留用名單公布時間與方式之道德風險問題探討─以多元就業開發方案為例

The Discussion on Moral Hazard of the timing and the way to announce the staff retention roster: The Case of the Diverse Employment Development Program

鄭雯嘉(WEN-CHIA CHENG)

指導教授 ： 吳啟新

國立中正大學/社會科學院/勞工關係學研究所/碩士(2016年)

摘要

多元就業開發方案為我國的短期積極勞動市場政策之一，過往多數研究均提及其效益，但仍有需多研究指出計畫執行單位存在用人困境，由於該方案之留用制度設計並非所有進用人員皆能獲得下年度方案之留用機會，因此本研究將針對留用名單公布時間與方式之道德風險進行探討。本研究將道德風險聚焦在當進用人員得知自己未獲留用後，因而改變原有的工作態度或降低工作績效，進而對單位造成負面影響。希望藉由探討多元就業開發方案進用人員的道德風險的成因及影響因素，以期對後續的研究及計畫執行單位能有所助益。

本研究使用文獻分析法及訪談法，除了大量閱讀相關文獻外，亦針對不同性質之單位進行訪談，採用多種途徑和不同的資料來源，以期增加研究的效度與信度並更深入完整了解整體的現象。藉由深度訪談十二間座落在雲林、嘉義及台南地區的計畫執行單位後，本研究得出下述三個結論，分別為：〈一〉在理性的情況下，多元就業開發方案各執行單位道德風險問題並不明顯，且道德風險問題的出現對於單位的影響嚴重程度與頻率亦並不嚴重。〈二〉單位特性可能影響道德風險問題的出現，但與單位屬性的關聯性不大。〈三〉留用名單公布的時間點可能不會影響道德風險出現之可能性，但留用名單公布的方式則可能會影響道德風險出現之可能性。

關鍵詞：多元就業開發方案、道德風險、積極勞動市場政策

關鍵字

積極勞動市場政策 ； 道德風險 ； 多元就業開發方案

並列摘要

The Diverse Employment Development Program is an important short-term active labor market policy in Taiwan. Most of the researches in the past all mentioned about its’ benefit, but there are still many literature indicated the problems of manpower utilization in the units participating in the DEDP. Due to the fact that not all the candidates will be retained in next year, the research will discuss the Moral Hazard of the timing and the way to announce the staff retention roster, and focus on when the candidates know they won’t be retained in the next year, then they change their origin working attitude or lower their work performance, and cause the negative effects to the organizations. The paper hopes to make the program better or make the human using more effective by investigating the causes and the affecting factors of the Moral Hazard of the candidates of the Diverse Employment Development Program.

The paper uses document analysis and in-depth interview to conduct the research. The author not lonely reads abundant literature about the DEDP and the Moral Hazard but interviewing twelve units with different property to increase the reliability and the validity, and thoroughly understand the overall situation. After interviewing twelve organizations, located in Yunlin, Chiayi, and Tainan, we can come to three conclusions as follows: (1) The Moral Hazard in the organizations implementing the DEDP isn’t obvious, and it won’t affect the operation of the organization seriously. (2) The incidence of Moral Hazard may have a connection with the characteristic of the organization, but it has little relevance to their property of the organizations. (3)The timing of announcing the retaining name list may not affect the possibility that Moral Hazard happen to organization, but the way to announce the retaining name list may influence the possibility that Moral Hazard happen to organization. The author hopes these three conclusions can assist the further research in the future.

Key word: Diverse Employment Development Program, Moral Hazard, Active labor Market Policy

並列關鍵字

Active labor Market Policy ； Moral Hazard ； Diverse Employment Development Program

參考文獻

葉琇姍（2006），談就業促進與積極勞動市場政策，經濟前瞻，105期，122-125。

殷錦娟、石振國（2013），多元就業開發社會型方案之回應性評估，中華行政學

陳怡如（2006），積極性勞動市場政策之檢視—以我國公共職業訓練為例，弘

Employment Project in Taiwan, working paper.

行政院勞工委員會職業訓練局（2011），多元就業開發方案民間團體計畫作業手