[ 摘要 ]

原住民族工作權保障法的制定與施行，一般社會似乎覺得給予原住民過多的優惠，甚至產生了相對剝奪的感覺。這主要的原因是因為這個法律當中「比例進用」與「優先承包」的規定給予原住民在公部門人事進用與採購上的優先性。

本研究針對這個爭議性的議題，從理論與實務的角度，並透過對十位受訪者的深入訪談，仔細的檢討這個法律是否有達到它的立法旨趣。本研究的結果顯示：由於原住民族產業結構的限制與其後「人頭廠商」因應法律漸次的形成，加上行政機關將「臨時人員」排除適用，導致原住民族工作權保障法「比例進用」與「優先承包」的規定，在「臨時人員」的除卻與「人頭廠商」的對立形成下，失去了它的實效。

為此，本研究以為：明確的將不具公務人員任用資格的「臨時人員」納入規範，並針對「人頭廠商」透過立法與行政的方式予以防杜，是當前確保原住民族工作權保障法「比例進用」與「優先承包」具有實效的不二法門，也唯有如此才可以補救這個「先天不良，後天不足」的原住民族工作權保障法。

[ 英文摘要 ]

The public generally consider the constitution and practice of Indigenous People Employment Rights Protection Act give excess advantages to indigenous people, even to relatively deprive others’ rights. This is primarily due to the “percentage employment” and “prior contract” regulations in the act, which results in the priority for indigenous people on employment and procurement.

This research will focus on this controversial issue. The author tries to review whether this act reaches its original spirit from theoretical and physical aspects. In-depth interviews were conducted with ten subjects. The results indicate this act has deviated and lost its effects because of two reasons. First is the “dummy companies”. Second is the exclusion for “temporary employees” in this act. The above reasons cause the “percentage employment” and “prior contract” gradually lost their effectiveness.

Therefore, this research argues to cover the “temporary employees”, who do not have government functionary identification, into the act; and to legislate comprehensive rules or laws preventing the “dummy companies.” These two methods can currently ensure the “percentage employment” and “prior contract” to be effective, and will redeem this “naturally weak and nurturally deficient” indigenous people working employment rights act.