由於國際化競爭的壓力，企業在追求維持生產力與產品品質的同時，也盡量控制成本與各項費用支出，包括人事成本在內，因此，對於許多需要大量基層人力的企業來說，採用派遣型態的人力供給以滿足組織對於彈性勞動力的需求，已經成為企業在因應產業環境變動與市場需求彈性變化時維持競爭力的關鍵要素之一。台灣地區的勞動派遣在近年來快速成長，有愈來愈多的企業將非核心職位釋出，透過派遣機構僱用派遣人力，但如何找到符合企業期望、工作績效良好且穩定的派遣勞工，對於企業是一大難題。 本研究期望從招募以及管理兩個層面去改善派遣勞工在工作投入以及離職率的情況，在廣泛彙整過去相關文獻後，篩選出投入派遣的意願、內外控人格特質、工作價值觀、組織公正認知及情感性組織承諾五項個人或組織變數納入本研究自變項，藉由問卷調查及統計分析的結果找出上述五個自變項對於派遣勞工之工作投入及離職傾向之影響。本研究以台灣地區的派遣勞工為調查對象，以不記名問卷調查方式進行隨機抽樣，共回收有效問卷412份，希望藉由本研究之實證結果，以作為日後派遣機構與要派企業在招募派遣人員與管理上的參考。 本研究的主要發現有以下五點： 1.派遣勞工投入派遣的意願對於其工作投入及離職傾向會有顯著的影響，投入派遣的意願愈高的派遣勞工，工作投入愈高，離職傾向也較低。 2.派遣勞工的內外控人格特質對於其工作投入有影響效果，內控者的工作投入較高；但對於離職傾向則沒有影響。 3.派遣勞工的工作價值觀各構面對於其工作投入及離職傾向有不同程度的顯著影響。 4.派遣勞工的組織公正認知各構面對於其工作投入沒有顯著影響，但對於離職傾向則有顯著負向影響。 5.派遣勞工的情感性組織承諾對於其工作投入及離職傾向會有顯著的影響。 As a result of international competition pressure, enterprise must control the cost and the general expenses including HR cost as far as possible while pursue productivity and product quality. Therefore, for many companies which need the massive basic labor force, utilizing the dispatched workers to satisfy the elastic labor force demand of the organization becomes one of the key factors to sustain competitiveness to cope with the industrial environment change and the market demand elasticity change. Recently, the number of dispatched workers has been increasing rapidly in Taiwan. More and more enterprises use dispatched workers for unimportant positions through dispatched companies. Finding a suitable, outstanding and stable dispatched worker proves to be a challenge to enterprises. The purpose of this study is to improve Taiwanese dispatched workers' job involvement and turnover rate from recruitment and management. After widely collecting related literature, this study aims to examine the relationships among “Willing to get into dispatched job”, “Locus of Control”, “Work Values” , ”Organizational Justice Cognition” , “Affective Commitment” , “Job Involvement” and “Turnover Intention”. The critical findings of this thesis are as follows： 1.The willing to get into dispatched has a significant effect on dispatched workers' job involvement and turnover intention. 2.The locus of control has a significant effect on dispatched workers' job involvement but has no significant effect on turnover intention. 3.The partial dimensions of work values have a significant effect on dispatched workers' job involvement and turnover intention. 4.The partial dimensions of organizational justice cognition have no significant effect on dispatched workers' job involvement but have a significant negative effect on their turnover intention. 5.Affective commitment has a significant effect on dispatched workers' job involvement and turnover intention.
