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研究生:李筱丰
研究生(外文):Hsiao-Feng Lee
論文名稱:勞資會議與組織資本:台灣的個案研究
論文名稱(外文):Labor-Management Committees and Organizational Capital: Lessons from Taiwan
指導教授:李誠李誠引用關係
指導教授(外文):Joseph S. Lee
學位類別:博士
校院名稱:國立中央大學
系所名稱:人力資源管理研究所
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2006
畢業學年度:94
語文別:中文
論文頁數:142
中文關鍵詞:勞資會議非工會員工代表組織資本員工發聲
外文關鍵詞:organizational capitalemployee voiceworks councilsnon-union employee representationlabor-management committees
相關次數:
  • 被引用被引用:11
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  • 收藏至我的研究室書目清單書目收藏:2
勞資會議是一種藉由勞資雙方同數代表、固定召開,讓勞資雙方相互溝通的正式管道,也是我國促進企業勞資溝通合作的首要正式法令規範制度。從員工發聲的角度來看,勞資會議有助於員工表達工作相關意見,凝聚企業目標與共識,屬於組織資本的一種,有利於企業競爭力的提升(Black & Lynch, 2004)。我國勞資會議雖已舉辦有年,但勞資會議的普及率僅達1.11%。且國內相關文獻對於勞資會議的推行影響因素與成效仍是相當模糊。本研究主要根據勞委會所提供的次級資料,針對我國勞資會議舉辦情形的質變與量變進行探討。並進一步找出影響我國企業成立勞資會議以及勞資會議成效的因素進行關連性分析。
研究設計上,本研究主要利用勞委會勞資關係處與統計處所進行的調查資料,作為分析資料來源。統計分析工具,除了描述性統計外,亦包括Logistic迴歸分析、階層迴歸分析、以及企業深度訪談等。
從各項研究假設驗證中,發現我國勞資會議的量變與質變情形有不一致的現象,亦即我國目前對於勞資會議的舉辦上,數量上顯著增加,但品質上卻呈現下降的現象。在影響勞資會議成立因素方面,企業規模以及工會會員加入工會的方式均是影響企業是否成立勞資會議的主要因素。亦即企業規模較大者、或採用強制入會方式加入工會的企業,成立勞資會議的可能性較高。在影響勞資會議成效的因素上,有專案小組追蹤決議事項或討論議題種類較多時對於勞資會實施成效均有顯著影響。換言之,當公司成立專案小組追蹤決議事項時或討論議題種類較多時,勞資會議的成效較好。此外,各國勞資會議的比較上來看,可以發現,我國的勞資會議代表所享有的權利相當少,且大多以資訊權以及少部分的諮詢權為主,在參與權或共同決策權上則相當罕見,更遑論監督權。從個案公司的探討上則發現,工會力量對於會議的監督與運作,扮演相當重要的角色。整體而言,我國目前以勞資會議進行員工發聲、產業民主以及組織資本提升的頻率仍相當有限,且我國的勞資會議功能大多是作為工會在工作規則上的協商談判管道,並用以補充工會功能在這一點上的不足。
目錄……………………………………………………………………………………I
圖目錄………………………………………………………………………………..III
表目錄………………………………………………………………………………..IV
第壹章 緒論………………………………………………………………………....1
第一節 研究背景……………………………………………………………...1
第二節 研究目的……………………………………………………………...3
第三節 研究方法……………………………………………………………...4
第四節 預期效果……………………………………………………………...5
第貳章 組織資本與勞資會議………………………………………………………6
第一節 組織資本……………………………………………………………...6
第二節 組織資本與勞資會議成效…………………………………………...9
第參章 勞資會議的理論…………………………………………………………..12
第一節 勞資會議的功能:發聲或出走理論(Voice-Exit Model)……….12
第二節 工作代理(work representation)…………………………………..18
第肆章 西方國家勞資會議發展的情形…………………………………………..20
第一節 勞資會議的緣起、發展與成效…………………………………….20
第二節 德國的勞資會議…………………………………………………….23
第三節 其他國家的勞資會議……………………………………………….30
第伍章 我國的勞資會議…………………………………………………………..40
第一節 我國勞資會議的演進、相關法令與運作………………………….40
第二節 我國歷年勞資會議的實施狀況…………………………………….44
第三節 我國勞資會議與國外勞資會議的比較…………………………….48
第陸章 研究設計…………………………………………………………………..50
第一節 研究假設…………………………………………………………….50
第二節 研究方法…………………………………………………………….55
第三節 次級資料來源、調查方法與使用限制…………………………….58
第四節 資料分析工具與方法……………………………………………….60
