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姓名 張雅婷(Ya-Ting Chang)  查詢紙本館藏   畢業系所 人力資源管理研究所
論文名稱 派遣員工組織公民行為決定因素的研究
(A Study of Organizational Citizenship Behavior of Contingent Workers in Taiwan)
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摘要(中) 企業為了提升管理彈性,減低固定成本,大量雇用各種類型的非典型員工如派遣員工、部分工時的員工、臨時性員工、半退休員工等。但在此同時雇主又希望這些低成本、無固定工作的員工能與正職員工有相同或更佳的表現。企業主如何在高彈性、低成本、高工作意願、高承諾之間取得一個魚與熊掌兼得的雙贏策略,這是二十一世紀人力資源主管面臨的一大挑戰。從社會交換理論的觀點,派遣員工與傳統正職員工所接受到的誘因是不同的,比如,他們在要派公司中所獲得的工作福利、升遷、穩定的工作機會與長期的聘僱承諾等條件大多低於正職員工。企業面如何能兼顧企業用人彈性的需求,又使派遣員工對企業保有組織承諾與高度投入工作?現有研究指出,發展派遣員工的組織公民行為是關鍵。然而,哪些是影響員工組織公民行為的因素?學者們指出員工對組織的心理契約、組織承諾與工作滿足是重要的影響因素。
本研究採用立意抽樣問卷調查法,對北部地區有聘用派遣員工的銀行發放問卷。為了避免共同方法變異,本研究乃採配對問卷,研究問卷區分為正職員工與派遣員工兩種,分別由在銀行任職的派遣員工與該位派遣員工的直屬主管;以及正職員工與該位正職員工的直屬主管進行填答。問卷發放期間為2006年10月至2007年2月,共計約為五個月。針對正職員工及派遣員工分別發出200組問卷,共計400組問卷。回收308組問卷,剔除無效問卷後,正職員工之有效問卷為104組,派遣員工之有效問卷為119組,共計223組有效問卷,回收率約為56%。
經相關性分析結果顯示派遣勞工的組織承諾、心理契約以及工作滿意與自變項組織公民行為呈中度正相關。另外根據迴歸分析衡量結果指出工作滿意、心理契約與依變數組織公民行為有顯著解釋能力。
本研究證實,雖然勞動派遣員工是建立於交易型的僱傭關係上,但是只要要派公司能提高其工作滿足之程度,派遣員工仍然願意表現出本分外的積極行為。
摘要(英) This thesis is a study of contingent workers in Taiwan. In recent years companies in Taiwan tend to employ more and more contingent workers, however they face the dilemma of flexible (i.e. low fix-cost) work force V.S. high performance. It is a general rule that contingent workers enjoy less tangible and intangible benefits from their jobs as compared with regular employees. Thus according to social exchange theory, these contingent workers are expected to be less committed to their work and have lower performance than their counterparts, regular employees. However some studies have pointed out that one of the optimal solutions to this dilemma is for the company of employing contingent workers to cultivate the organizational citizenship behavior (OCB) of these workers.
In this study we study the three factors which affect workers’ organizational citizenship behavior, they are: perceptions of the psychological contract with their employer, organizational commitment, and work satisfaction.
We tested our hypotheses on a random sample of 119 contingent workers, and 104 regular workers from more than 10 banking institutions in Taiwan. We also collected self-reported and supervisory-reported questionnaires from these workers and their immediate supervisors.
Our data support or partially support our hypotheses that 1) there is an association between the perceptions of organizational commitment and OCB of the workers, 2) there is an association between perceptions of psychological contract and OCB, 3) contingent workers engage less in psychological contract than regular workers, 4) there is an association between work satisfaction and OCB. Policy implications of these findings are also discussed in the final section of this thesis.
關鍵字(中) ★ 組織公民行為
★ 組織承諾
★ 心理契約
★ 工作滿意
★ 派遣員工
關鍵字(英) ★ organizational citizenship behavior
★ psychological contract
★ organizational commitment
★ works satisfaction.
★ contingent workers
論文目次 目錄………………………………………………………………………i
圖目錄…………………………………………………………………iii
表目錄…………………………………………………………………iii
第一章 緒論.............................................1
第一節 研究背景與研究動機.................................1
第二節 研究目的...........................................2
第二章 文獻回顧.........................................3
第一節 勞動派遣的定義.....................................3
第二節 各國派遣業的發展歷史與概況.........................4
第三節 組織公民行為的意涵................................10
第四節 影響組織公民行為的因素............................10
第三章 研究架構與研究方法 .............................15
第一節 研究架構..........................................15
第二節 研究方法..........................................16
第三節 量表衡量..........................................16
第四節 信效度分析........................................18
第五節 研究對象與資料蒐集方法............................26
第四章 研究結果..........................................27
第一節 樣本特性.........................................27
第二節 多元迴歸分析......................................29
第三節 小結..............................................31
第五章 結論與建議......................................34
第一節 研究結論........................................34
第二節 管理意涵....................................... 37
第三節 後續研究與建議..................................39
第四節 研究限制........................................40
參考書目.................................................41
附件一...................................................46
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指導教授 李誠(Joseph S. Lee) 審核日期 2007-7-9
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