女性勞工育嬰留停後離職原因分析

文化大學機構典藏 CCUR > 社會科學院 > 勞動暨人力資源學系碩士班 > 博碩士論文 > Item 987654321/50694

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题名:	女性勞工育嬰留停後離職原因分析 The Analysis on the Reasons of Female Workers' Resignation after Parental Leave
作者:	宋綵蓁
贡献者:	勞動暨人力資源學系
关键词:	育嬰留職停薪期滿離職托育服務家務角色 expiry of parental leave resignation childcare services domestic roles
日期:	2021
上传时间:	2023-02-09 12:53:38 (UTC+8)
摘要:	育嬰留職停薪制度實施至今已迄十八年，過去研究對於育嬰留職停薪相關有廣泛討論與研究，我國在「性別工作平等法」對於性別歧視與促進性別工作平等政策樹立性別平等的社會政策指標。育嬰留職停薪政策應對於育嬰需求的勞工在工作與家庭責任有效調節，然而，女性勞工在育嬰留停期滿後因為家庭原因離開職場現象受到社會討論與重視，本研究進一步探討女性勞工與育嬰留停後離職之關係。首先透過文獻探討來瞭解女性在生育與勞動和育嬰留職相關研究，作為研究架構的基礎與研究方法的依據，根據研究目的及假設使用 2020 年勞動部「育嬰留職停薪期滿復職關懷調查表」次級問卷資料共 356 份有效問卷樣本，並以育嬰留停期滿後家庭原因的離職的女性勞工為研究對象，進行描述性統計和皮爾森卡方檢定研究方法分析不同人口統計變項與女性勞工育嬰留停後離職之關係。研究結果如下：一、年齡與家庭離職原因有顯著相關二、家計負責與家庭離職原因、托育成本、家務角色有顯著相關三、子女數與家庭離職原因、托育資源有顯著相關四、子女年齡與家庭離職原因、家務角色有顯著相關五、薪資與家庭離職原因顯著相關六、教育程度與家務角色有顯著相關 Unpaid Parental leave has been implemented for 18 years, and there has been extensive discussions and research on the matter. Through the “Act of Gender Equality in Employment”, Taiwan has established social policy indicators for gender equality concerning gender discrimination and policies for the promotion of gender equality in employment. The policy of unpaid parental leave is designed so that employees with childcare needs can effectively reconcile their work and their family responsibilities. However, the phenomenon of female employees resigning for family reasons after their parental leave has ended has become a topic of discussion and interest in society. This study further explores the relationship between female employees and their resignation after taking parental leave. This paper firstly discusses relevant research literature on females regarding giving birth and employment, as well as parental leave, as the basis of the research structure and research methodology. Based on the objectives and hypotheses of this study, secondary data from the Ministry of Labor's "Questionnaire on Reinstatement of Employment after the Expiration of Unpaid Parental Leave " conducted in 2020 was used. There were 356 valid questionnaires. With female employees who resigned after the expiration of their parental leave as research object, Descriptive statistics and the Pearson's chi-square test were used to analyze the relationship between different demographic variables and the resignation of female employees after the expiration of their parental leave. The findings of the study are: I. Age is significantly correlated to resignation for family reasons. II. Responsibility for the family’s livelihood is significantly correlated to resignation for family reasons, the cost of childcare and domestic roles. III. The number of children is significantly correlated to resignation for family reasons and childcare resources. IV. Age of children is significantly correlated to resignation for family reasons and domestic roles. V. Salary is significantly correlated to resignation for family reasons. Vi. Educational status is significantly correlated to domestic roles.
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