Graduate Institute of Labor Research, National Chengchi University

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「中小企業數位群聚輔導計畫」是協助偏鄉企業發展的重要計畫，但鮮有研究以實務社群角度探索產業群聚的運作。研究者以Wenger（1998）的相互投入、聯合願景、共享智庫等三元素為理論架構，探索企業領導者在產業群聚中的專業發展。本研究主要焦點在於釐清促成產業群聚成員專業發展的因子。研究者採用半結構訪談法及焦點座談法進行資料蒐集，研究者拜訪台灣中南部六個產業群聚，每個產業群聚訪談其群聚領導人以及一位資深成員，共計十二名受訪者。本研究發現促成產業群聚內企業領導者專業發展的六大因素，包括內在動機、關係強化、協作任務、做中學、比較與反思、組織常規。此六大因素相輔相成，並鑲嵌進組織常規，因此能持續提供企業領導者專業發展的機會。

The "SMEs' Digital Clustering Program" has been an important program to assist the development of rural enterprises. However, few studies have explored the operation of industrial clusters from the perspective of Communities of Practice （CoPs）. Using the three keys, including mutual engagement, joint enterprise and shared repertoire, proposed by Wenger （1998） as a theoretical framework, the researcher explored the professional development of business leaders within the context of industrial cluster. The focus of this research is on identifying the key factors that contribute to the professional development of the members in industrial clusters. The semi-structured interview method and focus group method were employed to collect data. The researchers visited 6 clusters in south-central Taiwan, each of which interviewed its leader and a senior member, bringing the total number of respondents to 12. This study reveals 6 factors that contribute to the professional development of the business leaders in the industry clusters, including intrinsic motivation, relationship strengthening, collaborative tasks, learning by doing, comparison and reflection, and organizational routines. These 6 factors such as the above bring about with each other and are embedded in the organization's routines, so that they can continually provide the business leaders with opportunities for professional development.

重視核心職能的提升已成為世界潮流趨勢，我國勞動力發展署發展共通核心職能課程始於2005年，為促進國家人力發展基礎建設之重要計畫，而勞動力發展署推動共通核心職能課程之過程，透過政策面與相關計畫之推展，使共通核心職能課程越來越受到各界之重視，然而，經過超過十年的實施歷程，尚未有實證性研究來探討。為彌補此一缺口，本研究之目的在於探討影響共通核心職能課程實施成效因素。透過二個階段進行深度訪談，包含共通核心職能講師以及參加學校就業學程共通核心職能課程全程完訓的學生為深度訪談對象。本研究歸納三項結論：

1. 講師及學生之間的互動與回饋有助於降低教學之落差；
2. 強調共通核心職能課程之核心宗旨，有助於釐清學生認知之差異；
3. 職場體驗有助於提升學生對共通核心職能課程之認同感與重要程度之感受。

最後，歸納三項建議：

1. 宜重視核心知識與核心技術之教材研發；
2. 宜強化教學內涵應用性來誘發學生參與意願與態度；
3. 宜透過回饋機制將講師的期望與學生的需求之連結；
4. 宜強調深層價值，展現講師教學的熱情與使命；宜融入體驗與學習方式，長期培養職場核心能力。

The core competencies curriculum development has become an important issue in global trend. Since 2005, the Bureau of Employment and Vocational Training (BEVT) has promoted the common core competencies program by way of policy promotion. The promotion of common core competencies curriculum has drawn more and more attention. This study aimed to explore current status and future improvement direction of common core curriculum implementation. The in-depth interview was used to collect data from the instructors and students of the common core competencies courses. The conclusion is based on the results summarized in three parts:

1. The feedback from the interaction between instructors and students can help reduce the gap of teaching and learning,
2. The reinforcement of the objectives of the common core competencies curriculum can help clarify students’ perception of the learning differences, and
3. The workplace experience can help students understand the importance of common core competency curriculum.

In summary, the researcher provides four suggestions below:

1. the educational institutes should put emphasis on the development of teaching materials for core knowledge and core technologies;
2. the application of the teaching content to induce students' willingness and attitude toward participation should be strengthen;
3. the expectations of instructors and the needs of students should be linked through the feedback mechanisms;
4. the deep value of the core competencies curriculum should be emphasized, and the enthusiasm and the mission of the instructor’s teaching should also be integrated into learning methods in order to cultivate the core competence in the workplace for a long time.

