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博碩士論文 etd-0718101-134159 詳細資訊
Title page for etd-0718101-134159
論文名稱
Title
非典型工作員工工會化之探究-以中央健保局為例
The Unionization of Atypical Employees in Bureau of National Health Insurance
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
86
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2001-07-11
繳交日期
Date of Submission
2001-07-18
關鍵字
Keywords
非典型工作者、臨時性雇用、工會化、工會、非典型工作安排
union, atypical employees, temporary employment, atypical employment, unionization
統計
Statistics
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The thesis/dissertation has been browsed 5678 times, has been downloaded 5213 times.
中文摘要
學者Atkinson於1984年,發表彈性企業的概念,將企業內的人員區分為核心員工、邊陲員工以及外部員工。英國企管專家Handy在分析現代企業組織時,認為企業組織未來將由三種人組成,如同酢醬草的三片葉片,這些人包括核心工作團隊、約聘性質人員、以及彈性勞工。因此,企業內之工作將被劃分為核心工作以及非核心工作,核心工作交由核心員工負責,非核心工作則委託外包,或由其他非傳統僱傭工作型態下的人員從事,促使非典型工作型態興起。非典型工作型態的運用將成為一種趨勢,企業透過非典型工作的安排,將可以節省企業成本、獲取更大的利潤。
本研究之研究目的在於(一)經由訪談,了解健保局使用非典型工作安排之狀況;(二)由於非典型工作員工工作時間、地點不固定,有時雇主亦不固定,要組織工會並不容易,但是健保局暫僱人員卻可組織工會,因此探討其工會化因素;(三)經由文獻探討結果,了解國內外對於非典型工作員工工會化之限制;(四)供政府機關以及國營企業參考。
經由研究結果得知,健保局持續雇用暫僱人員是因為需要一段時間使健保業務趨於穩定,因此這段期間內仍需藉由暫僱人員之力量,使健保業務得以持續運作。而且當時這些暫僱人員尚未納入勞基法適用範圍內,因此健保局可以不受勞基法第九條之限制,持續雇用暫僱人員。另外,歸結健保局暫僱人員得以組織工會之因素如下:(一)健保局暫僱人員工作時間、工作地點均固定,欲集結暫僱人員力量,並不如其他非典型工作員工一般地困難。(二)勞基法擴大適用範圍後,保險業納入勞基法保障行業,健保局暫僱人員成為非定期契約工,屬於勞基法所保障之勞工範疇。(三)健保局之組織體制為國營金融保險事業機構,並非政府行政機構,因此不受工會法第四條之限制。
Abstract
Atkinson proposed a concept of “flexible firm” in 1984, and distinguished workers into three parts: core workers, peripheral workers and external workers. In 1997, Handy considered that organization would be composed of core work team, temporary employees, and flexible workers in the future. Therefore, Work in the organization would be divided into two parts: core work and non-core work. Core workers are responsible for core work, and non-core work are outsourced or distributed to other contractors. Then, atypical employment rises and develops. The use of this kind of employment will become a trend, and companies can save money this way.
The purposes of this thesis are: (1) to understand the situation of atypical employment in the Bureau of National Health Insurance (the NHI); (2) to find out the reasons of unionization for temporary workers in the NHI; (3) to understand the restraints on unionization of atypical employees; (4) to provide suggestion to government and government-run companies.
According to the results of interviews and analysis, the reason that the NHI continues to employ temporary employees is to stabilize business. The NHI can continue to employ temporary employees since these temporary employees are not included into Labor Standards Law. Three reasons that temporary employees of the NHI can unionize are: (1) work time and worksites of temporary employees of the NHI are fixed; (2) insurance industries are covered by Labor Standards Law, and temporary employees of the NHI are included into Labor Standards Law; (3) organizational system of the NHI is a government-run financial and insurance organization, so it is not limited by the fourth clause of Labor Union Law.
目次 Table of Contents

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 3
第四節 研究流程 4
第二章 文獻探討 5
第一節 非典型工作安排 5
第二節 臨時性雇用 9
第三節 非典型工作員工之工會化問題 16
第三章 研究方法 25
第一節 研究取向 25
第二節 研究對象 27
第三節 研究工具及過程 28
第四節 資料分析 29
第五節 個案簡介 30
第四章 研究分析 33
第一節 健保局暫僱人員的管理 33
第二節 工會的狀況 44
第三節 健保局的回應 51
第四節 健保局暫僱人員工會化因素 62
第五章 研究結論與建議 65
第一節 研究結論 65
第二節 研究建議 71
第三節 研究限制 72
第四節 後續研究建議 73
參考文獻. 75
附錄一:訪談大綱 81
附錄二:訪談稿 83

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