本研究主要探討考生或公共行政相關系所及一般大學高年級學生（大學三、四或研究生）在目前社會氛圍下，影響其報考公職意願之因素，經以公務人員工作保障、公務人員形象、公務人員年金改革方案接受程度等為自變項，公務門職業選擇意願為依變項，公共服務動機為調節變項，瞭解其報考公職的關鍵因素。本次以立意抽樣及便利抽驗方式並搭配網路等方式選取樣本。 研究發現公務人員的工作穩定仍是民眾報考公職的重要因素、公務人員的正面形象有助於提升報考意願以及瞭解年金改革方案甚至認同政府改革方向之考生，會提升其報考意願。經將公共服務動機及公務人員年金改革方案接受程度以其次構面分析，發現對制定國家公共政策有興趣、喜歡分享公共政策看法的人或因制定政策而使他人獲得利益而產生成就感者，則其公部門職業選擇意願越高；具有公共利益承諾高的受測者而言，即對制定公共政策有興趣者或喜歡與他人分享公共政策看法者，會增強其接受公務人員年金改革方案的程度；對認為職責優先於個人或願意承擔個人損失去幫助他人的人而言，在公務人員年金改革方案接受程度對公部門職業選擇意願造成影響之情形下，自我犧牲高者，更認同年金改革方案，反之不認同。 本研究認為相關單位在建立公務人員執業之形象上，可透過考試科目與職系說明書裡的工作內容做對照分析，考試制度除了筆試之外，可加入面試或心理測驗，以瞭解報考公職者之報考動機，有助於拔擢真正有意願從事公職服務或真正具有專業能力的人，並開辦與業務相關之專業訓練課程，提升公務人員業務能力，以營造公務人員專業形象。建議後續者針對公務人員年金改革對公部門職業選擇進行實務研究。 / This study mainly explores factors that influence potential public servants’ willingness to choose public services as their career with the current social ethos. Job security and quality of public work, image of public servants, and acceptance of the civil service retirement system reform are adopted as the independent variable. In addition, public service motivation (PSM) is hypothesized as a moderator variable between the previous independent variables and public career intention. Purposive and convenience sampling, along with the use of online survey, are conducted in this study to collect data. As a result, the study demonstrates that the stability of civil service remains the most important factor for the career choice. The positive image of public servants would help to improve the willingness to apply for public service. Also, people who understand or even agree with the public pension reform would increasingly attempt to work in the public sector. Through analyzing the PSM dimensions and the degree of acceptance of civil service retirement system reform, it is also found that those who are interested in formulating public policies or sharing their viewpoints would be more likely to choose public service as a career. Those who have the higher public interest commitment, interested in developing public policy or sharing with others, would enhance their acceptance of civil service retirement system reform program. For those taking the public precedence over the individuals, or those willing to take personal loss to help others, the higher the self-sacrifice, the higher degree of their acceptance to the public pension reform, and vice versa. The research results imply that the government could establish the career image of civil servants through the comparative analysis of national examination subjects and job contents. In addition to written examinations, the government could introduce face-to-face interviews or psychological tests to understand potential public servants’ PSM and select those who are actually willing to engage in public service or have professional competence. Moreover, proper training courses should be provided to help public servants enhance professional capacity and build professional image of civil servants. Future studies may aim for practical research on the influence of the civil service retirement system reform on the intention of choosing a public service career.

