 刊名 政大勞動學報 期數 200407(第16期) 出版單位 國立政治大學勞工研究所 起訖頁 93-124 Abstract This paper compares the differences in the experiences of institutionalizing representative workers’ participation between Germany and Taiwan and attempts to shed light on the role of social dialogue in the developments of industrial democracy. Our model posits that the successful developments of representative workers’ participation depend upon the productive social dialogue in which industrial relations actors interact to negotiate new rules and regulations governing labor relations in a constructive and reciprocal way. For such dialogue to take place, favorable institutional environments should exist to facilitate mutual trust and agreements among industrial relations parties. German postwar experiences in representative workers’ participation seem to support our arguments, while the case of Taiwan tends to imply that a lack of such dialogue and complementary institutional factors lead to unsuccessful democratic developments in industrial relations. 關鍵詞 Labor Movement, Industrial Democracy   Title Sectoral Shifts, Natural Rate of Unemployment, and Female Labor Force Participation Rate: Evidence from Taiwan 作者 楊琇玲 Author Hsiu-ling Yang 刊名 政大勞動學報 期數 200407(第16期) 出版單位 國立政治大學勞工研究所 起訖頁 125-154 Abstract Taiwan's female labor force participation rate has revealed cyclical movement in the short run since the 1960s. The cyclical variation in labor market seems related to recent industry structural shifts in Taiwan. We adopt Lilien's (1982) method to calculate the natural rate of unemployment, taking into account the shifts of demand for labor among different sectors. We then use Pancavel's (1986) method to run the regression of female labor force participation on the natural rate of unemployment. We find that the decision of female laborers is significantly sensitive to sectoral shifts, especially for the group of age 15-44. 關鍵詞 Shifts in Industrial Structure    

No. Author Title 1 Jyh-Jer Roger Ko、Ying-Jung Yeh & Po-Chuan Tsai An Exploratory Study of the Impact of Dispatched Work Upon Employment Relations and Human Resource Management in Taiwan -- A Comparison with the Development of Temporary Help Service in the U.S.A. 2 Jen-Jen Chen Atypical Employment in Japan-- A Human Resource Management Approach 3 黃櫻美、喬友慶 僱用關係型態與人力資源管理實務關聯性之探索性研究 4 洪嘉瑜、孫昌蔚 臺灣產業的工作重配置與勞工毛交換率   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 台灣人力派遣對僱傭關係與人力資源管理影響的探討 ──以美國臨時性支援服務發展為對比 English Title An Exploratory Study of the Impact of Dispatched Work Upon Employment Relations and Human Resource Management in Taiwan -- A Comparison with the Development of Temporary Help Service in the U.S.A. 作者 柯志哲、葉穎蓉、蔡博全 Author Jyh-Jer Roger Ko、Ying-Jung Yeh & Po-Chuan Tsai 刊名 政大勞動學報 期數 200401(第15期) 出版單位 國立政治大學勞工研究所 起訖頁 1-43 摘要 本研究針對國內頗受爭議的人力派遣進行制度安排及運作的探討，一方面提升我們對人力派遣制度的瞭解，另一方面則藉以瞭解人力派遣如何重塑僱傭關係與企業人力運用。鑑於國內相關研究及文獻的缺乏，故本研究以美國相關產業，特別是臨時性支援服務業之研究及制度安排為比較基礎，對國內人力派遣業僱傭關係的制度安排、發展過程、未來展望，以及人力資源管理相關議題作深入探討。 本研究屬探索性研究，針對國內實際從事人力派遣的業者進行深度訪談。我們由分析中發現，人力派遣業中關於僱傭關係的種種制度安排與 傳統僱傭關係迥異。尤其是由人力派遣業者、使用公司與派遣員工之間所構成的三角關係造成雇主認定上的混淆，派遣業者策略性地區分常僱型與登錄型派遣勞動導 致僱傭關係的不穩定性，以及派遣業者的彈性化人力資源管理措施造成對派遣人力的人力資本投資不足等，均是值得我們重視的演變。 