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題名 懷孕、產後女性員工之友善職場措施與自由使用度研究-以台灣中小企業為例
Friendly Workplace Practices and the Freedom to Use Friendly Workplace Practices for Pregnant and Post-Partum Female Employees – A Study on Taiwan SMEs
作者 殷曉曼
Yan, Hio Man
貢獻者 蔡維奇
Tsai, Wei Chi
殷曉曼
Yan, Hio Man
關鍵詞 懷孕與產後女性員工
友善職場措施
友善職場措施自由使用度
中小企業
pregnant and after-partum female employees
friendly workplace practices
freedom to use friendly workplace practices
SMEs
日期 2016
上傳時間 22-Aug-2016 13:43:03 (UTC+8)
摘要 隨著台灣經濟快速發展，現今女性的教育水準愈來愈高，在社會扮演的角色也愈來愈重要。然而，女性在面對工作生活平衡時，相較男性更受不同角色的衝突所影響；大多職業女性在面臨照顧小孩與工作的兩難時，往往會優先選擇全職照顧子女。另一方面，僱主常以「工作不勝任」、「試用期間不適任」來作解僱懷孕員工理由，或不顧及其安全，照常要求其從事粗重的工作。因此，提供懷孕與產後女性員工一個能夠免於就業歧視、友善對待及兼顧工作與家庭之職場環境為相當重要。
     
     而做為台灣勞工密集、經濟發展主力的中小企業，常被認為因資源短缺而給予員工較為不完善的友善職場措施與福利，難道當中沒有一些中小企業特別著重關懷懷孕與產後女性員工，擁有更完善之相關友善職場措施規劃嗎？因此，本文欲探討曾於中小企業CSR獎中【幸福職場】項目的企業，再與非得獎企業分別於「達到法規標準相關友善措施」、「法規規範以外相關友善措施」、「措施自由使用度」三大項目進行比較，從而深入了解台灣中小企業對於懷孕與產後女性員工之友善職場措施規劃與實施狀況為何，希望藉由此研究歸納出一些管理實務建議給予中小企業作參考之用。
As Taiwan’s economy is developing rapidly, women’s education levels get much higher, and their social roles become more important. However, when most of employed women facing the conflicts between taking care of their children and their jobs, they always choose to spend their time fully with their children in priority. On the other hand, employers often use “job incompetence” or “incompetence during probation” as excuses to dismiss pregnant employees, or disregard their safety and instruct them to deal with tough works as usual. Therefore, it is essential to offer pregnant and after-partum female employees a friendly workplace environment.
     
     Taiwan SMEs, being the most labor-intensive and the main power of Taiwan economic development, are always known as providing employees with few well-instructed friendly workplace practices and welfare due to lack of resources. However, does it mean that no SMEs have ever offered pregnant and post-partum employees friendly workplace practices? Therefore, this study wants to investigate those companies which have been awarded [Happy Workplace] prize of SMEs CSR prize, and then compare to those companies which have not yet awarded in terms of “meeting regulatory standards”, “more than regulatory standards” and “the freedom to use” of friendly workplace practices for pregnant and post-partum employees, so as to understand deeply the situation of implementing those related practices, and provide some practical advices to Taiwan SMEs for future use.
