The Transfiguration of the Female Labor Market in the Outsourcing Industry -Comparison of Japan and Taiwan-

[[abstract]]本論文之目的是，藉由考察日本與台灣的委外產業之變遷、特別針對外部人力運用業務之派遣勞工的現狀，勞動意識・勞動市場結構・僱用管理・教育訓練・政策等探討女性勞動市場之變化。 近年來，日本與台灣許多企業面臨全球化競爭、服務經濟、高齡少子化等外在環境因素，為降低成本以及因應專業人才需求等之目的，採用委外方式從外部調派所需人員。因此、日本與台灣都有減少正式僱用比例，增加非正式僱用之現象。 非正式僱用之增加對日本與台灣的女性勞動市場有極大的影響。例如日本的派遣勞工人數佔僱用人數約6.42%，且其中女性勞工佔60%以上。其理由為因性別角色分工，部分女性不得不暫時退出職場。派遣工作對於再就職女性重回職場很重要的途徑。 其變化，對勞工方面而言，或許為配合自我的生涯規劃、有效利用個人專業技術、證照等原因，採用多元化工作型態之非典型僱用勞工派遣。但、因女性勞工與派遣勞工的增加而產生嚴重的社會保障相關問題。 日本政府為了打造ㄧ個讓女性勞工、派遣勞工能夠安心・安全・保障・保護之工作環境，提出許多的措施與法令政策。例如經由四次勞工派遣法之修訂，目的為使其由法的限制觀點轉化為保護勞工，另外、禁止年齡限制、縮短工時、男女僱用機會均等等…。 但、目前台灣卻未為派遣勞工制定專用規定與法則。僅止於勞工派遣法草案，即使有勞工基準法做為替代法並無法顧及派遣勞工的特殊就業條件。對女性的派遣勞工而言存在著因法源的不完整無社會保障之情形。 本研究藉由參照日本的經驗，指出台灣派遣勞工市場的長期健全發展之事項。並就保護女性派遣勞工之社會保障、社會福利制度等之法令提出應盡速制定・施行之建言。[[abstract]]The purposes of this thesis investigates changes in the female labor market from the angles of labor consciousness labor market structure human resource management education and training and policy via an assessment of the evolution of outsourcing in Japan and Taiwan and the status of temporary labor provided by external labor dispatching services In recent years Japan and Taiwan many enterprises in the face of external factors such as growing global competition the increased importance of the service economy the aging of society and the trend towards smaller families companies are cutting costs and meeting their specialized manpower needs by obtaining needed personnel externally via outsourcing to labor dispatching services Furthermore driven by workers' need to further their careers and make the best use of their professional skills and qualifications there has been a gradual increase in unconventional employment—such as temporary employment—reflecting the diversification of forms of work According to 2006 statistics temporary employees accounted for 6 42% of Japan's total working population and women accounted for more than 60% of temporary employees The temporary employee phenomenon may have a tremendous influence on the female labor market Due to the clearly-defined sex roles prevailing in Japan and Taiwan some women may be forced to temporarily withdraw from the workplace at certain times Temporary employment services provide an important pathway by which female workers can return the workplace after a temporary withdrawal The Japanese government has consequently proposed many measures and legal policies in order to create a working environment in which female workers and temporary employees can enjoy security safeguards and peace of mind For instance the four revisions of the Labor Dispatching Act have shifted the focus of that act from the imposition of legal restrictions to the protection of workers and the act now prohibits age restrictions shortens working hours and prescribes equal employment opportunities for men and women In contrast Taiwan currently has no laws or regulations specifically governing temporary employment and has delayed after writing the Draft Temporary Labor Act As a result some female and temporary employees are in fact subjected to unreasonable treatment This study proposes recommendations concerning the development of a sound temporary labor marketing in Taiwan on the basis of Japan's experience and current circumstances With regard to the protection of female and temporary employees and related social welfare systems this study also proposes strategies for the drafting of relevant laws regulations and plans and also calls on relevant government agencies to quickly draft and implement appropriate statutes and program