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政大典藏 > College of Commerce > Advanced MBA, NCCU > Theses > Item 140.119/116771

Please use this identifier to cite or link to this item: https://nccur.lib.nccu.edu.tw/handle/140.119/116771

Title:	企業「友善家庭措施」實行現況及其各項措施對降低女性員工離職意願之研究 -以台灣幼兒及兒童補教業為例 A study on the current status of ";Family-Friendly Practices";and the reduction of the turnover intention of female employees–An example of cram schools for children in Taiwan
Authors:	李雅惠 Li, Ya Hui
Contributors:	蔡維奇李雅惠 Li, Ya Hui
Keywords:	友善家庭措施幼兒及兒童補習教育業離職意願半結構式訪談法 Family-friendly practices Cram schools for toddlers and children Turnover intention Semi-structured interview method
Date:	2018
Issue Date:	2018-04-09 15:43:24 (UTC+8)
Abstract:	根據行政院主計總處「人力運用調查報告」，2017年女性勞動力參與率為50.76％，有偶或同居者之女性勞動市場參與比率為48.36％，顯示目前台灣有將近半數的家庭為夫妻均有工作的雙生涯家庭（dual-career family）型態，不論男性或是女性工作者皆可能面臨到在追求工作表現與家庭經營兩者間不利之情形。相關文獻中雖對於各產業之「友善家庭政策」多有探討，但關於因地制宜的實際措施與作法卻描述不多，此現象尤見於台灣的幼兒及兒童補習教育產業。本研究即以「半結構式訪談法」，針對台灣的幼兒及兒童補習教育業，邀請相關企業之主管與員工分享自身經驗與看法，探討在此產業生態下，其「友善家庭措施」的實際執行面以及各項措施對員工離職意願的影響，並進一步探究更適於此業態的「友善家庭措施」。研究結果發現，各家執行友善家庭的措施項目，主要多遵照「勞動基準法」和「性別工作平等法」的相關制定內容，對於優於法規或成本負擔較重的其他作法，在採行比例上則偏低；但也有另行發展出介於理想與現實考量兩者間之靈活因應方法。關於對離職意願影響的結果，受訪的雙方雖表達了不同的看法，但也部份展現共識之處。 According to the "Manpower Usage Survey Report" of the Executive Yuan`s Office of Accounting and Statistics, the female labor force participation rate was 50.76% in 2017 and the female labor market participation rate with spouses or cohabitants was 48.36%, indicating that nearly half of Taiwan`s families now are dual-career families, which means both husbands and wives have their own careers. No matter male or female workers may face the difficulties of finding the balance between job performance and family care. There are many discussions on the "Family-Friendly Policies" in various industries. However, practical measures and practices on how to deal with these problems are not described much and this is particularly the case of the cram schools for toddler and children in Taiwan. This research was based on the “Semi-structured Interview Method”, which aimed at the managers and employees to share their own experiences and opinions and explored the current status of "Family-Friendly Practices", the impact of the reduction of the female employees’ turnover intention and the further exploration of the most efficient "Family-Friendly Policies" in the industry. The result showed that the current status of "Family-Friendly Practices" mainly follows the stipulations of the "Labor Standards Act" and the "Act of Gender Equality in Employment", while other practices that are better than the laws or which are burdened with cost are less. There are also more efficient and flexible practices used in the industry. About the turnover intention, although the directors expressed different views from the employees’, both of them still reached a little consensus on this matter.
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Description:	碩士國立政治大學商管專業學院碩士學位學程(AMBA) 98380035
Source URI:	http://thesis.lib.nccu.edu.tw/record/#G0983800351
Data Type:	thesis
Appears in Collections:	[Advanced MBA, NCCU] Theses

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