資通科技以驚人速度在改變我們的生活和工作方式，使傳統的職場型態產生結構性改變。就媒體產業而言，資訊傳播科技發展，不但改變了新聞內容的產制和流程，同時也改變了媒體工作者的工作樣態與媒體組織的經營模式。
本研究以聯合報系為對象，探討其在科技發展下，人力資源及勞資關係的變化。研究發現，科技發展對媒體工作者的工作型態已產生實質變化，科技的應用使得工作效率提升了，但因工作樣態變得更多元，勞動強度也變大了。再者，如何強化跨平台團隊協力合作，落實公平考核，發揮綜效功能，相關制度設計宜更審慎周延。另方面，隨著網路科技發展，工作職場分散化，為避免同仁凝聚力被弱化，工會應強化虛擬工會的經營，藉以拉近會員距離。

The information and communication technology have changed our life styles and working ways and made traditional type in workplace changed. As far as media industry is concerned, the development of information technology has not only changed the production and process of news but also changed the working types and the management model of media working group of media people.
The research takes the United Daily News as a research subject and examines the changes in human resources and labor relations under the development of science and technology. The results show that the technological development of science and technology has created substantial changes in the working style of the media. However, as working styles become more diverse, the intensity of labor also increases. Moreover, the relevant design of system to strengthen the coordination of the team, to implement a fair evaluation and to give a full play to the overall efficiency and efficiency should be more careful. In addition, with the development of internet technology, the work place is decentralized. The labor unions should strengthen the operation of virtual unions in order to reduce the distance between members and avoid the weakening of cohesion.

本研究整理我國、新加坡及香港家事勞動相關立法，分析制度選擇及其問題，進一步協助我國建立適合的家事勞動法制。研究以「適用移工規定」、「同時適用勞工及移工規定」、「同時適用居家照顧及移工規定」等三地的管制選擇做為觀察切入點，比較管制選擇的影響。研究建議專法或特別立法保障家事勞動者權益，同時推動契約規範，針對數個共識度高的面向進行立法，以衡平概念替代勞動保障，並以各種政策創新整合外籍看護工提供服務。

This study compares the domestic employment regulation in Taiwan, Singapore, and Hong Kong. We analyze the choice of policy tools and its problems in order to improve regulatory system. The study uses three aspects, which is “applicable to migration regulations”, “simultaneously applicable to labor and migration regulations”, and “applicable to both long term care and migration regulations” as observation entry points to compare the impact of policy options. The study recommends that special laws or special legislation would be the optimal option to protect the rights and interests of domestic workers. Other recommendations include promoting standard contract, replacing labor protection with the concept of equity, and integrating foreign domestic workers with various policy innovations to provide long term care services.

勞動爭議是反映社會勞動關係狀況的綜合性指標，隨著《勞動合同法》的實施以及勞動者維權意識的提高，中國大陸勞動爭議正呈現出數量增加、類型多樣、調處難度增大等特點。本文利用2008-2017年中國30個省市的面板資料，一方面分析了中國大陆勞動爭議的基本現狀、原因、處理方式與結果，另一方面實證識別了影響勞動爭議的宏觀經濟因素。研究發現：2013至2017年五年的當期受理案件數明顯高於2008年至2012年五年的當期案件受理數；2008年至2017年使用仲裁調解方式來解決勞動爭議的比例不斷增長，使用仲裁裁決方式來處理勞動爭議的比例處於較為穩定的水準，而使用其他方式來處理勞動爭議的比例不斷下降；因勞動報酬引發的勞動爭議始終居於主導地位，因社會保險引發的勞動爭議所占比例略高於因解除、終止勞動合同引發的勞動爭議比例；城鄉收入差距、建立勞動爭議調解委員會的基層工會比例、出口依存度、城鎮登記失業率、失業保險覆蓋率等經濟變數對勞動爭議水準存在正向影響；產業結構、人力資本水準、實際GDP環比增長率對勞動爭議水準存在負向影響。

Labor dispute is a comprehensive indicator reflecting the status of social labor relations. With the implementation of the labor contract law and the improvement of workers' awareness of safeguarding rights, China's labor dispute is showing the characteristics of increasing number, diversity of types and increasing difficulty in mediation. Based on the panel data of 30 provinces and cities in China from 2008 to 2017, on the one hand, this paper analyzes the basic status, causes, handling methods and results of labor disputes in China, on the other hand, it empirically identifies the macroeconomic factors affecting labor disputes. It is found that: the number of cases accepted in the five years from 2013 to 2017 is significantly higher than that in the five years from 2008 to 2012; from 2008 to 2017, the proportion of using arbitration and mediation to solve labor disputes is growing, the proportion of using arbitration and adjudication to deal with labor disputes is at a relatively stable level, while the proportion of using other methods to deal with labor disputes is growing The proportion of labor disputes caused by social insurance is slightly higher than that caused by rescission or termination of labor contracts; the economic variables such as the income gap between urban and rural areas, the proportion of grass-roots labor unions establishing labor dispute mediation committees, the degree of dependence on exports, the registered unemployment rate in urban areas, the coverage rate of unemployment insurance and so on The level of labor dispute has a positive impact; industrial structure, human capital level, real GDP growth rate have a negative impact on the level of labor dispute.