题名

由勞動力彈性觀點探討企業對工時法令修改之制度適應

并列篇名

Organizational Adaptation to the Regulatory Change of Standard Working Hours in Taiwan: An Employment Flexibility Perspective

DOI

10.6147/JHRM.202106_21(1).0002

作者

劉念琪(Nien-Chi Liu)；林鈺欽(Yu-Chin Lin)

关键词

勞動力彈性 ； 強制制度力 ； 制度邏輯 ； 策略人力資源管理 ； employment flexibility ； coercive institutional forces ； institutional logics ； strategic human resource management

期刊名称

人力資源管理學報

卷期/出版年月

21卷1期（2021 / 06 / 01）

页次

27 - 56

内容语文

繁體中文
中文摘要

本文整合勞動力彈性、制度邏輯及策略人力資源管理之措施互補與替代觀點，探討當工時法令變動時，企業在各項勞動力彈性措施的調整回應。本研究以2016年台灣《勞動基準法》之工時修法為研究情境，透過188家台灣企業調查資料進行驗證。結果指出強制制度力雖然壓制了工時彈性措施的使用，但企業還是會依循固有制度邏輯回應修法壓力。曾大量運用彈性工時的公司，會較大量運用其他替代型的勞動彈性措施，並減少互補型勞動彈性措施，以追求原有制度邏輯的維持。因此強制型的制度力，並無法真正快速改變公司勞動力彈性運用背後的制度邏輯，公司在短期內反會運用多種不同措施強化原先的邏輯，因此也更加深組織內及場域內多重制度邏輯的爭議及衝突。
英文摘要

