第五章 結論與建議
第三節 後續研究建議
在整份研究報告之最末，研究者將此研究尚存不足之處，或是尚可進一步進 行研究的部分提出，成為後續研究之建議，提供未來對於相關議題有興趣的研究 人員參考。此部分共提出三項研究建議，詳細內容如下：
一、擴大研究範圍
此部分又細分為擴大研究對象範圍與擴大研究單位範圍等兩項建議，詳細內 容如下所示：
(一) 擴大非典型聘雇員工的觀察範圍
舉凡所有不屬於經由「典型聘雇」模式而受到僱用的工作者，均可統稱為「非 典型聘雇」員工，由此可知其所包含的工作類型十分廣泛，除了在文獻探討中所 述之「部分工時工」、「短期契約工」、「派遣人員」與「外包人員」等四種類型之 外，近年來十分熱門的「SOHO 族」的工作型態亦可屬之。由於本研究為求背景 一致性而採取個案方式進行，導致研究對象的類型十分單調，因此無法進行各種 類型工作者的獨立分析與對照比較，實屬遺憾。故建議往後的研究人員可以多方 涉獵非典型聘雇員工的種類來作為研究對象，並將研究結果作出交叉比對，以探 討不同類型的非典型工作者，在研究結果部分是否將會有所差異。
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(二) 擴大企業或產業的研究範圍
在本研究當中，為了確保對象單位在企業社會責任執行程度的一致性，故以 個案方式針對單一企業來做調查，此作法雖可達到研究者所預期的背景一致，但 僅針對單一企業做研究，則其研究結果將會較具爭議性，亦無法證明所有產業均 將得出相同的結果。故建議未來研究人員可以進一步的擴大對象單位的數量，或 是乾脆將不同產業當中的企業皆納入研究範圍，而背景一致性考量的部分，可利 用外部團體對於企業的評價來進行對象篩選，如此將可得出較為客觀公正的研究 結果，另外亦可將不同產業所得出的結論進行相互對照與分析，進一步的探討不 同的產業是否將會有不同的研究發現。
二、同時納入非典型聘雇員工與正職員工為研究對象
由於在本研究當中，僅將非典型聘雇員工作為研究對象，故在研究發現上與 舊有文獻概念相左的部分，僅可推論為是基於研究對象的特殊性所致，並無法提 出實質的證明數據。故建議後續研究可同時納入正職員工與非典型聘雇員工為研 究對象，並將兩者的研究結果逐一進行對照，即可較為明確的檢測出兩者間是否 確實存有差異，或者兩者間產生差異之主要原因，並提出相關的證明。同時在管 理建議的部分亦可明確的告知管理者，在管理正式員工與非典型聘雇員工時，是 否有必要制定出兩套不同的人資策略來因應。
三、改變研究變數的構面設計
此建議主要是針對「企業社會責任認知」研究變數的構面設計，在本研究當 中，研究者以 ISO26000 所提出之 CSR 七大核心作為此一變數的子構面，目的是 希望藉由較新穎且較具全面性與嚴謹性的 CSR 觀察指標來作為評斷企業社會責任 認知的觀察變項，但在研究持續進行的當中，研究者發現若要將此 7 項核心議題 所包含之概念，完整的發展為測量之問項，則此問卷所需受訪者回答的題數將繁
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不勝數，十分考驗受訪者之耐性，在這樣的情況之下，無效問卷比例勢必劇增；
由於考慮到如此後果，故本研究在此部份的設計上做出了適當的調整，才得以控 制住其發展出的問項數量。建議未來研究人員可透過本身研究之需求，選擇數量 較為適當之子構面，可更為精確的設計出全面涵蓋觀察變數概念的測量問項。
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