This thesis studies the impact of labor markets on economic growth in both developed and developing countries and China's urbanization, by formalizing dual labor market characteristics and China's Hukou system in two theoretical models. The first is a unified growth model in an open economy environment that captures dual labor market characteristics. The mechanism involves economic growth driven by capital accumulation in the country with Lewisian labor market leading to increasing labor participation at a near constant wage. The model shows that surplus labor plays a critical role in explaining different economic growth paths and structural changes in developing and developed countries, such as China and the US. The second is a dynamic general equilibrium model with endogenous rural-urban migration to analyze the provision of rural and urban government services in China, with special emphasis on the role of the household registration (Hukou) system in shaping its urbanization process. It argues that China’s urban bias policy, which is enabled by the Hukou system restricting rural-urban migration, did not necessarily reduce economic efficiency, rather it might have only raised urban welfare at the expense of rural residents. As the Hukou system also ties people to particular geographical locations, our model argues that China's continuous bias towards coastal and big cities has started to cause economic inefficiency as well as inequality. It suggests that progressive Hukou reform reducing barriers to cross-region migration would improve economic efficiency and welfare.

Existing theoretical literature fails to explain satisfactorily the differences between the pay of workers that are covered by collective agreements and others who are not. This study aims at providing a model framework which is amenable for an analysis of this issue. Our general-equilibrium approach integrates a dual labor market and a two-sector product market. The results suggest that the so-called 'union wage gap' is largely determined by the degree of centralization of the bargains, and, to a somewhat lesser extent, by the expenditure share of the unionized sector's goods.

本研究在瞭解勞動派遣之定義、特徵、型態與相關概念，並進行國內外研究之回顧，找出勞動派遣制度對於勞動市場正面與負面之影響後，再分別就資方觀點、勞方觀點、社會觀點與採用業別之差異進行探討，而決定訪談之公司業別，並擬定訪談題目進行深度訪談，以評估勞動派遣制度對台灣勞動市場雙元化發展之影響。 　　經過深入訪談後發現，高科技產業為降低公司之人事成本，而採用勞動派遣制度，確實會加速勞動市場雙元化之發展，就本研究訪談結果看來，較具規模之高科技產業採用勞動派遣時，為降低公司之勞工結構受到雙元化發展之影響，將限制派遣勞工之採用比例，並提供派遣勞工與正職員工相近之起薪、薪資調幅與福利措施，以及提供派遣勞工轉入正職之管道。如此雖可有效縮小雙元勞動市場中勞動者的差異，但整體薪酬派遣者較低、且勞動市場轉換率較高，以及受勞動法令保障較少等，這些現象仍會存在雙元勞動市場之次級勞動市場中。 　　整體而言，勞動派遣能提供勞動市場更多就業機會、提供派遣勞工累積工作經驗之機會，亦是派遣者進入大型企業轉為正職人員的橋樑，因此使得勞動派遣制度在勞動市場雙元化的發展過程中，有正面的影響。 　　本研究建議派遣勞工應選擇較注重企業形象之企業，企業應提供派遣勞工較完善之就業保障，並期望相關政府單位能夠儘速制定相關法令及配套措施，並明定勞動派遣中，要派企業、派遣機構、派遣人員各角色之責任劃分，與各種行業別較適當之派遣勞工雇用比例，並提供派遣勞工相關之職場認知教育，以降低勞動派遣對於台灣雙元化勞動市場發展之負面影響。 / This study aims to explore the definition, features, patterns and relevant concepts regarding dispatched work and review research conducted in Taiwan and overseas on this subject. After identifying the impact of the dispatched work system on the labor market, the differences between different industries employing dispatched labor are investigated to decide companies belonging to which industries are to be interviewed. An in-depth interview is then conducted on the companies selected to evaluate the impact the dispatched work system has on the development of a dual labor market in Taiwan. 　　The interviews reveal that, high-tech industries adopting the system in order to reduce labor costs do encourage the development of a dual labor market. Results of the interviews indicate that sizable high-tech industries employing dispatched labor limit the extent to which it is employed in an effort to reduce the impact dual labor market development has on the companies’ labor structures. In addition, dispatched workers are offered starting wages, wage increases and benefits similar to those offered to regular employees, as well as the opportunity to become regular employees. Through doing so, the differences between dispatched workers and regular employees in a dual labor market may be effectively narrowed, overall, dispatched workers are less compensated and demonstrate a higher turnover. Moreover, they are less protected by labor laws and regulations. These phenomena still exist in the secondary market of a dual labor market. 　　Generally speaking, the dispatched work system provides more employment opportunities on the labor market. It also provides dispatched workers the opportunity to accumulate work experience and serves as a steppingstone to regular employment in large businesses. For this reason, the system plays a positive role in the development process of a dual labor market. 　　The study recommends dispatch workers to choose businesses that pay more attention to their image and that businesses provide these workers with improved employment protection. It also hopes that the government can enact relevant laws and regulations and introduce supporting measures as soon as possible. Furthermore, the roles businesses, dispatched workers and the agencies that dispatch them play must be clearly defined and the ratios of dispatched workers to regular employees in different industries established, with education in having a better understanding of the workplace provided to dispatched labor in an attempt to reduce the negative impact dispatched work has on Taiwan’s dual labor market and the development of its labor market.

