社團法人適用勞基法對組織承諾之影響-人力資本態度觀點

The Effect on Organizational Commitment of Juridical Association Applying to LaborLaw-Human Capital Perspective

詹素真(Su-Chen Chan)

指導教授 ： 徐純慧

國立臺北大學/商學院/企業管理學系/碩士(2011年)

摘要

論文題目：社團法人適用勞基法對組織承諾之影響-人力資本態度觀點
論文頁數： 82
所　組　別：　企業管理學系　　 （學號： 79731307 ）
研　究　生： 詹素真 　 　指導教授： 徐純慧 副教授
論文提要內容：
我國勞動基準法(以下稱勞基法)於1984年7月30日制定公布，自同年8月1日施行迄今已有26年。為保障勞工的各種權益，及為使所有勞工皆為其適用之範圍，當中經過多次修法。社會團體於 2009年5月1日起正式適用勞基法，社團法人因組織、規模、文化屬性與一般企業不同，適用勞基法衍生之問題繁多，基於社團法人適用勞基法初期，因各法人組織規模不同，重視該法適用之程度亦不同，採行因應措施與回應方式更不同，所帶來之衝擊與影響各有差異。本研究提出以人力資本態度觀點以減緩社團法人面臨勞基法適用所帶來之衝擊。
本研究選擇社會團體公協會之員工為研究個案，進行深度訪談，探討社團法人適用勞基法前後對組織之影響，研究結果發現勞基法適用於社團法人必然會使該法人與員工受衝擊。人力資本態度乃指企業重視人力資本提昇之人力資源管理活動，其內函分為「核心職能選才」、「訓練與職涯發展」、「賦權參與」、「績效薪酬」、「員工權益保障」五大構念。當社團法人採行人力資本態度以因應勞基法適用之衝擊時，當可維持並提昇員工之滿足由而維持並提昇員工之組織承諾。
期本研究可減緩社團法人適用勞基法之衝擊。

關鍵字：勞動基準法、人力資本態度、員工滿足組織承諾

關鍵字

勞動基準法 ； 人力資本態度 ； 員工滿足組織承諾

並列摘要

The Effect on Organizational Commitment of Juridical Association Applying to LaborLaw-Human Capital Perspective
by
Chan, Su-Chen
February 2011
ADVISOR(S): Dr. SHIU, CHUN-HUI
DEPARTMENT: DEPARTMENT OF BUSINESS ADMINISTRATION
MAJOR：BUSINESS ADMINISTRATION
DEGREE: MASTER OF BUSINESS ADMINISTRATION
Labor Standards Act (hereinafter referred to as the Labor Standards Law) on July 30, enacted and promulgated in 1984, also implemented since August 1st the same year, has been performed for 26 years so far. For the protection of various rights and interests of workers, and for all workers to meet in every scope of its application, the act has been amended many times since execution. Social groups have come to meet the Labor Standard Acts in May 1st, 2009; though, because of the differences in organizing, size, property and general business culture between corporation aggregates and common enterprises, many problems in adopting Labor Standard Acts thus generated. In the beginning period of the performance of Labor Standard Acts for Corporation Aggregates, as corporate organizations were composed of different sizes, emphases on the degree of act applies were different; furthermore, corresponding actions taken and methods in responding were even more different. Hence, impacts and affects that the aspect brought varied as well. The prose, therefore, offers views and approaches placed in human capitals, in order to reduce the impacts brought and caused by the Labor Standard Act Applications that Corporation Aggregates are to face.
The research is based upon study cases from in-depth interviews with faculties from selected social groups of public associations, in discussion of how the Labor Standard Acts for Corporation Aggregates impact their organizations both before and after its execution. The result displays that the Labor Standard Acts do affect these juridical associations and their employees. Human Capital Perspective, on the other hand, refer to human resource management activities in enhancing human capitals emphasized by an enterprise, within contents of five major concepts, which are, "Faculty Selection by Core Functions", "Career Training and Developing", "Empowerment Participation", "Payment by Performance", and "Protection of Employee Benefits". When a Corporation Aggregate adopts Human Capital Perspective to cope with the impact of Labor Standard Act Applications, this group shall maintain and improve employees’ satisfaction, so that to maintain and enhance organizational commitments from employees.
This thesis is constructed in the hope of reducing the impacts of Labor Standard Acts for Corporation Aggregates.
Keywords: Labor Standard Acts, Human Capital Perspective, employee satisfaction to meet organizational commitments.

並列關鍵字

Labor Standard Acts ； Human Capital Perspective ； employee satisfaction to meet organizational commitments

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