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題名 殘障福利法定額晉用規定推行不彰之原因探討--由雇主的態度分析
The Ineffectiveness of the Quota Scheme for Employment the Disabled: An Analysis of Employers` Attitudes
作者 陳鳳雅
Chen, Fung-Ya
貢獻者 陳彰儀
Chen, Chang-I
陳鳳雅
Chen, Fung-Ya
關鍵詞 殘障福利法
定額進用
對殘障者印象
雇用殘障者態度
定額晉用態度
雇用殘障者行為
Walfare Laws for the Invalid
Quota scheme
Attitudes toward the disabled
日期 1995
上傳時間 28-Apr-2016 15:18:20 (UTC+8)
摘要 本研究主要在探討雇主對殘障工作者的印象、對定額晉用的態度、雇用殘障者態度及雇用行為四個變項的關係。參與本研究的受試為 272位服務於百人以上民營企業、有實際參與雇用決策且擔任現職一年以上之人事主管及單位主管。研究的結果發現：(一)雇主對殘障工作者持有正面的評價。(二)雖然雇主認為定額晉用制度是難以達成且不公平的，但是仍認為有其存在的必要。(三)在雇用態度上，雇主有高的雇用意願，認為雇用殘障者不會提升雇用成本，且同意雇用殘障者可獲致一些雇用上的利益。(四)在雇主個人變項與各項態度的相關上，研究發現：(1)低學歷者(高中以下) 較高學歷者(大學及研究所)有正向的態度。(2) 在工作場合中曾與殘障者接觸者較不曾接觸者有正向的態度。(3) 知道定額晉用規定者較不知道者有正向的態度。(五)在各項態度的相關上發現對殘障者印象、定額晉用態度與雇用殘障者態度間均有相關存在殘障者態度最有預測力。(六)在各項態度與行為的相關上發現人事主管中態度與行為的關聯性較單位主管強。(七)組織規模小的企業(較大企業)及製造業(較服務業)達成定額晉用的比例高。
The purpose of this research was to explore the relationships between employers` impression toward the disabled, attitudes toward employmentthe disabled, attitudes toward the quota scheme (in Welfare Laws for theInvalid), and the performed behaviors for employment the disabled. Twohundred and seventy-two direct and personnel managers attended this research. The major findings of this study were as follows: (1) Employer shad favorable impression toward the disabled, especially on the dimension of job attitudes. (2) The quota scheme was evaluated to be difficult and unfaire, but also necessary. (3) Employers had high willing to employ thedisabled, and tought that to employ the disabled would not heighten the cost of employment, but also could gain some benefits. (4) Employers whohad lower educational level, who had contact with the disabled at work,or who knew of the quota scheme before attending this study had more favorable attitudes than had other employers. (5) There were positiverelationships between the impression toward the disabled, attitudes towardemployment the disabled and attitudes toward the quota scheme. (6)the linksbetween the attitudes and the performed behaviors were stronger in personnelmanagers than in direct managers. (7)The rate of achieving the legal numbersfor employment the disabled was heigher in manufacturing or small corporations tnan in service or large corporations.
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     內政部社會司(民80,81,82,83,84,85)。定額進用殘障者就業保障措施一覽表。
     內政部社會司(民83)。八十三年台閩地區殘障人口數。
     內政部社會司(民81)。殘障福利法規彙編。
     中華徵信所(民84)。台灣地區大型企業排名。中華徵信所企業股份有限公司。
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     陳皎眉、杜富漢(民73)。對殘障者態度之研究。中國社會學刊，第八期，91-112 。
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     郭建華(民81)。北市、北縣肢障者對生活滿意程度暨一般民眾對肢障者印象、態度之調查。財團法人金車教育基金會。
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     蘇富玲(民83)。日本殘障者雇用促進法之研究。私立中國文化大學日本研究所。
     
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     Fishbein,M. & Ajzen,I.(I 972). Attitude and Opinions. Annual Review of Psychology, 23, 487-544.
