博碩士論文 106457009 詳細資訊




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姓名 吳寧玹(Ning-Hsuan Wu)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 育嬰的代價?影響育嬰留職停薪復職後個人績效及勞動條件變更之因素分析
(The Cost of Raising Children? The Analysis of Factors affecting Personal Performance and Changes in Labor Conditions after the Reinstatement of Parental Leave without Pay)
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摘要(中) 依據性別工作平等法,我國受僱者任職滿6 個月且每一子女滿3 年可申請育嬰留職
停薪,且受雇者依法申請育嬰留職停薪,雇主不得拒絕,並不得視育嬰留職停薪為缺勤
而影響其全勤獎金、考績或為其他不利之處分。然依據2018 年勞動部公布之「105 年
育嬰留職停薪期滿復職關懷調查」,仍有8% 職業父母在申請育嬰留職停薪時遭到阻擾。
而復職後,有21%職業父母其績效受到不利影響,10.9%其工作量變多,6.6%其工作時
間變多,3.8%其薪資變低,有1.9%其職等變低。本文透過「105 年育嬰留職停薪期滿
復職關懷調查」資料中有效樣本2,958 筆,針對育嬰留職停薪復職後回到原事業單位(企
業)者,影響其個人績效及勞動條件之因素進行分析,研究結果如下:
1. 在申請育嬰留職停薪時,若受到上級主管之阻撓,對其復職後績效、職等、薪資、工
作量及工作時間有負向關係。
2. 組織規模越大,對復職後績效、薪資、工作量及工作時間越有負向關係。
3. 若育嬰留職停薪期間,企業人力因應措施為內部自行調整者,對復職後績效、
4. 薪資、工作量及工作時間有正向關係。
5. 復職計劃有變更,對復職後績效、薪資及工作量有負向關係。
6. 復職後工作不適應,對復職後績效、工作量及工作時間有負向關係。
摘要(英) According to the Act of Gender Equality in Employment, after being in service for six
months, employees may apply for the parental leave without pay before any of their children
reach the age of three. When the employee applies for the parental leave without pay, the
employer may not refuse, and may not regard it as a result of absence from work, and affect
adversely on the employees′ full-attendance bonus payments, performance appraisal or other
disadvantages. However, according to the “Survey on Parental Leave for Raising Children,
2016” released by the Ministry of Labor in 2018, 8% of the employees were still obstructed
by their employers when they applied for parental leave without pay. And after their
reinstatements, 21% of the employees whose performance had been affected adversely, 10.9%
of them whose workload had increased, 6.6% of them whose working hours had increased,
3.8% of them whose salary had decreased, and 1.9% of them whose job grades had decreased.
This study analyzes the factors that affect the personal performance and working
conditions of the employees who returned to the original company after reinstating from
parental leave without pay according to the 2,958 valid samples in the “Survey on Parental
Leave for Raising Children, 2016”. The finding results are as follows:
1. When an employee is applying for the parental leave without pay, it would have a negative
influence on the employee′s performance, job grade, salary, workload and working hours
after his or her reinstatement if the employer obstructed the application.
2. The larger the organization, the more negative the relationship between the employee′s
performance, salary, workload and working time after his or her reinstatement.
3. During the period of the employee’s parental leave without pay, if the company adjusts the
human resource accordingly, it would have a positive influence on the employee’s
performance, salary, workload and working hours after his or her reinstatement.
4. If the plan of reinstatement had changed during the period of parental leave without pay, it
would have a negative influence on the employee′s performance, salary, workload and
working hours after his or her reinstatement.
5. After the employee′s reinstatement, if the employee can not adopt the work, it would have
a negative influence on the employee′s performance, salary, workload and working hours.
