民營化對公營事業人員生涯滿意及生涯承諾之影響-以台鐵人資人員為例

• Main Author: 王毓僑
• Other Authors: 余坤東
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/63796850440458077731

碩士 === 國立海洋大學 === 航運管理學系碩士在職專班 === 91 === The privatization for public enterprise commences from British Tracheal government in the era of 1980. At the same period, the government of German, France, and Japan are also aggressively to promulgate the privatization for public enterprise ranging among all business sectors and there are successful instances of British telecommunication and aviation and Japanese monopoly enterprise. Since the year of 1989, our government is also engaged in promulgating the privatization for public enterprise in an attempt to achieve: 1. Lift the ban from law. 2. Solve the problems in competitive incentives. 3. Increase the investment channels from civil sectors. 4. Absorb the funds from civil sectors to engage in public construction. Because of the resistance after execution, the government then decides to make a revision for the purpose of privatization. 1. Adjust its role to develop market mechanism. 2. Open the market for free competition to enhance the resources for more effective utilization. As the enterprise orientation for private companies are seeking the maximum profit, they release surplus manpower，s from public enterprise via different channels such as retirement, lay-off, compensation without considering their difficulties in job re-assignment. Taiwan Railway Administration has its long historic burden to operate the firm with huge deficit nearly 25 years. After the end of October in year 2005, Taiwan High Speed Railway Company will begin to operate its own operation. After that time, TRA can only focus its role in district commune transportation. TRA has 15,000 employees now but they will be cut off to 9,993 people under estimation after June/2007. The percentage of its shrinkage in labor force is almost reached 33.4 %. When these employees working in TRA face the dramatic change for their career, what will be the effect for their career planning which they made during their youth especially for their career satisfaction and career commitment? It is then our purpose for this research. In order to achieve this target, we use paper to invite employees working in the TRA to answer the question in the paper then we collect these papers back and to further analyze and verify those data，s via several different kind statistics methods including variance analysis and regression analysis. We summarize some findings in our research as followed described: (1) Female employees are obviously satisfied with their wages and show their willingness in career satisfaction and commitment as a public servant. (2)Those employees whose ages are above 51 years old are quite satisfied with their wage welfare but they don’t try to understand the contents of their jobs after privatization and most of them have no intention to continue to serve their service after privatization.. (3)Two criteria of wage welfare and self-accomplishment have some influence in career satisfaction after privatization. (4)Two criteria of job contents and wage welfare have some influence in career commitment after privatization. (5)The cognition of privatization and career satisfaction has partly different among employees working in the different places and sex. (6)The cognition of privatization and career commitment has partly different among employees working in the different places, position and sex. From above-mentioned research, we would like to summarize our conclusions as followed described: (1) In order to smoothly promulgate the privatization from public enterprises, we can focus those employees who are entitled to retire to offer them incentives to acquire those cooperation; In order to satisfy the recognition from the employees who shows their tendency to work, business unit should positively train employees second skill to develop diversification in business to prolong the business life for both business unit and its employees if there are still surplus employees in business unit. (2) Business unit should clearly describe all the job qualification and service area and term of condition for employees before privatization to achieve the requirement and desire for employees who strongly request job’s stability in order to enhance employee’ job satisfaction and commitment and to keep business unit to make further development in stability. (3) The business unit after privatization should stipulate elastic wage welfare provisions to satisfy the employees in the different area, sex and different qualification to enhance employees’ desire in self- accomplishment and to develop its encouragements effect in wage welfare.