Study of the Influence to Human Resource Management Activities and Employees’Working Behavior after Implementation of“Gender Equality in Employment Law”

• Main Authors: Hu, Shu-Hsien, 胡淑賢
• Other Authors: Wan, Tung-Hsuan
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/71117354753881831510

碩士 === 銘傳大學 === 管理科學研究所碩士在職專班 === 91 === The purpose of this research is to discuss the influence toward the service industry employers on human resource management activities as well as employees on their working behavior after The Gender Equality in Employment Law released and came into effect. In order to provide effectually advices for the employers that how to practice on human resource management, for the authority that how to make related package measures, and for the legislature to revise the related regulations base on this law; the research has studied these four agendas: A). How the employers cope with it after this law released, B). How other countries made relevant regulations and if there’re any experiences for us to learn, C). The difficulties for employers to put into actions, D). How far the employers actually follow this law will affect the employees’ recognition toward the organizational justice, organizational commitment, and job satisfaction. The research, by analyzing back through the contents of the regulations and history documents, worked out solutions for the entrepreneurs to deal with the three issues of Prohibition of Sex Discrimination, Prevention and Correction of Sexual Harassment, and Measures for Promoting Equality in Employment. Secondly, after having in-depth interview with eight human resource executives, it is learned that there are environmental and practical troubles for the employers to execute this law toward parental leave without payment、set up child care facilities or provide child care measures. And how to define the legal responsibility toward the Sexual Harassment Preventive and Correctional Measures confuses the employers and made them anxious is also one of the difficulties. Due to all these problems above, we studied and took examples from the United States and Japan as reference to bring forward precisely suggestions for the legislature to revise this law and make related package measures in the future. Finally, by analyzing the 517 valid questionnaire survey collected from the general employees of the service industries shows that the farther the employers follow this law will significantly and positively affects the employees’ recognition of the organizational justice, organizational commitment, and job satisfaction. It clarifies that only with following this law can increase the employees’ senses of organizational justice, organizational commitment, job satisfaction; and it will benefit the organizations and make it work in the most efficient way. We expect that through this article’s clarification, we can work some possible ways out to minimize the gap between the law itself and reality. And hoping by practicing The Gender Equality in Employment Law can develop the most positive effects on human resource management. Further more, because of the materialization of true gender equality concept, a win-win result for both employers and employees can be achieved.