     Florian,V .(1978). Employers` opinions of the disabled person as a worker. Rehabilitation Counseling Bulletin, 22, 38-43.
     Freedman,S.M., & Keller,T.T.(l981). The handicapped in the workplace. Academy of Management Review, 6, 449 -458.
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描述 碩士
國立政治大學
心理學系
82156002
資料來源 http://thesis.lib.nccu.edu.tw/record/#B2002002592
資料類型 thesis
dc.contributor.advisor 陳彰儀zh_TW
dc.contributor.advisor Chen, Chang-Ien_US
dc.contributor.author (Authors) 陳鳳雅zh_TW
dc.contributor.author (Authors) Chen, Fung-Yaen_US
dc.creator (作者) 陳鳳雅zh_TW
dc.creator (作者) Chen, Fung-Yaen_US
dc.date (日期) 1995en_US
dc.date.accessioned 28-Apr-2016 15:18:20 (UTC+8)-
dc.date.available 28-Apr-2016 15:18:20 (UTC+8)-
dc.date.issued (上傳時間) 28-Apr-2016 15:18:20 (UTC+8)-
dc.identifier (Other Identifiers) B2002002592en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/87590-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 心理學系zh_TW
dc.description (描述) 82156002zh_TW
dc.description.abstract (摘要) 本研究主要在探討雇主對殘障工作者的印象、對定額晉用的態度、雇用殘障者態度及雇用行為四個變項的關係。參與本研究的受試為 272位服務於百人以上民營企業、有實際參與雇用決策且擔任現職一年以上之人事主管及單位主管。研究的結果發現：(一)雇主對殘障工作者持有正面的評價。(二)雖然雇主認為定額晉用制度是難以達成且不公平的，但是仍認為有其存在的必要。(三)在雇用態度上，雇主有高的雇用意願，認為雇用殘障者不會提升雇用成本，且同意雇用殘障者可獲致一些雇用上的利益。(四)在雇主個人變項與各項態度的相關上，研究發現：(1)低學歷者(高中以下) 較高學歷者(大學及研究所)有正向的態度。(2) 在工作場合中曾與殘障者接觸者較不曾接觸者有正向的態度。(3) 知道定額晉用規定者較不知道者有正向的態度。(五)在各項態度的相關上發現對殘障者印象、定額晉用態度與雇用殘障者態度間均有相關存在殘障者態度最有預測力。(六)在各項態度與行為的相關上發現人事主管中態度與行為的關聯性較單位主管強。(七)組織規模小的企業(較大企業)及製造業(較服務業)達成定額晉用的比例高。zh_TW
dc.description.abstract (摘要) The purpose of this research was to explore the relationships between employers` impression toward the disabled, attitudes toward employmentthe disabled, attitudes toward the quota scheme (in Welfare Laws for theInvalid), and the performed behaviors for employment the disabled. Twohundred and seventy-two direct and personnel managers attended this research. The major findings of this study were as follows: (1) Employer shad favorable impression toward the disabled, especially on the dimension of job attitudes. (2) The quota scheme was evaluated to be difficult and unfaire, but also necessary. (3) Employers had high willing to employ thedisabled, and tought that to employ the disabled would not heighten the cost of employment, but also could gain some benefits. (4) Employers whohad lower educational level, who had contact with the disabled at work,or who knew of the quota scheme before attending this study had more favorable attitudes than had other employers. (5) There were positiverelationships between the impression toward the disabled, attitudes towardemployment the disabled and attitudes toward the quota scheme. (6)the linksbetween the attitudes and the performed behaviors were stronger in personnelmanagers than in direct managers. (7)The rate of achieving the legal numbersfor employment the disabled was heigher in manufacturing or small corporations tnan in service or large corporations.en_US