保險法第146條之4規範國外投資總額最高不得超過各該保險業資金45%，而2014年修正增列保險業依保險法規定投資於國內證券市場上市或上櫃買賣之外幣計價股權或債券憑證之投資金額，可不計入其國外投資限額。且因我國市場長期處於低利環境，壽險業即大量以台幣作為融資貨幣買入國外高利率環境下之標的貨幣進行利差交易，本研究擬以經濟資產模型進行資產與負債之模擬，衡量壽險公司的經濟資本與清償風險。 依據現行壽險公司資金運用決定投資之標的，並以Cox-Ingersoll-Ross (1985)模型模擬國內外短期利率，在無拋補利率平價說下建立匯率模型，以Heston (1993)隨機過程描述資產的變化，並考量壽險公司投資策略決定投資比率，再加入資產之相關性進行模擬；以與壽險公司投資連結之利率變動型年金為商品，加入各項風險因子進行負債價值模擬，諸如死亡率、解約率等因子；資產與負債皆在風險中立測度下以蒙地卡羅法進行模擬10,000次，探討公允價值下壽險公司之清償能力。 而現行清償能力指標為資本適足比率，但此標準下尚無法完整考慮各風險之相關性，本研究除考量資本適足比率中風險資本總額，亦加入經濟資本進行分析，可得以下結果： I.現行RBC風險資本總額介於VaR 99.5%與95%所計算之經濟資本間。 II.當匯率波動度與國外投資比例增加時，經濟資本亦將顯著增加。 III.隨國外債券投資比例增加，風險資本總額增加之幅度亦會加速成長。 IV.利率變動型年金商品宣告利率之擬定將顯著影響公司面臨之違約風險。 / The amendment of Article 146-4 of Insurance Act extended the overseas investment ceiling in 2014 that the International Bond was not included to be counted in overseas investment. Since we have been suffering from the low interest rate for a long time, life insurance industry often uses carry trade to enlarge their earnings. In this paper, the investment targets are chosen on the basis of the current life insurance industry. We simulate the short-term interest rate based on Cox-Ingersoll-Ross (1985) model, establish the exchange rate model by Uncovered Interest Rate Parity, and use Heston (1993) model to simulate stochastic process of assets. Then we consider the life insurance industry’s investment strategy to determine the investment ratio and also import the asset correlation into our models. The interest sensitive annuity policies we used to evaluate the liabilities are linked with life insurance companies’ investment. Some risk factors are also been considered, such as mortality, surrender rate and other factors. Through Monte Carlo simulations by 10,000 times, we analysis the life insurance companies’ solvency under risk neutral measurement by using Risk-Based Capital and Economic Capital. The results show that： I.Risk-Based Capital is between Economic Capital calculated by VaR 99.5% and 95%. II.When the volatility of exchange rate and overseas investment ratio increase, the Economic Capital will also increase significantly. III.With the increase in the proportion of foreign bond investment, the increase in the Risk-Based Capital will accelerate the growth. IV.The declaring interest rate of interest sensitive annuity policy will significantly affect the default risk faced by the life insurance company.

老年所得保障的問題，是所有工業化國家所共有的社會問題。臺灣、德國與美國為了解決這個問題，基本上都是採用所謂的「三層保障的模式」。第一層保障為國家所建立的強制性社會保險制度，第二層保障為企業或雇主所設立的企業退休給付制度，第三層為個人的自我預護（包括儲蓄、保險、置產等）。本文主要是探討第二層的「企業退休給付制度」之法律問題。臺灣的「企業退休給付制度」（也稱之為「企業退休金制度」），是採強制性為主，自願性為輔的雙軌制度，自願性制度所佔比例無足輕重。在強制性制度中的實施型態是採「單數型態」，而且由「單一組織」承擔實施。美國的「企業退休給付制度」稱為「年金（退休金）計劃(pension plan)」，德國的「企業退休給付(betriebliche Altersversorgung)制度」也稱為「企業年金(Betriebsrenten)制度」。這兩個國家向來都是採用自願性制度，「實施型態」與「實施機構」也都是採「複數型態」。 關於企業退休給付的法律保障，臺灣於1984年在勞動基準法中納入「退休規定」，對勞工退休金制度的設立、實施型態、實施機構、財務準備與給付內容皆制定最低的法律標準，然而對於勞工的退休金期待利益如何保障與雇主陷於支付不能時退休金請求權如何保障等重要問題，皆欠缺規定。德國於1974年制定「改善企業退休給付法」，採有限度的立法，對已設立的企業退休給付制度制定最低法定基準，特別注重「退休給付期待利益之保障」與「退休給付支付不能時之保障」；同一年美國也制定「勞工退休所得保障法」，採取全面性的立法，不僅注重「勞工退休給付權利之保障（包括對退休給付期待利益之保障）」，也同樣針對「退休計劃之終止與支付不能的情形」設有特別的保障。 本文主要是以臺灣的「勞基法退休規定」，德國的「改善企業退休給付法」與美國的「勞工退休所得保障法」等法律規定為基礎。針對同一問題，分別探討臺灣、德國與美國的法律制度。第一節首先探討企業退休給付制度之歷史發展，企業退休給付制度究竟如何形成？如何逐步擴展？法律如何回應？在立法之後又面臨何種問題？第二節首先討論退休給付制度的核心法律概念，以及其如何與雇主的其他給付相區別。接著進一步探究勞工請求雇主給付退休金之法律基礎為何？然後再探討企業退休給付之法律性質。第三節分析企業退休給付制度，以何種型態實施，如何運作，在組織上產生何種法律關係。第四節探討企業退休給付的財務準備。第五節以給付為中心，探討企業退休給付的一般法律保障，包括：請求退休金的法律要件為何？請求範圍如何決定？如何與社會保險給付整合？如何支付？在面對通貨膨脹壓力時又如何因應？第六節探討企業退休給付期待利益如何保障之問題，詳細探討德國與美國為何要保障退休給付期待利益？在何種情形下，退休給付期待利益不可喪失？勞工退休時，退休給付期待利益如何實現為退休給付，如何計算其數額？勞工離職時，可否一次結清將來的退休給付權利？勞工轉換工作時，退休金債權是否可隨同移轉？最後一節探討退休給付發生支付不能之情形時，有何解決辦法？第五章比較三國退休給付法律制度有何異同？有何優缺點？並檢討行政院勞工委員會所提的「勞工老年附加年金保險險制度」草案，與「勞工退休金條例草案」之優缺點，並探討我國勞工退休金制度法律改革是否存在其他不同的途徑。？最後一章總結前面各章之研究所得作成結論。 / Old-age income security is a sharing social problem of all industrialized countries. 「Three tiers (pillars) of economic security」 has been used for solving this problem in Taiwan, Germany and U.S.A. The first tier is obligatory social insurance system established by the countries; the second tier is the composition of　“supplementary pension plans” created by companies or employers; the third tier is personal advance arrangements (include saving, purchase of insurance, investment, etc.). This dissertation concentrates on the legal protection of supplementary pension plans.　