勞動派遣就業模式在全球已經成為一股無法遏止的趨勢，雖然勞工團體一再強調非典型就業對人力資本的傷害，但企業為了在競爭的環境中生存，往往在勞工法規之下找到成本效應最佳的人力聘僱方式，因此在支持與反對兩方論點下，必須找到一個勞動派遣就業管理制度的平衡點，才能讓整體就業市場朝向一個穩定的發展方向。人力派遣是由派遣公司、派遣人員與要派公司(用人單位)三方以勞動關係、工作關係、合約關係互動的方式鍊接，這樣的三方關係與以往的人員聘任模式有很大的差異，但一般社會交換理論卻忽略了員工多重的社會交換角色。而派遣人員面臨的是與要派公司及派遣公司的交換關係，派遣人員對雙方的承諾是否會互相影響仍然沒有被證實，因此人力資源管理措施對派遣人員知覺可能的存在互動關係則需要進一步探討，本研究也針對這樣的概念進行研究，從派遣公司及要派公司的人力資源管理制度，進一步了解與派遣人員工作意願及離職傾向的關係，也透過社會交換理論及社會認知理論來探討組織承諾在派遣人員對要派公司及派遣公司承諾在制度與認知之間所扮演的角色，以建構完整的派遣人員人力資源管理措施與感受架構。 本研究以主計處公布的行業分類標準中人力供應業為樣本，依序調查派遣公司、派遣人員及要派公司三方的觀點，回收派遣公司55份，派遣員工1,085份，要派企業36份，結果發現(1)派遣公司人力資源管理措施越完善，派遣人員對派遣公司的離職傾向越低；(2)要派公司人力資源管理措施越完善，則會正面影響到派遣人員在要派公司的工作意願；另外，(3)派遣公司人力資源管理措施同時影響派遣人員對派遣公司的組織承諾，但要派公司人力資源管理措施則與情感性承諾及規範性承諾有關聯，(4)同時組織承諾也是人力資源管理措施與工作意願及離職傾向的中介角色。 研究結果不僅釐清派遣公司及要派公司管理制度在派遣人員知覺上的影響以及組織承諾扮演的角色外，也解釋了社會交換理論中缺乏討論的多重交換關係，另外也透過不同類型的組織承諾探討，發現組織承諾在複雜社會交換關係中的角色。最後則提出派遣管理意涵，以提供業者及相關研究者參考。 Dispatching employment had been an inextinguishable flame. Although labor associations emphasized the harmfulness of labor dispatching to human capital, to exist in the competitive environment, enterprises always try to find out the cost effective employment system under the labor legislation. Dispatching employment is composited from the tripartite coordination mechanism: the dispatching labor, the dispatching agency, and the client company. The three parts connect with laboring relations, working relations, and contract relations. The employment exist a huge diversity from the normal employment. Dispatching workers face the exchanging relation from the agent company and the client company, and the bilateral commitment are interacting. However, the previous discussions of social exchange theory are lack of the triangular perspective which is the most importance of the atypical employments. This research tries to understand the human resource management practices of the dispatching agent company to dispatching labor turnover intention. Besides, the social exchange theory and social identity theory are adopted to explain the role of organizational commitments. Applying HLM to analyze the data collected from 55 dispatching agent companies and 1085 dispatching employees, this research found (1) the more sophisticated of human resource management practices, the lower turnover intention of dispatching from the present agent company (2) The human resource management practices are also positive relate to the organizational commitment of dispatching employees to the dispatching agent company (3) Organizational commitments meditated the relationship between human resource management practices and turnover intention. The results not only clarify the relationship between human resource practices of client company and agent company to the dispatching workers’ perceptions, but also explain the multiple exchange relationships of social exchange theory which are lack of discussion in previous researches. Besides, the dimension based organizational commitments also provide a constructive perspective of the different roles of organizational commitments in the dispatching employment.