Since the Employment Service Act was promulgated in 1992, the principle of foreign labor policy of Taiwan Government had changed a few times; unemployment among Taiwanese is very high, but the number of foreign laborers is still increasing. Employers prefer to hire foreign laborers because they will accept low wages and are very willing to work overtime. Because most of these businesses provide accommodations for foreign workers, and they employ more than sixty percent of all foreigners working in Taiwan, it is important to understand the management of foreign workers. This thesis makes use of literature review, statistical analysis of data, and on-site visits. On-site visits enabled discovery of some conditions and problems associated with the management of foreigners employed in business. Further discussion focuses on the related laws and regulations for management of foreign workers, on the actual situation of management, and on the external agency fee of foreign laborers. The Labor Standard Act ensures the basic rights of those foreign laborers employed by business, but the management still encounters some problems related to foreigners working and living in Taiwan during their employment. In conclusion, the difficulties depend on whether the employer carefully supervises their foreign laborers, and on the quality of service from the employment agency. In order to effectively resolve the issue of business¡¦s management of foreign laborers, it is necessary for the responsible authorities to revise related laws and regulations, to enhance the foreign workers¡¦ counseling and services, and to implement inspections.

在台灣經濟發展過程中，傳統製造業的轉包，只是上游的大企業將法定的僱傭責任與對勞動過程的管理控制之成本，轉包給下線承包商負責，小代工廠在將工作發包給家庭代工。資方透過工作場域的內/外之分，也將法定責任與義務外部化，讓那些位於轉包底層的小代工廠、家庭代工自行承擔。然而從80年代開始，台灣一些企業為進一步節省人事成本，就利用「僱用與使用分離」的派遣勞工，這種新興的派遣業勞動方式，乃是雇主將其無法外部化的工作，透過將僱傭責任轉包給他人（派遣公司），而勞動過程則是仍在其掌控的管理範圍內（企業內）進行，並且能在最小化人事成本的效率下，達到原來需要正式僱傭關係（成本較高）才能達成的勞動任務。因此，本文認為這種新興的派遣現象，也只是轉包策略的一種轉化。大企業在將其不穩定的部份產能外包的同時，對於無法外包的工作類型，則是透過「派遣」的方式，將勞工誘入企業單位內工作，不過真正的企業主卻不必負擔僱傭責任。 轉包制度成為資方經營管理策略的手段之一，轉包機制是如何運作？對於那些處於轉包底層的家庭代工、派遣勞工的勞動條件與勞動意識產生了什麼樣的作用？