The supplementary pension plans in Taiwan is a double-track institution. While the voluntary part of it is rather insignificant, this institution is mainly in obligatory part. This obligatory supplementary pension plans is designed to be only one type － defined benefit plans, and there is only one designated funding agency － the Central Trust of China. In U.S.A. the supplementary pension plans used to be called “private pension plans”; in Germany the supplementary pension plans used to be called “company pensions (Betriebsrenten)”.　These two countries adopt voluntary institutions. The types and funding agencies of their supplementary pension plans are plural. In order to protect the rights of pension, the relevant laws were enacted in Taiwan, Germany， and U.S.A. Regulations about employee retirement benefits were included in the “Labor Standards Law” enacted in 1984 in Taiwan.　These regulations created minimum standards for the establishment, requirement of benefit, funding and funding agency, benefit formulas of retirement plans.　However these regulations　lacked protection of pension expectations and rights to pension against insolvency or bankruptcy of supporting employers.　In Germany the relevant regulations about supplementary pension plans are to be found in the “Act on Company Pensions” in force since December 1974.　This Act regulated very limitedly. It established minimum standards for company pensions, especially relating to protection of pension expectations, and pension benefit rights against insolvency of supporting employers. In the same year the “Employee Retirement Income Security Act” of 1974 (ERISA) was enacted in U.S.A..　This comprehensive employee benefit law not only stressed on protection of employee benefit rights (including protecting vesting right), but also created insurance for pension plan terminations. This dissertation mainly compares the legal institutions relating to　supplementary pension　plans in Taiwan, Germany and U.S.A. on the basis of the above statute laws relating to the supplementary pension plans of these three countries. Chapter 1 is the introduction of this research.　Chapter 2、3 and 4 discuss the legal institutions relating to supplementary pension　plans of these three countries. In each section of each chapter the same problems are discussed. Section 1 provides an overview of the historic background of supplementary pension plans and development of relevant laws, including how the supplementary pension plans have formed and expanded, how the law regulated, and problems that have been caused after enactment of the law relating to supplementary pension plans. Section 2 firstly discusses the core legal concept of supplementary pension in each country, and how it differentiates from other benefits of employers. Then this section probes into the legal bases of supplementary pension claims and the characteristics of supplementary pension.　Section 3 analyzes different types of supplementary pension plans, how they operate, and legal relations that have been produced. Section 4 explores pension funding.　Section 5 discusses the general legal protection of pension benefits, including participation, requirement of benefit, payment of benefit. The question of how supplementary pension integrates with social security benefit and counteracts the effect of inflation is also discussed.　Section 6 discusses how the relating laws of supplementary pension plans protect pension expectations, why the laws of Germany and U.S.A. protect pension expectations, when the pension benefit rights are nonforfeitable, how the nonforfeitable benefit is accrued, under which condition a nonforfeitable benefit can cash out, and whether the nonforfeitable benefit is portable when the employee changes the job?　The last section discusses the legal protection against insolvency of employers or termination of pension plans. After comparing the supplementary pension plans and its legal protections of Taiwan, Germany, and U.S.A.，chapter 5 examines advantages and disadvantages of the two recent drafts of supplementary pension plans reforms proposed by CLA (Council of Labor Affairs)in Taiwan. One is “Draft of the Old-age Supplementary Insurance of Employees” , and the other is “Draft of Employee Pension Act “ . The possibilities of having other ways for reforming supplementary pension plans institution of this country is also discussed in this chapter.　The last chapter puts research results of the preceding chapters into a conclusion.