英文摘要 We study institutional arrangements and practices of the controversial dispatched work business in Taiwan. On the one hand, we are looking for a better understanding of this work arrangement; on the other hand, we would like to understand how this work arrangement has reshaped the employment relations and human resource management within organizations. Due to lack of relevant literature and research, we use the temporary help service of the U.S.A. as the basis of comparison, to study the institutional arrangements, process of development, future prospect, and issues related to employment relations of this work arrangement. This is an exploratory research and is based on interviews with agents of this industry. We find that institutional arrangements related to employment relations in this industry are different from those under traditional employment relations. We are particularly interested in some developments: first, ambiguity in identity of employer status caused by the triangular relationship between the staffing agent, the client company and the dispatching labor force; second, insecurity of employment relationship due to the agent’s strategy in dividing its workforce into “constant hire” and “registered temp”; third, under-investment in dispatched labor’s human capital resulting from staffing agents’ flexible human resource management practices. 關鍵詞 人力派遣、派遣勞動、臨時性支援服務、非典型工作安排、 僱傭關係、人力資源管理、dispatched work business、dispatched workers、temporary help service、non-standard work arrangements、employment relations、human resource management   篇名 日本企業人力資源運用方式及其問題的探討──以非典型工作型態為例 English Title Atypical Employment in Japan-- A Human Resource Management Approach 作者 陳珍珍 Author Jen-Jen Chen 刊名 政大勞動學報 期數 200401(第15期) 出版單位 國立政治大學勞工研究所 起訖頁 45-77 摘要 本文藉由日本勞動省政策調查部一九九九年發表的「關於就業型態多樣化的綜合實況調查」分析日本當前有關非典型就業型態的發展情況及相關問題。根據該調查，日本非典型就業者約佔全體就業者的三成左右；非典型就業已是勞動市場上常見的一種就業型態。日本企業對非典型就業型態的運用方式，已從初期的補充勞動力轉變成企業必要的人力資源；其僱用原因主要是在降低人事成本及可彈性調整僱用量。 另一方面，非典型就業者大多是自願之下的選擇，而且未來想要持續此一就業型態的非典型就業者佔大多數。值得注意的是，屬於較有專業性的「派遣勞動」及「定期契約工」中，有部分的就業者是屬於消極性的選擇。 Abstract This paper explores the situation of atypical employment in contemporary Japan through examining the implications of the Investigation Report on the Multiplicity of Employment Types of 1999 by the Ministry of Health, Labour and Welfare, Japan.  It has been observed that atypical employment is common in Japan, on the grounds that 30% of the workforce are atypical employees. This paper reveals that nowadays atypical employment is considered by the Japanese employers to be necessary rather than supplementary to their enterprises, with a view to reduce personnel cost as well as to adjust human resource more flexibly. On the other hand, this paper highlights that the majority of Japanese atypical employees chose to be an atypical worker at will; meanwhile most of them would be likely to remain unchanged in the future. However, it should be noted that within the groups of agency and fixed-term workers some of them had little choice but to accept atypical jobs. 關鍵詞 非典型就業型態、日本企業、部分工時工作者、atypical employment、Japan company、part-time worker   篇名 僱用關係型態與人力資源管理實務關聯性之探索性研究 作者 黃櫻美、喬友慶 刊名 政大勞動學報 期數 200401(第15期) 出版單位 國立政治大學勞工研究所 起訖頁 79-103 摘要 組織為在多變環境中獲得更多彈性以因應不同變化，轉而僱用愈多的短期員工；同時，僱用關係為人管活動之重心，因此組織需要特別地注意短期員工與長期員工兩者間的差異，特別是在人力資源管理實務上的投資。本研究以有無僱用短期員工做為區別僱用關係之基準，將只擁有長期員工的組織視為具內部型僱用關係，而同時僱用長期與短期員工之組織視為兼有內外部僱用關係的混合型僱用關係。本研究目的在於探討內部型∕混合型僱用關係下的組織在人管實務上是否有所差異，即組織是否會因為員工組合上的不同，而反映在人力資源管理實務上的投資。本研究資料取自於行政院主計處1996年製造業抽查原始檔，挑選771家企業，擁有短期員工之廠商約佔總樣本數之五分之一。研究結果發現，採用混合型僱用關係的組織在研發密集度的投資顯著地高於內部型僱用關係，而採用內部型僱用關係的組織在薪資支出密集度上的投資顯著地高於混合型。此研究結果顯示，採用不同僱用關係的組織，可在各個人力資源管理實務上的投資反映出其差異性。 關鍵詞 人力資源管理、人力資本理論、資源基礎理論、僱用關係   篇名 臺灣產業的工作重配置與勞工毛交換率 作者 洪嘉瑜、孫昌蔚 刊名 政大勞動學報 期數 200401(第15期) 出版單位 國立政治大學勞工研究所 起訖頁 105-136 摘要 本文觀察台灣產業別的工作流動與勞工流動，相較於以往文獻只針對製造業，本文納入服務業的討論。首先建構各項指標，綜合產業別與年度別工作∕勞工流動的觀察，我們發現廠商需求與供給無時無刻不在進行調整，造成工作不時地汰舊換新與勞工不時地進出勞動市場。由淨就業成長率、工作創造率、和工作汰減率等指標的觀察，我們指認近年來我國產業結構轉型，傳統產業萎縮、以及新興高科技產業與服務業的興起茁壯；也得以指認各產業因市場特性不同而有不同的勞動市場波動。經由年度比較得知一九九四、一九九七兩年勞動市場繁榮，但一九九八年之後勞動市場熱絡趨緩。工作創造與工作汰減於時間上呈現不對稱性的波動，也表現在工作流動與景氣變化同方向變動。而勞工毛交換率的波動較工作重配置劇烈，但較不受景氣好壞的影響。各年度工作重配置率佔勞工毛交換率的比例介於12% 與24% 之間，得知工作的新增與汰減並非造成勞工流動的主因。平均而言，近十年來服務業相對製造業的新創工作較多、而工作汰減較低。進一步以迴歸模型分析影響工作波動與勞工進出的重要因素。迴歸結果得到產業規模越大，工作重配置與勞工毛交換率均較高，但不影響產業的就業成長。產出成長率顯著地提高產業的工作創造、減少汰減、與增加就業成長，但對工作重配置與勞工毛交換率的大小則無顯著影響。高生產力的產業傾向以工作的汰減配置勞動，也有較高的勞工毛交換率。資本密集度與出口比例對工作重配置與勞工毛交換率的影響則不顯著。 關鍵詞 工作創造、工作汰減、工作重配置、勞工毛交換率  