第一章 緒論 1
     第一節 研究背景與動機 1
     第二節 研究目的 4
     第三節 研究流程 5
     第二章 文獻探討 6
     第一節 懷孕、產後女性員工之友善職場措施政策 6
     第二節 中小企業與懷孕、產後女性員工之友善職場措施 12
     第三節 懷孕、產後女性員工友善職場措施之自由使用度 14
     第三章 研究方法 15
     第一節 研究方法 15
     第二節 研究設計與實施 16
     第三節 資料分析方法 20
     第四章 研究結果 21
     第一節 訪談研究結果 21
     第二節 問卷研究結果 33
     第五章 討論與建議 41
     第一節 結果與討論 41
     第二節 企業實務建議 43
     第三節 研究限制與後續研究建議 43
     參考文獻 45
     附錄一 懷孕、產後女性員工友善措施之訪談大綱 50
     附錄二 懷孕、產後女性員工友善措施自由使用度之問卷 52
參考文獻 中文文獻
     立法院(2014)。性別工作平等法－法條沿革。全國法規資料庫
      (http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=N0030014)
     立法院(2015)。勞動基準法－法條沿革。全國法規資料庫
      (http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=N0030001)
     行政院主計總處(2015)。歷年年齡組別勞動力參與率。行政院網頁(https://view.officeapps.live.com/op/view.aspx?src=http://www.dgbas.gov.tw/public/data/dgbas04/bc4/month/10301/table5.xls)
     行政院主計總處(2015a)。104年人力運用調查報告。行政院網頁 (http://ebook.dgbas.gov.tw/public/Data/512319493SQKUQ4S8.pdf)
     吳雅惠(2008)。家庭支持方案對懷孕婦女組織承諾及產後復工的影響，國立政治大學勞工研究所碩士論文。
     李佳俐(2004)。工作/家庭政策、工作/家庭平衡與員工績效關係之研究，國立成功大學國際企業研究所碩士論文。
     林瑜臻(2015)。創辦人/董事長性別、工作生活平衡措施與自由使用度對女性經理人比例之影響，國立政治大學企業管理研究所碩士論文。
     勞動部(2014)。103年僱用管理性別平等概況調查。勞動部網頁
      (http://statdb.mol.gov.tw/html/svy02/0222menu.htm)
     勞動部(2015)。104年僱用管理就業平等概況調查。勞動部網頁
      (http://statdb.mol.gov.tw/html/svy04/0424menu.htm)
     經濟部中小企業處(2015)。2015年中小企業白皮書。經濟部中小企業處網頁
     (http://book.moeasmea.gov.tw/book/doc_detail.jsp?pub_SerialNo=2015A01237&click=2015A01237)
     劉怡伶(2008)。影響企業提供工作/家庭平衡措施之因素探討，國立台灣大學國家發展研究所碩士論文。
     劉梅君(2007)。淺談友善職場的重要性，載於婦女權益促進發展基金會主辦，友善職場面面觀－減輕婦女家庭照顧壓力手冊，18-27。
     劉念琪、王志袁、劉雯中(2006)。工作與家庭措施之使用度、知覺組織支持與員工工作態度關聯性之探討。組織與管理，3(1)，41-66。
     潘淑滿(2003)。質性研究：理論與應用，台北，心理出版社。
     
     英文文獻
     Casper, W. J., Fox, K. E., Sitzmann, T. M., & Landy, A. L. (2004). Supervisor referrals to work-family programs. Journal of Occupational Health Psychology, 9(2), 136-151.
     Crabtree, B. F., & Miller, W. L. (Eds.) (1999). Doing qualitative research (2nd ed.). Thousand Oaks, CA: Sage.
     Babbie, E. (2004). The Practice of Social Research, 10th Edition, Belmont, CA: Wadsworth.
     Eaton, S. C. (2003). If you can use them: Flexibility policies, organizational commitment, and perceived productivity. Industrial Relations: A Journal of Economy and Society, 42(2), 145-167.
     Evans, J. M. (2001). Firms` contribution to the reconciliation between work and family life. OECD Labour Market and Social Policy Occasional Papers, 48. Paris: OECD Publishing.
     Fontana, A., & Frey, J. H. (1994). Interviewing the art of science. In N. K. Denzin and Y. S. Lincoln (Eds.), Handbook of Qualitative Research, 361-376. Thousand Oaks, CA: Sage.
     Forth, J., Lissenburgh, S., Callender, C., & Millward, N. (1997). Family-friendly working arrangements in Britain. Research Report, 16. London: Department for Education and Employment.
