物流業勞資關係及爭議處理：工會角色的影響

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Title:	物流業勞資關係及爭議處理：工會角色的影響
Authors:	鍾尚樺;Chung, Shang-Hua
Contributors:	人力資源管理研究所在職專班
Keywords:	物流業;工會;勞資關係;勞資爭議;logistics industry;labor union;labor relations;labor disputes
Date:	2025-07-17
Issue Date:	2025-10-17 10:59:03 (UTC+8)
Publisher:	國立中央大學
Abstract:	本研究旨在探討物流業中勞資關係的特性與工會在勞資爭議處理中的角色與影響。物流業為臺灣重要之基礎產業，近年來隨著電子商務發展而迅速成長，但亦伴隨大量勞資衝突與爭議問題產生，顯示勞動條件惡化與工時制度失衡的普遍現象。在此背景下，工會理應發揮協調、保障與監督功能，然物流業長期以來工會組織率偏低，參與度有限，實務成效值得檢視。本研究採質性研究設計，選取一家具代表性的物流企業為研究個案，透過深度訪談企業內部的工會幹部與人資主管，探討企業勞資溝通機制、工會參與程度、爭議類型與處理模式，並評估工會對勞資互動氣氛與組織信任之影響。研究發現，物流業常見爭議集中於工時、薪資與職災議題，而工會主要在資訊反映與制度建議上扮演正面角色。企業多依賴申訴專線與部門回應機制處理問題，工會作用屬輔助性質。雖然受限於會員比率與資源有限，工會影響力有其侷限，但資方仍正面評價工會之反映管道與溝通平台功能。本研究認為，工會雖非解決物流業勞資衝突的唯一機制，但其存在有助於資訊對稱與制度改善。建議企業應正視工會角色、強化制度對話；工會亦應提升組織能量與策略彈性。政府方面則應提供制度保障與教育資源，營造合作型勞資關係之環境。研究結果可作為企業勞資政策規劃與政府勞動政策之參考依據。 ;This study aims to investigate the characteristics of labor-management relations in Taiwan’s logistics industry, and the roles and impacts of labor unions in handling labor disputes. While the logistics sector has rapidly grown alongside the rise of e-commerce, it has simultaneously faced increasing labor tensions and disputes. These challenges reflect deteriorating working conditions and imbalanced working hour arrangements. Although labor unions are expected to function as protectors and mediators in such contexts, unionization rates and participation in the logistics industry remain low, warranting critical evaluation. A qualitative case study approach was adopted, focusing on a representative logistics company in Taiwan. In-depth interviews were conducted with both union leaders and HR executives to examine internal communication mechanisms, union engagement, dispute types and resolution processes, as well as the impact of union involvement on organizational trust and workplace climate. The study finds that labor disputes in this industry mainly concern excessive working hours, low wages, and occupational injuries. While the union’s role is auxiliary, primarily reflecting feedback and offering institutional suggestions, it is still acknowledged by management as a constructive communication channel. The research concludes that while unions are not the sole mechanism to resolve labor disputes in the logistics sector, their presence contributes to information symmetry and system improvements. It is recommended that employers acknowledge unions’ functions and reinforce institutional dialogue, while unions strengthen their organizational capacity and strategic flexibility. Government support through legal frameworks and education resources is also essential. The findings offer valuable insights for corporate HR strategy and labor policy development.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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