第五節 研究範圍與對象…………………………………………………….61
第柒章 研究結果與討論…………………………………………………………..62
第一節 我國勞資會議運作與實施情況…………………………………….62
第二節 影響企業成立勞資會議因素的分析結果………………………….69
第三節 勞資會議實施成效與影響成效的因素探討結果………………….71
第捌章 個案研究…………………………………………………………………..82
第一節 銀行業的勞資關係………………………………………………….82
第二節 B銀行………………………………………………………………..84
第玖章 結論與建議………………………………………………………………..98
第一節 結論………………………………………………………………….98
第二節 建議………………………………………………………………...102
第三節 研究限制…………………………………………………………...104
參考文獻…………………………………………………………………………....105
中文部分……………………………………………………………………...105
英文部分……………………………………………………………………...106
附錄一:勞動基準法-勞資會議相關條文…………………………………..……...112
附錄二:勞資會議實施辦法………………………………………………..………115
附錄三:2000年行政院勞委會產業工會調查問卷………………………..………119
附錄四:2002年行政院勞委會產業工會調查問卷……………………….………124
附錄五:B銀行勞資會議各項討論議題內容、種類以及決議情況等…………….129

圖目錄
圖3-1-1 工會與生產力…………………………………………………………….14
圖5-2-1 以地區別劃分的歷年實施勞資會議家數……………………………….45
圖5-2-2 以公民營別劃分的歷年勞資會議實施家數…………………………….46
圖8-2-1 勞資會議各重要議題分佈比例圖……………………………………….92
圖8-2-2 勞資雙方提出議題數目比例圖………………………………………….93
圖8-2-3 歷次勞資會議勞資雙方提出議題比例圖……………………………….94

表目錄
表2-1-1 組織資本定義………………...…………………………………..…….….7
表3-1-1 產業工會的兩個面向…………...……………………………….…….…13
表4-2-1 依事業單位規模勞資會議的涵蓋與參與權……...…………….…….…25
表4-3-1 中型公司與大型公司在雇主與勞資會議間的互動情況…………….…33
表4-3-2 西班牙勞資會議代表人數…………………………………….…...….…35
表5-1-1 我國勞資會議制度沿革…….…………………………………..………..41
表5-2-1 台灣地區事業單位舉辦勞資會議家數彙整表…………………..…...…44
表5-2-2 台灣地區事業單位勞資會現況(按公民營別)…………………….……45
表5-2-3 勞資會議家數成長率、占現有公司家數、工廠家數的比例……….……46
表5-3-1 各國勞資會議的比較……………………………………………..…...…49
表7-1-1 實施勞資會議家數………………………………………………..……...62
表7-1-2 定期舉辦勞資會議………………………………………………….……63
表7-1-3 勞資會議舉辦頻率…………………………………………...…………..63
表7-1-4 全年實施勞資會議次數………………………………………...…..……64
表7-1-5 勞方代表人數…………………………………………………….....……65
表7-1-6 資方代表人數………………………………………………...……..……65
表7-1-7 勞方代表產生方式……………………………………………...…..……66
表7-1-8 資方代表最高位階……………………………………………….....……66
表7-1-9 會議中出現的討論事項情形……………………………...………….….67
表7-1-10 有無設置專案小組處理勞資會議或重要問題………………………….68
表7-1-11 勞資會議實施成效…………………………………………..………..….68
表7-2-1 影響企業設立勞資會議的Logistic迴歸分析……….……...……….…..69
表7-3-1 勞資會議成效決定因素的迴歸分析………….………….…….………..71
表7-3-2 『勞資會議成效1:改善勞資關係』Logistic迴歸分析…………..……….72
表7-3-3 『勞資會議成效2:增進勞資合作程度』Logistic迴歸分析………..…….73
表7-3-4 『勞資會議成效3:提高工作效率』Logistic迴歸分析…….………..……74
表7-3-5 『勞資會議成效4:提升勞動條件』Logistic迴歸分析…….…………..…75
表7-3-6 『勞資會議成效5:提升勞工福利事項』Logistic迴歸分析.………..……76
表7-3-7 『勞資會議成效6:增進勞工向心力』Logistic迴歸分析………...………77
表7-3-8 研究假設驗證結果小結……………………………………....………….81
表8-2-1 B銀行勞資會議實施狀況………………………………………………..87
表8-2-2 B銀行勞資會議各重要議題分佈比例表………………………...……...91
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