Integrating institutional theory and strategic human resource management perspectives, this study explores why and how the underlying institutional logics behind firms affecting their reactions to the coercive institutional forces, which is the amendment of Labor Standard Act in 2016. Using a survey sample from 188 Taiwanese firms, our results indicate the more a firm utilized work time flexibility before the legal amendment, they will adopt more other labor flexibility practices in order to protect the existing institutional logics behind their present employment flexibility policy, that is, cost leadership. They will adopt more substitute flexibility practices such as functional flexibility and numerical flexibility. As well, they will restrict the use of complement flexibility practices such as compensation flexibility to lessen the detrimental impact of coercive forces on their existing instructional logics to remain their employment cost under control. However, the adaptation may result in more arguments and conflicts due to the rise of multiple institutional logics during this time.
主题分类 社會科學 > 心理學
社會科學 > 社會學
社會科學 > 經濟學
社會科學 > 管理學
社會科學 > 法律學
参考文献
  1. 李健鴻(2015)。「工作福利」治理下「個人化服務模式」對失業者權利與義務的影響。人文及社會科學集刊，27，45-88。
    連結：
  2. 蔡奉真(2013)。台灣工時規範之法規執行度—從法律規範之「應然」到「實然」。台灣公共衛生雜誌，32，220-230。
    連結：
  3. (2021)。立法院國會圖書館（2021）。立法院法律系統。取自 https://lis.ly.gov.tw/lglawc/lglawkm。https://lis.ly.gov.tw/lglawc/lglawkm
  4. Abraham, K. G.,Taylor, S. K.(1996).Firms’ use of outside contractors: Theory and evidence.Journal of Labor Economics,14,394-424.
  5. Adams, R. J.(2005).Efficiency, equity, and voice as moral imperatives.Employee Responsibilities and Rights Journal,17,111-117.
  6. Adner, R.,Levinthal, D. A.(2004).What is not a real option: Considering boundaries for the application of real options to business strategy.Academy of Management Review,29,74-85.
  7. Appelbaum, E.,Bailey, T.,Berg, P.,Kalleberg, A.(2000).Manufacturing advantage: Why high-performance work systems pay off.Ithaca, NY:Cornell University Press.
  8. Arthur, W. B.(1989).Competing technologies, increasing returns, and lock-in by historical events.The Economic Journal,99(394),116-131.
  9. Arvanitis, S.(2005).Modes of labor flexibility at firm level: Are there any implications for performance and innovation? Evidence for the Swiss economy.Industrial and Corporate Change,14,993-1016.
  10. Atkinson, J.(1984).Manpower strategies for flexible organisations.Personnel Management,16(8),28-31.
  11. Atkinson, J.(1987).Flexibility or fragmentation? The United Kingdom labour market in the eighties.Labour and Society,12,87-105.
  12. Barney, J. B.,Ketchen, D. J., Jr.,Wright, M.,Coff, R.,Kryscynski, D.(2011).Invited editorial: Drilling for micro-foundations of human capital–based competitive advantages.Journal of Management,37,1429-1443.
  13. Baron, J. N.,Bielby, W. T.(1980).Bringing the firms back in: Stratification, segmentation, and the organization of work.American Sociological Review,45,737-765.
  14. Barreto, I.(2010).Dynamic capabilities: A review of past research and an agenda for the future.Journal of Management,36,256-280.
  15. Beck, U.(2000).The brave new world of work.Cambridge, UK:Polity Press.
  16. Becker, B. E.,Huselid, M. A.(2006).Strategic human resources management: Where do we go from here?.Journal of Management,32,898-925.
  17. Beltrán-Martín, I.,Roca-Puig, V.,Escrig-Tena, A.,Bou-Llusar, J. C.(2008).Human resource flexibility as a mediating variable between high performance work systems and performance.Journal of Management,34,1009-1044.
  18. Berg, P.(2008).Working time flexibility in the German employment relations system: Implications for Germany and lessons for the United States.Industrielle Beziehungen/The German Journal of Industrial Relations,15,133-150.
  19. Berk, A.,Kaše, R.(2010).Establishing the value of flexibility created by training: Applying real options methodology to a single HR practice.Organization Science,21,765-780.
  20. Besharov, M. L.,Smith, W. K.(2014).Multiple institutional logics in organizations: Explaining their varied nature and implications.Academy of Management Review,39,364-381.
  21. Blyton, P.,Morris, J.(1991).A flexible future: Aspects of the flexibility debates and some unresolved issues.A flexible future? Prospects for employment and organization,Berlin, Germany:
  22. Brodsky, M. M.(1994).Labor market flexibility: A changing international perspective.Monthly Labor Review,117(11),53-60.
  23. Budd, J. W.(2004).Employment with a human face: Balancing efficiency, equity, and voice.Ithaca, NY:Cornell University Press.
