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中高齡就業問題探究 : 以探索性研究分析資訊產業業者觀點

紀錄類型:	書目-語言資料,印刷品 : 單行本
副題名:	以探索性研究分析資訊產業業者觀點
作者:	陳柏任,
其他作者:	紀建平,
出版地:	[南投縣]
出版者:	南開科技大學長期照顧與管理系福祉科技與服務管理研究所;
出版年:	民112[2023]
面頁冊數:	82葉 : 圖,表 ; 31公分+1張光碟
標題:	中高齡勞工
標題:	Middle-aged and older workers
電子資源:	https://hdl.handle.net/11296/qwm6ua
電子資源:	https://hdl.handle.net/11296/9z83re
附註:	指導教授: 紀建平
附註:	參考書目: 葉58-59
摘要註:	我國步入高齡社會，勞動人力減少，中高齡人力成為補充勞動力缺口方針之一。2021年我國45~49歲勞動參與率為84.4%，低於鄰近日本(88.5%)、新加坡(88.3%)，但高於韓國(79.9%)；但我國50~54歲以上勞參率(75.4%)則明顯低於韓國(79.3%)、新加坡(84.8%)、日本(87.5%)，我國55歲以上勞參率則降至6成以下。自2020年政府推動中高齡及高齡者就業促進法，希望扭轉中高齡以上勞參率低下問題，短期成效未見明顯改善。本研究旨在由勞動力需求角度來檢視中高齡與高齡勞動市場媒合上問題，從而找出造成中高齡勞動者就業問題；研究角度聚焦於資訊產業，以探索性研究法針對業者進行深度訪談，以其觀點來歸納中高齡或高齡勞動者在資訊產業就業工作問題來推導中高齡勞動參與率不高問題。經過綜理歸納分析後得到下列結果：業者存在中高齡求職者職場逆選擇(reverse selection problem)問題，擔心中高齡者是否存在就業瑕疵問題，從而喪失對於他們信任感。綜觀上述因素，本研究提出可能解決或改善中高齡就業問題方向：壹、改善中高齡就業前就業歷史辨識度貳、提出勞動需求業者與中高齡就業者之間的矛盾參、提供業者及政府勞動政策方面之個人研究感想

中高齡就業問題探究 : 以探索性研究分析資訊產業業者觀點
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328 $a 碩士論文--南開科技大學長期照顧與管理系福祉科技與服務管理所
330 $a 我國步入高齡社會，勞動人力減少，中高齡人力成為補充勞動力缺口方針之一。2021年我國45~49歲勞動參與率為84.4%，低於鄰近日本(88.5%)、新加坡(88.3%)，但高於韓國(79.9%)；但我國50~54歲以上勞參率(75.4%)則明顯低於韓國(79.3%)、新加坡(84.8%)、日本(87.5%)，我國55歲以上勞參率則降至6成以下。自2020年政府推動中高齡及高齡者就業促進法，希望扭轉中高齡以上勞參率低下問題，短期成效未見明顯改善。本研究旨在由勞動力需求角度來檢視中高齡與高齡勞動市場媒合上問題，從而找出造成中高齡勞動者就業問題；研究角度聚焦於資訊產業，以探索性研究法針對業者進行深度訪談，以其觀點來歸納中高齡或高齡勞動者在資訊產業就業工作問題來推導中高齡勞動參與率不高問題。經過綜理歸納分析後得到下列結果：業者存在中高齡求職者職場逆選擇(reverse selection problem)問題，擔心中高齡者是否存在就業瑕疵問題，從而喪失對於他們信任感。綜觀上述因素，本研究提出可能解決或改善中高齡就業問題方向：壹、改善中高齡就業前就業歷史辨識度貳、提出勞動需求業者與中高齡就業者之間的矛盾參、提供業者及政府勞動政策方面之個人研究感想 $u Taiwan, with an aging population, has serious labor shortage and try to extend worker’s retiring year. According to labor survey at 2021, labor force participation rate of 45-49 year-olds was only 84.4%, which was lower than neighboring countries such as Japan (88.5%) and Singapore (88.3%), but higher than South Korea (79.9%). However, the labor force participation rate of those aged 50-54 in Taiwan is just 75.4%, much lower than that in South Korea (79.3%), Singapore (84.8%), and Japan (87.5%). Labor force participation rate for those above age 55 in Taiwan has dropped to less than 60%. The Act of Middle-and-Older-age Employment Promotion in 2020, aiming in promoting more aged workers, has no significant effects in short term. Our aims try find answers why these policies failed. From the perspectives of labor demand, we try to identify the employment problem of these elder workers, a case study at information science industry. We adopt an exploratory research method to conduct in-depth interviews with 5 employers, those chosen people based on purposeful sampling. The goal is to infer the reasons for the low labor force participation rate of middle-aged and elderly workers in the industry by summarizing these viewpoints from employers. Our findings are 1. The retirement age at Taiwan is from 55 to 65, which is much earlier than those workers near Taiwan. It does have significant effect on labor shortage. 2. Due to the need for constantly updating professional skills in the information industry, there is often learning gap for middle-aged and older re-employment candidates. Employers believe that the job training provided by labor training centers or schools are not sufficient to meet the needs of the industry. 3. For those positions of management and marketing, the value of experienced middle-aged and older workers was not appreciated by employers. There exist problems of reverse selection. From the employer’s perspectives, we provide key insight for middle-age and older employment problems. The problem of reverse selection exists for middle-aged and older job seekers, which raises concerns about their employment issues and undermines the trust in them. Based on the aforementioned factors, this study proposes potential solutions or improvements to the employment issues faced by middle-aged and elderly individuals, as follows: 1.Enhance the recognition of the employment history of middle-aged and elderly individuals before their current employment. 2.Establish trust among employers with regards to the labor demand of middle-aged and elderly individuals. 3.Provide researcher's personal perspective on employers and government labor policies.
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