關鍵字(中) ★ 育嬰留職停薪
★ 育嬰留職停薪復職
★ 績效
★ 職等
★ 薪資
★ 工作量
★ 工作時間
關鍵字(英) ★ Parental Leave without Pay
★ Reinstatement
★ Performance
★ Job Grade
★ Salary
★ Workload
★ Working Hours
論文目次 中文摘要 i
英文摘要 ii
誌 謝 iii
目 錄 iv
圖 目 錄 v
表 目 錄 v
第一章前言 1
1-1 研究動機 1
1-2 研究目的 4
第二章文獻探討 5
2-1 育嬰留職停薪相關辦法 5
2-2我國勞動環境 13
2-3職家衝突 18
第三章研究設計 23
3-1 研究方法與資料來源 23
3-2 研究架構 24
3-3 研究假設 25
3-4 研究對象 28
3-5 研究變項量表與衡量工具 30
3-6 資料分析方法 35
第四章研究結果 36
4-1描述性統計分析 36
4-2 相關分析 38
4-3研究變項之階層迴歸分析 41
4-4研究假設實證結果彙整 51
第五章結論與建議 54
5-1 研究意涵 54
5-2管理意涵 58
5-3研究限制與建議 60
參考文獻 62
中文部分: 62
英文部分: 63
附 錄 65
參考文獻 中文部分:
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4. 育嬰留職停薪實施辦法,2008 年 07 月 07 日修版。
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6. 性別工作平等法,2016年5月3日修版。
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9. 張婷、陸洛、林惠彥、高旭繁和陳瑩珊(2015),職家衝突因應策略與適應後果之關聯,組織與管理,8(1),77-111。
10. 張婷婷、陸洛和郭靜宜(2012),工作資源對工作-家庭衝突及工作表現之影響,組織與管理,5(2),101-135。
11. 陸洛、張婷婷和張妤玥(2012),工作與家庭的意義對因應職家衝突的影響─華人雙文化自我觀之展現,本土心理學研究,37,141-189。
12. 陸洛、黃茂丁和高旭繁(2005),工作與家庭的雙向衝突: 前因、後果及調節變項之探討,應用心理研究,27 ,133-166。
13. 勞動部(2018)。105 年育嬰留職停薪期滿復職關懷調查(AH120003)【原始數據】。取自中央研究院人文社會科學研究中心調查研究專題中心學術調查研究資料庫。doi:10.6141/TW-SRDA-AH120003-1。
14. 勞動部:106年僱用管理就業平等概況調查。取自:https://statdb.mol.gov.tw/html/svy06/0624menu.htm。
15. 勞動部:育嬰留職停薪津貼核付情形。取自:https://statdb.mol.gov.tw/statis/jspProxy.aspx?sys=210&kind=21&type=1&funid=q06052&rdm=6lllmJKk。
16. 就業保險法,2009年3月31修版
17. 經濟部中小企業處:中小企業相關統計。取自:https://www.moeasmea.gov.tw/lp.asp?ctNode=689&CtUnit=140&BaseDSD=7&mp=1。
18. 臺北市政府勞動局(2017),臺北友善職場新文化鼓勵男性申請育嬰留職停薪,勞動臺北電子報,48。
英文部分:
1. Allen, T. D. (2011). Family-supportive work environments: The role of organizational perceptions. Journal of Vocational Behavior, 58, 414-435.
2. Allen, T. D., Herst, D. E., Bruck, C. S., & Sutton, M. (2000). Consequences associated with work-to-family conflict: A review and agenda for future research. Journal of Occupational Health Psychology, 5(2), 278-308.
3. Bedeian, A. G., Burke, B. G., & Moffett, R. G. (1988). Outcomes of work-family conflict among married male and female professionals. Journal of Management, 14(3), 475-491.
4. Behson, S. J. (2005). The relative contribution of formal and informal organizational work-family support. Journal of Vocational Behavior, 66(3), 487-500.
5. Burke, R.,Weir, T., Duwors, Jr. R. (1980). Work demands on administrators and spouse well-being. Human Relations, 33(4), 253-278.
6. Central Intelligence Agency (CIA) The World Factbook, https://www.cia.gov/library/publications/the-world-factbook/
7. Clark, S. C. (2009). Work/family border theory: A new theory of work/family balance. Human Relations, 53(6), 747-770.
8. Cook, A. (2009). Connecting work–family policies to supportive work environments. Group & Organization Management, 34, 206-240.
9. Evans, P., & Bartolome, F. (1984). The changing picture of the relationship between career and family. Journal of Occupational Behavior, 5, 9-21.
10. Frone, M. R., Russell, M., & Cooper, M. L. (1992). Prevalence of work-family conflict: Are work and family boundaries asymmetrically permeable?. Journal of Organizational Behavior, 13, 723-729.
11. George, J.M., & Brief, A.P. (1990). The economic instrumentality of work: An examination of the moderating effects of financial requirements and sex on the pay-life satisfaction relationship. Journal of Vocational Behavior, 37, 357-368.
12. Greenhaus, J., & Beutell, N. (1985). Sources of conflict between work and family roles. The Academy of Management Review, 10, 76-88.
13. Haar, J. M., & Roche, M. A. (2010). Family supportive organization perceptions and employee outcomes: The mediating effects of life satisfaction. The International Journal of Human Resource Management, 21, 999-1014.
14. Hammer, L.B., Kossek, E.E., Anger, W.K., Bodner, T., Zimmerman, K.L. (2011). Clarifying work-family intervention processes: The roles of work-family conflict and family-supportive supervisor behaviors. Journal of Applied Psychology, 96, 134-150.
15. Lapierre, L. M., Spector, P. E., Allen, T. D., Poelmans, S., Cooper, C. L., O’Driscoll, M. P., Sanchez, J. I., Brough, P., & Kinnunen, U. (2008). Family-supportive organization perceptions, multiple dimensions of work–family conflict, and employee satisfaction: A test of model across five samples. Journal of Vocational Behavior, 73, 92-106.
16. Shockley, K. M., & Allen, T. D. (2007). When flexibility helps: Another look at the availability of flexible work arrangements and work–family conflict. Journal of Vocational Behavior, 71, 479-493.
17. Wayne, J. H., Casper, W. J., Matthews, R. A., & Allen, T. D. (2013). Family-supportive organization perceptions and organizational commitment: The mediating role of work–family conflict and enrichment and partner attitudes. Journal of Applied Psychology, 98(4), 606-622.
指導教授 王群孝(Chun-Hsiao Wang) 審核日期 2019-7-4
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