勞資間的合作與衝突—以大量解僱案件為例

Labor-Management Cooperation and Conflict: Mass Layoff as an Example

莊其穎(Ci-Ying Juang)

指導教授 ： 吳秀光

國立臺北大學/公共事務學院/公共行政暨政策學系/碩士(2010年)

摘要

本研究以談判傾向的理論，發展研究假設「勞資協商者對與他人關係或對自己結果的重視程度將影響協商結果」。並以大量解僱案件作為研究的對象，依據勞委會所提供之「大量解僱案件填報表」，所登載的由民國93年至民國98年9月這段期間共1224個大量解僱案件，作為研究範圍。分析認為該類案件的場域中，有「是否進行協商」與「強制協商成敗」兩種協商情形，值得加以探究，為本研究之依變數。
透過二元資料迴歸模型之邏輯斯迴歸分析，分析影響協商結果之因素。在「是否進行協商」的協商情形中，研究發現有五種情況較易產生規避協商，分別為(1)事業單位為勞力密集度高的行業(2)事業單位為中小企業(3)資方有全部或部分停止業務的狀況(4)資方有積欠勞健保(5)當月的失業率低。從預防的觀點，主管機關可針對此五種狀況提高預警指標的密度，增加這些狀況的罰則等，防止其規避協商。
而在「強制協商成敗」的協商情形中，研究發現「資方的財務狀況」與「政府中介角色的成效」可能是影響協商結果的關鍵因素。且分析有四種情況較易產生協商失敗，分別為(1)事業單位股份為公開發行(2)資方有積欠勞健保(3)通報當月的失業率低(4)爭議處理時間長。認為政府中介者，對上述四種狀況的認知，能有助於作出適當之安排，協助勞資協商成功。
本研究透過量化分析的方式，補充過往法制或質化研究等途徑所未探討之部分，提供臺灣大量解僱政策與勞資協商研究另外一種的思考面向。

關鍵字

談判傾向 ； 大量解僱 ； 邏輯斯迴歸

並列摘要

In this study, the theory of negotiated orientation to develop the hypothesis "Labor negotiators right relationships with others, or attach their results will affect the outcome of the consultations." And to Mass Layoff cases, according to Council of Labor Affairs provided "substantial returns to Mass Layoff cases," as published by back in 93 years to 98 years in September, a total of 1224 cases of mass lay-offs, as the scope of the study . Analysis of such cases in the Field, the "whether to proceed with consultations" and "mandatory consultation success or failure of the" two consultation cases, it is worth to be explored, this study's dependent variables.

Binary data through a regression model of the logistic regression analysis, analysis of the factors that affect the outcome of the consultations. In the "whether to proceed with consultations" consultation cases, the study found there are five situations more easily lead to circumvention of consultations, respectively (1) institutions for the high labor-intensive industries (2) institutions for SMEs (3) employers are all or part of the cessation of the business condition (4) employers are owed to workers health insurance (5) month rate is low. From the prevention point of view, the competent authorities may deal with this situation to improve early-warning indicators of the five density, increasing the penalties for those conditions and so on, to prevent evasion of its consultations.

In the "success or failure of a mandatory consultation" consultation cases, the study found that "the financial position of the employers" and "the effectiveness of the government role as an intermediary" may be the key factors affect the outcome of the consultations. And the analysis is to produce four kinds of situations negotiations failed, were (1) institutions for the public offering of shares (2) the employers are owed to workers health insurance (3) inform the month unemployment rate was law (4) dispute resolution a long time. That the Government intermediaries, the status of the above-mentioned four kinds of knowledge, can help to make appropriate arrangements to assist the success of labor negotiations.

Through this study, quantitative analysis of the way, add in the past the rule of law, or qualitative research to explore the channels are not part of, provide Taiwan with a large number of layoff policy in consultation with the labor-oriented study of another kind of thinking.

並列關鍵字

negotiated orientation ； mass layoff ； logistic regression

參考文獻

吳全成，2006，《勞資關係》，台北：華立圖書。

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黃慶源、朱斌妤，2003，〈當前我國勞資爭議處理制度問題評議與個案研究—以高雄縣為例〉，中國行政評論，第十二卷二期，頁21-53。

楊通軒，2003，〈大量解僱勞工保護法相關法律問題之研究〉，律師雜誌，第282期。