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題名 臺韓母性保護制度與企業托兒政策之比較
Comparison of Taiwan and South Korea`s maternity protection system and enterprise child care service policy作者 翁靖雯
Weng, Ching-Wen貢獻者 郭秋雯
Kuo, Chiu-Wen
翁靖雯
Weng, Ching-Wen關鍵詞 生育相關休假
企業托兒
母性保護
工作與家庭平衡
Maternity Leave
Workplace Nursery
Maternity Protection
Work-Family Balance日期 2023 上傳時間 1-Sep-2023 16:20:53 (UTC+8) 摘要 因經濟型態的轉變、教育水準的提高，女性投入就業市場的人數增加，以雙薪為主的家庭模式日益增長，且女性勞動參與者是發展經濟的重要支柱之一，但在台灣與韓國，大部分婚育年齡的女性勞動者因背負著生育的天職及照顧家庭的傳統羈絆，因此面臨工作家庭兩頭燒的處境，然生育責任不是女性一人之責，也不應全然落在家庭，而必須由國家社會一同分擔，因此母性保護政策、工作與家庭平衡政策的落實是不可或缺的，在這兩個政策的架構下，本研究旨在比較臺韓兩國生育相關的休假政策，減緩工作與家庭責任間角色的衝突，讓因育兒而暫離職場的勞工，其就業權益得以受到保障，此外，為協助勞工在工作與家庭間能獲得平衡，除了需要政府積極地推動友善家庭的勞動政策之外，企業的協助也是不可或缺的，在政府的政策與企業的配合施行下，企業托兒成為代理家長照顧以及教育孩童的角色，讓孩童家長能更安心專注於工作上，因此本研究同時也探討臺韓兩國的企業托兒政策。本研究透過台灣與韓國兩國之論文、文獻運用、期刊、法規及政策報告等資料，探究兩國之政策發展過程以及對兩國的政策作分析比較。首先，本研究發現，台灣與韓國在生育相關的休假假別上差異不大，惟韓國的產假天數除了優於臺灣，也更為貼近國際勞工組織規範的勞工產假最低標準，在產假薪資方面，臺灣現行制度是由雇主全額支付產假期間的薪資，而韓國則是由政府的社會福利（雇用保險基金）加上部分雇主支付，一同作為產假薪資的來源，產假薪資公共化有助於減少職場懷孕歧視同時減輕雇主負擔；育嬰假的部分，臺韓兩國目前育嬰假最大的不同之處為申請區間與孩童年紀的限制，依育嬰假補助政策內容來看，兩國皆有上調補助金額，韓國政府為鼓勵男性參與育兒，不惜大手筆增加補貼額度，以金錢為誘因持續推動男性參與育兒。企業托兒政策部分，臺韓兩國對企業托兒制度施行上最大的不同之處為，韓國對沒有履行辦理企業托兒義務的企業，除了公布企業名單，同時施行罰款制度，臺灣則是偏向站在鼓勵角度，給予企業經費補助，減少雇主負擔，希望雇主把提供員工托兒服務當成社會責任以促進企業設置托兒設施，並無訂定罰則之相關辦法。
Due to the transformation of the economic pattern and the improvement of the education level, the number of women entering the workplace has increased, and the family model dominated by double wages is increasing. At the same time, female labor participants are also one of the important pillars of economic development. However, in Taiwan and South Korea, most of the female workers of marriage and childbearing age are burdened with the vocation of childbearing and the traditional fetters of caring for the family, so they face the situation of working and family burning at both ends. But the responsibility of childbearing is not the responsibility of women alone, nor only on the family, but must be shared by the state and society. Therefore, the implementation of maternity protection policies and work-family balance policies is indispensable. Under the framework of these two policies, this thesis aims to compare the maternity-related leave policies of Taiwan and South Korea.Reduce the conflict between work and family responsibilities, so that workers who temporarily leave the workplace due to childcare can protect their employment rights. In addition, in order to help worker achieve a balance between work and family, in addition to the government`s active promotion of family-friendly labor policies, the assistance of enterprises is also indispensable. Under the cooperation of government policies and enterprises, workplace