| Summary: | 碩士 === 國立中山大學 === 人力資源管理研究所 === 88 === This study focuses on contractors of petrochemical companies in Kaohsiung. It tries to understand the working conditions of contractors’ workers and practices of human resource management of contractors. After interviewing and surveying to on-the-spot directors in petrochemical factories, contractors, and their employees, we found the following results:
The characteristics of petrochemical factories using contractors are specialized field, labor service outsourcing, and regular practice. Short of labor and lack of specialization are the major reasons for using contractors. Advantages of using contractors for the most part are efficiency, employment cost, and employment flexibility. On the other hand, disadvantages are low safety consciousness, hard to manage, poor work quality, and high turnover rate of contractors'' workers.
On the working status of contractors, they undertake many contracted projects simultaneously, and deliver projects over to subcontractor (nearly 30%). The contents of contracted projects are extensive, and the main type is technical work (nearly 75%). Due to contracted periods differ in length, these projects are very unpredictable ,which pushes contractors employ temps to cope with high turnover rate. Contractors hire temps more than permanent workers on average (1.2 times). There are 80% contractors use temps, and the major reason is to meet working demand, the next is financial consideration. That temps have more variations on working contents and places reveals they face higher working uncertainties than permanent workers do. Besides, those temps'' income source and average salary are lower than permanent significantly. That shows their economic pressure is higher. They have no job security, so their job satisfaction are lower, and attitude about future are pessimistic. This research also found that job functions, contracting experience, and contracting quantity of contractors would affect their tendency of using temps based on logistic regression analyses.
On the human resource management aspects of contractors, most contractors use temps hiring as a way of screening and recruiting formal employees. It is different on recruiting temps and permanent workers. With regard to the source of temps, contractors mostly depend on social network; about 15% were through dispatching labor agency. The educational background of temps is lower, and contractors assign miscellaneous jobs to them mainly. Cleaning and carrying are the next. Most temps have worse fringe benefits (such as labor insurance, health insurance, group life insurance, working bonus, special vacations, etc.). There are 20%~30% workers of contractors have no labor and health insurance, and about 50 % workers have no accident insurance in this high risk area.
Considering two facts about temps, high turnover rate and easiness of replacement, the job security of temps is worse. Overall, workers'' conditions of contractors were not good at all in this study. It is obvious that they are in greet need of intervention and protection of government, especially in working conditions.
On the aspect of risk of about occupational safety, petrochemical factories benefited from contracting but it also raise their safety risk. The accidental rate of contractors is 80%, and temps'' is higher than permanent workers’. This kind of fact is also shown in contractors'' attitude. They think workers should be responsible for accident. This phenomenon reveal that labor safety and hygiene here is still worth striving.
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