勞資爭議調解結果影響因素之探討-以新北市爭議案件為例;An Analysis of Influential Factors on the Result of Labor Dispute Mediation:Cases in New Taipei City

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Title:	勞資爭議調解結果影響因素之探討-以新北市爭議案件為例;An Analysis of Influential Factors on the Result of Labor Dispute Mediation:Cases in New Taipei City
Authors:	林敏雄;LIN, MIN-HSIUNG
Contributors:	勞工關係學系碩士在職專班
Keywords:	勞資爭議;調解;獨任調解人;調解委員會;Labor dispute;mediation;mediator with full authority;mediation committe
Date:	2017
Issue Date:	2019-07-17 10:46:06 (UTC+8)
Publisher:	勞工關係學系碩士在職專班
Abstract:	我國的勞資爭議以個別的權利事項爭議為大多數，因此勞資爭議的調解為主要的處理爭議之方式，惟依據「勞資爭議處理法」之規定，而產生調解方式與調解地點之變異，及爭議標的本身的性質以及隨著調解者之個人特質與調解技巧之不同，這些因素都可能牽動到調解結果，也正是本研究所探索的。本研究透過13位受訪者，包含勞方、資方、調解者與主管機關，以及自105年7月至10月間針對不同形式調解之勞資雙方進行問卷調查，回收有效問卷200份，經統計分析後獲得以下發現：一、當勞方提出調解之申請時，通常勞資雙方已產生信任危機，勞資關係亦產生嫌隙，所以爭議標的不會只有一項。二、依據問卷之統計分析，調解方式之調解成功率存在差異，以民間團體指派調解人為最高、主管機關指派調解人次之、調解委員會為最低。三、調解之爭議標的對調解結果產生不同程度之影響，以工資爭議調解成立機會最高，而調動爭議調解成立機會最低。四、調解者之調解技巧會對調解結果產生影響，其中以注重勞資雙方關係或情誼對調解結果有顯著相關。 Most of labor disputes in Taiwan are those over individual worker’s rights and the method commonly used to resolve them is mediation. According to the Act for Settlement of Labor-Management Disputes, the disputants can select different forms and places for mediating. In the practice ofmediation, the nature of thedisputants’claims and themediator’s personal characteristics and his/ her mediation skills are also involved. This research explores the influence of these factors on the outcome of mediation, i.e. success or failure.This research collected data by conducting questionnaires and in- depth interview. Two hundred valid questionnaires were completed by the disputants both on the labor and management sides in different forms of mediation. Thirteen interviews were conducted betweenJuly and October 2016.Theinterviewees includeworkers, employers, andmediators in different mediation cases, and government officials in the competent authority.Throughanalyzing the data, this research has obtained the following findings:1. Whena worker filed a mediation application, themutual trust between the worker and his/her employer had damaged and a crack intheir relationship had appeared accordingly. As a result, there would be more than one claim of the dispute.2. The success rate of mediation varied when mediation formswere different. It was the highest whenmediators were appointed by the civil groups, the second highest whenmediators were appointed by the competent authority, and the lowest when the mediation conducted by a committee.3. The disputing matters concerned in the mediation affected the mediation outcomes to some extent. Mediating a dispute over wages was the most likely to be successful while mediating a dispute over thetransfer issue was the least likely to be successful.4. The mediator mediation skills will have an impact on the mediation results of labor dispute mediation, with a focus on labor relations or friendships on the mediation results are significantly related.
Appears in Collections:	[勞工關係學系] 學位論文

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