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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: 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
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    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
    顯示於類別:[企業管理研究所（MBA學位學程）] 學位論文

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