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題名 | 海峽兩岸企業社會責任回應策略之解析--以兩性工作平等法為例= |
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作者 | 胡愈寧; |
期刊 | 育達研究叢刊 |
出版日期 | 20030300 |
卷期 | 4 2003.03[民92.03] |
頁次 | 頁163-183 |
分類號 | 556.84 |
語文 | chi |
關鍵詞 | 性別歧視; 勞動保護; 勞動平權; 兩性勞動平權; 女性勞動者; Sex discrimination; Labor protection; Labor equality; Gender labor equality; Female labor; |
中文摘要 | 對於海峽兩岸的企業主而言,開發女性人力資源是重要資源與課題,但是面對國際人權之兩性「勞動平等」與「母性保護」與企業社會責任之呼聲,卻是一項挑戰。 海峽兩岸的企業主對於勞動平等與母性保護之相關法令與政府政策,採取何種回應策略呢?海峽兩岸的企業主對「母性保護」立法之態度為何?是本研究焦點所在。 本研究除了從人力資本論、雙元勞動市場論、偏好歧視論等理論來解析兩性勞動市場,並透過實證問卷樣本調查,再輔之以焦點訪談,來解析兩性勞動市場之勞動平等與母性護之現況。研究結果發現:勞動保護立法對海峽兩岸企業主的影響不大:如「單身條款」、「玻璃天花板」、「童工不同酬」、「禁孕條款」等現象仍然存在;另一方面,海峽兩岸企業主對於勞動平等與母性保護的回應策略則有所差異:臺灣企業以「互動策略」居多,其次為「開發策略」;大陸企業以「無為策略」居多,其次為「反應策略」。 |
英文摘要 | "How to develop female's human resources" is getting to be a very important subject to those entrepreneurs on the Strait; On the other hand, to face the claim as "Maternity Protection, Equal Remuneration And Social Responsibility "from national Human Organization, it's really a challenge for entrepreneurs. This research is focused to investigate what are their altitudes and strategies when the Strait enterprises face Maternity Protection's Law and Equal Remuneration Law, and to see how they are thinking about those policies? In addition to analyze those theories like Human Capital Theory, The Dual labor Market Theory and Theory of Taste for Discrimination, we make a questionnaire survey and some interviews on employees in several enterprises located on both side to realize the current situation in detail. Our research find out the following conclusion: About the fir5st issue, almost all the entrepreneurs keep the same attitude, i.e. They still adapt "Single Agreement", "Glass Ceiling", "Equal Remuneration" and "Forbid Pregnancy". As for the second issue, we have a different result: Most entrepreneurs in Taiwan will adapt an alternative strategy, as "interaction strategies", or "development strategy". On the other hand, almost all entrepreneurs in Mainland China still adapt "Without response strategy". |
本系統之摘要資訊系依該期刊論文摘要之資訊為主。