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研究生:陳道君
研究生(外文):Chen Tao Chun
論文名稱:就業服務法第五二條實施對外勞偏差行為之影響
論文名稱(外文):The Impact of the Implementation of Article 52 of the Employment Service Act on the Deviance Behavior of Foreign Labor
指導教授:鄭國枝鄭國枝引用關係
指導教授(外文):Cheng, Kuo-Chih
口試委員:陳皆碩吳明政鄭國枝
口試委員(外文):Chen, Chieh-ShuoWu, Ming-ChengCheng, Kuo-Chih
口試日期:2017-6-21
學位類別:碩士
校院名稱:國立彰化師範大學
系所名稱:會計學系 企業高階管理(EMBA)
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:2017
畢業學年度:105
語文別:中文
論文頁數:44
中文關鍵詞:外籍勞工就業服務法第五二條偏差行為
外文關鍵詞:Article 52 of the Employment Service ActDeviance BehaviorForeign Labor.
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根據就業服務法52條修正,政府並未說明修訂此法將可能造成後續外勞負面效應。包括可能影響國家經濟發展秩序,因而肇使國人失業問題趨烈,加重外勞逃逸等社會問題之發生。甚而虧空本國勞工勞退基金、罔顧本國勞工權益等後果。
因此,本研究首先在國內文獻上,導入就業服務法52條修正前後對外勞負面效果的影響程度。本研究並考量仲介、外勞與雇主不同觀點,釐清三者間對於就業服務法52條修正前後之影響。本研究以國內所引進的外籍勞工為研究對象進行問卷調查,共發放150份問卷,有效問卷90份;研究方法使用單因子ANOVA分析、相關分析及最小顯著差異事後檢定進行資料驗證。
研究結果大致符合本研究目的。與52條實施前相比,雇主、外勞與仲介三者對52條實施後外勞負面行為看法,雇主與仲介看法一致,對外勞偏差行為戒慎恐懼。本研究的實證結果可供政府政策參考,使外勞經營決策者在人力運用上有更加助益。
According to the amendment to the Article 52 of the Employment Service Act, the Government has not stated that the amendment of this law will likely result in the negative effects of follow-up labor. Including the possible impact on the national economic development order, resulting in the problem of unemployment and aggravated the escaping of social problems such as the occurrence of social problems. In addition, even depleted the Taiwan labor pension fund. Resulting in disregard of Taiwan's labor rights, interests, and other consequences.

Thus, the present study first, this study investigate the impact foreign labor on the Article 52 of the Employment Service Act in the literature. This study examines the views of the agency, foreign workers and employers on the different effects of the amendment to the Article 52 of the Employment Service Act. In this study, the domestic employment of foreign workers, agency and their employers as the object of study to conduct a questionnaire survey. There are 150 questionnaires distributed among 90 copies of valid questionnaires. Subsequent analysis using ANOVA analysis, correlation analysis and Least Significant Difference analysis.

In this study, the results are generally consistent with the hypothesis of this study. Compared with the pre-implementation of Article 52. The same of views between employers and agency after implementation of the negative behavior of Article 52. Employers and intermediaries are pessimistic about the behavior of foreign workers. Finally, the present study suggest that the management implications are as follows: the empirical results of this study can provide government policy reference that the management of foreign workers in the use of human resources have more help.
中文摘要 I
Abstract II
致謝 III
總目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 2
第四節 研究流程 3
第二章 文獻探討 5
第一節 台灣的外籍勞工 5
第二節 就業服務法第五十二條立法背景與簡介 9
第三節 偏差行為 10
第四節 外勞績效行為 12
第三章 研究方法 16
第一節 研究對象 16
第二節 專家訪談法 16
第三節 問卷調查法 18
第四節 實證方法 18
第四章 研究結果與分析 21
第一節 資料樣本結構與敘述性統計 21
第二節 信度分析 27
第三節 實證結果分析 28
第五章 結論與建議 33
第一節 研究結論 33
第二節 政策意涵 33
第三節 研究建議 35
參考文獻 36
中文部分 36
英文部分 36
附錄 問卷 41
中文
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鄭臻妹,2001,內外控人格特質、工作特性及工作績效之分析研究-以台灣高科技產業員工為例

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