1980年代從英國開始的一連串行政改革運動，使得民營化成為現代化政府重要的政策之一，英國與紐西蘭成功的經驗亦帶給各國「想當然爾」的迷思。事實上，日趨龐大的財政赤字才是各國推動民營化最重要的原因。 我國公營事業公務員本為永業化公務員之一環，民營化阻斷了公務員的生涯規劃，其依法定程序取得之公務員身分、經由政府任用關係之工作權、及其他各項權益，均將因民營化而結束，公營事業公務員儘管因其「公務員兼具勞工」之特殊身分，可經由工會進行反民營化以及權益之保衛活動，但仍無法改變政府既定之政策。 我國對於公營事業公務員之各項權益問題概以金錢補償為基調，並以之成為推動民營化政策不變之思考方向，從年資、保險乃至其他權益事項之補償，均在使其與公務員之法律關係以金錢補償之方式予以結束，以便新民營公司得回歸私法規範領域，公營事業公務員面對此一職業生涯上之遽變，其心理上、經濟上、社會關係上，均將遭遇生命中非可預期的重大轉折。 本文以為，政府推動民營化應以工作權為中心思維，公務員、工會、事業單位及政府均應在此一前題下，合力構建一個經營體質與工作環境兼具的新事業體，以兼顧員工工作權及經濟效益之提升。若政府能加強專長訓練及工作輔導轉介；事業擬訂多角化經營策略，充分運用人力；公務員調整工作心態，並充實自我工作能力，提升工作產能。則或可締造各方皆贏的典範。 From 1980’s, the British Government had started privatization of the State-owned enterprises. Privatization has been the worldwide trend of economic perspective. This drive for new organizational forms has resulted in alternation of the nature of jobs and rights, and might have long-term effects on the impact of career, personal life style and the relation between people. For employees, it is a big impact, not only the character of the public official at first disappear immediately；but also the other rights of work guarantees, payroll, welfare, retiring-pension. The employees will adopt non-cooperation or action to resist the procedure of privatization. At the same time to the centripetal force of the company may also produce the fluctuation. Through the study, it is realized that privatization shall need the cooperation and support of employees, and employees’ interest compensation shall be the one of key-point, that the present method of interests compensation have some problem in Taiwan, that cause the condition of state-owned enterprises a change for the worse. A suggestion for modifying the typical method of the employees’ interest in the study, trying to improve the public policy.