  24. Campbell, I.(2017).Working-time flexibility: Diversification and the rise of fragmented time systems.Making work more equal,Manchester, UK:
  25. Camps, J.,Oltra, V.,Aldás‐Manzano, J.,Buenaventura‐Vera, G.,Torres‐Carballo, F.(2016).Individual performance in turbulent environments: The role of organizational learning capability and employee flexibility.Human Resource Management,55,363-383.
  26. Cappelli, P.,Neumark, D.(2004).External churning and internal flexibility: Evidence on the functional flexibility and core‐periphery hypotheses.Industrial Relations: A Journal of Economy and Society,43,148-182.
  27. Combs, J.,Liu, Y.,Hall, A.,Ketchen, D.(2006).How much do high‐performance work practices matter? A meta‐analysis of their effects on organizational performance.Personnel Psychology,59,501-528.
  28. Cook, H.,MacKenzie, R.,Forde, C.(2016).HRM and performance: The vulnerability of soft HRM practices during recession and retrenchment.Human Resource Management Journal,26,557-571.
  29. De La Lastra, S. F.-P.,Martin-Alcazar, F.,Sanchez-Gardey, G.(2014).Functional flexibility in human resource management systems: Conceptualization and measurement.International Journal of Business Administration,5(1),1-14.
  30. Deephouse, D. L.,Bundy, J.,Tost, L. P.,Suchman, M. C.(2017).Organizational legitimacy: Six key questions.The SAGE handbook of organizational institutionalism,Thousand Oaks, CA:
  31. Delbridge, R.,Edwards, T.(2013).Inhabiting institutions: Critical realist refinements to understanding institutional complexity and change.Organization Studies,34,927-947.
  32. DiNatale, M.(2001).Characteristics of and preference for alternative work arrangements, 1999.Monthly Labor Review,124,28-49.
  33. Dunn, M. B.,Jones, C.(2010).Institutional logics and institutional pluralism: The contestation of care and science logics in medical education, 1967-2005.Administrative Science Quarterly,55,114-149.
  34. Dyer, S.(1998).Flexibility models: A critical analysis.International Journal of Manpower,19,223-233.
  35. Ennen, E.,Richter, A.(2010).The whole is more than the sum of its parts—or is it? A review of the empirical literature on complementarities in organizations.Journal of Management,36,207-233.
  36. Friedland, R.,Alford, R. R.(1991).ringing society back in: Symbols, practices, and institutional contradictions.The new institutionalism in organizational analysis,Chicago, IL:
  37. Garhammer, M.(1995).Changes in working hours in Germany: The resulting impact on everyday life.Time & Society,4,167-203.
  38. Giannetti, C.,Madia, M.(2013).Work arrangements and firm innovation: Is there any relationship?.Cambridge Journal of Economics,37,273-297.
  39. Greenwood, R.,Raynard, M.,Kodeih, F.,Micelotta, E. R.,Lounsbury, M.(2011).Institutional complexity and organizational responses.Academy of Management Annals,5,317-371.
  40. Grzywacz, J. G.,Carlson, D. S.,Shulkin, S.(2008).Schedule flexibility and stress: Linking formal flexible arrangements and perceived flexibility to employee health.Community, Work & Family,11,199-214.
  41. Han, K.,Trinkoff, A. M.,Gurses, A. P.(2015).Work‐related factors, job satisfaction and intent to leave the current job among United States nurses.Journal of Clinical Nursing,24,3224-3232.
  42. Handy, C.(1999).Inside organizations: 21 ideas for managers.London, UK:Penguin.
  43. Hipple, S.(1998).Contingent work: Results from the second survey.Monthly Labor Review,121(11),22-35.
  44. Houseman, S. N.(2001).Why employers use flexible staffing arrangements: Evidence from an establishment survey.ILR Review,55,149-170.
  45. Houseman, S. N.,Polivka, A. E.(2000).The implications of flexible staffing arrangements for job stability.On the job: Is long-term employment a thing of the past?,New York:
  46. Huselid, M. A.(1995).The impact of human resource management practices on turnover, productivity, and corporate financial performance.Academy of Management Journal,38,635-672.
  47. Ichniowski, C.,Kochan, T. A.,Levine, D.,Olson, C.,Strauss, G.(1996).What works at work: Overview and assessment.Industrial Relations: A Journal of Economy and Society,35,299-333.
  48. Ismail, A.,Zaidi, M. F.,Anuar, A.(2015).Administrator’s role in performance based reward as a determinant of employee outcomes.Management & Marketing Journal,13(1),92-110.
  49. Jacobs, D.(1994).Organizational theory and dualism: Some sociological determinants of spot and internal labor markets.Research in Social Stratification and Mobility,13,203-235.
