被出租的年輕人：高學歷青年派遣勞工的勞動

Abstract

這本論文利用田野調查、深度訪談與資料分析等研究方法，想理解：為什麼青年勞工願意從事低薪無福利、缺乏升遷機會的派遣工作？我延伸「勞動力商品化」的古典理論概念，進一步詢問：勞動力商品要如何被「租賃」？ 我提出勞動派遣關係中的剝削命題：要派公司要進行剩餘價值的取得與掩飾，是透過打造虛假勞資關係才能掩飾真實的勞資關係。但是，派遣公司虛假的雇主身分受到要派公司支配，它沒有實際監督、指揮或管理派遣勞動力的權力。派遣公司為了開發市場，必須說服要派公司勞動力租賃的好處；另一方面，派遣公司也鼓吹求職者來從事派遣工作、並挑選優良勞動力商品來出租。而派遣公司也必須扮演雇主角色才能夠建構虛假勞資關係。勞動力的租金不只是一般的商品租金，它還保證了社會身分的轉換，透過租金交易，雇主身分也順利地被外包。 與傳統勞資關係相較，對青年派遣勞工來說，讓自己的勞動力被租賃是一個高風險的行為，因為勞動力商品化的程度更高。高學歷的青年派遣勞工在「文憑市場」中佔據的位置決定了他們從事派遣工作的動機、目的與立場，台灣在地的文憑主義在派遣勞動力市場中亦扮演重要角色。文憑價值的多寡關係到他們在勞動力市場中議價權力的大小。工資制度與勞動現場外的文化要素對主觀意識發揮了其影響力，他們對自己的勞動力抱持著極度商品化的認知，這種認知讓他們可以忍耐暫時沒有同工不同酬的待遇，也讓自己更努力地往正職目標邁進。 而在生產脈絡中，派遣員工的身分更是要派公司控制勞工的中介效應來源。它影響了不同層次的控制型態。此外，青年派遣勞工打從一開始就不認為派遣公司是真正的雇主，派遣公司努力扮演的雇主身分並不成功。「時間」是讓派遣勞工看出虛假勞資關係不合理性的關鍵要素，原先抱持勞動力高度商品化的認知進入派遣關係後，透過日常勞動生活中的突發事件，派遣勞工會發現這個認知會讓自己的經濟報酬吃虧，相對剝奪感逐漸升高，挑戰這個認知；但是很矛盾的，他們的應對態度只是朝向轉正目標邁進。青年派遣勞工在以反抗派遣身分為動機的基礎上，發展不同策略來因應自己的派遣身分，但這些自主策略未撼動派遣體制，反而進一步支持鞏固其存在。此外，在勞資關係最岌岌可危的爭議事件中，派遣勞工也無法真正發揮他們的反抗力量。虛假勞資關係透過模糊的從屬性，形成「兩個老闆，沒有老闆」的控制。 總體來說，在經濟全球化與後福特主義的時代裡，要派公司使用勞動力租賃的好處在於，它可降低人事成本、能更方便獲得勞動力，而且將抽象的市場風險，透過將雇主身分外包給派遣公司，把原本屬於自己的雇主責任風險外部化給後者，也打造具機率性質的「轉正論述」，把市場上的不確定外部化給派遣勞工，利用轉正論述來做為吸引求職者的重要誘因。因此，普羅派遣勞工就必須在有限程度的認知中面對這些不確定的風險。資本家「只要勞動力，不要勞動者」的情形更加嚴重。

I used field research, interviews and data analysis to understand: why young highly-educated workers are willing to engage in temporary works which are low-paid, lack of benefits and promotion opportunities? I extend the classical theoretical concept “commoditization of labor power”, and further ask: labor power as a product, how to be 'rented'? I propose an exploitation proposition in the temporary work relation: to acquire and cover up the surplus value, the client companies and temporary help agency would build a false labor-management relation and conceal real one. However, the temporary help agency is dominated by client companies, it doesn’t own any practical power of employee supervision, direction or management. To develop the market, the temporary help agency promote the benefits of the labor renting; on the other hand, the temporary help agency also advocate job seekers engaging in temporary works, and select “good” labor product to rent. The temporary help agency acts as an employer in order to construct a false labor-management relation. The “rent” of labor power is different from ordinary one, because it still guarantees the conversion of social positions. Through the transaction of rent, the employer position could successfully be outsourced. Compared with the traditional labor-management relations, it’s a high-risk action for young temps to rent their own labor power, because the level of commodification of labor power is much higher. The position in the 'diploma market' of a young highly-educated temporary worker decides motivation, purpose and standpoint when they go to temporary works. The long-existing credentialism in Taiwan also plays an important role in the labor market of temporary works. The value amount of diploma one hold has relations with the bargain power in the labor market. The wage institution and cultural factors affect the subjective consciousness; they hold an extreme commoditized view on their own labor power, this view is so strong that they could tolerate being treated unequally by client companies temporarily, and work harder to become a formal employee one day. In the context of production, the identity of temporary workers is an intermediary factor when the client company controls them. It affects the different levels of control patterns. In addition, young temps don’t regard the temporary help agencies as their real employer from the beginning, the employer role they plays is not successful as they plan. 'Time' is the key element that let the temps see through the illegitimacy of false labor-management relations. They originally hold the highly-commoditized cognition, but through the special events in everyday working life, the temps will find that this cognition will let them lose many economic rewards. Gradually, the increased sense of relative deprivation will challenge this cognition. However, their responses to the situation are just trying to become formal employees. These young temporary workers resist their own identity and develop different strategies to cope with it, but these strategies did not overthrow the structure, instead support its consolidation. In addition, even if the controversial events happen and the labor-management relations are precarious, the temps cannot really exert their resistance power. The false labor-management relation makes the 'two bosses, no boss' dilemma and control them with the obscure subordination again. Overall, in the era of economic globalization and Post-Fordism, the benefits of labor renting for client companies are not only reducing personnel costs, more convenient access to labor power, outsourcing the abstract market risk and employer identity to temporary help agency, but also creating the “conversion discourse” to attract job seekers. Therefore, the temps must face these uncertainties with limited comprehension. The unfair situation 'just give me labor power, but no workers' caused by capitalists is more serious.