     Glass J., & Fujimoto T. (1995). Employer characteristics and the provision of family responsive policies. Work and occupations, 22(4), 380-411.
     Golden, L. (2009). Flexible daily work schedules in U.S. jobs: Formal introductions needed? Industrial Relations, 48(1), 27-54.
     Hammer, L. B., Allen, E., & Grigsby, T. D. (1997). Work-family conflict in dual-earner couples: Within-individual and crossover effect of work and family. Journal of Vocational Behavior, 50, 185-203.
     Hand, S., & Zawacki, R. A. (1994). Family-friendly benefits: More than a frill. HR Magazine, 39(10), 79-84.
     Hartin, W. (1994). Employment law. Corporate Management, 46(2), 75.76.
     Honeycutt, T. L., & Rosen, B. (1997). Family friendly human resource policies, salary levels and salient identity as predictors of organizational attraction. Journal of Vocational Behavior, 50, 271-290.
     Hughes, K. A. (1991). Pregnant professionals face pressures at work as attitudes toward them shift. Wall Street Journal, February 6: B1, B5.
     Kingston, P. W. (1990). Illusions and ignorance about the family. Journal of Family Issues, 11(4), 438-454.
     Konrad, A. M., & Mangel, R. (2000). The impact of work-life programs on firm productivity. Strategic Management Journal, 21(12), 25-37.
     Lawler, E. E. (2005). From human resources management to organizational effectives. In M. Losey, S. Meisinger, and D. Ulrich (Eds.), The future of human resource management, 144-153. New York: John Wiley & Sons.
     Matlay, H. (2002). Industrial relations in the SME sector of the British economy: An empirical perspective. Journal of Small Business and Enterprise Development, 9(3), 307–318.
     Marquart, J. (1991). How does the employer benefit from child care? Parental leave and child care, 229-245, Philadelphia: Temple University.
     McCurdy, A. H., Newman, M. A., & Lovrich, N. P. (2002). Family-friendly
     workplace policy adoption in general and special purpose local governments:
     Learning from the Washington state experience. Review of Public Personnel
     Administration, 22(1), 27-51.
     Middaugh, D., & Hester, C. (2006). Managing the Pregnancy employee. MEDSURG Nursing, August 2006, 15(4), 239.
     Milkovich, G.T., & Gomez, L. (1976). Day care and selected employee work behaviors. Academy of Management Journal, 19(1), 111-115.
     Osterman, P. (1995). Work/ family programs and the employment relationship. Administrative Science Quarterly, 40, 681-700.
     Scheibl, F., & Dex, S. (1998). Should we have more family-friendly policies? European Management Journal, 16(5), 586-599.
     Simkin, C., & Hiliage, J. (1992). Family-friendly Working: New hope or old hype? Institute of Manpower Studies Report, 224, 1-38.
     Smith, J., & Gardner, D. (2007). Factors affecting employee use of work-life balance initiatives. New Zealand Journal of Psychology, 36(1), 3-12.
     Storey, D. J. (2002). Education, training and development policies and practices in medium-sized companies in the UK: Do they really influence firm performance? Omega 30, 249–264.
     Strachan, G., & Burgess, J. (1998). The “family friendly” workplace origins, meaning and application at Australian workplaces. International Journal of Manpower, 19(4), 250-265.
     Taylor, S. J., & Bogdan, R. (1984). Introduction to qualitative research methods. New York: John Wiley & Sons.
     Thompson, C. A., Beauvais, L. L., & Lyness, K. S. (1999). When work-family benefits are not enough: The influence of work-family culture on benefit utilization, organizational attachment, and work-family conflict. Journal of Vocational Behavior, 54(3), 392-415.
     Whyman, P. B., & Petrescu, A. I. (2015). Workplace flexibility practices in SMEs: Relationship with performance via redundancies, absenteeism, and financial turnover. Journal of Small Business Management, 53(4), 1097-1126.