本文乃企圖建立一種具有層次性的觀察方法，來瞭解公務人員老年經濟安全保障制度的歷史源由與價值。先由宏觀面著手，對西方老年經濟安全保障制度的之歷史源流及其基本理念解釋理論進行文獻探討；再將討論範圍限縮於世界銀行對於當今世界各國年金制度所提出問題與建議的理想模型；最後再將研究聚焦於我國公務人員老年經濟安全保障制度的歷史沿革、制度內涵、遭遇困境與改革策略的價值取捨，並經由對制度情境的模擬，將現制的問題與對備選方案的疑慮具體呈現出來。 在公務人員老年經濟安全保障制度財務制度分類當中，最為關鍵者即為給付類型之分類。在確定給付制下，公務人員與政府共同負擔財源責任，但財務風險全由政府承擔，其基本價值為對公務人員的承諾，其施行原則乃建立在政府之公共政策目的(包括人事與社會)；至於在確定提撥制下，提撥財源之責任可能由公務人員個人或可與政府共同負擔，但財務風險則全由公務人員個人承擔，是以，其基本價值在於財務資源的運作效率，其運作原則即建立在市場經濟原則上。 我國公務人員退休制度及公保制度所面臨的問題，就是在給付確定的情形下，現行公務人員退撫基金與公保提撥費率的精算假設獲利率分別為10%及6%，就目前之經濟情勢而言，應為高估，相對地，現行費率則為低估。為探求現行公務人員老年經濟安全保障制度對於公務人員之權利義務關係與保障程度之實況，爰採用情境模擬法，模擬其退休經濟保障及提撥累計之間的關係，及其制度安排之特點與正負功能。 由本文之研究結論分析，並參照世界銀行之年金三柱模式，在我國國民年金制度尚未實施之前，公保養老給付則負有給與退休公務人員最基本經濟所需之責任，應定位為第一柱基礎年金，其給付應維持確定給付制，以社會保險方式辦理尚屬適當。至於公務人員退休制度部分，則屬於第二柱職業年金，而應採確定提撥制。 就制度之改革方式，則建議下列兩種不同之改革途徑 一、修正途徑。在維持確定給付制之前題下，採取開源及結流兩方面之手段： (一)在開源方面，應提高基金或準備金投資效率外，並對現行法定提撥費率上限應予修正提高。 (二)在節流方面，則應配合檢討現行退休金給付之適當性，修正退休要件與給與方式，即從其月退休金給付額度標準及其年齡條件兩方面著手。 (三)一次退休金之所得替代率偏低，宜將之適用對象予以限縮，作為針對彈性提前退休人員之退休金給付方式。 (四)至於公保養老給付，則應予年金化，並至少應提供所得替代率10%之養老給付。 二、改制途徑。若將公務人員老年經濟安全保障制度必須改採行確定提撥制，本文仍建議不宜將投資風險全部轉移給公務人員個人承擔，而仍應搭配確定給付制以保障基本之退休生活水準。

為保險業跨業經營預先佈局、增加保單持有人之投資選擇權及因應市場利率之低糜，我國擬於近日推出投資型保險，然而投資型保險基於其特有之性質，其監理自應與一般傳統型保險有所不同。本文先就投資型保險作一定義，並論述其性質及特色，次敘述其歷史發展沿革，再予以介紹其主要之種類。而關於投資型保險監理部分，一般來說，保險監理可分為財務監理及業務監理二部分，本文即依循此二面向分別作一探討。就財務監理部分而言，分就分離帳戶之規範、資金運用規範、責任準備金提存之規範、解約金之規範及稅賦規範五個議題作分析探討，再行提出建議。另一方面，就業務監理部分而言，則分就經營資格規範、資訊揭露規範、商品規範及銷售規範四個議題作分析探討，再行提出建議；最後總結全文以提出結論並針對我國投資型保險之監理提出建議。 / For facilitating of cross-business operation of the insurance industry, increasing policyholders’ choices in financial services, and shifting attach of interest risk, investment linked insurance products will introduced into the Taiwan insurance market soon. Based on it’s special features, the regulation of investment linked insurance should be different from the regulation of traditional life insurance. This paper defines the scope of investment linked insurance and discourses it’s nature and special features in the first place, and then describes it’s historical evolution and main types. In terms of insurance regulation, it is generally divided into two broad categories: i.e. financial regulation and market conduct regulation. This paper studies on the issues of regulation of investment linked insurance in such an approach. With regard to financial regulation of investment linked insurance, five aspects of regulation of investment linked insurance are examined: separate accounts, investments, liability reserves, surrender cash value and tax. With regard to market conduct regulation, this paper includes four aspects: operational qualification, information discourse, products and marketing. Finally the author submits his conclusion and recommendations to the regulatory authority to enhance the framework of regulation of investment linked insurance in Taiwan.

