高壓氣體行業執行職場不法侵害預防調查分析及改善之探討

在高壓氣體行業中，除了工廠的氣體生產作業，也需進行氣體的買賣，因此有了供應氣體到客戶端需求。在此行業中的部分員工因業務需求，需進駐到客戶廠區執行職務，並且遵守客戶的廠區合約中的要求。員工在客戶端工作時若遭受到的職場不法侵害，其處理程序又更加繁瑣，因此本研究針對此產業員工遭受到職場不法侵害時可能導致心理、工作壓力及在工作上的表現不良等進行調查探討。透過「執行職務遭受不法侵害預防指引」第一版及參照業界所執行的風險評估調查問卷「暴力危害及風險評估之調查問卷」及「職場不法侵害行為自我檢視檢核表(主管層級)」來調查及分析2020年及2021年兩年間高壓氣體行業工作的員工及主管層級對於職業安全衛生法及其相關子法之規範了解程度及重視度，及當發生職場不法侵害時的處置措施。本研究發放問卷含主管層級之檢核表人數共580位，2020年調查問卷含主管層級之檢核表回收人數為536位；2021年調查問卷含主管層級之檢核表回收人數為463位。2020年及2021年暴力危害及風險評估之調查問卷中，曾經遭遇的暴力攻擊情境以言語暴力第一，其次為心理暴力，並且發生地點以在客戶端工作之員工居多。本研究發現該行業執行職場不法侵害預防措施因職場文化導致流於形式，在後續的持續改善行動若無高階主管的支持或是追蹤便止步，因此無法完全落實相關規範要求及組織承諾。又發生職場不法侵害場所以在客戶廠區工作居多，因此不法侵害的來源因素複雜，故執行職場不法侵害之預防並不容易。因此透過本研究調查分析，建議客戶、主管及員工能夠多投入一些心力及時間在支持、推動、創造健康職場成為共同的理念。

關鍵字

職業安全衛生法；職場不法侵害；職場文化；言語暴力；心理暴力

並列摘要

In the high-pressure gas industry, in addition to gas production operations in factories, there is also a need to buy and sell gas, so there is a demand for supplying gas to customers. Some employees in this industry need to be stationed at the customer's plant to perform their duties due to business needs and to comply with the requirements of the customer's plant contract. Therefore, this study investigates the possible psychological and work-related stress and poor performance of employees in this industry when they are subjected to workplace abuse. Through the first edition of the "Guidelines for the Prevention of Unlawful Acts of Assault in the Performance of Duties" the risk assessment questionnaire "Violence Hazards and Risk Assessment Questionnaire" and "Self-examination Checklist for Unlawful Acts of Assault in the Workplace (Supervisory Level)" implemented by the industry to survey and analyze the employees and supervisors working in the high-pressure gas industry in the two years of 2020 and 2021 on the Occupational Safety and Health Act and its related sub-laws The study was conducted to analyze the level of understanding and importance of the regulations of the Occupational Safety and Health Act and its related sub-laws, as well as the handling measures in case of unlawful infringement in the workplace. In this study, the number of questionnaires including the checklist of supervisors was 580, and the number of questionnaires including the checklist of supervisors in 2020 was 536; the number of questionnaires including the checklist of supervisors in 2021 was 463. The violent attack situations encountered in the past are verbal violence first, psychological violence second, and most of the locations are employees working with the client. This study found that the implementation of workplace assault prevention measures in this industry is a formality due to the workplace culture, and continuous improvement actions stop without senior management support or follow-up, thus failing to fully implement the relevant regulatory requirements and organizational commitments. In addition, most of the workplace abuse sites work in customer factories, so the sources of abuse are complex, and it is not easy to implement prevention of workplace abuse. Therefore, through the analysis of this study, we suggest that customers, supervisors, and employees should invest more effort and time in supporting, promoting, and creating a healthy workplace is a common concept.

並列關鍵字

Occupational Safety and Health Act ； Workplace Violence ； Workplace culture ； Psychological violence ； Verbal violence

參考文獻

邊立中, 鄭雅文, 陳怡欣, 陳秋蓉. (2014). 職場暴力盛行率與受雇者健康狀況之相關.[The Prevalence of Workplace Violence and Its Association with the Health Status of Taiwanese Employees]. 臺灣公共衛生雜誌, 33(1), 36-50. doi:10.6288/tjph201433102088