nursery has become the role of surrogate parents to take care of and educate children, and let parents of children feel more at ease and focus on work. Therefore, this thesis also explores corporate childcare policies in Taiwan and South Korea.Through on the papers, periodicals, regulations and policy reports of Taiwan and South Korea, this thesis would like to explore the development process of the two countries also analyze and compare the policies of the two countries.First of all, this thesis found that Taiwan and South Korea have little difference in terms of maternity-related leave, but South Korea’s maternity leave is not only better than Taiwan’s, but also closer to the minimum standard of labor maternity leave stipulated by the International Labor Organization. In terms of maternity leave salary subsidy, the current system in Taiwan is that employers fully pay maternity leave salary, while South Korea uses the government`s social welfare (employment insurance fund) plus part of the employer`s payment as the source of maternity leave subsidy. The publication of maternity leave wage subsidies will help reduce pregnancy discrimination in the workplace and reduce the burden on employers. As for parental leave, the biggest difference between Taiwan and South Korea is the application period and the age limit of the child. Judging from the content of the parental leave subsidy policy, both countries have increased the subsidy amount. In order to encourage father to participate in child-rearing, South Korean government has spared no effort to increase the amount of subsidies, using money as an incentive to promote the policy.In terms of workplace nursery, there is a biggest difference in the implementation of workplace nursery systems between Taiwan and South Korea. South Korea’s policy on companies that fail to fulfill their obligation to handle workplace nursery, not only publishing the list of companies but also imposing a fine. On the contrary, Taiwan government encourages companies to handle workplace nursery by giving financial subsidies to companies in order to reduce the burden on employers. Taiwan government hopes that employers will consider the provision of childcare services for employees as a social responsibility to promote enterprises to set up childcare facilities. 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Lawrence，朱柔若(譯)，2000，《社會研究方法：質化與量化取向》，台北：揚智。