民法第一零三零條之一剩餘財產分配請求權之規定，「婚後財產」的界定上應否包含未到期未取得之退休金期待權，此一難題，涉及離婚配偶，尤其未就業或中斷就業的家庭主婦的老年安全保障需求，而開啟本文之討論。 離婚配偶的憲法基本權利應為吾人重視，尤其平等權、財產權和家庭權之保障。而社會保險具財產價值之權利如年金、退休金具有憲法第十五條財產之地位，即便為未到期未領取之期待權，其財產權之性質不受影響，應與私法財產等同視之而納入剩餘財產分配範圍。然而在親屬法、社會法交錯適用下，離婚配偶的老年安全為法制面之闕漏，實務則囿於法條文義解釋，逕將年金、退休金排除於剩餘財產分配範圍外，此種解釋適用方式不僅不適當，並有違憲之虞。 離婚配偶老年安全匱乏的問題，涉及親屬法和社會法的整合，應兼顧離婚時的現時性和離婚後的未來性。內化的親屬法法制當能發揮暫時填補離婚後扶養的缺漏，在私經濟層面提供離婚配偶一定的財產基礎，但長期性的社會風險，仍應回歸外化的社會法法制，以年金給付因應之。就此，世界各國多採取「年金分割」方式，使未就業的家庭主婦獲得自己名義下獨立的年金權利，作為老年安全的基石。 因而本文以最早施行年金分割的德國法制為觀察主軸，尤其二零零九年進行大規模修法後，由民法中獨立出來，整合成為一部共五十四條的專法；在利益分配權利人的考量下，俾使分配結果更符合正義，以調和離婚雙方照護上平衡之方式，達成立法者促進雙方實質平等之目的，而深值我國參照。故本文主要概括介紹德國新法內涵，其後比較觀察美國和瑞士不同的立法模式，並總結歸納外國法制對台灣未來法制發展之啟示。

附最低保證投資型保險商品的特色在於無論投資者的投資績效好壞，保險金額皆享有一最低投資保證，過去關於此類商品的研究皆假設標的資產為單一資產，或依固定比例之投資組合，並沒有考慮到投資人自行配置投資組合的效果，但大部分市售商品中，投資人可以自行配置投資標，此情況之下，保險公司如何衡量適當的保證成本即為一相當重要之課題。 本研究假設投資人風險偏好服從冪次效用函數，並假設與保單所連結之投資標的有兩種資產，一為具有高風險高報酬的資產，另一為具有低風險低報酬之資產，在每個保單年度之初，投資人可以選擇配置在兩種資產之比例，我們運用黃迪揚(2009)所提出的動態規劃數值解之方法，計算出在考慮投資人自行配置資產之下，保證成本將會比固定比例之投資高出12個百分點。 此外，為了瞭解在不同資產報酬率的模型之下，保證成本是否會有不一樣的結論，除了對數常態模型之外，我們假設高風險資產與低風險資產服從ARIMA-GARCH(Autoregressive Integrated Moving Average-Generalized Autoregressive Conditional Heteroscedastic )模型，並得到較高的保證成本。 / The main characteristic of variable annuities (VA) with minimum benefits is that the benefit will be guaranteed. Previous literatures assume a specific underling asset return process when considering the guaranteed cost of VA; but they do not consider the portfolio choice opportunity of the policyholders. However, it is common for policyholders to rebalance his portfolio in many types of VA products. Therefore it’s important for insurance companies to apply an approximate method to measure the guaranteed cost. In this research, we assume that there are two potential assets in policyholders’ portfolio; one with high risk and high return and the other one with low risk and low return. The utility function of the policyholder is assumed to follow a power utility. We consider the asset allocation effect on the guaranteed cost for a VA with guaranteed minimum withdrawal benefits, finding that the guaranteed cost will increase 12% compared with a specific underling asset. The model effect of the asset return process is also examined by considering two different asset processes, the lognormal model and ARIMA-GARCH model. The solution of dynamic programming problem is solved by the numerical approach proposed by Huang (2009). Finally we get the conclusion which the guaranteed cost given by the ARIMA-GARCH model is greater than the lognormal model.

