An Analysis of Employee’s Retirement Plan Intensions in State-Owned Companies under Institutional Change－A Case Study of Taiwan Power Company, Miaoli Branch

• Main Authors: Hwa-Lung Chiu, 邱華龍
• Other Authors: Shih-Ming Huang
• Format: Others
• Language: zh-TW
• Published: 2012
• Online Access: http://ndltd.ncl.edu.tw/handle/48225549553823954790

碩士 === 國立聯合大學 === 經濟與社會研究所 === 100 === According to the amendment to provision in Article 54 of Labor Standards Act on May 14th, 2008, the mandatory requirement for labor force shall be increased from 60 years old to 65 years old after the amendment. For this reason, the provisions on guidelines for limited requirement age developed by Taiwan Power Company was also repealed accordingly and no long applicable. In response to amendment and modification of laws and regulation, whether if the employee retirement plans intention should be moderated depends on the correlation between targeted personal retirement age, work properties, hierarchy, health state, source of income, other major non-financial changes and events, the promotion of preferential measures for retirement, and the decision for retirement. Apart from understanding the employee retirement intention at different hierarchy in depth, the study results also proposed recommendations as reference of measures review for the Human Resource Department. The study adopted semi-open questionnaire, taking samples from the mid-level manager, base supervisors, base dispatched workers, base leaders, and base evaluation with 20% of the total employees in six different hierarchies to fill out the questionnaires. The awareness of the answers were analyzed with the retirement plans intention at different hierarchies, supplemented by in-depth interview with the cases in addition to analyzing and interpreting the literatures on retirement related theories. It was discovered from the study that regardless of the class, supervisor or non-supervisor, dispatch or employment, management or on-site work, the employees generally expected to retire under the solid finance. At the same time of finance assurance, the managerial levels personnel in comparison are more inclined to retire early than working collars, double-income families are more inclined to retire early than single-income families, while base labors are inclined to retire only at mandatory age. The analysis of retirement intention showed that the employees at all hierarchies generally take main consideration of class position and economic benefits and it was not discovered that individual employees with ethics or cultural factors would affect their choice of retirement in the questionnaires and in-depth interview. The legislation of Labor Pension Act excludes the applicability of Dispatched Personnel at State-Owned Companies, whereas the dispatched personnel of Taiwan Power Company could only adapt the Guidelines for Staff Retirement and Aid at Ministry of Economic Affairs affiliated Business Divisions while the employed personnel could choose to adapt the Labor Pension Act, resulting in employees at different classes with different identities within the same company to be adapted to different pensions systems. Due to higher work pressure and advantages of self-employment conditions, base supervisors and base dispatched personnel tend to have stronger intention of early retirement. The mid-level managers, base leaders, base classification, base evaluation personnel are inclined to retirement on mandatory age due to consideration of personal interest maximization and career planning. In view of the personal choice of interests at different hierarchies, the study recommends the HR management of Taiwan Power Company to take measures in strengthening the contrasting phenomenon of class-interests resulted from the oversight in the legislation of retirement system; namely because in spite of the much attention paid to the class-interests of most employees during the system legislation and implementation, the due moderation and affiliated interests of retirement system for dispatched personnel has been overlooked. Before the immediate amendment for legislation to the Dispatched Personnel Retirement Act, it is recommended to moderate the supervisors with bonus. Such economic incentives will inspire the elites within the organization to take responsibilities with courage and avoid constant HR Antiphase phenomenon inside the organization, thereby to improve HR quality and improve operating performance. Keywords: Hierarchy and Retirement, Class Position, Retirement System, Selected Interests