職責內外作業要求、作業成本、作業效益對契約工執行意願之影響

Abstract

企業著眼於勞動彈性與成本節省而使用契約工作者，然契約工的工作表現可能會因作業要求與契約內容不符而有差異，本研究的目的即在探討契約工(契約初期、契約末期)相對於正式員工，在面對成本及效益不同的職責內、外作業要求時其工作意願是否會有差異。實驗情境是以故事的方式呈現給受試者，每一則故事皆描述一個員工的工作身份(契約工類型)、所面臨的作業類型(職責內或外)，以及該作業的執行成本(高或低)及效益(公眾效益高、公司效益高、效益低)。受試者被隨機分派至3 (契約工類型) X 2(作業類型)的實驗情境中閱讀6個個案故事（2種成本 x 3種效益）後，並以10個問題評估他們願意執行每個個案中作業的程度。結果發現，在面臨職責內作業時，與正式員工相較之下，契約初期契約工的執行意願顯著較高；相反的，在面對職責外作業時，則是契約末期契約工的執行意願顯著較高。受試者選擇執行與否的理由涵蓋：僱用身份、職務份內與否、公眾利益、職業道德、公司利潤、公司名聲、成本、成效大小、獲取個人利益、避免對自己不利等考量，尤其當面對的作業要求是屬於成本高、僅對公司有高效益、或效益低之一的狀況時，更容易出現個人利益的考量；且契約工有較多僱用身份的考量。整體而言，受試者最願意執行的為成本低公眾效益高者，其次是成本低公司效益高者；最不願意執行的為成本高效益低者、其次為成本高且僅對公司效益高者，顯示受試者是以成效作為執行意願的依據。本研究顯示，相對於正式員工，契約工在面對作業要求時，做與不做間往往會有更加審慎的評估。

The purpose of this study was to investigate the effect of duty domain (within or outside of contract), cost of task performance (high or low), benefit of task performance (high benefit to the public, high benefit to the company, or low benefit) on contract worker’s willingness to perform the task when compared to the regular worker. These variables were manipulated by scenarios. One hundred and eighty subjects were randomly assigned to one of the 3 (employment status) X 2 (duty domain) X 2 (versions of scenarios) experimental conditions and were asked to respond to 6 scenarios with different cost and benefit sequentially. After responding to the 6 case stories, participants were asked to list two most preferred cases and two least preferred cases with respect to the nature of the task requirement. Results showed that duty domain, cost and benefit of task performance are major variables affecting employee’s willingness. However, contract worker’s efforts to work would also vary depending on the status of their contract. Namely, compared to regular workers, contract workers in the early stage are more likely to perform a task required by the contract, whereas contract workers in the terminal stage would perform a task more willingly when the task is outside of the contract. The reasons for acceptance or rejection of the task demands include concerns for ethics, public good, reputation and benefit of the company, effect size, and job responsibility, securing personal benefit, and avoiding endangering personal interests. The last two reasons are most frequently mentioned when the cost of the task performance is high, but the benefit is low or high only to the company.