| 摘要: | 我國多數產業已仰賴外籍移工，填補勞動市場人力之缺口，不僅本國勞工，外籍移工面臨「職場霸凌」事件亦有所聞，因此，「職場霸凌」儼然成為政府與勞、資雙方應積極面對的課題。本研究主要目的為：（1）探究菲籍移工職場霸凌與工作滿意度及生活滿意度之相關性。（2）檢視雇主面對職場霸凌所採取的防範機制及建議。（3）探討國內、外職場霸凌防範的機制，並提出因應對策及建議。
本研究採混合方法研究兼具量化研究與質化研究，其中量化研究透過問卷調查桃園市某電子零組件製造廠所屬菲籍移工，質化研究則透過訪談企業的職場霸凌防範人員以及桃園市政府所屬勞動檢查員等人。透過研究發現如下：（1）移工對於職場霸凌具中度感受，主因來自語言隔閡、文化差異、偏見及歧視。（2）職場霸凌對工作滿意度及生活滿意度具顯著負相關，工作滿意度在職場霸凌與生活滿意度間具完全中介效果。（3）「下行式霸凌」是移工職場霸凌最常見的形態。（4）語言障礙的消弭及建立多元申訴、輔導措施，能建全安全、無歧視職場環境。（5）雇主預防措施流於形式僅應付檢查，亦無法達到個案事實認定的期待。
對於上述研究發現，本文進一步提出建議，以利後續事業單位及政府單位參酌，建議如下：（1）事業單位防範窗口應由具有獎懲機制的人事單位或高階主管負責。（2）事業單位應採雙語模式辦理相關教育訓練及宣導，藉以改善移工語言的障礙。（3）事業單位應訂立具體、合理、明確的紀律規定與獎懲制度，抑制霸凌行為。（4）事業單位應提供管理者情緒管理、溝通技巧等課程，藉以強化管理者對於移工的認同感及支持性。（5）政府單位宜運用就業安定基金，透過補助措施，協助事業單位解決語言障礙的問題。（6）政府單位宜透過公私協力的合作模式，提供移工更多元的申訴管道。（7）政府單位宜制定職場霸凌的判斷基準，並參考日本、韓國等法制，補強我國現有的規範。;Most industries in our country have relied on foreign workers to fill the manpower gap in the labor market. Not only domestic workers, but also foreign migrant workers have been confronted with "workplace bullying". Issues that should be actively addressed. The main purposes of this study are: (1) To explore the correlation between workplace bullying and job satisfaction and life satisfaction of Filipino workers. (2) Examine the preventive mechanisms and suggestions adopted by employers in the face of workplace bullying. (3) Discuss the prevention mechanism of workplace bullying at home and abroad, and put forward countermeasures and suggestions.
This study adopts mixed methods research, which combines quantitative research and qualitative research. The quantitative research uses questionnaires to investigate Filipino migrant workers in an electronic component manufacturing factory in Taoyuan City. Inspectors of the Occupational Safety and Health Act at the Labor Inspection Division of the municipal government, etc. Through the research, we found the following: (1) Immigrant workers have moderate feelings about workplace bullying, mainly due to language barriers, cultural differences, prejudice and discrimination. (2) Workplace bullying has a significant negative correlation with job satisfaction and life satisfaction, and work satisfaction has a complete mediating effect between workplace bullying and life satisfaction. (3) "Downward bullying" is the most common form of workplace bullying for migrant workers. (4) The elimination of language barriers and the establishment of multiple appeal and counseling measures can build a safe and non-discriminatory workplace environment. (5) The employer′s preventive measures are mere formalities and only deal with inspections, and cannot meet the expectations of finding the facts of individual cases.
Regarding the above research findings, this article further puts forward suggestions for the reference of subsequent public institutions and government units. The suggestions are as follows: (1) The prevention window of public institutions should be in charge of the personnel unit or senior supervisor with a reward and punishment mechanism. (2) Public institutions should adopt a bilingual model for relevant education, training and publicity, so as to improve the language barriers of migrant workers. (3) Public institutions should formulate specific, reasonable, and clear disciplinary regulations and reward and punishment systems to curb bullying behavior. (4) Public institutions should provide managers with emotional management, communication skills and other courses to strengthen managers′ sense of identity and support for migrant workers. (5) Government units should use the Employment Stabilization Fund to assist public institutions to solve the problem of language barriers through subsidy measures. (6) Government units should provide more channels for migrant workers to appeal through public-private cooperation. (7) Government units should formulate criteria for judging workplace bullying, and refer to Japan, South Korea and other legal systems to reinforce my country′s existing norms. |
