影響申請育嬰留職停薪者重返原職場之相關因素探討-以女性醫療從業人員為例

The Investigation of the Factors of Affecting Employees under Parental Leave to Return to the Workplace: Take Female Employees in Medical Institutions as Examples

陳姵璇(Pei-Hsuan Chen)

指導教授 ： 李弘暉

元智大學/管理學院/管理碩士在職專班/碩士(2012年)

摘要

本研究在於瞭解影響育嬰留職停薪者重返原職場之原因，藉由育嬰政策、醫療產業特性及影響留任意願之文獻探討，經實證分析結果，瞭解女性醫療從業人員申請育嬰假後影響其重返原職場因素之相關性。研究對象主要為台北市、新北市之醫療機構中女性員工申請育嬰假者，研究方法分為量化研究及質性訪談，樣本採立意抽樣，因涉及個人隱私，故皆事先徵詢其同意後，方進行問卷之發放(37位)及質性訪談(3位)。
研究結果中有68%申請育嬰留職停薪者重返原職場，在量性研究之主要申請動機為「小孩無人照顧」、「有育嬰留職停薪六成薪之補助」及「想短期休假」。在影響其重返原職場因素之相關性方面，量性研究發現「教育程度」、「育嬰申請期間」與重返原職場者達統計顯著差異(P<0.01)，而後續重返職場後，面臨「想再進修」之因素與留任意願達統計顯著差異(P<0.05)，而影響其重返原職場的原因包括「經濟因素」、「小孩有人照顧」、「擔心與社會脫節」及「同事情誼」等；影響其未重返原職場的原因包括「工作時間無法配合(需輪班)」、「想陪伴小孩成長」、「小孩無人照顧」及「無法回原單位工作」等。而在質性研究結果方面，主要申請動機與量性研究相同，而影響其重返原職場的原因有「小孩有人照顧」、「經濟因素」及「喜愛本身之工作」，而影響其未重返原職場之原因主要為「小孩無人照顧」及「想陪伴小孩成長」。
針對研究結果得知，女性醫療從業人員教育程度愈高、申請育嬰期間愈長，其返回原職場機率愈低，而工作需輪班、無法照顧子女等相關因素亦為其未重返原職場之主要考量，最後，本研究針對影響重返職場的阻力及助力加以探討，並就政府主管機關、醫療機構經營管理部門及後續研究者提出相關建議。

關鍵字

育嬰假 ； 育嬰留職停薪津貼 ； 醫療產業 ； 留任意願

並列摘要

This study is to understand the reasons for the staff under parental leave to return to workplace by literature review of infant feeding policy, health care industry characteristics and intention to stay, and to analyze the relationship of those factors which influence female employees who apply for parental leave to return to the workplace by the result of empirical analysis. The research subjects are the female employees who apply for parental leave in medical institutions in Taipei City and New Taipei City. Quantitative research and qualitative interviews are used in this research, and the samples are selected by purposive sampling. In consideration of personal privacy, the questionnaires (37 persons) and qualitative interviews (3 persons) were be proceeded after their approval.
The results of quantitative research shows 68% employees who took parental leave and returned to workplace indicate that their real applicant motivations are “child unattended”, “parental leave allowance”, and “desire for short-term vacation.” Among the factors of affecting their return to workplace, “the education level”, “the duration of application for parental leave” and return to workplace have reached statistical significant difference (P<0.01), and the factors of the intention to further studies after returning to the workplace and intention to stay have reached statistically significant difference (P<0.05). The factors of affecting their return to the workplace include “economic factors”, “child attended by someone”, “fear of being alienated from the society” and “camaraderie”; on the other hand, the factors of impeding them from returning to the workplace include “incompatible working hours (in shifts)”, “desire to accompany child to grow”, “child unattended” and “unable to return to the original workplace.”The principal applicant motivation showed in qualitative research is the same with the motivation showed in quantitative research, and the factors of affecting their return to workplace are “child attended by someone”, “economic factors” and “the interest in job itself”; on the other hand, the factors of impeding them from returning to the workplace are “child unattended” and “desire to accompany child to grow.”
The results also shows that the higher education level the female employees have, the longer duration they would apply for parental leave, and lower opportunity they would return to workplace; besides, the factors such as shift-work system and child unattended would also impede their returning. Finally, this study is to investigate the resistance the assistance of returning to the workplace, and provide related suggestions to the government, the manager of medical institutions and future researchers.

並列關鍵字

parental leave ； parental leave allowance ； medical institution ； intention to say

參考文獻

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