No. Author Title 1 Sian-Zong Lin The Industrial Development and Death from Overwork in Japan 2 Mei-Jun, Liu Knowledge-based Economy: A Trap to the capital or A Woe to the Labor? -- An Analysis on the Post-Employment Non-Compete Clause 3 Min-Chieh Tseng An Empirical Analysis of Occupational Segmented Labor Markets -- The Changes of Labor Forces between 1981 and 1992 4 Robert Tierney From Industrial Relations to Workplace Relations The(Resistible) Rise of Decentralised Bargaining in Contemporary Australia   Full Content on Lawdata  while the abstract in this volume are provided herein, for the charged full content please visit Lawdata   篇名 日本產業發展與過勞死 English Title The Industrial Development and Death from Overwork in Japan 作者 林顯宗 Author Sian-Zong Lin 刊名 政大勞動學報 期數 200307(第14期) 出版單位 國立政治大學勞工研究所 起訖頁 1-39 摘要 日本式企業經營，隨產業高度發展，逐漸調整轉型，而過勞死可說是此過程的產物，此一用詞，在國際上已流傳多時，並確定下來。日本已是經濟大國，勞動者已脫離求生計的經濟性需求，那麼在達致疲勞時，為何沒有停下來休息，一直要工作至死，其原因與機制何在？有何因應之道？為本文研究之焦點。 經由文獻分析，發現日本型企業原本採取恩情主義，但在經濟成長達到高度化以後，企業積極推展合理化措施，使勞動形態出現長時間勞動，休假日加班，單身赴任，派遣、調職，以績效敘薪等措施，使勞動者壓力遽增，加上工會在勞資協調名義下，未能積極因應等，遂使勞動者壓力慢性化，進而引發過勞死事件頻頻發生。而這些現象在泡沫經濟以後，益形加劇。在過勞死事件擴大之後，受到各方批評，各界也就紛紛提出各種對策，本文對這些對策，作了全盤性的探討。綜合研究發現，本文就日本經驗，提出具有啟發之處，此舉將有助於我們思考過勞死問題，並思防止之策。   Accompanying the significant industrial development by Japanese style of business management, the increasing cases of death from overwork have been reported in the Japanese enterprises as well as extensively discussed in the literatures. Given the facts that Japan is a highly industrialized country and most Japanese workers should emphasize the work satisfaction rather economic reward, why do Japanese workers still work so hard that the cases of death from overwork was increased. The major purposes of this study are to explore the reasons and mechanism of the death from overwork in Japan and to propose a way for decreasing the cases. Based on the literature survey, the study found that some of the new personnel regulations adopted by Japanese enterprises for pursuing the efficiency might be significant factors resulting in workers’ pressures, which in turn result in death from overwork.  Those factors inducing workers’ pressures are such as: long-time working, extra work on holidays, outreaching assignment, frequent job rotation, performance-based salary and so on. In addition, the unions cannot take a more aggressive action to bargain with the management. As a result, the cases of death from overwork have been increased. The implications for policy making and personnel management also have been discussed in the paper. 關鍵詞 日本、產業發展、過勞死、Japan、Industrial Development、Death from Overwork   篇名 知識經濟下的雇主夢魘或工人魔咒──兼論「競業禁止」條款 English Title Knowledge-based Economy: A Trap to the capital or A Woe to the Labor? -- An Analysis on the Post-Employment Non-Compete Clause 作者 劉梅君 Author Mei-Jun, Liu 刊名 政大勞動學報 期數 200307(第14期) 出版單位 國立政治大學勞工研究所 起訖頁 41-66 摘要 九○年代以來，「知識經濟」一詞與「全球化」一樣，成為學術討論及大眾刊物上，當紅的焦點議題，主流也語帶樂觀的期待並歡迎它所昭示的一個新世紀的來臨。然而本文的根本提問是：究竟「知識經濟」果真是一個不同於前期資本主義的經濟型態？還是內生於資本主義邏輯，卻以不同形式出現的必然產物？ 這種宣稱以「知識」為主要經濟活動內涵的模式，據稱企業組織行為大有異於以往傳統企業組織，且此差異不僅止於表象，而是本質性的不同，那麼僱用關係是否也跟著起了性質上的變化：傳統工人的人格的從屬和經濟的從屬，以及僱用關係的「剝削性」終將消失？知識擁有者，能與資本擁有者同時成為新世紀的主人？在知識經濟的生產關係下，僱用關係的矛盾衝突，是否必然轉變成為夥伴關係呢？本文以為知識經濟下的勞資關係在本質上並無根本性的不同，雇用關係中的矛盾對立性依然存在，甚至較以往有過之而無不及。 離職後競業禁止條款的出現，對傳統僱用關係是一個新的挑戰。究竟勞雇互負保護忠誠的權利與義務，能否於僱用關係結束後仍繼續存在？