     Widener, A. J. (2007). Family-friendly policy: Lessons from Europe-part I. Public Manager, 36(3), 57-61.
描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
103363116
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0103363116
資料類型 thesis
dc.contributor.advisor 蔡維奇zh_TW
dc.contributor.advisor Tsai, Wei Chien_US
dc.contributor.author (Authors) 殷曉曼zh_TW
dc.contributor.author (Authors) Yan, Hio Manen_US
dc.creator (作者) 殷曉曼zh_TW
dc.creator (作者) Yan, Hio Manen_US
dc.date (日期) 2016en_US
dc.date.accessioned 22-Aug-2016 13:43:03 (UTC+8)-
dc.date.available 22-Aug-2016 13:43:03 (UTC+8)-
dc.date.issued (上傳時間) 22-Aug-2016 13:43:03 (UTC+8)-
dc.identifier (Other Identifiers) G0103363116en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/100587-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 103363116zh_TW
dc.description.abstract (摘要) 隨著台灣經濟快速發展，現今女性的教育水準愈來愈高，在社會扮演的角色也愈來愈重要。然而，女性在面對工作生活平衡時，相較男性更受不同角色的衝突所影響；大多職業女性在面臨照顧小孩與工作的兩難時，往往會優先選擇全職照顧子女。另一方面，僱主常以「工作不勝任」、「試用期間不適任」來作解僱懷孕員工理由，或不顧及其安全，照常要求其從事粗重的工作。因此，提供懷孕與產後女性員工一個能夠免於就業歧視、友善對待及兼顧工作與家庭之職場環境為相當重要。
     
     而做為台灣勞工密集、經濟發展主力的中小企業，常被認為因資源短缺而給予員工較為不完善的友善職場措施與福利，難道當中沒有一些中小企業特別著重關懷懷孕與產後女性員工，擁有更完善之相關友善職場措施規劃嗎？因此，本文欲探討曾於中小企業CSR獎中【幸福職場】項目的企業，再與非得獎企業分別於「達到法規標準相關友善措施」、「法規規範以外相關友善措施」、「措施自由使用度」三大項目進行比較，從而深入了解台灣中小企業對於懷孕與產後女性員工之友善職場措施規劃與實施狀況為何，希望藉由此研究歸納出一些管理實務建議給予中小企業作參考之用。		zh_TW
dc.description.abstract (摘要) As Taiwan’s economy is developing rapidly, women’s education levels get much higher, and their social roles become more important. However, when most of employed women facing the conflicts between taking care of their children and their jobs, they always choose to spend their time fully with their children in priority. On the other hand, employers often use “job incompetence” or “incompetence during probation” as excuses to dismiss pregnant employees, or disregard their safety and instruct them to deal with tough works as usual. Therefore, it is essential to offer pregnant and after-partum female employees a friendly workplace environment.
