A Case Study of Satisfaction with employees to the Implementation of "one fixed day off and one flexible rest day" and the Government

• Main Authors: MIAU, SHIOW-FANG, 苗秀芳
• Other Authors: SHEN,JU-FENG
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/hcgbvy

碩士 === 正修科技大學 === 經營管理研究所 === 106 === After the third reading of the amendments to some of the provisions of the Labor Standards Law on December 6, 2016. The phrase“one fixed day off and one flexible rest day” has been accompanied by resistance and roar. The revision of the Labor Standards Law which concerns 8.57 million workers, has affected the calculation of labor hours and overtime pay. Also it changes the business forms of many industries. In a word, the goal of modifying Labor Standards Law is to "improve labor’s working days". But the norms are rigid and not evaluated in advance, the external rebound is far beyond expectations. Based on the opinions disclosed by the domestic and foreign literatures , the media, and together with the questionnaire survey. This study explores the satisfaction of the employees'“work time”,“remuneration content”,“remuneration and performance related relationship” before and after the implementation of the one fixed day off and one flexible rest day. Also it explores how satisfied employees are with the government about the content of “Labor Standards Law" and the social interaction which is affected by that law. The results of this study are as follows: (1) Before the implementation of one fixed day off and one flexible rest day, the difference in employee satisfaction with work was "age", "marital status", "with or without children", "rank", "working hours", "average monthly overtime hours"; After the implementation of the break, the employees' satisfaction with the job was significantly different from "gender", "educational level", "marital status", "with or without children", "rank", "working years", "working hours" and "average months". Overtime hours" and "average monthly salary". (2) In terms of working time, "overtime hours", "Labor Law working time specification", "overtime hours limit"; In terms of remuneration content, "total amount of overtime pay", "wage adjustment can match the outside world", "work ratio and salary ratio"; In terms of remuneration and performance related relationship, "salary treatment is sufficient to attract excellent employees" "Comparison of jobs of the same nature" and "Bonus bonuses depend on individual performance" are all examples of low satisfaction after the implementation of the one fixed day off and one flexible rest day. (3) After the implementation of one fixed day off and one flexible rest day, the differences in employee demographic variables to the satisfaction of the government are: unmarried people's satisfaction with "social interaction" is greater than that of married individuals and labors who work over 11 years are greater than 5 to 10 years worker . Daily fixed commute is more satisfied with "social interaction" than non-daily fixed commute.