中文網站資料少子女化對策-建構安心懷孕及友善生養環境https://www.ey.gov.tw/Page/9277F759E41CCD91/d7d0c026-4aff-46cb-aeaf-47e46f925473全國法規資料庫 https://law.moj.gov.tw/勞動部工作生活平衡推動手冊https://labor-elearning.mol.gov.tw/base/10001/door/%AFS%A5Z%C0%C9%AE%D7%B0%CF/24_111%A6~%A4u%A7%40%A5%CD%AC%A1%A5%AD%BF%C5%B1%C0%B0%CA%A4%E2%A5U.pdf勞動部企業托兒服務參考手冊https://labor-elearning.mol.gov.tw/base/10001/door/%AFS%A5Z%C0%C9%AE%D7%B0%CF/19_%A5%F8%B7~%A6%AB%A8%E0%AAA%B0%C8%B0%D1%A6%D2%A4%E2%A5U.pdf英文期刊Anjni Anand，Veena Vohra, (2019), Alleviating employee work-family conflict: role ofClark S C, (2000), Work/Family border theory: a new theory of Work/Family balance,Human Relations53(6), pp.747-770.Clark S C, (2001), Work cultures and Work/Family balance, Journal of Vocational Behavior58(3), pp.348-365.Duxbury L E，Higgins C A, (1991), Gender differences in work-family conflict, Journal of Applied Psychology76(1), pp.60-74.Greenhaus J H，Nicholas J B, (1985), Sources of conflict between work and family roles, The Academy of Management Review10(1), pp.76-88.Greenhaus J H，Powell G N, (2006), When work and family are Allies: a theory of Work-Family enrichment, The Academy of Management Review31(1), pp.72-92.Grzywacz J G，Carlson D S, (2007), Conceptualizing work-family balance: Implications for practice and research, Advances in Developing Human Resources9(4), pp.455-471.Organizations, International Journal of Organizational Analysis28(2), pp.313-332. 描述 碩士
國立政治大學
韓國語文學系
106557005資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106557005 資料類型 thesis dc.contributor.advisor 郭秋雯 zh_TW dc.contributor.advisor Kuo, Chiu-Wen en_US dc.contributor.author (Authors) 翁靖雯 zh_TW dc.contributor.author (Authors) Weng, Ching-Wen en_US dc.creator (作者) 翁靖雯 zh_TW dc.creator (作者) Weng, Ching-Wen en_US dc.date (日期) 2023 en_US dc.date.accessioned 1-Sep-2023 16:20:53 (UTC+8) - dc.date.available 1-Sep-2023 16:20:53 (UTC+8) - dc.date.issued (上傳時間) 1-Sep-2023 16:20:53 (UTC+8) - dc.identifier (Other Identifiers) G0106557005 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/147268 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 韓國語文學系 zh_TW dc.description (描述) 106557005 zh_TW dc.description.abstract (摘要) 因經濟型態的轉變、教育水準的提高，女性投入就業市場的人數增加，以雙薪為主的家庭模式日益增長，且女性勞動參與者是發展經濟的重要支柱之一，但在台灣與韓國，大部分婚育年齡的女性勞動者因背負著生育的天職及照顧家庭的傳統羈絆，因此面臨工作家庭兩頭燒的處境，然生育責任不是女性一人之責，也不應全然落在家庭，而必須由國家社會一同分擔，因此母性保護政策、工作與家庭平衡政策的落實是不可或缺的，在這兩個政策的架構下，本研究旨在比較臺韓兩國生育相關的休假政策，減緩工作與家庭責任間角色的衝突，讓因育兒而暫離職場的勞工，其就業權益得以受到保障，此外，為協助勞工在工作與家庭間能獲得平衡，除了需要政府積極地推動友善家庭的勞動政策之外，企業的協助也是不可或缺的，在政府的政策與企業的配合施行下，企業托兒成為代理家長照顧以及教育孩童的角色，讓孩童家長能更安心專注於工作上，因此本研究同時也探討臺韓兩國的企業托兒政策。本研究透過台灣與韓國兩國之論文、文獻運用、期刊、法規及政策報告等資料，探究兩國之政策發展過程以及對兩國的政策作分析比較。首先，本研究發現，台灣與韓國在生育相關的休假假別上差異不大，惟韓國的產假天數除了優於臺灣，也更為貼近國際勞工組織規範的勞工產假最低標準，在產假薪資方面，臺灣現行制度是由雇主全額支付產假期間的薪資，而韓國則是由政府的社會福利（雇用保險基金）加上部分雇主支付，一同作為產假薪資的來源，產假薪資公共化有助於減少職場懷孕歧視同時減輕雇主負擔；育嬰假的部分，臺韓兩國目前育嬰假最大的不同之處為申請區間與孩童年紀的限制，依育嬰假補助政策內容來看，兩國皆有上調補助金額，韓國政府為鼓勵男性參與育兒，不惜大手筆增加補貼額度，以金錢為誘因持續推動男性參與育兒。企業托兒政策部分，臺韓兩國對企業托兒制度施行上最大的不同之處為，韓國對沒有履行辦理企業托兒義務的企業，除了公布企業名單，同時施行罰款制度，臺灣則是偏向站在鼓勵角度，給予企業經費補助，減少雇主負擔，希望雇主把提供員工托兒服務當成社會責任以促進企業設置托兒設施，並無訂定罰則之相關辦法。 