博碩士論文 93437006 詳細資訊




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姓名 王至中(Chih-Chung Wang)  查詢紙本館藏   畢業系所 人力資源管理研究所在職專班
論文名稱 影響派遣勞工工作投入及離職傾向相關因素之研究
(The study on “The Factors influence the Job Involvement and Turnover Intention of the dispatched workers”)
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摘要(中) 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。
摘要(英) 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.
關鍵字(中) ★ 情感性組織承諾
★ 組織公平認知
★ 工作價值觀
★ 投入派遣的意願
★ 勞動派遣
★ 離職傾向
★ 工作投入
★ 內外控人格特質
關鍵字(英) ★ Dispatched worker
★ Willing to get into dispatched job
★ Organizational Justice Cognition
★ Affective Commitment
★ Job Involvement
★ Turnover Intention
★ Locus of Control
★ Work Values
論文目次 第一章 緒論
第一節 研究動機 1
第二節 研究目的 4
第二章 文獻探討
第一節 勞動派遣 5
第二節 工作投入 10
第三節 離職傾向 12
第四節 投入派遣的意願與派遣勞工的行為 15
第五節 內外控人格特質與派遣勞工的行為 18
第六節 工作價值觀與派遣勞工的行為 21
第七節 組織公正認知與派遣勞工的行為 25
第八節 情感性組織承諾與派遣勞工的行為 30
第三章 研究方法
第一節 研究架構與研究假設 32
第二節 研究對象與施測過程 34
第三節 研究變項的操作型定義 35
第四節 研究變項的衡量工具 38
第五節 統計分析方法 42
第四章 研究結果與分析
第一節 樣本資料分析 43
第二節 問卷信度分析 46
第三節 相關性分析 47
第四節 廻歸分析 51
第五章 結論與建議
第一節 研究結論 57
第二節 管理意涵 60
第三節 研究限制及後續研究建議 62
參考文獻 64
附錄:研究調查問卷 75
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指導教授 林文政(Wen-Cheng Lin) 審核日期 2006-7-11
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