影響企業提供工作/家庭平衡措施之因素探討

Abstract

本研究主要探討影響企業實施工作/家庭平衡措施的因素，什麼原因促使企業會去遵循性別工作平等法中所規定的條例，甚至提供的範圍比法令規定還要廣泛。並將工作/家庭平衡措施分為「彈性工時」、「休假制度」、「受扶養者的照顧服務」以及「工作/家庭平衡措施之相關訓練」四個部分，分別探討其實施原因。以及參考Osterman (1995)的衡量方式，以衡量企業對工作/家庭平衡措施的「提供意願」作為衡量企業是否提供的依據。 本研究以台灣企業之人資部主管為主要研究對象，並以中央人資所88級到96級在職專班學生和中山人資所95級及96級在職專班學生為發放目標群體，每家企業僅發出一份問卷。本研究共發出大約350份問卷，回收有效問卷153份，有效樣本回收率為43.7%。並以層級迴歸分析來探討變數間之關係，以驗證本研究之假設。本研究發現： 1. 性別工作平等法的實施，對於企業有一定的影響力。 2. 員工屬性並非影響企業實施工作/家庭平衡措施的主要因素，但其中員工的專業程度相對於性別更能影響企業實施工作/家庭平衡措施的提供意願。 3. 人資主管的影響力以及對內部勞動市場機制的重視程度與企業提供工作/家庭平衡措施有正向顯著影響。 4. 外部勞動市場的緊縮程度對於企業實施工作/家庭平衡措施較無因果關係。 5. 員工規模越大、員工平均學歷越高和外資比例較高等企業屬性，較能影響企業實施工作/家庭平衡措施的提供意願。

The influencing factors of providing work/family balance programs are the focus in this study.Work/family balance programs can be separated into four parts which are flexibility, leave arrangements, childcare and eldercare facilities and training. The measurement of providing work/family balance programs is established and quoted from Osterman (1995). Research data were collected from HR managers which are the students of gardaute insistute of human resource management of National Central University (NCU) or National Sun Yat Sen University (NSYSU) through questionnaire. Totally 350 questionnaires are released and 153 questionnaires are usable and the return rate is 43.7%. After the works of recording and transforming survey data, we implemented statistical analysis, including hierarchical regression analysis. Our findings can be summarized as follows. 1. Gender Equality in Employment Act has a great influence on the operations of coporation. 2. The gender and professional skill of employee are not the main cause of adoption of work/family balance programs. 3. The power of HR manager and the importance of internal labor market have a positive and significant effect on the adoption of work/family balance programs. 4. The tightness of the labor market has no significant effect on the adoption of work/family balance programs. 5. The sizes of firm, the average of empolyee’s educational background and foreign capital have a positive and significant effect on the adoption of work/family balance programs.