  50. Johnstone, S.(2019).Employment practices, labour flexibility and the Great Recession: An automotive case study.Economic and Industrial Democracy,40,537-559.
  51. Kalleberg, A. L.(2003).Flexible firms and labor market segmentation: Effects of workplace restructuring on jobs and workers.Work and Occupations,30,154-175.
  52. Kalleberg, A. L.(2001).Organizing flexibility: The flexible firm in a new century.British Journal of Industrial Relations,39,479-504.
  53. Kalleberg, A. L.,Reskin, B. F.,Hudson, K.(2000).Bad jobs in America: Standard and nonstandard employment relations and job quality in the United States.American Sociological Review,65,256-278.
  54. Kelliher, C.,Riley, M.(2003).Beyond efficiency: Some by-products of functional flexibility.The Service Industries Journal,23,98-113.
  55. Kleinknecht, A.,Oostendorp, R. M.,Pradhan, M. P.,Naastepad, C. W. M.(2006).Flexible labour, firm performance and the Dutch job creation miracle.International Review of Applied Economics,20,171-187.
  56. Kumari, I. G.,Pradhan, R. K.(2014).Human resource flexibility and organizational effectiveness: Role of organizational citizenship behaviour and employee intent to stay.International Journal of Business and Management Invention,3(11),43-51.
  57. Lambert, S. J.(2008).Passing the buck: Labor flexibility practices that transfer risk onto hourly workers.Human Relations,61,1203-1227.
  58. Larsen, T. P.,Navrbjerg, S. E.(2015).The economic crisis: Testing employee relations.Economic and Industrial Democracy,36,331-353.
  59. Levi, M.,Adolph, C.,Berliner, D.,Erlich, A.,Greenleaf, A.,Lake, M.,Noveck, J.(2013).,未出版
  60. Liu, N.-C.,Liu, W.-C.(2014).The effects of quality management practices on employees’ well-being.Total Quality Management & Business Excellence,25,1247-1261.
  61. Lounsbury, M.(2008).Institutional rationality and practice variation: New directions in the institutional analysis of practice.Accounting, Organizations and Society,33,349-361.
  62. Lounsbury, M.,Boxenbaum, E.(2013).Institutional logics in action.Institutional logics in action, part A,Bingley, UK:
  63. MacDuffie, J. P.(1995).Human resource bundles and manufacturing performance: Organizational logic and flexible production systems in the world auto industry.ILR Review,48,197-221.
  64. Maggio, P. J.,Powell, W. W.(1983).The iron cage revisited: Institutional isomorphism and collective rationality in organizational fields.American Sociological Review,48,147-160.
  65. Marano, V.,Kostova, T.(2016).Unpacking the institutional complexity in adoption of CSR practices in multinational enterprises.Journal of Management Studies,53,28-54.
  66. Martínez‐Sánchez, Á.,Vela‐Jiménez, M. J.,de Luis‐Carnicer, P.,Pérez‐Pérez, M.(2007).Managerial perceptions of workplace flexibility and firm performance.International Journal of Operations & Production Management,27,714-734.
  67. Meulders, D.,Wilkin, L.(1987).Labour market flexibility: Critical introduction to the analysis of a concept.Labour and Society,12(1),3-17.
  68. Meyer, J. W.,Rowan, B.(1977).Institutionalized organizations: Formal structure as myth and ceremony.American Journal of Sociology,83,340-363.
  69. Michie, J.,Sheehan‐Quinn, M.(2001).Labour market flexibility, human resource management and corporate performance.British Journal of Management,12,287-306.
  70. Mizruchi, M. S.,Fein, L. C.(1999).The social construction of organizational knowledge: A study of the uses of coercive, mimetic, and normative isomorphism.Administrative Science Quarterly,44,653-683.
  71. Munir, R. I. S.,Rahman, R. A.(2016).Determining dimensions of job satisfaction using factor analysis.Procedia Economics and Finance,37,488-496.
  72. Natasaputra, N.,Kusumastuti, R. D.(2014).The effect of labor flexibility on firm performance in Indonesian telecommunication industry.International Research Journal of Business Studies,7,79-90.
  73. Ocasio, W.,Radoynovska, N.(2016).Strategy and commitments to institutional logics: Organizational heterogeneity in business models and governance.Strategic organization,14,287-309.
  74. Oka, Y.(2010).Mechanisms of nematode suppression by organic soil amendments—A review.Applied Soil Ecology,44,101-115.
  75. Oliver, C.(1991).Strategic responses to institutional processes.Academy of Management Review,16,145-179.
  76. Organization for Economic Cooperation and Development. (2017, July 30). Average annual hours actually worked per worker. OECD.Stat. Retrieved from https://stats.oecd.org/Index.aspx?DataSetCode=ANHRS