zh_TW dc.description.abstract (摘要) Due to the transformation of the economic pattern and the improvement of the education level, the number of women entering the workplace has increased, and the family model dominated by double wages is increasing. At the same time, female labor participants are also one of the important pillars of economic development. However, in Taiwan and South Korea, most of the female workers of marriage and childbearing age are burdened with the vocation of childbearing and the traditional fetters of caring for the family, so they face the situation of working and family burning at both ends. But the responsibility of childbearing is not the responsibility of women alone, nor only on the family, but must be shared by the state and society. Therefore, the implementation of maternity protection policies and work-family balance policies is indispensable. Under the framework of these two policies, this thesis aims to compare the maternity-related leave policies of Taiwan and South Korea.Reduce the conflict between work and family responsibilities, so that workers who temporarily leave the workplace due to childcare can protect their employment rights. In addition, in order to help worker achieve a balance between work and family, in addition to the government`s active promotion of family-friendly labor policies, the assistance of enterprises is also indispensable. Under the cooperation of government policies and enterprises, workplace nursery has become the role of surrogate parents to take care of and educate children, and let parents of children feel more at ease and focus on work. Therefore, this thesis also explores corporate childcare policies in Taiwan and South Korea.Through on the papers, periodicals, regulations and policy reports of Taiwan and South Korea, this thesis would like to explore the development process of the two countries also analyze and compare the policies of the two countries.First of all, this thesis found that Taiwan and South Korea have little difference in terms of maternity-related leave, but South Korea’s maternity leave is not only better than Taiwan’s, but also closer to the minimum standard of labor maternity leave stipulated by the International Labor Organization. In terms of maternity leave salary subsidy, the current system in Taiwan is that employers fully pay maternity leave salary, while South Korea uses the government`s social welfare (employment insurance fund) plus part of the employer`s payment as the source of maternity leave subsidy. The publication of maternity leave wage subsidies will help reduce pregnancy discrimination in the workplace and