dc.description.tableofcontents 第一章緒論
      第一節研究動機與目的----------1
      第二節文獻探討----------4
      第三節研究架構與研究問題----------36
     第二章研究方法
      第一節研究對象----------41
      第二節研究程序----------43
     第三章研究結果
      第一節樣本基本資料分析----------55
      第二節雇主對殘障工作者印象、對「定額晉用」態度、雇用殘障者態度與雇用殘障者行為之描述---59
      第三節組織變項及個人變項與對殘障印象、定額晉用態度、雇用態度、個人雇用行為及組織定額晉用表現之關係----------67
      第四節對殘障者印象、定額晉用態度、雇用殘障者態度與雇用殘障者行為四個變項間的關係--77
      第五節結論----------91
     第四章討論與建議
      第一節討論----------100
      第二節研究限制與後續研究建議----------116
      第三節對政府單位、企業與殘障者的建議----------119
     參考文獻
      一中文部份----------123
      二西文部份----------124
     附錄
      附錄一殘障福利法及施行細則中定額晉用的相關規定表----------133
      附錄二殘障福利法全文----------135
      附錄三專家效度問卷----------140
      附錄四正式問卷----------147		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#B2002002592en_US
dc.subject (關鍵詞) 殘障福利法zh_TW
dc.subject (關鍵詞) 定額進用zh_TW
dc.subject (關鍵詞) 對殘障者印象zh_TW
dc.subject (關鍵詞) 雇用殘障者態度zh_TW
dc.subject (關鍵詞) 定額晉用態度zh_TW
dc.subject (關鍵詞) 雇用殘障者行為zh_TW
dc.subject (關鍵詞) Walfare Laws for the Invaliden_US
dc.subject (關鍵詞) Quota schemeen_US
dc.subject (關鍵詞) Attitudes toward the disableden_US
dc.title (題名) 殘障福利法定額晉用規定推行不彰之原因探討--由雇主的態度分析zh_TW
dc.title (題名) The Ineffectiveness of the Quota Scheme for Employment the Disabled: An Analysis of Employers` Attitudesen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 一、中文部份
     刁惠美(民81)。影響民間企業僱用殘障雇者雇用表現因素之討探。台灣大學社會研究所碩士論文。
     內政部社會司(民80,81,82,83,84,85)。定額進用殘障者就業保障措施一覽表。
     內政部社會司(民83)。八十三年台閩地區殘障人口數。
     內政部社會司(民81)。殘障福利法規彙編。
     中華徵信所(民84)。台灣地區大型企業排名。中華徵信所企業股份有限公司。
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     吳武典、蔡崇建、黃淑芬、王華沛、廖永堅( 民83)。台北市民間工商企業機構僱用殘障者意願調查研究。特殊教育學刊，10期，75-101 。
     林水波(民82)。強化政策執行能力之理論建構。行政院研究發展考核委員會編印。
     袁芳榮(民70)。從殘障成因談社會責任。社區發展季利，14 期，37- 39 。
     黃志成(民82)。台北市八十一年殘障人口普查報告一一以領有殘障手冊者為對象。台北市政府社會局委託。
     陳世昌(民83)。從「制度學派觀點」看民間企業對社會政策執行成效的影響-------以殘障福利法「定額晉用制」為例。社區發展季刊，66 期，99-106 。
     陳皎眉、杜富漢(民73)。對殘障者態度之研究。中國社會學刊，第八期，91-112 。
     陳皎眉(民77)。態度與態度改變。於丁興祥、李美枝、陳皎眉(編著)。社會心理學，第六章。國立空中大學。
     郭建華(民81)。北市、北縣肢障者對生活滿意程度暨一般民眾對肢障者印象、態度之調查。財團法人金車教育基金會。
     董玉娟(民84)。企業雇用態度與合理調適對殘障者雇用影響之研究----以輕、中度肢障者為例。中山大學人力資源管理研究所碩士論文。
     蕭美香(民81)。保障殘障者就業--定額進用政策施用於民營食業之探討。中興大學公共政策研究所碩士論文。
     蘇富玲(民83)。日本殘障者雇用促進法之研究。私立中國文化大學日本研究所。
     
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