本研究主要的目的在探討納保對象不繳費原因？以質化研究途徑之深度訪談法，根據研究目的訂定訪談大綱，採立意抽樣方式，在2011年3月至4月間找到15位受訪者。研究對象包括：北部及中部地區，年齡在25歲至64歲間之國民年金保險納保對象及職業工會參加勞保者，分別有10及5位受訪者。針對納保對象、繳費意願、保障內容等議題及職業工會加保問題進行探討。經分析訪談資料後，所得研究重要發現如下： 1.國民年金納保對象與職業工會加保者，共同的工作性質均以非典型工作為主，即臨時工、部分工時、兼職，不全然以無工作者為主；由於工作不穩定，故在繳費上確有其困難，有些人則透過職業工會投保勞保。 2.中部地區繳費率低之主因係交通不便捷，以汽、機車代步，花費佔生活費一部分。其次，居民均擁有財產（如房屋、土地）無收入者為主。 3.學生因無收入，均由父母親代繳，且清寒學生畢業後需償還就學貸款，失業者生活困頓。 4.受訪者認為不應計收遲延繳納之利息、配偶互負繳納義務應規定配套措施。多數受訪者表示，不知道老年年金給付與老年基本保證年金所適用對象不同。其次，國民年金繳費年限太長，保障比勞保少。 5.中部地區較多由職業工會違法掛名加保。 根據研究發現，提出以下建議： 1.學生及失業者繳費問題 可仿傚日本，針對父母之家庭可支配所得（調整各種扣除額後之所得），及就讀學校種類（公、私立）、居住型態（是否與父母同住），或依學生的收入，訂定減免標準。失業者及學生有能力繳納者可採自願納保，不應將無力繳納者強制納保。 2.預繳保險費可另訂折扣辦法，例如預繳1年享8折，半年享9折等規定，以提高繳費率。 3.保險費計算比照健保第6類人口以平均保險費為基礎或二代健保，仿傚日本以家戶所得高低為判定保費負擔能力基準，以減輕經濟弱勢者的負擔。 4.刪除計收遲延繳納之利息，落實配偶互負連帶繳納義務可依配偶之年所得或收入，依比例原則訂定處罰鍰標準，收入較高者，處較高罰鍰，以改善制度中未能達到的「劫富濟貧效果」，即垂直重分配功能之缺失。家暴受害者應予免除其為施暴之配偶連帶罰鍰規定，執政當局可與警察局或警政署之家暴資料勾稽。 5.受訪者均認為對政府財政不具信心或不繳費未來65歲時可領3,000多元之敬老津貼，為了提高國人繳費意願，可將保費運用情形及老年年金給付與老年基本保證年金所適用對象不同，若未繳保險費屆滿65歲時，無法領取3,000多元之老年年金，列為政策宣導重點，強化國人繳費與享受權利對等關係。 6.展望未來，國民年金制度可比照勞保制定紓困貸款辦法，以無欠費且加保年資在一定年限，得申請紓困貸款，以緩解納保對象在生活上之困境。 7.職業工會掛名加保問題，應將中、南部列為稽查重點區域。 / The main purpose of this study is to find out why those people covered by National Pension Insurance but do not pay insurance premium? In-depth interview method of qualitative research is applied in this study. Interview guide is drafted according to the purpose of this study. Purposive sampling is used and 15 respondents were found between March and April of 2011. The objects of this studying includes: people who live in central and north Taiwan region, and aged between 25 and 64 years. 10 and 5 respondents are from National Pension Insurance coverage group and labor insurance participants from occupational union respectively. The major issues discussed are insurance coverage object, willingness to pay insurance premium, content of insurance benefit and join National Pension Insurance with worker association participant identity. After cross analysis on the interview data, the major findings are as follows: 1.The common characteristics work for National Pension Insurance coverage object and labor insurance participants with occupational union identity are mostly atypical employment which are contingent worker, part-time worker and they are not all workless; since their job is unstable so they do have some difficulties in paying insurance premium and some of them participate in labor insurance through occupational union. 2.The major reason for the low insurance premium paying rate in central Taiwan region is inconvenient transportation. People live in here are mostly using car and motorcycle as their transportation mean and the expenses for those transportation means are a big part of their living expenses. In addition, people here are mainly no income but own real estate such as houses and lands. 3.Since students have no income so the insurance premium are all paid by their parents and those students who from low income family also have to pay student loans after they graduated from schools so the jobless ones would have a very hard time in life. 4.The respondents think there should be no interest for late payment to insurance premium and there should be supporting measures defined for couples who take premium payment duties for each other. Most of the respondents say they don’t know that the applicable object for old age pension and old age basic guarantee pension are different. Secondly, the premium paying years for National Pension Insurance are too long and its benefit is less than those of labor insurance. 5.In Central Taiwan region, there are more cases of illegal participation in Labor insurance through Occupational union who actually are jobless. According to the findings of this study, the following suggestions are proposed: 1.Students and Unemployed Insurance Premium Payment Problem Could learn from Japan and define premium deduction standard based on the family disposal income (income after adjusted from deduction) on the parents’ income, school type (private or public), household status (whether live with the parents), and the student’s income. For unemployed and students who have the capability to pay premium should use voluntary insurance participation and should not make it compulsory. 