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  • 學位論文

雇主僱用新移民女性之考量因素探討:社會資本與人力資本理論的分析

Influential Factors to Employment of Newly Migrant Women: An Analysis of Social Capital and Human Capital

指導教授 : 古允文

摘要


臺灣異國婚姻始於1970年代,截止2010年10月底止,新移民人數已高達44萬人,在全球經濟不景氣的籠罩下,過去充分就業的景象已不復再。在此脈絡下,研究者好奇,隨著國人對本國勞動保障要求昇高,將對新移民女性之工作機會造成何等影響?又,政府推行之相關就業促進措施,對於雇主進用新移民女性發揮何等影響力? 有鑑於過往研究新移民就業議題多以新移民女性為出發點,本研究乃以雇主為研究對象,透過與13位受訪者之深度訪談,瞭解人力資本、社會資本、個人特質與其他因素四層面,對雇主僱用新移民女性之影響如何,並據此研擬具體建議,希冀作為我國未來輔導新移民女性就業之參考。 本研究發現就人力資本面向而言,對雇主僱用新移民女性之考量具有最大影響力的是語言能力;其次較有影響力者為過去工作經歷及能力;再次之為識字能力;學歷、電腦、檢定證照部分,對僱用考量影響力小。 就社會資本面向而論,對雇主僱用新移民女性之考量具有最大影響力的是工作資格;其次,具有中度影響力的是僱用獎助與推介媒介;再次之為業界傳聞及自身、友人僱用經驗;勞動權益保障對雇主僱用考量的影響反而較不明顯。 綜觀新移民女性之人力資本、社會資本、個人特質與其他因素對雇主僱用考量之影響發現,無論有無聘僱經驗雇主均最重視新移民女性之個人特質,其次為人力資本與社會資本。其中,社會資本對僱用考量之影響力不亞於人力資本,甚至對無僱用經驗雇主而言,社會資本的影響力更勝過於人力資本,此乃本研究與過往研究最大之不同。顯見,我國政府在推行新移民女性識字、職業訓練之餘,亦應重視社會規範、社會網絡及社會信任等社會資本面向對新移民女性謀職之影響。 最後,本研究建議我國新移民女性之服務方案應著重於良好工作態度之培養、活化新移民女性優勢、擴大外展服務,加強宣導就業促進措施、提升新移民女性之就業媒合、提升雇主僱用動機,以增進新移民女性未來之勞動市場參與率。

並列摘要


The phenomenon of transnational marriages in Taiwan started in the 1970s. According to dataset of Department of Household Registration, M.O.I., the number of newly migrant women has already reached as high as 440,000 till October 2010. Due to the Financial Crisis in 2008, many people find them difficult to have a job during economic downturn. The situation of full employment does not exist anymore. In this situation, the researcher is curious about the possible impacts on work opportunity of newly migrant women while local laborers request for more work rights and interests. Besides, what are the influences of the employment promotion policies to employers’ willing of hiring newly migrant women? Many of the researches in the past were based on the view of newly migrant women, while this study will focus on the points of employers as research participants. Through semi-structural in-depth interview with 13 informants to depict the influences of human capital, social capital, personality, and other factors to the employers’ willing of hiring newly migrant women. Moreover, according to the qualitative findings, we propose some suggestions for the employment promotion policies of newly migrant women in the future. In point of human capital, language has been the most influential factor to employers’ hiring decision. The past working experiences and ability of newly migrant women are the next consideration, and then is their reading ability. Finally, schooling education, computing ability, and licenses have lower influence. Regarding the importance of social capital, working permission of newly migrant women is necessary, and then employers will take hiring reward and recommendation into account. Rumors among employers and the hiring experiences of themselves or their friends are the next considerations. The influence of the working right protection is not obvious. Summarizing the influences of human capital, social capital, personality, and other factors to the employers’ willing of hiring newly migrant women, no matter employers have hiring experiences or not, they all regard newly migrant women’s personality as the most important factor; human capital and social capital are the next considerations. The importance of social capital in employers’ hiring decision is not less than human capital, somehow even more important than human capital, especially for those employers who have no hiring experiences. This is the most different part of this study from the other previous studies. Obviously, the government should not only offer social services of human capital like Chinese language and job skill training to newly migrant women but also take social capital of norms, networking and social trust into concerned. Finally, this study suggests that the public service programs to newly migrant women should emphasize a proper working attitude, make good application of their advantages, expand outreach services, reinforce the employment promotion policies, and improve the employment rate of newly migrant women that will further increase the hiring motivation of employers in the future.

參考文獻


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被引用紀錄


陳曉瑩(2012)。「外籍及大陸地區配偶就業協助方案」對外籍及大陸配偶勞動參與之影響〔碩士論文,國立臺灣大學〕。華藝線上圖書館。https://doi.org/10.6342%2fNTU.2012.10363

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