| dc.description.abstract | 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. | en_US |