2.Some discount measured could be implemented for prepaid insurance premium; for example, prepaid 1 year premium to get 20% off and six months for 10% off to improve insurance premium payment rate. 3.Insurance premium calculation should be based on the average insurance premium of category 6 of health insurance or second generation national health insurance premium, following the example of Japan who use the level of household income to determine affordability benchmark premium in order to reduce the burden of the economically disadvantaged. 4.Remove the accrued interest from late payment; follow through on the obligation of spouse to be responsible for their insurance premium and use the principle of proportionality to set penalties based on their annual income or revenue. Higher income should pay higher fine to improve the “Robin Hood effect”, vertical income redistribution function, which has not be implemented in the system currently. Victims of domestic violence should be waived from the fines associated with regulation for the late payment of their spouse; the administration could cross check with the police authorities or the domestic violence data in National Police Agency to verify. 5.Most of the respondents have no confidence on the Government’s financial future or they think they can receive $3,000 of old age pension at the age of 65 if they do not pay the premium. In order to improve people’s willingness to pay insurance premium, the government could separate the insurance premium usage and the applicable object between old age pension payment and old age basic guarantee pension. If people do not pay the insurance premium, they would not be able to receive the 3,000 old age pension at the age of 65 when insurance expires; and put this point as the focus of policy advocacy to strengthen the relationship between paying insurance premium and enjoy the rights. 6.Looking into future, National Pension System could learn from the labor insurance to develop relief loan scheme. If the people have no overdue insurance premium with more than one year of insurance coverage, they could apply for relief loans to ease the life obstacles accrued on the object of National Pension Insurance. 7.For the illegal participation of labor insurance problem with occupational union, the government should take central and south Taiwan as the key checking regions.

本文係在我國勞退新制改以個人帳戶制及年金保險制中併行下，針對其中年金保險制度之爭議、規範缺失做一整理研究，並參酌美國ERISA對於企業退休計畫之相關法制提出相關建議。 自立法機關確定勞退新制將揚棄過去確定給付制之設計，改以確定提撥制作為企業退休制度之主軸起，勞動法學者即針對確定提撥制對勞工之保障不足，新舊制轉換等爭議提出諸多質疑與討論，但對於其中年金保險制之規劃多僅止於條列介紹而未多加著墨。本研究以敘述性、回顧性之方式將我國與美國之退休金制度作歸納探討，針對目前年金保險制中較有疑義之部分，以比較法之方式進一步檢討，最後提出若干建議。 本研究共分為四個部分，第一部份為我國勞工退休制度之變革。針對我國由確定給付制發展為確定提撥制之風險轉換作一分析，次介紹新制之規範內容。第二部分以美國ERISA法案為中心，對美國企業退休計畫之發展及基本實質規範進一步整理探討，以為後續我國年金保險規範分析之參考。第三部份探討我國企業年金保險之法制爭議，以現行之勞工退休金條例年金保險實施辦法及企業年金保險保單示範條款為基礎，剖析其與保險法及相關子法間之互動。並針對其中有關最低保證收益、非退休給付及退休金運用管理人之忠誠義務等議題，參酌美國之規定進行深入探討。第四部份為結論及相關立法建議。 / This thesis analyzes and examines various issues regarding the anuuity insurance scheme under the modified Taiwan Labor Pension Act (hereinafter the “Act”), which together with the individual account scheme forms the keynote of the retirement scheme under the Act. Moreover, this thesis also provides several suggestions on the Act and relevant regulations with special reference to the Employment Retirement Income Security Act of 1974. Beginning with the announcement that the prevailing defined benefit retirement program previously in effect under the Act would be discarded and replaced by a new retirement program adopting the spirit of the defined contribution program, scholars specializing in labor law ceaselessly questioned and discussed the inherent deficiency of the proposed defined contribution program as well as various issues regarding transitional measures. Most articles pertaining to the newly presented annuity insurance scheme, however, merely