外籍勞工在台轉換雇主與承接企業之績效表現探討

本研究係以製造產業在台轉出之外籍勞工及新舊雇主三者之關聯性為主軸，其目的在了解外籍勞工提前與原雇主終止定期勞動契約後轉換新雇主的因素，及非特定產業雇主在承接在台轉出的外籍勞工之目的。本研究透過深度訪談了解轉出外籍勞工與新舊雇主之間的互動關係，並從三者的角度出發，探討工作績效與行為表現是否有助於轉出外籍勞工轉換雇主後的穩定就業。本研究結果發現： •承接雇主都會執行績效考核，但只做單向考核未再執行績效面談，因此外籍勞工並不了解雇主對他們個人在工作表現的評核，因此會擔心工作期滿後不再續聘，甚至因此而造成行蹤不明(逃跑)之問題發生。 •外籍勞工在原雇主或承接雇主不會因為工作滿意度、生活照顧滿意度高而提升續聘率，主要續聘還是在加班的機會影響薪資的收入。 •未符合經濟部引進外籍勞工的產業，運用國內承接方式承接外籍勞工，在工作期滿後可申請新的重招函，再向國外引進新的外籍勞工，重新訓練以降低後續管理成本及外勞逃跑的問題發生。 •雇主對於外籍勞工的績效考核是影響到承接的外籍勞工續聘的主要因素，當外籍勞工因違反公司規定時會以降低加班機會做為懲處。但對於轉出的外籍勞工在續聘的意願度主要關鍵在於加班機會，因此績效考核與續聘也是只有在雇主方面有關聯性，對於外籍勞工續聘意願無關聯。最後，本研究建議，雇主不論是國外引進或國內承接轉出的外籍勞工，於聘用期間要執行績效考核時，能讓外籍勞工能有所了解其考核的目的。尤其是承接轉出的外籍勞工，藉由仲介公司翻譯人員服務協助給予轉出外籍勞工，正確的工作觀念及工作關懷，藉由績效面談及實施輔導措施，能有助於提升外勞的留任意願及發揮績效考核的目的。

關鍵字

外籍勞工；轉出；承接

並列摘要

The core concept of this study is to find out the relationship between the transfer foreign workers and the new- and old-employer in manufacturing in Taiwan. The purpose of this study is to understand the factors that lead to the termination of the regular labor contract with original employer and the conversion to the new employer by the foreign workers; and to understand the reasons for the employer's acceptance of the transfer foreign workers in the non-specific industry in Taiwan. This study investigated the interaction between the transfer foreign workers and old- and new- employers through in-depth interviews. From the three perspectives of interviewing, this study also explored whether job performance and behavioral performance could help the transfer foreign workers be stable in their working after the changeover of different employers. The results showed that:  The undertaking employers will perform an assessment for each foreign worker; however, only having a one-way assessment without the further appraisal interviews, the foreign Workers do not understand employers' evaluation of their personal performance at work. Therefore, these foreign workers might be concerned about the issue of renewal employment when they are at the expiry date and it might cause the problem of escaped or missing foreign workers. Foreign workers in the original employer or to undertake the employer will not work satisfaction, life care and high satisfaction to mention the rate of renewal, the main renewal or the opportunity to work overtime will affect the payroll income. For those industries that did not conform to the rules of importing the foreign workers offered by Ministry of Economic Affairs, they would undertake the foreign workers from other domestic companies first. After these undertaken foreign workers are at the expiry date, these companies will apply for recruiting the new group of foreign workers from abroad and retrain the new foreign workers to lower the further cost of management and decrease the problem of escaped foreign workers. Employers' performance evaluation on foreign workers is a major factor affecting the renewal employment of foreign workers. The foreign workers might get punishment for violating the company policy by reducing their opportunity of having overtime work. The opportunity of having overtime work is the key influential factor in the foreign workers’ willingness to remain in the company. Accordingly, the performance appraisal only affects the renewal employment from the employer’s aspect not from the foreign workers’ side. Finally, this study suggests that employers need to help all the foreign workers importing whether from abroad or undertaking from other companies to understand the meaning of having performance appraisal during the employment period. In particular, foreign workers who have been transferred out will be assisted by the interpreter service of the intermediary company to help them transfer their foreign workers, correct work ethic and work concern. Performance interviews and implementation of counseling measures will help to enhance the retention of foreign workers. And play the purpose of performance appraisal.