| Summary: | 碩士 === 國立高雄應用科技大學 === 土木工程與防災科技研究所 === 94 === This study is mainly an explorative and large-scale survey to learn more about the reasons for construction companies to adopt atypical employment and its actual application. Through questionnaires and interviews, this study also attempts to discuss the impact of atypical employment upon construction workers and the industry itself. Totally 1,660 questionnaires were given to high-rank managers in the human resource departments or in charge of personnel affairs in A-level construction companies in Taiwan. Excluding invalid ones, totally 103 answered questionnaires were returned with a valid return rate of 6.2%. After analyzing the returned questionnaires, this study found:
1.92.3% of the answering A-level companies are facing the pressure of increasing human resource flexibility. “Temporary employment” (33%), “Partial outsourcing to other construction firms” (32%) and “Outsourcing parts of administration work” are the major strategies of flexible human resource use of these companies.
2.The major reasons for the companies to consider hiring atypical workers are “To cut down total personnel costs” (48.2%), “Temporary or seasonal needs of business expansion” (45.8%) and “Personnel downsizing” (42.2%). The major concerns of the companies who do not use atypical employment are “High turnover rate” (50.4%) and “Not good for teamwork coordination” (46.5%).
3.Among the answering managers, most think that there will be no significant difference in the advantages and disadvantages of atypical employment in the short term (within three years). However, nearly half of them predict the disadvantages of temporary employment will outweigh its advantages in the long run (more than five years).
Keywords: human resource management strategy; labor flexibility; atypical employment
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