| Abstract: | 本研究使用2005年和2015年的臺灣社會變遷基本調查資料，試圖透過分析典型與非典型工作者的差異，以及臺灣勞動市場中工作者的工作流動情況。 另外，也透過質性訪談，針對受訪者的工作史、工作成就感、工作困擾、職場上的人際關係、權利救濟等方面，作更深入的了解。 資料分析的結果顯示，教育年數、已婚、部門等變項都會影響工作者在勞動市場的流動情況。教育年數越高的工作者，發生向下流動到非典型工作者或維持非典型工作者的情況較少；已婚的工作者相對於單身、離婚或喪偶的工作者來說，維持在非典型工作者的機會是較小的，並不會讓自己一直維持在非典型工作者；在私部門大規模、中規模公司工作的人，一直維持在非典型工作者的機會是較少的。另一方面，質性訪談的結果則使我們理解，在公部門的非典型工作者在轉換成典型工作者的時候，面臨的挑戰比較多，唯一途徑就是透過考試。職場上的工作困擾、人際關係、權利救濟方面，典型與非典型工作者是沒有太大的差異。總之，本文結論臺灣勞動市場確實已經出現典型與非典型工作者的區隔，但非典型工作者轉換成典型工作者的流動機會是的確存在。
Using data are from the 2005 and 2015 Taiwan Social Change Survey (TSCS), we attempt to analyze the differences between standard and nonstandard workers, and to measure the mobility opportunity of them. Additionally, we did in-depth interviews to understand the work history, achievement, problem, interpersonal relationship, and work rights of standard and nonstandard workers. According to our data analyses, we found that years of schooling, marital status, and work sector will affect workers’ mobility opportunity. The longer the years of schooling, the less likely to maintain nonstandard or downward to employment. Married workers are less likely to maintain or downward to nonstandard employment, compared to those who are single, divorced, or widowed. People who work for large and medium scaled companies are less likely to maintain or downward to nonstandard employment. On the other hand, our in-depth interview results show that the nonstandard workers in the public sector face more challenges when they are converted into standard workers and the only way is to pass the promotion exam. Nevertheless, their work place distress, interpersonal relationship, and work rights are not quite different from those of standard workers. In sum, we conclude that the nonstandard workers are separated from standard workers in many ways, however, their mobility opportunities still exist in Taiwan’s labor markets. |
