臺灣的生育率逐年下滑，使得少子化已成為不容忽視的社會問題，而少子化會對社會結構、經濟發展等各方面都會產生重大影響，本研究以育嬰留職停薪為主題，探討影響已經申請過育嬰留職停薪的受雇勞工再次申請育嬰留職停薪意願的因素。所使用的資料來源為民國103及104年勞動部針對育嬰留職停薪所做的問卷調查，並使用邏輯斯迴歸模型（Logistic Regression Model）進行估計分析。
　　研究結果發現職業類別為主管及經理人員或服務及銷售工作人員、年齡在20-34歲、公司員工人數較小者、有計畫返回原公司或有返回原公司者、回到職場後沒有適應困難、公司在人力因應措施方面採取公司內部自行調整、公司同意最長申請期間在6個月-未滿12個月或2年、具有資遣費或退休金權益之認知、具有職業訓練資源之認知、覺得申請育嬰留職停薪津貼的程序非常方便者，對於再次申請育嬰留職停薪的意願有顯著正相關，在未來有育嬰需求時，會想再次申請育嬰留職停薪。
　　反之如果為家計負責人、家中成員成人有2人以上、曾經被公司阻擾申請育嬰留職停薪、有與公司提前協商復職、具有被通知權益之認知、有需要法律諮詢之需求，則為顯著負相關，對於未來有育嬰需求時，不會想再次申請育嬰留職停薪，政策建議可以從公司對員工行為的友善度加強及多宣導受雇勞工權益的認知，這兩方面的改善，才能讓臺灣的受雇勞工對於會想再次申請育嬰留職停薪的意願增加，或能改善持續低迷的出生率。

Low birthrate has become a social problem that can’t be ignored in Taiwan. Low birthrate may cause a huge impact on social structure and economic development. This study analyzes factors that are associated with reapplying parental leave.
Utilizing data from the 2014 and 2015 Department of the Ministry of Labor parental leave questionnaire survey, this study adopts the Logistic Regression Model to analyze factors that are associated with reapplying parental leave.

The results of this study indicate that factors are significant positively related to the willingness of reapplying parental leave are for work category belongs to the supervisor and manager or the service and sales staff, employees’ age are 20-34 years old, the scale of the company is small, employees have plans return to the original company or have returned to the original company, employees have no difficulties when returns to career, the company adopts internal adjustment in terms of human resource, company agree to parental leave period is 6 months - less than 12 months or 2 years, employees have the awareness of severance, pension benefits, or vocational training resource and have no difficulties when applying parental leave.

On the other hand, factors that are significant negatively related to the willingness of reapplying parental leave are as if you are the household head, if there are more than 2 adults of family members within the family, who have difficulties when applying parental leave, have to negotiate with the company to return to work early, have the knowledge of the notified interest, and have legal counseling needs. Policy recommendations can be enhanced from the friendly firm behavior and the awareness of the rights of employees, so that Taiwanese workers will increase their willingness of reapply parental leave. This may possible improve the low birthrate problems in Taiwan.

參考文獻

中文文獻（按姓氏筆畫由小到大排序）
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英文文獻（按字母排序）
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