職場社會心理危害調查監測制度之國際概況

An International Overview of National Surveys for Psychosocial Hazards at Work

10.6288/TJPH2010-29-06-09

王佳雯(Chia-Wen Wang)；鄭雅文(Ya-Wen Cheng)；李論昇(Yu-Sheng Lee)；徐儆暉(Jin-Huei Hsu)

職場社會心理危害 ； 國際比較 ； 調查研究 ； psychosocial hazards at work ； international comparison ； survey research

台灣公共衛生雜誌

29卷6期（2010 / 12 / 01）

551 - 560

繁體中文

目標：隨著勞動市場的轉變，職場社會心理危害已成為西方工業先進國家職場安全健康定期監測的主題之一。本研究探討國際與台灣職場社會心理危害之調查監測制度，並比較監測指標之項目與內容。方法：比較歐盟、加拿大、英國、丹麥、芬蘭與台灣之職場社會心理危害調查監測制度，以其網頁公布之資料與相關學術論文或出版報告作為分析材料。國際制度之選取依據為：網頁上有公開的英文資訊，包括調查監測名稱、研究設計、調查對象、樣本大小、問卷內容、測量方式、調查時問與頻率等。結果：各國職場社會心理危害調查之監測指標主要包括：僱用契約、薪資狀態、工作保障性、升遷機會與訓練、工作控制、工作負荷、工時、輪班、夜班工作、組織正義、家庭與工作衝突等；台灣納入監測指標則較為有限。結論：我們建議台灣職場社會心理危害調查監測之範圍可充實以下面向：在就業狀態方面，應納入契約類型、薪資狀態、就業保障子指標並予以精確化；在工作內容與特質方面，可考慮擴充工作負荷之測量內容，另外超時工作之類型與是否額外給薪，亦可納入考量；在職場社會與組織特質方面，除了組織正義之外，亦可考慮國際上普遍被監測的家庭與工作衝突、職場暴力、騷擾、霸凌等題項。

Objectives: Due to dramatic changes in the labor market, psychosocial hazards at work have become increasingly important and have been included in national surveys about occupational safety and health in most developed countries. This study was designed to explore survey methods and questionnaire items from selected countries and to compare them with those used in Taiwan. Methods: Survey questionnaires from the European Union, Canada, the United Kingdom, Denmark and Finland were studied. These surveys were selected based on the availability of the following information in English: title of survey, research design, survey subjects, sample size, the full questionnaire, measurements, survey time and frequency. Results: Major dimensions for the assessment of psychosocial work hazards included: work contract, salary status, employment security, career prospects and opportunities for future development, job control, job demands, working hours, shift work, night work, organizational justice, and family-work conflict. In contrast, only a limited number of these factors have been assessed in national surveys in Taiwan. Conclusions: We suggest that surveys in Taiwan could be further improved by adopting validated measures for work contracts, salary status and employment security, expanding the scope of the measures of job demands, and including measures for overtime work with or without pay, family-work conflicts, violence, harassment and bullying.

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