本研究認為實務上要派公司與派遣公司訂定契約時，幾乎都是把相關人力資源措施的執行，在合約預算內，全權交由派遣公司來處理，造成派遣人員對要派公司的認同度低；且派遣人員離職率偏高的情況，不會隨著要派公司的人力資源支持程度的提高而降低。從領導與管理構面來看，因為要派公司直接指揮與調派派遣人員，故派遣人員在工作上對於其領導與管理的直接感受性最為強烈。In recent years, globalization has made companies to be more flexible.So dispatched work emerged. Relatively, user agency pay less attention to the rights of dispatched workers. It results in that the dispatched workers have low commitment to user agency. Poor productivity and job performance, and even resign without warning. These are the issues that user agency faced in management.
In this study, we explored the correlation between the degree of support of the human resource practices of user agency(including: education and training, leadership and management, work assignments and performance requirements, compensation and benefits), and the turnover intention of dispatched workers . The result shows that the leadership and management of supervisor in user agency have significant relationship with the turnover intention of dispatched workers.
We considered that the dispatched workers have low commitment as a result of that user agency authorizes─ the dispatched work agency to implement human resource practices in contract budget. Furthermore, the turnover degree of dispatched workers will not decline with the improvement of the support of the support of the human resource practices of user agency.From the leadership and management perspective,the dispatched workers have strongly direct susceptibility to the leadership and management as they are commanded directly by user agency .