introduced its operation mechanism and provided little commentary. This thesis descriptively and retrospectively studies the pension system of Taiwan and the United States and reviews the discrepancy and other issues in a comparative way. Finally, this thesis will provide several suggestions for relevant issues. This thesis is organized into four parts. First is the reformation of the labor retirement scheme in Taiwan. This section begins with a risk analysis between a defined benefit and defined contribution program and further elaborates on the related content of the Act. The second part introduces the development of the Employee Retirement Income Security Act (ERISA) in the U.S. and discusses the fundamental regulations of the plan. The third portion of this thesis probes into the legal issues arising from the current annuity insurance scheme, mainly the Enforcement Rules of the Annuity Insurance Scheme under the Labor Pension Act and the Example of the Annuity Insurance Clauses, both being promulgated by the Financial Supervisory Commission, Executive Yuan, and how those regulations coordinate with the Insurance Law and its ancillary regulations. Issues arising from guaranteed minimum returns, non-retirement benefits and fiduciary duty were analyzed through comparative research with special reference to the similar provisions under ERISA. The final portion of this thesis contains concluding statements on the above analyses and offers several suggestions with respect to the current regulations of the annuity insurance scheme.

勞退新制即將在 94年 7 月 1 日起正式實施，在新的退休金體系下，勞工可由舊制的確定給付制轉換到擁有資產配置與投資決策權利的確定提撥制。台灣的勞退新制可分為兩種退休金制度供勞工選擇－個人帳戶制及其他年金制。確定提撥制與確定給付制在本質上有諸多的差異性，分別具有不同的優缺點，在本文的假設下，轉換選擇權存在於個人帳戶制與其他年金制之間。另外，在期望達到勞工退休金財富極大化的目標下，勞工會選擇在適當的時點，由個人帳戶制轉換到其他年金制。 　　雖然本文是採定值模型來分析，但是提供一個直觀上充分的洞悉與表徵，來解釋勞退新制下之個人帳戶制及其他年金制之間，若存在一最適轉換時點，其在經濟意涵中所表示之抵換關係與經濟價值為何。本文建構一個退休金財富極大化之模型，結合數值模擬的方法來分析其要點。研究結果發現，最適轉換時點之衡量，是由兩種制度下的變動率，而非帳戶內金額之大小來決定；此外，年金精算現值計算經折現後的給付率和剩餘工作年數，對於勞動工作者的選擇也屬重要變數之一。另外，本文針對年輕的勞工，在不同投資報酬率環境下，計算出兩種制度間抵換的價值；最後，本文也探討了執行轉換選擇權對於不同年紀的勞動工作者影響的幅度。總而言之，本文希望提供勞動工作者在勞退新制下，一個退休金財富配置最適化的準則，及執行轉換選擇權時參考的方針。 / The newly Labor Pension Act will be carried out in 2005 soon. Under this new pension system, employees will be given the choices of converting their traditional defined benefit (DB) pension plan into an individual-account defined contribution (DC) pension plan with full control over assets allocation and investment decisions. Under DC pension plan in Taiwan, there are two types of pension plan- Individual Account System and Commercial Pension Plan System- for employees to choose. DC and DB pension plan are totally different in essences, so on the basis of our assumptions, switch options will exist among Individual Account System and Commercial Retirement Plan System. Thus, in order to maximum employees’ retired wealth, employees might choose the optimal time to convert Individual Account System into Commercial Pension Plan System. Although our model is deterministic in nature, we believe that it provides an intuitive insight about switch options. We find not only the optimal switch time between Individual Account System and Commercial Retirement Plan System but also the “trade-off” economic values. This paper designs a model of maximizing retired wealth and makes numerical simulation to analyze optimal switch time. We find it is the “rate of change” of these two different pension systems affects the times for employees to exercise switch options. Besides, both the payment-rate scaled present value of the DB pension annuity and the retirement horizon are significant parameters in our analysis. Third, we also calculate the threshold investment returns between Individual Account System and Commercial Pension Plan System under various investment environments. Finally, we also contrast the effects of exercising switch options between younger and older employees. In short, we want to provide some principles for employees to make the optimal retired wealth allocation under Newly Labor Pension Act, then exercise switch options at the proper time.