Please use this identifier to cite or link to this item: https://ah.lib.nccu.edu.tw/handle/140.119/125750
題名: 我國二度就業婦女重返職場問題與因應對策之探討
A study on the iIssue and relevant policy of re-entry into the labor market for career break women
作者: 陳婷筠
Chen, Ting-Yun
貢獻者: 成之約
Cheng, Chih-Yu
陳婷筠
Chen, Ting-Yun
關鍵詞: 二度就業婦女
重返職場
就業困境
女性就業促進政策
Career Break Women
Re-entry into labor market
Employment issues
Female labor policy
日期: 2019
上傳時間: 5-Sep-2019
摘要: 我國人口結構面臨少子高齡化問題,預測未來工作人口持續減少且呈現高齡化,勞動政策必須有所準備,對未來勞動市場人口短缺的問題採取適當措施,也成為促進女性投入勞動市場的契機。2018年我國女性人口已超越男性,顯示未來女性人口將成為勞動市場主力,提升女性勞動參與率被認為是穩定且有助於緩解勞動人口短缺的最佳選擇。然我國女性於30歲以後出現退出勞動市場的現象,受到結婚、生產、育兒及負擔照顧家人等因素影響,女性勞參率隨年齡增加而下降,再加上婚育離開職場女性無明顯復職、退休年齡提前等現象,致我國45歲以上之女性勞參率低於日、韓,並成呈現倒V字發展,有別於日、韓女性有隨子女成長後重返勞動市場使勞動參與率呈現M字發展,凸顯我國女性在重返職場的機會與過程是有難度的,特別是中高齡女性再就業之問題。\n\n本研究透過一對一的深度訪談與文獻分析,了解我國已婚女性就業現況與重返職場之困境,以及專家學者與政府單位對現行政策之看法與建議,並參考日本與南韓協助二度就業婦女再就業政策之經驗,提出二度就業婦女重返職場之因應對策與改善建議。綜合有二度就業婦女經驗與未來潛在的二度就業婦女的看法,可以發現她們分別在個人、家庭、工作的共同困境:個人條件方面的困境主要來自於年齡產生的排擠效果、經驗與知識技不足;家庭狀況則是家人反對、影響家庭和諧、照顧子女仍維持親自照顧的觀念,對目前的托育制度與保母照顧品質感到不信任的態度居多;工作環境方面則有工時無彈性、工作條件較差、雇主僱用意願低等問題,也有受到過去工作經驗與職業限制影響重返職場的工作選擇,也可以發現女性的工作能力被貶低的情形。政策建議方面,本研究認為,個人方面必須強化就業服務與支援協助,透過加強就業服務與就業支持,提升個案管理員就業支持的服務密度,並掌握二度就業婦女的人數與動向,強化宣傳就業資訊與接觸服務對象的效果;家庭方面必須建立符合需求的托育照護制度與友善職場的環境,家庭內部則須仰賴家庭成員的互助合作,讓有照顧子女需求的女性得以安心繼續工作;工作與環境方面必須維持女性穩定就業的狀態,透過提供多元的工作設計與友善職場措施,並協助雇主重新認識女性勞動力,鼓勵雇主增加雇用女性的意願,提高女性重返職場的機會。
The population structure in Taiwan is facing the problem of decreasing birth rate and aging society which is predicted that the working population will continue to decrease and it will be aging in the future. Therefore, Labor policies must be prepared and take appropriate measures for the shortage of labor market. It is also become an opportunity to promote women`s participation in the labor market. In 2018, female population in Taiwan has surpassed that of men, and it shows that female population in the future will become the main force of the labor market. Increasing female labor participation rate is considered to be the best choice for the shortage of labor market. However, the phenomenon of women who withdraw from the labor market after the age of 30 is affected by factors such as marriage, childbirth, child-caring for the family. Besides, female participation rate declines with age, and rate of female participation over 45 years old in Taiwan is lower than Japan and South Korea because women in Taiwan don`t return to the labor market due to marriage, childbirth and early retirement age. Female labor participation rate in Taiwan develop in ``V``, but women in Japan and Korea will returned to the labor market after their children grow up and makes female labor participation rate develop in ``M``. It shows that it is difficult for women to return to the workplace and, especially for middle-aged women.\n\nThrough one-to-one interview and the document analysis, the study will understand the current situation of married women in Taiwan and the difficulties in returning to the labor market, as well as the opinions and suggestions of experts, scholars and government agencies on current policies. It will also take the experience and the policy of career-break women in Japan and South Korea as reference. Refer to the document analysis and the interview, the study will give the advice for labor policy to promote career-break women re-entry into the labor market in Taiwan.The study divide career break women into two categories: the career break women who have the experience to re-entry into the labor market, and the career break women who don`t re-entry into the labor market after they leave the labor market due to marriage, childbirth and child-caring. It shows that they are in the common dilemma of individuals, families, and work: the dilemma in individuals mainly comes from the effect of age, lack of experience and knowledge. Family status is the opposition form family members, affecting family harmony, caring for children by herself, and most of the attitudes towards the current children care system and the quality of nursery care are mostly untrustworthy. There are problems in work environment, such as inflexible working hours, poor working conditions, low employer`s willingness to hire, and work choices that have been affected by past work experience and occupational restrictions, and can also find that women`s work ability is belittled. In terms of policy suggestions, the study considers that the government must strengthen employment services and support assistance in individual status by enhancing the service density of employment service and support, understanding the number and trends of career break women, strengthening the effectiveness of promoting employment information and supply to those who need. Advice to the family status is the government must establish a childcare system that mother needs and create a friendly environment in workplace. Within family, Cooperation between family members to do the house working and child-caring is necessary, so that women who have the needs of caring for their children can continue to work without concern. In the work and the environment status, it must maintain a stable employment situation for women by providing multiple job design and friendly workplace, and assisting employers to re-recognize the female workforce, encouraging employers to increase their willingness to hire women and the women will have chances of returning to the labor market.
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描述: 碩士
國立政治大學
勞工研究所
103262015
資料來源: http://thesis.lib.nccu.edu.tw/record/#G0103262015
資料類型: thesis
Appears in Collections:學位論文

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