近年來，企業紛採全球化布局，使得彈性化企業出現，派遣業提供的派遣人力需求應運而生。而要派企業比較不重視派遣員工的權益，造成派遣員工對要派企業認同感偏低、在生產力、工作績效各方面表現不佳、甚至無預警離職…等，這些都是要派企業在管理上所面臨的問題。
本研究將要探討要派公司人力資源措施(包含：教育訓練、領導與管理、工作指派與績效要求、薪酬與福利)支持程度，與派遣人員離職傾向之間是否存在某種相關性，結果顯示，要派公司主管的領導與管理，與派遣人員離職傾向有顯著關係，表示要派企業領導管理越好，派遣人員越不易離職。
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 .
