從歷史制度主義分析台灣集體勞動體制的再生產與變遷：以不當勞動行為裁決制度及雇主支配介入案件為例

The Reproduction and the Transformation of the Collective Labor Regime in Taiwan from the Perspective of Historical Institutionalism: A Case Study of Employer Domination and Intervention in the Unfair Labor Practices

這篇論文主要從長時間的歷史角度分析單一廠場工會制度如何同時再生產與轉變。首先，這篇論文根據James Mahoney的制度再生產機制理論，分析單一廠場工會制度透過《工會法》的修法過程不斷地自我增強，並且成為工會組織中最重要、也是最基本的組織。再來，這篇論文根據Mahoney 和Kathleen Thelen制度變遷模型和制度具有權力分配的特性，分析國家在2011年新增不當勞動行為裁決機制後，企業工會與產業和職業工會在行使團結權和協商權是否受到相同的保障，並發現，人力資源部門的管理者仍可利用裁決委員會對工會成員可以透過跨階級合作而共同尋求員工最大利益的詮釋，以及《工會法》第14條對雇主概念的模糊定義，成功地建立另類工會。第三，這篇論文分析職業工會如何在不當勞動行為裁決制度之外，爭取與資方協商的權利。最後，這篇論文試圖對既有路徑依賴理論進行反思與補充。

This article analyzes the reproduction and the transformation of Taiwan's single trade union from the path dependence in historical institutionalism analysis. First, based on James Mahoney's institutional reproduction theory, this article argues that the single trade union regime is reproduced through the amendments of the Labor Union Act and thus plays an important role in the labor organizations. Second, this article examines whether the corporate unions, industrial unions and professional unions are afforded the same protection regarding unfair labor practices, according to Mahoney and Kathleen Thelen's institutional change models and the institution as the distributional instruments. However, the human resource managers take advantage of the unfair labor practice committee on the cross-class cooperation between employees and managers and, moreover, the ambiguity on the Article 14 of the Labor Union Act to develop a new corporate union. Third, this paper examines how a professional union establishes collective bargaining power outside the unfair labor practice proceedings. Finally, based on these findings, this article tries to supplement and to revise the path dependence theory.