當勞動者在不同的場域中工作（如、企業雇工/廠內、家庭代工/家內、派遣勞工/他廠內），空間性（spaciality）的差異，對於他們的勞動意識有何影響？為何台灣勞動者的職業認同會如此的多樣性 ？空間性與轉包的運作機制，起了什麼樣的催化作用？ 本論文的關懷主軸，就是轉包機制底層的勞工（家庭代工、派遣勞工），也就是本論文圖1-2中，大企業間接僱用的階層區隔的勞動力，位於大企業兩側的邊緣勞動者之處境。並且透過對轉包機制相關文獻的探討，進一步說明轉包機制背後的運作邏輯，以及它如何運用於這些邊陲勞動者的身上，造成兩極化的勞工處境。另一方面，由於轉包機制的運作過程，牽涉到勞動空間重新安排的問題，因此本文希望透過「空間性」概念的運用，探索造成勞動意識差異的原因。 在第一章中，首先指出台灣新雙元勞動市場的現象，以及筆者對於這些轉包現象的初步理解方式。由於傳統產業的轉包方式、以及轉包的變形「新興的派遣勞動」這兩種勞動方式，都與法律上正式的僱傭關係「勞工在雇主的營業處所或雇主指定的其它工作場所」的勞動方式不同。傳統產業轉包底層的勞動者，她/他們的工作場所往往就是自己的住家，也就是所謂「客廳即工廠」、「工作兼生活」、「頭家兼薪勞」的家內勞動型態。而派遣業勞工，則是「僱用與使用分離」的勞動型態，人才派遣公司和派遣業勞工之間只有法律上的僱傭關係，派遣業勞工必須被派到第三者的公司中，受使用公司的指揮調度，才完成勞動任務。而這兩種勞動方式的共通點，則是勞動者都不在直接僱用者的工作場所內工作；差異點，則是傳統產業轉包底層的勞動者是在自己的住宅內從事家內勞動，而派遣業勞工則是在第三者的公司之工作場所中，受第三者指揮調度從事派遣勞動。「家內勞動」、「派遣勞動」與正式的僱傭勞動，明顯地存在著工作場所的空間差異，這些差異對勞動者的勞動意識有何影響？為了解答此一問題，筆者希望借用「空間性」的概念來重新理解這些破碎的勞動方式（轉包的工作型態）對於勞動者的勞動意識與勞動條件產生了什麼樣的影響。 在第二章筆者將進一步從宏觀的角度，探討相關理論文獻對轉包工作型態的分析，以說明轉包制的運作機制與內在邏輯。第一部份是先回顧與批判相關研究廠商間的連結（interfirm linkages）文獻，然後再發展筆者對轉包的定義，以及簡要的說明各種不同的轉包形式。第二部份則是緊接著分析這些轉包生產方式的形式、原因與變動。筆者對此部份的分析基礎是來自於先前的相關文獻探討與對轉包制的田野研究。本文認為要對轉包制進行通盤而又貼切的分析，將必需考量所有可能性的多重因果關係，才能做出適當分析。這些因素包括考量轉包的科技結構、工作編制、產品市場的特質、對勞動過程的控制與勞動力供給的狀況。第三部份，則是探討資本主義的危機與企業經營策略的彈性。第四部份，將探討那些位於生產系統底層勞工（包括家庭代工與派遣業勞工）的問題。反省「生產彈性化」背後的代價，彈性生產對於勞動者而言有何黑暗面。 第三章首先說明造成台灣製造業層層轉包現象的因素、轉包制底層的性別分工與結構限制，再來則是從台灣傳統製造業的個案來觀察轉包工作型態對於底層勞動者的影響，在轉包制的工作型態中，勞動者如何安排家事與代工？如何形塑自我的勞動觀？勞動場域的空間差異起了什麼樣的作用？空間性差異對勞動意識有何影響？ 第四章、則是探討資方新的經營管理策略，基於人事成本的節約、人力需求的彈性化而興起的人力派遣（員工租賃）的新現象。首先，從勞動法的觀點，，從日本立法經驗來探討台灣官方希望將此現象「合法化」背後隱藏的意識型態。再來則是透過很初步的訪談、觀察，說明此種新的勞動方式可能產生的問題。「僱用與使用分離」的勞動方式，對於勞動者意識的形塑，會造成什麼後果？ 第五章、總結。說明「空間性」差異對勞工意識的形塑效果，以及對此種非標準的僱用方式不同觀點與如何看待轉包制的工作型態。 第一章、導論 1 前言 1 第一節、勞動市場的今昔 2 第二節、問題意識與章節安排 7 第三節、「空間性」的概念 10 第四節、研究方法與限制 16 第二章、生產過程中轉包制工作型態的初步分析 21 第一節、廠商間的連結關係 22 第二節、關於生產轉包動態的解析 27 第三節、危機與彈性 32 第四節、生產流程底層的問題 35 第五節、小結 36 第三章、傳統製造業轉包工作對底層勞動者的影響 38 第一節、台灣製造業的轉包現象 38 第二節、轉包底層的性別分工與結構限制 42 第三節、發包母廠與轉包底層勞動者的關係 47 第四節、空間的轉變與勞動意識：家事與代工的處理 53 第五節、空間差異與勞動意識的形塑 60 第六節、小結 67 第四章、「派遣勞動」現象的分析 70 第一節、「派遣勞動」（員工租賃）的相關法學論點 72 第二節、派遣勞動（員工租賃）之態樣、成因 77 第三節、台灣派遣勞動（員工租賃）現象之實況與問題 79 第四節、派遣勞工的勞動關係 87 第五節、「空間性的轉化」，作為一種規訓的手段 90 第六節、派遣勞動（員工租賃）的影響 97 第七節、小結 100 第五章、結論 103 一、空間性的利用效果 103 二、「非標準僱用」的現象 104 三、工作安定 V.S. 勞動的隨意化 106 / （略）