我國青壯年志願役退伍軍人就業研究：人力資本與社會資本的觀察

Young-Adult Military Veterans’ Employment: An Analysis of Human Capital and Social Capital

丁華(Hua Ting)

指導教授 ： 古允文

國立暨南國際大學/人文學院/社會政策與社會工作學系/博士(2008年)

https://doi.org/10.6837/NCNU.2008.00236

摘要

依據行政院退除役官兵輔導委員會分別於1995、1997以及2004年所進行的調查顯示，我國青壯年榮民的就業狀況與同期男性民眾相較之下，都是處於一種相對劣勢的位置，這個結果暗示著志願役退伍軍人就業劣勢的普遍性。現今我國國防人力政策預定四至六年內完成「全募兵制」，而使得志願役軍人的人數倍增，預估十年後每年的志願役退伍軍人人數將大幅成長，若未將渠等的就業問題作一清楚的釐清與解決，恐將成為另一新興的社會問題。
本論文在研究的設計上是採取量化與質化研究方法併用的方式。首先在量化分析部分，運用退輔會於2004年所進行之「青壯年榮民狀況調查」原始資料檔進行次級資料分析，以勾勒出志願役退伍軍人整體的就業現況。主要的研究發現有：（1）青壯年榮民的社經地位呈現出M型的兩極化分佈。（2）女性青壯榮民在社經地位的表現上要優於男性。（3）退伍軍官在社經地位的表現明顯優於退伍士官。（4）青壯年榮民的教育程度越高，社經地位的表現越好。（5）有參加過職訓的青壯榮民在社經地位的表現要優於未參加職訓者。（6）青壯年榮民的就業有勞力市場區隔化的現象，從事「其他服務業」的比例遠高於其他行業，而其職業特性為專業需求低、勞力付出、工時較長、工資較低。（7）相較於其他取得工作的方法，透過軍中同袍、親友介紹等運用社會資本取得目前工作之青壯榮民在社經地位的表現較差。
其次在質化研究設計部分，則是以立意與滾雪球抽樣的方式對二十二位受訪者進行半結構式的深度訪談，透過「從軍的動機」、「服役經歷的影響」、「就業歷程的困境與調適」、「優、劣勢因素分析」以及「人力與社會資本因素在就業歷程中的互動影響」等面向切入，以呈現出動態的就業歷程，也藉此整理出志願役退伍軍人三種主要的工作歷程模式：（1）「順利轉銜、水到渠成」型。（2）「一技在身、漸入佳境」型。（3）「騎驢找馬、境況各異」型。
綜合量化與質化分析的結果，本研究也歸結以下主要的理論性發現與探討：（1）人力資本因素決定志願役軍人退伍後在勞動市場的初始位置，同時也是造成退伍後社經地位兩極化差異最重要的因素。（2）志願役退伍軍人運用社會資本的形式以強關係為主，而在社會資本的功能上則是以訊息提供為主。對身處於高社經地位的個人而言，則可發揮加乘的效果；對位處於低社經地位的個人而言則效果有限。（3）被忽略的一群：士官、兵與女性軍人的就業。最後，本研究建議權責機關應針對志願役退伍軍人的就業進行更全面性的調查，並針對國外相關的就業輔導措施做更細緻的討論，以收政策學習的效果。

關鍵字

青壯年 ； 退伍軍人 ； 就業 ； 人力資本 ； 社會資本

並列摘要

According to dataset of Young-adult Veteran Survey in 1995, 1997, and 2004, the working conditions of young-adult veterans were poorer than the non-veterans. The current manpower policy of the Defense Ministry is going to reach “All Volunteer Forces” in the coming 4-6 years which means the population of veterans will be multiplied in 10 years from now. If veterans’ employment problems were not improved with policy efforts, we expect that they will become a new social problem.

Both quantitative and qualitative methods are employed in this study. First of all, we proceeded with secondary analysis of the dataset of Young-adult Veteran Survey in 2004 that gives us a general picture of veterans’ employment. The main findings are as follow: (1) Distribution of veterans’ socioeconomic status (SES) is like “M” shape. (2) Female veterans enjoy higher SES than male veterans. (3) Officers enjoy higher SES than non-commissioned officers. (4) The higher the education they have, the higher the SES they enjoy. (5) Veterans who have attended occupational training programs perform better than those who never attended any. (6) Far more veterans are engaged in “Other Junk Jobs” than in other formal jobs which indicate “labor market segregation” phenomenon. (7) Comparing to other job-searching methods, personal social networking does not necessarily result in higher occupational prestige and job salary.

Second, we adopt semi-structural in-depth interview with 22 informants to depict the veterans’ employment course from the perspectives of “motivations of joining military”, “influences by military experiences”, “disadvantages and adjustment during employment course”, “strength and weakness factors” and “interactive effect of human capital and social capital”. From the information we gathered, we form three employment patterns of veterans: (1) Type A: “transforming smoothly, and when conditions are ripe, success is assured ”. (2) Type B: “learning a specific skill, developing steadily in certain field”. (3) Type C: “keep looking for better job, but the career is fluctuant”.

Based on the quantitative and qualitative findings, the major theoretical discussions are stated below. (1) Human capital factors not only decide the primary position of early career, but also influence SES in veterans’ later life. (2) The type of social capital veterans employed is mainly strong ties, and the function of social capital is mostly limited on information providing of job opportunities. The higher the SES veterans enjoy, the more the social resources they can mobilize. (3) The groups of non-commissioned officers and female veterans are not significant in this study and this will require more studies on their employment courses. Finally, we suggest more policy learning with special focus on the related veteran’s employment services and their implications.

並列關鍵字

Young-adult ； Veterans ； Employment ； Human Capital ； Social Capital

參考文獻

林南（2007）。〈社會資本理論與研究簡介〉，《社會科學論叢》，第1卷第1期，頁1-32。

參考文獻

中文部分

丁華（2002）。《志願役退除役軍人經濟安全需求與退伍給付制度相關性之研究》。政治作戰學校軍事社會行為科學研究所碩士論文。

丁華、古允文（2006）。〈戰場轉換—青壯年志願役退伍軍人轉業困境初探〉，《復興崗學報》，第88期，頁123-147。