A Study on the Relationship between Employee Relationship and Cognition of Labor Law

• Main Authors: HSU,YIN-I, 許英義
• Other Authors: HUANG,LIANG-CHIH
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/qvk76f

碩士 === 國立中正大學 === 勞工關係學系碩士在職專班 === 106 === This study reviews the main contents of employee relations through literature review, explores the relationship between corporation and employee management, and defines the application levels of employee relations as the trade union, collective bargaining, labor and management meetings, work environment, employee welfare, and communication and participation, with an introducing the meaning of each level. The research design uses semi-structured interviews and questionnaire survey to collect data about the employee relations and the cognition of labor laws in our country and to explore their relationships. Meanwhile, the results of the study will provide to corporations as references. The main findings of this study are as follows: A. First, in the questionnaire survey section: (A) The employees of respondent lack cognition of the level of collective communication and participation, such as the understanding of the trade union, collective bargaining, the implementation of labor and management meetings, representation and labor laws and regulations, etc. (B) The respondents are only 30.6% familiar with labor laws and regulations and presented that corporates follow the law only 55.9%. Based on 2-test of the 369 respondents, if there are the implementation of labor and management meetings and collective bargaining or corporations more than 100 employees, the cognition of labor law and regulation and compliance of corporations are better than those who do not engage in labor negotiations mechanism or below 99 employees of corporations. (C) The findings of opinions from respondents misunderstand that if the employees want to organize a trade union, they should be the laborers based on the Labor Standards Act and when the laborers participate in the Labor Insurance Act, that think they also should be applicable the Labor Standards Act. (D) Prioritizing improvements in employee relations, most of respondents still prioritize employee welfare, work environment, and communication and participation, but the system of collective communication and participation, such as the trade union mechanisms, is relatively less attention. B. Second, in the interview section: (A) Corporations almost agree trade union, collective bargaining, labor and management meetings, work environment, welfare measures, and communication and participation proposed by the study can be used as practical contents for employee relations. (B) The contents of employee relations should first be based on the organizational culture, including the value of top managers, equivalent labor bargaining culture, the leadership style, the staff as the important human capital, able to treat the staff well, and employees and top managers to be common goals. (C) The implementation of employee relations should first focus on compensation and working conditions in accordance with the labor law. (D) The more corporations comply with the labor laws, the more employees increase to trust their corporations. It will facilitate employee relations. (E) Under the premise of mutual trust between employees and corporations, the top managers respect the balance of work and life of employees and give them flexible and employees are most able to accept minor illegal situation.