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    Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/142901


    Title: 工作分享對我國女性就業影響之探討
    A Study on the Impact of Job Sharing on Women’s Employment in Taiwan
    Authors: 吳佳玲
    Wu, Chia-Ling
    Contributors: 成之約
    吳佳玲
    Wu, Chia-Ling
    Keywords: 工作分享
    女性就業
    彈性工作
    工作與生活平衡
    Job sharing
    Female employment
    Flexible work arrangement
    Work-life balance
    Date: 2022
    Issue Date: 2023-01-05 15:21:05 (UTC+8)
    Abstract: 工作分享為彈性工作的一環，惟與部分工時等彈性工作型態相比，工作分享之職務源自於一全職工作，使工作者享有較穩定的就業安全與保障。而透過文獻參考歐洲與澳洲等國工作分享之實際情形，其不僅替工作者帶來工作與生活平衡，有利個人生涯規劃，更得提升企業的工作負荷量，確保職務得持續運作。此外，工作分享之工作者以女性為大宗，且其多被應用於女性背負家庭照顧責任、妊娠，和結束產假等時期。有鑑於此，基於家庭責任為影響我國女性就業之主因，工作分享能否作為促進我國女性就業之對策，為值得深入探討之議題。

    目前我國無論是學界或業界對於工作分享之討論仍有限，而政府亦無釋出工作分享之法令與就業政策，因此本研究藉由文獻回顧之方式，借鏡歐洲各國與澳洲工作分享之實際做法，並透過深度訪談，了解目前我國勞動市場已存有的工作分享案例，以作為未來發展之參考，並進一步予以分析與建議。

    綜合文獻與訪談結果，本研究發現：（1）我國勞雇雙方普遍缺乏對工作分享之認識；（2）目前我國已存有的工作分享案例，實則普遍以傳統部分工時之方式運行，使勞雇雙方未能完全享有工作分享之效益；（3）澳洲與歐洲各國已有針對工作分享訂定法令、制定就業政策與施行指引之作法；（4）工作分享得做為未來促進我國女性就業之對策。
    綜上，本研究建議政府相關單位：（1）重視彈性工作可能替勞工帶來之負面影響；（2）開放勞工於育嬰留職停薪期間，得以部分工時、工作分享等彈性工作型態就業；（3）訂定工作分享之施行指引，以明確其內容與做法；（4）協助規劃工作分享的人力平台，促進勞雇間的雙向交流；（5）減輕事業單位規劃工作分享之成本，提供獎助津貼與個別指導。另外，基於工作分享於我國之發展，主要仍受限於勞雇雙方之意願，因此本文建議勞方應改變既有對部分工時之觀念，就個人狀態與需求，針對部分工時或工作分享所能帶來之影響予以評估後，將其視為全職工作以外的另一種就業選擇；而對企業之建議則包含：（1）提升管理階層對工作分享之認知；（2）就組織內部進行檢視，區分工作分享與部分工時之安排；（3）落實工作分享之內涵，強化工作分享者間之合作關係，視其為全職工作者，並予以就業安全與保障。上述作法將有助於工作分享之落實，促使勞雇雙方進一步享有工作分享之效益。
    Being a part of flexible work arrangements, job sharing can lead better employment security to employees compared to part-time. Through literature review, job sharing not only brings employees work-life balance, benefits personal career development, but also makes position full coverage by job shares to increase company’s workloads. Furthermore, job sharing is generally used when employees are responsible for family caring, pregnancy, and the end of maternity leave. The above situation causes that the majority of job shares are women.

    Female labor force participation rate in Taiwan is lower than most of advanced countries, this’s the reason why the government of Taiwan dedicates to building fair and flexible workplaces, encouraging women to enter the labor market. Refer to the situation of job sharing between European countries and Australia, it allows women to spend time with their family and retain the level of their full-time work in the same time. Therefore, this study is trying to find out if job sharing can promote female employment in Taiwan., and also gather the existing job sharing cases from companies by interviews.

    In summary, this study has found that there is a lack of awareness of job sharing between employers and employees in Taiwan；secondly, although there are some job sharing cases in Taiwan, companies generally operate it in traditional part-time mode, so that both employers and employees cannot fully have whole benefits of job sharing; thirdly, Australia and European countries have enacted law, formulated policies and guideline about job sharing；finally, job sharing should be regarded as a measure to promote the employment of women in Taiwan.

    Hence, this study suggests that government should pay attention to the possible negative impacts of flexible work arrangements on employees；secondly, allow employees to continue to work in flexible work patterns such as part time and job sharing arrangement during the period of parental leave；thirdly, formulate the guideline to clarify the definition of job sharing；fourth, provide the incentive scheme about job sharing to companies；finally, build the job matching platforms to enhance open communication of labor market. On the other hand, this study also recommends employers and employees to reinforce the concepts of job sharing；secondly, try to distinguish the difference between traditional part-time and job sharing arrangement. Once companies definitely implement job sharing, it will bring out the most maximum benefits to both employers and employees.
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    貳、各國政府與國際組織資訊
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    Description: 碩士
    國立政治大學
    勞工研究所
    109262001
    Source URI: http://thesis.lib.nccu.edu.tw/record/#G0109262001
    Data Type: thesis
    DOI: 10.6814/NCCU202201743
    Appears in Collections:[Graduate Institute of Labor Research] Theses

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