大陸配偶就業問題與因應策略之研究

據內政部統計顯示，截至106年11月止，我國新住民配偶人數已達52萬9 千人，特別是來自中國大陸及東南亞的婚姻移民，已繼閩、客家、外省、原住民後成為我國的「第五族群人口」，其不僅在教育、政治、社會以及人口上形成重要的課題，在就業問題上亦不容忽視，因其關係著勞動力的提供及社會問題的解決。而女性新住民移入台灣不僅可直接進入勞動市場影響勞動力的供需，更可以透過生育而補充未來的新生勞動力。本文亦透過2003、2008及2013年外籍與大陸配偶生活需求調查報告顯示，女性新住民對於「保障就業權益」需求之重要度高居第一、二位，可見就業對於維持家庭經濟及生活的安定有著迫切性的需求。本文透過整理女性新住民之就業障礙文獻與我國政府目前促進女性新住民之就業措施，了解女性新住民之就業困境與政府就業措施之有效性，並透過深度訪談法，蒐集女性新住民、雇主與公立就業服務機構之意見，進行研究問題之分析與歸納。本研究主要針對大陸配偶進行研究，有效受訪人數共8 位(大陸配偶6位、雇主1位、公立就業服務機構人員1位)，藉由資料之彙整歸納與分析受訪者所提之意見與看法，希冀找出障礙的因子，另試圖提出具體之建議與對策，以有效運用勞動力並解決其經濟上的壓力。經實證研究分析發現，大陸配偶在就業上均存有許多及程度不一的障礙，個人及家庭層面上有：一、語言障礙。二、外出工作無自主性，先生或婆婆具有決定權，家人支持度不足。三、照顧小孩。四、交通因素。五、承擔大部分的家務工作，致難以外出工作。六、需照顧家庭無法加班或輪班，影響雇主僱用意願。七、未具有特殊專長或學歷，僅能從事簡易型勞力工作。八、原生地的不同，造成生活與就業適應上的障礙。社會及雇主層面有：一、雇主及同事存有歧視，使得她們感覺受到不公平對待。二、社會與電視媒體對其存有偏見或刻板印象，無形中排斥其就業。三、雇主對法令認識不清、怕違法，對未取得身分證者，寧願不予僱用。四、雇主提供的薪資太低，不足以應付開銷，影響就業意願。伍、求職資訊不足，僅能用「口耳相傳」的方式獲得就業訊息。法令及制度層面上則有：一、大陸配偶就業權取得時程太長，其認為有似「次等國民」。二、取得身分證得時間太長，影響進入職場時程。三、學歷未被採認，無法應徵較高階之工作。四、定居未滿十年無法參與公職考試，錯失穩定工作機會。綜合以上研究，本文建議政府應與民間機構共同發揮就業協助的功能，透過與民間私人機關之間的連結與合作，達到最大的加乘效果，並加強宣導友善職場觀念，積極檢討改善政策工具，最後，對於不合時宜之法令予以適當修正，以符合女性新住民的需求，提升就業率。

關鍵字

大陸配偶；外籍配偶；女性新住民；就業障礙

並列摘要

According to the statistics of the Ministry of the Interior, as of November 2017, Taiwan’s new resident spouses have reached 529,000 people, especially immigrants by marriage from Mainland China and Southeast Asia, becoming the “fifth ethnic population” in Taiwan after Minnan, Hakka, mainlander, and indigenous ethnic groups. Not only have important issues in educational, political, social, and demographic aspects been raised, but the employment issue must also not be overlooked, since it involves the provision of labor force and the resolution of social issues. Female new residents that immigrate to Taiwan can not only directly enter the labor market and affect the supply and demand of labor force, but also replenish future labor force through childbirth. The 2003, 2008, and 2013 survey reports on foreign and Mainland Chinese spouses’ living needs show that among female new residents, the importance of the demand for “employment rights protection” is ranked first and second. Clearly, there is an urgent need for maintaining family economy and living stability. Through the compilation of literature related to female new residents’ employment obstacles and the Taiwan government’s current measures for promoting female new residents’ employment, an insight was gained into the existing female new residents’ employment plights and the effectiveness of the government’s employment measures. Additionally, through in-depth interviews, the opinions of female new residents, employers, and public employment service institutions were collected, which underwent research problem analysis and summarization. Mainland Chinese spouses were the main target for this research, including eight effective interview respondents (six mainland Chinese spouses, one employer, and one employee from a public employment service institution). Based on the data compilation and summary and analysis of the respondents’ opinions and views, the obstructing factors were expected to be found. Furthermore, the study attempted to propose specific recommendations and strategies in order to put manpower to effective uses and resolve their financial burden. Empirical analysis results show that the Mainland Chinese spouses had many employment obstacles of various degrees. In the personal and family aspects, they are 1. Language barriers. 2. Lack of autonomy over “going out to work”. The husband or mother-in-law has the right to decide, and there is insufficient family support. 3. Taking care of children. 4. Transportation. 5. Unable to go out to work because one is responsible for most of the household chores. 6. Unable to work overtime or take shifts because one needs to take care of the family, thus affecting employers’ willingness to hire them. 7. Only able to engage in simple labor due to the lack of special expertise or education. 8. Different native hometowns resulting in living and employment adaptation related barriers. The social and employer aspects include: 1. Employers and employees discriminate against them, making them feel they are treated unfairly 2. The society and TV media display prejudice or stereotypes about them, which imperceptibly causes rejection of employment of new residents. 3. Employers are unclear about the laws and regulations. Concerned with breaking the law, they rather not hire those that have not yet obtained an R.O.C. I.D. card. 4. The salary offer of the employer is so low that it is not enough to make ends meet, which in turn affects their willingness to work. 5. There is a lack of job search information and they can only obtain employment information through word of mouth. The regulatory and system aspects include: 1. Mainland Chinese spouses’ acquisition of the right to work is too time-consuming, making them feel like “second-class nationals”. 2. It takes to long to acquire an R.O.C. I.D., which affects their time of entering the workplace. 3. Their academic qualifications are not recognized, preventing them from applying for high-level work. 4. Those who have not lived in Taiwan for more than ten years are not allowed to take public office examination, thus missing the opportunity for a stable job. In view of the above study, this paper recommends that the government and private sectors should jointly play out the function of assisting in employment. Through links and cooperation between private agencies, maximum synergetic effects can be achieved, while the concept of a friendly workplace should be strengthened, and policies and tools should be actively reviewed and improved. Finally, outdated laws and regulations ought to be appropriately modified in order to meet the needs of female new residents, thereby enhancing employment rates.