臺灣博碩士論文加值系統

勞動意識抬頭，勞工團體崛起，勞資關係不再像從前一樣不對等，會為了自身的勞動權益發聲不再任意受到資方的欺壓，有勞資關係就會有勞資爭議，也有許多勞資爭議的類型，每個縣市政府的勞工局都有設置專門處理勞資爭議的獨任調解人，在面對如此龐大的勞資爭議案件量，獨任調解人靠著何種職力處理勞資雙方的糾紛，這樣的職能是否會直接影響到調解的結果。本文研究目的如下：（一)獨任調解人的相關職能之探討；（二)透過訪談了解調解人的認證課程以及回訓機制的內容；（三)調解人職能對調解成功率是否有相關。
本文之研究方法採用質性研究，乃透過文獻分析法以及深度訪談去探討獨任調解人應具備的職能有哪些，主要訪談的對象為新北市以及台北市，雙北市的獨任調解人以及市政府勞資爭議業務的承辦人，訪談人數總共16位，新北市承辦人3位，獨任調解人5位;台北市承辦人3位，獨任調解人5位。
本文在研究發現包括：（一)勞動法令專業知識、溝通與協調技巧、實務經驗以及態度都是非常重要的，（二）其中又以溝通協調技巧以及實務經驗為擔任獨任調解人最重要的職能，調解為處理人與人之間的問題，因此有良好的溝通協調技巧可以導引雙方至理性溝通的氛圍下進行調解，引導雙方達成共識。（三）依獨任調解人職能去作派案的選擇，這樣能提升調解會進行的順暢度。獨任調解人的職能會影響到承辦人派案時的選擇，指派案件給適合的調解人對調解案的順暢度以及結果，整體來說會是很有幫助。本文的政策建議：（一)認證課程以及回訓課程對獨任調解人來說是提醒關於調解的重點以及維繫職能很重要的課程，希望未來在課程上可以多辦主題性以及態度的課程，（二)在實務經驗上市府可以納入實習機制，雖然與實際主導調解還是有差別但透過從旁學習資深調解人的調解技巧，什麼時候該做什麼事情以及可能會發生的狀況，對他們來說可以有心理準備不會在真正調解時慌掉，（三）獨任調解人之間可以自行舉辦交流會，一方面可以互相分享調解技巧，一方面可以學習其他人的優點，讓調解這條路能更順利，不能說好的職能一定能讓調解成功，但一定能讓調解過程更順暢。

Because the growing labor consciousness and the increasing labor community foundation, the relationship between employer and employee is getting more equal than before. Labor will protect themselves and will not accept the unfair terms and conditions any more. They will fight for their own labor rights and benefit . Thus, the dispute between employer and employee is getting more variety, opposing and complex. Therefore, in order to settle so many labor dispute cases, the labor office of city or county government has established a special mediator to deal with labor disputes. To handle such a large amount of labor dispute cases, we are not sure if the ability of independent mediators to deal with the dispute, and the mediation competency will directly affect the results of mediation. The purposes of this paper are as follows:
(i) The study of mediator’s required skill and competency, (ii) through the interview with mediators to understand the content of the mediation certification and the retraining mechanism of the mediators; and (iii) whether the competency of the mediator is relevant to the success rate of the mediation.
In this paper, the research method is based on qualitative research, through the literature analysis and deeply interview to investigate the skill and competency of the incumbent mediators. The main interview object are two municipalities, the New Taipei City and Taipei City, and the staffers of labor dispute cases in the city or county mediation division. There are 16 respondents in total : 3 from New Taipei City staffers , 5 from mediators; 3 from Taipei City staffers, 5 from mediators.
The finding in this paper's research are including: (a) The professional labor law knowledge, communication and coordination skills, practical experience and attitude are very important (b) in which the communication and coordination skills are the most important skill and competency for mediators., And the professional labor law knowledge is the basic ability and entry level skill for the mediators. While with good communication skill, the mediators can guide both sides to settle the dispute in a rational mood, and/or try to guide them to find the common area through good communication skill, then lead them to close to the common zone. As a mediator, the more practical experience has had, the more easily to solve different labor disputes In some cases, the mediation for dispute are not only the law issues, but also the emotional issue in human nature.(c) According to the competency of the mediator to make the election case, which can enhance the smoothness of the mediation will be carried out. The competency of the mediator will affect the choice of the contractor, the assignment of the case to the appropriate mediator for the smoothness of the mediation case and the result, as a whole will be helpful.
The policy recommendations in this paper: (i) the certification course and the retraining course are important to the incumbent mediators to remind them to focus on the mediation importance and a very important course to maintain the mediation skill We hope that the curriculum can be more subjective and attitude related in the future, (ii) in the practical experience of the city labor office, it can be incorporated into the internship mechanism. Although there are difference of mediation compared with their own mediation, but by learning from the senior mediators in mediation skills they know what to do at right time , and what could be happened occassionally. By doing this way, the junior mediators will still keep calm with good preparation in advance in real mediation. (iii) Among the mediators, they can hold a seminar on their own. On the one hand, they can share the mediation skills, and they can also learn the merits of others as well. This can make themselves more smooth in mediation in the future. We can not say good skill will make mediation success, but it will make the mediation process more smooth.

目錄
表目錄 III
圖目錄 III
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻探討
第一節 勞資爭議之發展
第二節 調解制度及主管機關
第三節 核心職能及其建構
第四節 獨任調解人的職能
第三章 研究方法
第一節 研究方法
第二節 研究架構
第三節 研究對象
第四節 研究倫理與效度
第四章 訪談分析
第一節 獨任調解人訪談分析
第二節 承辦人員訪談
第三節 獨任調解人應具備職能分析
第五章 結論與建議
第一節 結論
第二節 建議
第三節 研究限制
參考文獻
附錄

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三、網路資料
中華民國仲裁協會，調解課程。線上所引日期：2017年3月26日 http：//www.arbitration.org.tw/course.php
林和生，2017年9月2日，績優調解委員分享和祕訣。線上所引日期：2017年3月26日 http：//www.chinatimes.com/newspapers/20170902000474-260107