政大機構典藏-National Chengchi University Institutional Repository(NCCUR):Item 140.119/100587
English  |  正體中文  |  简体中文  |  Post-Print筆數 : 27 |  全文笔数/总笔数 : 113648/144635 (79%)
造访人次 : 51687864      在线人数 : 545
RC Version 6.0 © Powered By DSPACE, MIT. Enhanced by NTU Library IR team.
搜寻范围 查询小技巧：
  • 您可在西文检索词汇前后加上"双引号"，以获取较精准的检索结果
  • 若欲以作者姓名搜寻，建议至进阶搜寻限定作者字段，可获得较完整数据
    •  进阶搜寻


    请使用永久网址来引用或连结此文件: https://nccur.lib.nccu.edu.tw/handle/140.119/100587


    题名: 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
    贡献者: 蔡維奇
    Tsai, Wei Chi
    殷曉曼
    Yan, Hio Man
    关键词: 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
    上传时间: 2016-08-22 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
    数据类型: thesis
    显示于类别:[企業管理研究所（MBA學位學程）] 學位論文

    文件中的档案:

    档案 大小格式浏览次数
    index.html0KbHTML2445检视/开启


    在政大典藏中所有的数据项都受到原著作权保护.


    社群 sharing

    著作權政策宣告 Copyright Announcement
    1.本網站之數位內容為國立政治大學所收錄之機構典藏，無償提供學術研究與公眾教育等公益性使用，惟仍請適度，合理使用本網站之內容，以尊重著作權人之權益。商業上之利用，則請先取得著作權人之授權。
    The digital content of this website is part of National Chengchi University Institutional Repository. It provides free access to academic research and public education for non-commercial use. Please utilize it in a proper and reasonable manner and respect the rights of copyright owners. For commercial use, please obtain authorization from the copyright owner in advance.

    2.本網站之製作，已盡力防止侵害著作權人之權益，如仍發現本網站之數位內容有侵害著作權人權益情事者，請權利人通知本網站維護人員(nccur@nccu.edu.tw)，維護人員將立即採取移除該數位著作等補救措施。
    NCCU Institutional Repository is made to protect the interests of copyright owners. If you believe that any material on the website infringes copyright, please contact our staff(nccur@nccu.edu.tw). We will remove the work from the repository and investigate your claim.
    DSpace Software Copyright © 2002-2004  MIT &  Hewlett-Packard  /   Enhanced by   NTU Library IR team Copyright ©   - 回馈