     
     Taiwan SMEs, being the most labor-intensive and the main power of Taiwan economic development, are always known as providing employees with few well-instructed friendly workplace practices and welfare due to lack of resources. However, does it mean that no SMEs have ever offered pregnant and post-partum employees friendly workplace practices? Therefore, this study wants to investigate those companies which have been awarded [Happy Workplace] prize of SMEs CSR prize, and then compare to those companies which have not yet awarded in terms of “meeting regulatory standards”, “more than regulatory standards” and “the freedom to use” of friendly workplace practices for pregnant and post-partum employees, so as to understand deeply the situation of implementing those related practices, and provide some practical advices to Taiwan SMEs for future use.		en_US
dc.description.abstract (摘要) 第一章 緒論 1
     第一節 研究背景與動機 1
     第二節 研究目的 4
     第三節 研究流程 5
     第二章 文獻探討 6
     第一節 懷孕、產後女性員工之友善職場措施政策 6
     第二節 中小企業與懷孕、產後女性員工之友善職場措施 12
     第三節 懷孕、產後女性員工友善職場措施之自由使用度 14
     第三章 研究方法 15
     第一節 研究方法 15
     第二節 研究設計與實施 16
     第三節 資料分析方法 20
     第四章 研究結果 21
     第一節 訪談研究結果 21
     第二節 問卷研究結果 33
     第五章 討論與建議 41
     第一節 結果與討論 41
     第二節 企業實務建議 43
     第三節 研究限制與後續研究建議 43
     參考文獻 45
     附錄一 懷孕、產後女性員工友善措施之訪談大綱 50
     附錄二 懷孕、產後女性員工友善措施自由使用度之問卷 52		-
dc.description.tableofcontents 第一章 緒論 1
     第一節 研究背景與動機 1
     第二節 研究目的 4
     第三節 研究流程 5
     第二章 文獻探討 6
     第一節 懷孕、產後女性員工之友善職場措施政策 6
     第二節 中小企業與懷孕、產後女性員工之友善職場措施 12
     第三節 懷孕、產後女性員工友善職場措施之自由使用度 14
     第三章 研究方法 15
     第一節 研究方法 15
     第二節 研究設計與實施 16
     第三節 資料分析方法 20
     第四章 研究結果 21
     第一節 訪談研究結果 21
     第二節 問卷研究結果 33
     第五章 討論與建議 41
     第一節 結果與討論 41
     第二節 企業實務建議 43
     第三節 研究限制與後續研究建議 43
     參考文獻 45
     附錄一 懷孕、產後女性員工友善措施之訪談大綱 50
     附錄二 懷孕、產後女性員工友善措施自由使用度之問卷 52		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0103363116en_US
dc.subject (關鍵詞) 懷孕與產後女性員工zh_TW
dc.subject (關鍵詞) 友善職場措施zh_TW
dc.subject (關鍵詞) 友善職場措施自由使用度zh_TW
dc.subject (關鍵詞) 中小企業zh_TW
dc.subject (關鍵詞) pregnant and after-partum female employeesen_US
dc.subject (關鍵詞) friendly workplace practicesen_US
dc.subject (關鍵詞) freedom to use friendly workplace practicesen_US
dc.subject (關鍵詞) SMEsen_US
dc.title (題名) 懷孕、產後女性員工之友善職場措施與自由使用度研究-以台灣中小企業為例zh_TW
dc.title (題名) Friendly Workplace Practices and the Freedom to Use Friendly Workplace Practices for Pregnant and Post-Partum Female Employees – A Study on Taiwan SMEsen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文文獻
     立法院(2014)。性別工作平等法－法條沿革。全國法規資料庫
      (http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=N0030014)
     立法院(2015)。勞動基準法－法條沿革。全國法規資料庫
      (http://law.moj.gov.tw/LawClass/LawAll.aspx?PCode=N0030001)
     行政院主計總處(2015)。歷年年齡組別勞動力參與率。行政院網頁(https://view.officeapps.live.com/op/view.aspx?src=http://www.dgbas.gov.tw/public/data/dgbas04/bc4/month/10301/table5.xls)
     行政院主計總處(2015a)。104年人力運用調查報告。行政院網頁 (http://ebook.dgbas.gov.tw/public/Data/512319493SQKUQ4S8.pdf)
     吳雅惠(2008)。家庭支持方案對懷孕婦女組織承諾及產後復工的影響，國立政治大學勞工研究所碩士論文。
     李佳俐(2004)。工作/家庭政策、工作/家庭平衡與員工績效關係之研究，國立成功大學國際企業研究所碩士論文。
     林瑜臻(2015)。創辦人/董事長性別、工作生活平衡措施與自由使用度對女性經理人比例之影響，國立政治大學企業管理研究所碩士論文。
     勞動部(2014)。103年僱用管理性別平等概況調查。勞動部網頁
      (http://statdb.mol.gov.tw/html/svy02/0222menu.htm)
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