  77. Osterman, P.(1999).Securing prosperity: The American labor market: How it has changed and what to do about it.Princeton, NJ:Princeton University Press.
  78. Osterman, P.(2000).Work reorganization in an era of restructuring: Trends in diffusion and effects on employee welfare.ILR Review,53,179-196.
  79. Paauwe, J.,Boon, C.(2018).Strategic HRM: A critical review.Human resource management: A critical approach,New York:
  80. Pache, A.-C.,Santos, F.(2013).Inside the hybrid organization: Selective coupling as a response to competing institutional logics.Academy of Management Journal,56,972-1001.
  81. Procter, S. J.,Rowlinson, M.,McArdle, L.,Hassard, J.,Forrester, P.(1994).Flexibility, politics & strategy: In defence of the model of the flexible firm.Work, Employment and Society,8,221-242.
  82. Ramendran, C. S. P. R.,Raman, G.,Mohamed, R. K. M. H.,Beleya, P.,Nodeson, S.(2013).Organizational flexibility and its implications on employees productivity.Interdisciplinary Journal of Contemporary Research in Business,4(10),298-316.
  83. Rodriguez, J. K.,Johnstone, S.,Procter, S.(2017).Regulation of work and employment: Advances, tensions and future directions in research in international and comparative HRM.The International Journal of Human Resource Management,28,2957-2982.
  84. Rönnmar, M.(2004).The managerial prerogative and the employee’s duty to work: A comparative study of functional flexibility in working life.The International Journal of Human Resource Management,15,451-458.
  85. Schreyögg, G.,Sydow, J.,Holtmann, P.(2011).How history matters in organisations: The case of path dependence.Management & Organizational History,6,81-100.
  86. Scott, W. R.(2003).Institutional carriers: Reviewing modes of transporting ideas over time and space and considering their consequences.Industrial and Corporate Change,12,879-894.
  87. Scott, W. R.(2008).Institutions and organizations: Ideas and interests.Thousand Oaks, CA:Sage.
  88. Short, J. L.,Toffel, M. W.,Hugill, A. R.(2016).Monitoring global supply chains.Strategic Management Journal,37,1878-1897.
  89. Sloane, P. J.,Gasteen, A.(1989).Primary flexibility—The flexible firm and its determinants.Management Research News,12(3),25-25.
  90. Sparrow, P.,Cooper, C. L.(1998).New organizational forms: The strategic relevance of future psychological contract scenarios.Canadian Journal of Administrative Sciences/Revue Canadienne des Sciences de l’Administration,15,356-371.
  91. Thornton, P. H.(2004).Markets from culture: Institutional logics and organizational decisions in higher education publishing.Stanford, CA:Stanford University Press.
  92. Thornton, P. H.,Ocasio, W.(2008).Institutional logics.The Sage handbook of organizational institutionalism,Thousand Oaks, CA:
  93. Tracey, J. B.(2013).A contextual, flexibility-based model of the HR-firm performance relationship.Management Decision,50,909-924.
  94. Úbeda-García, M.,Claver-Cortés, E.,Marco-Lajara, B.,Zaragoza-Sáez, P.(2017).Human resource flexibility and performance in the hotel industry: The role of organizational ambidexterity.Personnel Review,46,824-846.
  95. Valverde, M.,Tregaskis, O.,Brewster, C.(2000).Labor flexibility and firm performance.International Advances in Economic Research,6,649-661.
  96. van Dam, K.(2003).Understanding experts’ attitudes towards functional flexibility.International Journal of Human Resources Development and Management,3,138-153.
  97. van der Meer, P. H.,Ringdal, K.(2009).Flexibility practices, wages and productivity: Evidence from Norway.Personnel Review,38,526-543.
  98. White, M.,Hill, S.,McGovern, P.,Mills, C.,Smeaton, D.(2003).High‐performance” management practices, working hours and work–life balance.British Journal of Industrial Relations,41,175-195.
  99. Whitener, E. M.(2001).Do “high commitment” human resource practices affect employee commitment? A cross-level analysis using hierarchical linear modeling.Journal of Management,27,515-540.
  100. Wood, A. J.(2016).Flexible scheduling, degradation of job quality and barriers to collective voice.Human Relations,69,1989-2010.
  101. Wright, P. M.,Snell, S. A.(1998).Toward a unifying framework for exploring fit and flexibility in strategic human resource management.Academy of Management Review,23,756-772.
  102. 李誠(2007)。高保障、低彈性的台灣勞動市場：法律的幻象。台灣經濟論衡，5(9)，70-89。
  103. 林佳樺（2017 年 5 月 15 日）。一例一休爭議這麼大，法規不能更好嗎？辛炳隆教授分析：僵化和脫離現實的勞基法。取自 https://www.thenewslens.com/article/67723
  104. 陳筱雯(2004)。台北，國立台灣科技大學。
  105. 黃紀,王德育(2012).質變數與受限依變數的迴歸分析.台北:五南.
  106. 劉念琪(2014)。勞動彈性與員工福祉—人力資源管理觀點，回顧與前瞻。回顧與前瞻：勞動基準法施行 30 週年論文集，台北:
print cancel