存在的理據為何？本文以為若干工業先進國家允許離職後競業禁止條款的做法，對勞工構成極大的傷害，且不利整體人力資源的有效運用，同時也未必是維持產業競爭公平的最佳手段，該項條款確值再議。不過，若屬官方研發機構的人力流動問題，因人力異動關係到整體產業的利益，因而與營利部門的處理方式應有差異。 關鍵詞 知識經濟、競業禁止條款   篇名 An Empirical Analysis of Occupational Segmented Labor Markets -- The Changes of Labor Forces between 1981 and 1992 作者 Min-Chieh Tseng 刊名 政大勞動學報 期數 200307(第14期) 出版單位 國立政治大學勞工研究所 起訖頁 67-128 摘要 The major purpose of this paper is to measure segmented labor markets (also known as dual labor markets) based on the Taiwanese official two-digit occupational groups. The mean statistics on 14 criterion variables for each two-digit occupation, pooled and calculated from three kinds of data conducted by the Directorate-General of Budget, Accounting and Statistics (DGBAS), were used to classify namely upper primary, lower primary, and secondary labor markets. The results of classifications generated from four different approaches, such as Z-value approach, Factor Analysis approach, Cluster Analysis approach, and Kaufman approach, were compared and discussed. Finally, several construct validity tests indicate that the Z-value approach is the most parsimonious choice for defining occupational segmented labor markets. In addition, the histogram of the index of occupational quality constructed from the Z-value approach has shown a multi-modality pattern, which was found in the analyses using the unit of either occupational or individual level. The multi-modality pattern provides a demarcation line to define occupational segments, and such a pattern has not been shown or even used to define occupational segments in previous studies. The shares of individuals in the upper primary occupations are around 19% of the total labor force between 1981 and 1992. The increasing shares of individuals located in the lower primary occupations (16.63%, 18.90%, and 23.69% in 1981, 1985, and 1992 respectively) coincide with the rapid development of service industries in Taiwan during the period. In addition, the shares of secondary occupations decreased across time, such as 63.65%, 62.80%, and 54.92% in 1981, 1985, and 1992 respectively. The shrinking of jobs in the secondary occupations might be related to de-industrialization in Taiwan during the period. 關鍵詞 Labor Market Segmentation, Segmented Labor Markets   篇名 From Industrial Relations to Workplace Relations The(Resistible) Rise of Decentralised Bargaining in Contemporary Australia 作者 Robert Tierney 刊名 政大勞動學報 期數 200307(第14期) 出版單位 國立政治大學勞工研究所 起訖頁 129-203 摘要 Since 1988, the Australian industrial relations system has shifted substantially and rapidly from a highly centralised system, characterised by a distinctive formal arbitration system and by strong recognition of trade union rights and powers in collective bargaining. The shift has been towards a decentralised system, which has eroded formal arbitration, given primacy to enterprise agreements, weakened the power of trade unions to intervene in enterprise-based negotiations, and attempts to insert the significance of individual contracts over collective bargaining.This shift has been, in large part, a consequence of the ascendancy of militant managerialist ideologies and strategies in the corporate sector. Recent Government and corporate offensives against the union movement have contributed to the spectacular decline in the rate of union density, however this decline has also been the consequence of widespread changes to the industrial and occupational structure of the labour market itself.Union strategies to arrest this decline have been hitherto unsuccessful. 關鍵詞 Industrial Relations, Workplace Relations