• 作者： 鄭為元
• 作者服務機構： 國立台灣大學社會學系
• 中文摘要： 過去有關台灣勞動體制的研究往往從國家強有力的干預的觀點出發。在對十四家工廠和廠場工會、二處政府勞工行政單位、和一個自主工會的訪問後，作者提出不同的想法。本研究發現在實際操作上，台灣有四種勞動體制。在國營企業和三個舊的加工出口區，國家有能力深入干預勞資關係，其勞動體制可謂「統合主義式」；可是在大多數場合，國家可資干預的資源有限。在大多數的私人企業中，強調傳統人際網絡和忠誠互信，其勞動體制可謂「恩侍主義式」；在高科技產業，如科學園區，實行的是現代「人力資源管理式」，以個別激勵對抗勞工團結；最後，在少數有自主工會的工廠，管理階層的傳統威權受到勞工人權的挑戰，其勞動體制是「工會主義式」。作者在訪問過程中，從工廠的管理人員和工會幹部自己的言說中，歸納出不同勞動體制下的管理人員和工會幹部，對於台灣勞資關係有不同的看法，而這些看法和他們所在的勞動體制相對應。
• 英文摘要： This study explores relations between the state, capital, and labor at the firm level. It is based on fieldinterviews with 14 companies and company unions, one local union, and two local labor administration offices.The author discovered that there were, in actual practice, four labor regimes in Taiwan. When the stateeffectively intervenes in labor affairs, the labor regime is the "corporatism," as seen in state enterprises andthe three old "Export Processing Zones (EPZs)." Limited resources restrain the state from extending thisregime elsewhere. In most privately owned companies that emphasize traditional interpersonal networks,loyalty and mutual trust, the labor regime is "clientelism." The practice of modern "human resourcemanagement" prevails in high-tech firms, especially those in the Science Park (SP), where managers useindividual incentives to lure workers from unions. In firms with independent unions, unionists challengeclientelism by labor rights. Their labor regime is "unionism." The author investigated how managers andlaborers described the labor-management relations in their own particular labor regime. It was found thatmanagers and labor leaders in different labor regimes held different views on their labor relations, which wereconsistent with the characteristics of the regimes.
• 中文關鍵字： 勞資關係; 勞動體制; 勞工政策
• 英文關鍵字： labor relations; labor regime; labor policy