外籍勞工組織公正對勞資關係影響之研究 古佳玉、范垂爐
E-mail: 324796@mail.dyu.edu.tw
摘 要
隨著台灣經濟的成長，國民平均所得與生活水準提高，使得國人的就業價值觀改變，多不願意從事危險性高、困難與骯髒 或薪資較低的工作，導致基層勞動力嚴重短缺，政府因而開放引進外勞以解決缺工的問題。工資低廉的外勞可維持生產供 給的穩定，並降低產業的經濟成本，但如何有效管理外勞，使其發揮高度生產力，提升組織績效，是亟受重視的議題。本 研究就人力資源管理的觀點，探討企業對外籍勞工的組織公正對勞資關係的影響。而外籍勞工的文化價值觀不同於我國，
在外籍勞工的管理上應考量文化差異，因此本研究加入跨文化價值之人道主義與工具主義，做為干擾變項進行探討。以國 內製造業雇用的外籍勞工為研究對象，採用問卷抽樣進行調查，透過敘述性統計、差異性檢定、相關分析與階層迴歸分析 等統計方法進行資料分析驗證。結果顯示：1.外籍勞工組織公正的知覺，對勞資關係具正向顯著影響。2.在人道主義的關 懷下，組織公正之互動公正對勞資關係呈顯著負相關。3. 以工具主義方式對待外籍勞工，組織公正之互動公正對勞資關係 呈顯著負相關。最後，提出本研究的理論及實務意涵，說明研究限制與未來研究之建議。
關鍵詞 : 外籍勞工、組織公正、勞資關係、人道主義、工具主義 目錄
中文摘要 ．．．．．．．．．．．．．．．．．．．．．iii 英文摘要 ．．．．．．．．．．．．．．．．．．．．
．iv 誌謝辭 ．．．．．．．．．．．．．．．．．．．．．v 內容目錄 ．．．．．．．．．．．．．．．．．．．
．．vi 表目錄 ．．．．．．．．．．．．．．．．．．．．．viii 圖目錄 ．．．．．．．．．．．．．．．．．
．．．．x 第一章 緒論．．．．．．．．．．．．．．．．．．．1 第一節 研究背景與動機．．．．．．．．
．．．．1 第二節 研究問題與目的．．．．．．．．．．．．3 第二章 文獻探討．．．．．．．．．．．．．．
．．．5 第一節 外籍勞工．．．．．．．．．．．．．．．5 第二節 組織公正．．．．．．．．．．．
．．．．7 第三節 勞資關係．．．．．．．．．．．．．．．10 第四節 跨文化價值．．．．．．．．．
．．．．．13 第三章 研究方法．．．．．．．．．．．．．．．．．16 第一節 研究架構．．．．．．．．．．
．．．．．16 第二節 研究假設．．．．．．．．．．．．．．．17 第三節 操作性定義．．．．．．．
．．．．．．．19 第四節 研究對象．．．．．．．．．．．．．．．21 第五節 問卷設計．．．．．．
．．．．．．．．．22 第六節 資料分析方法．．．．．．．．．．．．．27 第四章 研究結果與分析．．．
．．．．．．．．．．．29 第一節 基本資料分析．．．．．．．．．．．．．.29 第二節 問卷之信度分析．．．
．．．．．．．．．33 第三節 差異性檢定分析．．．．．．．．．．．．42 第四節 相關分析．．．．．．．．
．．．．．．．48 第五節 各變項間之影響分析．．．．．．．．．．48 第五章 結論與建議．．．．．．．．．
．．．．．．．53 第一節 研究討論．．．．．．．．．．．．．．．53 第二節 實務管理意涵．．．．
．．．．．．．．．55 第三節 研究限制與後續研究建議．．．．．．．．56 參考文獻 ．．．．．．．．．．
．．．．．．．．．．．58 附錄 研究問卷．．．．．．．．．．．．．．．．．．70 參考文獻
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