reduce the burden on employers. As for parental leave, the biggest difference between Taiwan and South Korea is the application period and the age limit of the child. Judging from the content of the parental leave subsidy policy, both countries have increased the subsidy amount. In order to encourage father to participate in child-rearing, South Korean government has spared no effort to increase the amount of subsidies, using money as an incentive to promote the policy.In terms of workplace nursery, there is a biggest difference in the implementation of workplace nursery systems between Taiwan and South Korea. South Korea’s policy on companies that fail to fulfill their obligation to handle workplace nursery, not only publishing the list of companies but also imposing a fine. On the contrary, Taiwan government encourages companies to handle workplace nursery by giving financial subsidies to companies in order to reduce the burden on employers. Taiwan government hopes that employers will consider the provision of childcare services for employees as a social responsibility to promote enterprises to set up childcare facilities. There is no relevant method for setting penalties. en_US dc.description.tableofcontents 目次I、緒論 11.1 研究目的 11.2 研究對象與範圍 31.3 研究問題與方法: 41.3.1 文獻分析法 41.3.2 比較法 51.4 研究架構 6II、文獻回顧與理論背景 72.1 母性保護 72.1.1 母性保護的必要性 72.2 工作與家庭平衡 82.2.1 工作與家庭平衡的必要性 92.3 企業托兒的必要性 10III、臺韓生育相關之休假政策 123.1 臺灣生育相關之休假政策 123.1.1 臺灣產檢假、安胎假、陪產檢假/陪產假、產假 123.1.1.1 產檢假、安胎假、陪產檢假/陪產假、產假政策的發展過程 123.1.1.2 臺灣產檢假、安胎假、陪產檢假/陪產假、產假政策內容 143.1.2 臺灣育嬰留職停薪 163.1.2.1 臺灣育嬰留職停薪政策的發展過程 163.1.2.2 臺灣育嬰留職停薪政策內容 173.1.3 育兒減少工時政策的發展過程及內容 193.2 韓國生育相關之休假政策 203.2.1 產前、產後休假(包括流產、死產休假)、陪產假 223.2.1.1 產前、產後休假(包括流產、死產休假)政策的發展過程 223.2.1.2 產前、產後休假(包括流產、死產休假)政策內容 233.2.1.3 陪產假政策的發展過程及內容 243.2.2 育兒休假 253.2.2.1 育兒休假政策的發展過程 253.2.2.2 育兒休假的政策內容 283.2.3 育兒減少工時政策的發展過程及內容 303.3臺韓兩國生育相關休假政策之比較 32IV、臺韓企業托兒政策 364.1臺灣企業托兒政策 384.1.1 臺灣企業托兒的發展過程 384.1.2臺灣政府對企業施行企業托兒提供之補貼 404.1.3 臺灣企業托兒施行狀況 414.2 韓國企業托兒政策 454.2.1 韓國企業托兒的發展過程 454.2.2 韓國政府對企業施行企業托兒提供之補貼與賦稅優惠 474.2.3 韓國企業托兒施行狀況 504.3臺韓兩國企業托兒制度之比較 53V、結論 575.1 臺韓生育相關之休假政策 .. 575.2 臺韓企業托兒政策 58VI、參考文獻 60表圖目次表:<表1> 臺灣生育相關之休假政策發展過程 13<表2> 臺灣生育相關之休假內容(2023年) 15<表3> 臺灣育嬰留職停薪政策的發展過程 17<表4> 臺灣育嬰留職停薪(2023年) 18<表5> 育兒減少工時政策的發展過程 20<表6> 韓國母性保護政策與工作家庭平衡政策之相關法源 20<表7> 韓國產前、產後休假(包括流產、死產休假)政策的發展過程 22<表8> 韓國生育給付施行辦法(2023年) 24<表9> 韓國流產或死產給假天數(2023年) 24<表10> 韓國陪產假政策的發展過程 24<表11> 韓國育兒休假政策的發展過程 26<表12> 育兒休假補助內容(2023年) 29<表13> 韓國3+3父母育兒休職制(2023年) 29<表14> 韓國育兒減少工時政策的發展過程 31<表15> 臺韓兩國生育相關休假比較(2023年) 32<表16> 臺韓兩國育嬰假之比較(2023年) 34<表17> 臺韓兩國育兒減少工時之比較(2023年) 35<表18> 企業設置托兒服務機構作業之主管機關及相關法令 39<表19> 臺灣政府提供企業辦理企業托兒之補助(2023年) 40<表20> 臺灣企業辦理托育模式型態表(2023年) 42<表21> 工業局所轄工業區廠商托育措施統計 44<表22> 2021年科學園區管理局協助事業單位辦理托兒設施補助經費 