伴隨1970年代全球勞動市場的變革,當代臺灣也發生重大轉變。在眾多變化趨勢中,工作品質與勞動風險往往成為學術研究的焦點。本研究藉由低度就業探討工作品質的影響,包含非自願從事部份工時工作、薪資過低、及教育與職業不相稱;勞動風險部份,我們則透過工作不安全感的視角來分析,並分為失去工作可能性與尋找相似工作困難度。此外,在低度就業與不安全感的影響因素中,雇用關係的效果尚未受到完整討論。我們藉由彈性企業模式的指引,將雇用關係分為典型員工、組織雇用非典型、及市場雇用非典型,以釐清非典型雇用型態的異質性。本研究的樣本來自2015年七期一次「臺灣社會變遷基本調查」的工作與生活組問卷,並且建立兩階段的研究架構。在方法上,我們透過多類別邏輯迴歸、Poisson迴歸、序列邏輯迴歸、及定型邏輯迴歸,探討雇用關係的影響效果。研究發現,非典型工作者比較可能非自願工作、教育與職業不相稱,整體低度就業的發生率也較高,但薪資過低的效果並不顯著。其次,非典型工作者面臨更大的失去工作可能性,但典型工作者也比較容易感受到尋找相似工作困難度。不同類型的非典型人員,會對低度就業及不安全感造成不同的影響。我們將討論上述結果的意涵,並說明研究限制與建議。
This study explores the issues of underemployment and perceived job insecurity in Taiwan. Regarding the former, I discussed involuntary working, low income, and the mismatch between education and occupation. Respecting the latter, I differentiated it between the probability of job-loss and the difficulty of finding comparable jobs. Besides, this paper focused on the impacts and the heterogeneity of employment relations. I used data from the 2015 Taiwan Social Change Survey, First Wave of the Seventh Phase: Work and Life Module, and applied multinomial logit, Poisson regression, ordinal logit, and stereotype logit model, to conduct the analysis. Results show that nonstandard workers tend to be involuntarily employed in current jobs and be overeducated to positions, but do not receive low income in terms of hourly wages. They also perceive higher probability of job-loss; however, standard workers are more worried about not being able to find comparable jobs. The outcomes vary whether nonstandard workers are organization-employed or market-mediated.