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    Title: 人資人員執行裁員解僱之角色衝突及壓力因應歷程研究-以北部製造業及服務業為例;The Research of Role Conflict and Pressure Coping under the Execution of Layoff by the Personnel: The Case Study of Manufacturing and Services-based Economy in The Northern of Taiwan
    Authors: 張瑞曄;CHANG, JUI-YEH
    Contributors: 勞工關係學系碩士在職專班
    Keywords: 裁員解僱;人力資源人員;壓力;Layoff;Human Resource;Pressure
    Date: 2017
    Issue Date: 2019-07-17 10:46:00 (UTC+8)
    Publisher: 勞工關係學系碩士在職專班
    Abstract: 人資人員在組織中擔任極為特殊的職務,因為兼俱多重身分在組織內角色既是資方亦是勞方,當企業有政策需執行時,需代表資方執行各項公司指令及制定規章辦法以管理勞工,但人資人員與企業有勞僱關係,同時兼具勞工身分,也需遵守自己所制定的規範,尤其面對所執行業務對己身權利有所影響時,內心的衝突、矛盾及拉扯是一般勞工很難體會的。裁員解僱是每個企業都會面臨的情況,可能是企業經營狀況或是員工績效表現情形等因素。當裁員解僱事件發生時,人資人員擔任面對員工的第一線直接窗口,為執行的劊子手,身處在企業、被裁員解僱者與倖存者之間,要如何符合企業期待及照顧被裁員解僱者,是極為重要的課題。 本研究使用文獻分析法及深度訪談法作為研究方法,訪談北部製造業及服務業之人力資源人員,分析人資人員執行裁員解僱時的感受、內心衝突、壓力因應分析等心路歷程。 本研究發現在執行裁員解僱時所發生的角色衝突,人資人員會產生自我認知改變,而選擇扮演資方角色。研究發現在製造業執行裁員解僱的壓力較服務業大,而影響裁員解僱壓力的主要因素為:裁員解僱之動機、執行裁員解僱之適法性、被裁員解僱者再就業之能力、執行裁員解僱者之人格特質、情感壓力等五個因素,在壓力產生時,人資人員採用情緒焦點因應策略因應壓力,且在執行裁員解僱時影響最大的是人格特質,具低度神經質、低度友善性及高度勤勉正直性、高度外向性、高度經驗開放性之人格特質的人資人員,會經由自我控制及自我認知調適而降低擔任執行劊子手的罪惡感、壓力及角色衝突。
    Human resource play special roles in the organization. While executing the company policy and establishing regulations to organize employees, human resource play as a representative of the company management. On the other hand, human resource also represent as employees because they are in the employment relationship with the enterprises. Therefore, it is hard for other employees to understand when the personnel face conflicts between complying with and being ruined by company regulations they made. Layoff is common to see in the enterprises because of bad business financial situation or improper employee performance. The issue on how to meet business decision and employees’ rights is a critical for the personnel to layoff employees in the front line of the company. The research is based on Document Analysis and in-depth interview; interviewing the personnel in manufacturing and services-based economy in the northern of Taiwan and analyzing their reactions, conflict, and pressure under layoff. Role conflict under layoff is found in this research. The personnel turn to choose as employer role while self-awareness changes. The pressure of layoff execution under manufacturing companies is higher than services-based companies. The main factors of layoff execution pressure are motivation of layoff, appropriateness of layoff, the ability to re-employment of unemployment, personality traits, emotions, and pressure of layoff executors. The personnel often use emotion-focused coping to deal with pressure; personality traits are the most influential on layoff execution. The personnel, who are with personality traits of less neuroticism and agreeableness, more conscientiousness, extraversion, and openness to experience, decrease feeling of guilty, pressure, and role conflict by making self-control and self-awareness adjustment.
    Appears in Collections:[Department of Labor Relations] thesis

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