統計 44<表23> 企業設置托兒服務機構作業之主管機關及相關法令 47<表24> 韓國政府對企業設置托兒設施之補助內容 49<表25> 韓國政府提供企業辦理企業托兒之賦稅優惠 50<表26> 企業辦理企業托兒之辦法 51<表27> 2015-2021年韓國企業辦理企業托兒情形 52<表28> 2023年韓國的職工福利法人營運之公共企業托兒 53<表29> 臺韓兩國企業托兒制度之比較(2023年) 55圖:<圖1> 臺韓兩國生育率-年份圖 2<圖2> 臺灣育嬰留職停薪假使用情形 19<圖3> 國育兒休假使用情形 30<圖4> 員工規模100人以上之事業單位設有托兒服務機構之情形 43<圖5> 員工規模100人以上之事業單位提供托兒措施之情形 43 zh_TW dc.format.extent 3238065 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106557005 en_US dc.subject (關鍵詞) 生育相關休假 zh_TW dc.subject (關鍵詞) 企業托兒 zh_TW dc.subject (關鍵詞) 母性保護 zh_TW dc.subject (關鍵詞) 工作與家庭平衡 zh_TW dc.subject (關鍵詞) Maternity Leave en_US dc.subject (關鍵詞) Workplace Nursery en_US dc.subject (關鍵詞) Maternity Protection en_US dc.subject (關鍵詞) Work-Family Balance en_US dc.title (題名) 臺韓母性保護制度與企業托兒政策之比較 zh_TW dc.title (題名) Comparison of Taiwan and South Korea`s maternity protection system and enterprise child care service policy en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) VI、參考文獻韓文期刊김수영(2016), 「직장어린이집 정책추진현황 및 향후 과제」, 육아정책포럼, 49(-), pp28-33.김정겸, 강영식(2015), 「직장보육시설 위탁 운영 어린이집 학부모의 만족도에 관한 연구」, 한국산학기술학회논문지, 16(1), pp282-290.윤자영, 홍민기(2014), 「육아휴직제도의 여성 고용 효과」, 노동정책연구, 14(4), pp31-57.이해진, 어성연(2018), 「직장어린이집 이용만족도와 부모의 결혼만족도가 양육스트레스에 미치는 영향」, 미래유아교육학회지, 25(4), pp329-351.임병인, 이지민(2019), 「저출산 정책의 효과성 분석: 육아휴직 제도를 중심으로」, 한국재정학회 학술대회 논문집, 2019(4), pp1-19.임종운, 표갑수, 원기선(1993), 「영유아 보육사업의 당면과제 / 토론」, 한국아동복지학회 학술발표논문집, 1993(12), pp71-96. 김혜란, 김통원, 김상호, 박영실, 정희영(2004), 「경기지역 기업의 직장과 가정 양립지원 실태에 관한 연구」, 위탁연구, 2004(12), pp3-9.정우열(2020), 「우리나라 보육정책의 변화과정에 관한 연구」, 사회융합연구, 4(2), pp201-210.韓文論文박은영(2015), 「직장보육시설 이용 취업모의 시설이용만족도가 양육스트레스와 후속출산의도에 미치는 영향」, 중앙대학교, 국내석사학위논문.박태익(2002), 「취업모의 직장보육시설 이용실태와 만족도에 관한 연구」, 대구대학교, 국내석사학위논문. 이남경(2012), 「직장보육시설 이용만족도가 취업모의 직무만족도 및 양육효능감에 미치는 영향」, 고려대학교, 국내석사학위논문.배은경(2004) , 「한국사회 출산조절의 역사적 과정과 젠더: 1970년대까지의 경험을 중심으로」, 서울대학교, 국내박사학위논문.韓文網站資料KOSIS 국가통계포털https://kosis.kr/index/index.do고용노동부 일생활균형https://www.worklife.kr/website/index/m4/worker_pay.asp근로복지공단 https://www.comwel.or.kr법제처 https://www.moleg.go.kr/index.es?sid=a1제 4차 저출산고령사회 기본계획https://www.betterfuture.go.kr/front/notificationSpace/pressReleaseDetail.do?articleId=117中文期刊吳玉山，2001，〈制度、非正式制度與結構對政治穩定的影響〉，《政治學報》，第32期，頁1-30。胡愈寧，2003，〈海峽兩岸企業社會責任回應策略之解析-以兩性工作平等法為例〉，《育達研究叢刊》，第4 期，頁163-184。郝鳳鳴(2000)，〈從社會保障觀點論育嬰假相關法制之改革〉，《臺灣本土法學雜誌》，第89期，頁1-2。劉梅君(1999)，〈「兩性工作平等法」與「母性保護」之關聯─淺談「育嬰假」、「家庭照顧假」等「促進工作平等」措施的立法理由〉，《律師雜誌》，第242期，頁35。鄭清霞，2007，〈育兒責任分擔的探討與推估－國家vs.家庭〉，《東吳社會工作學報》，第17期，頁95-135。中文論文李雅玲，2016，《探究母性保護制度在我國護理職業之現況與困境－以南部地區醫學中心為例》，碩士論文，南臺科技大學。徐翔裕，2008，《性別工作平等法有關性別平權與母性保護規定之檢討》，碩士論文，國防管理學院法律研究所。翁政興，1996，《台灣地區企業托兒服務之研究》，碩士論文，國立政治大學社會研究所。黃鈺雲，2014，《臺灣大型企業推行職業健康服務之現況及困境》，碩士論文，國立臺灣大學護理學研究所。中文專書Neuman W. 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