• 研究生：葉聖琪
• 論文名稱：影響育嬰留職停薪復職及待遇之因素
• 指導教授：沈幼蓀
• 關鍵字：育嬰留職停薪、復職
• 論文中文摘要

育嬰留職停薪政策在政府的推行之下，近年來不論男性或女性申請育嬰留職停薪皆呈逐年增長的趨勢。然而，雖然法律有一定規範來保障我們復職後的權益，但育嬰留職停薪期滿後是否返回職場依然有許多因素影響著。故針對復職的重要性，本研究採用勞動部「105年育嬰留職停薪期滿復職關懷調查」之資料進行量化分析。研究發現家庭因素對於復職的情形有很大影響，子女數較少、雙親家庭或三代同堂且為主要家計負責人者，回歸職場的機會比較高。此外，員工規模較小、工作年資較長，育嬰留職停薪期滿返回原事業單位機會較高，然而工作年資較短，最後可能無法返回原事業單位進而另謀他職。而對於年齡較小且工作年資較短的工作者而言，如最後有順利返回原事業單位可能有比較大機會被調高薪資，然而如果對育嬰留職停薪相關權益的認知程度較低，返回原事業單位的薪水也容易被降低。

• 論文英文摘要

Adopting data gathered by Ministry of Labor on “Survey on Employment Equality at the Workplace, 2016”, this study analyzed the factors that contribute to the reinstatement of persons taking parental leave. The findings revealed that family responsibility and household structure matter. People who is the main breadwinner, with less children, living in core family or extended family have higher opportunity to return to work. In terms of work situations, applicants who worked in smaller company or with longer work experience, have a higher probability of returning to their original job. For applicants who returned to their original work status, younger age or with less work experience have a higher chance to get a raise. But for those whom are not familiar with rights of parental leave, their salary may be reduced after returning.