派遣員工與正職員工 在組織承諾、工作投入差異之分析 ---以福利措施條件為干擾變項;Study on the differences between Dispatched Workers and Regular Workers on Orgazational Commitment and Job Involvement --The Moderating Role of Welfare Condition

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题名:	派遣員工與正職員工在組織承諾、工作投入差異之分析 ---以福利措施條件為干擾變項;Study on the differences between Dispatched Workers and Regular Workers on Orgazational Commitment and Job Involvement --The Moderating Role of Welfare Condition
作者:	祝康偉;Kan-Wei Chu
贡献者:	人力資源管理研究所碩士在職專班
关键词:	勞動派遣;工作投入;福利措施條件;組織承諾;welfare condition;orgazational commitment;job involvement
日期:	2006-06-20
上传时间:	2009-09-22 14:04:51 (UTC+8)
出版者:	國立中央大學圖書館
摘要:	本研究的目的，首先，在於了解派遣員工與正職員工是否會因僱用身份的不同，而產生組織承諾、工作投入的差異？其次，再探討派遣員工與正職員工，在組織承諾、工作投入兩個面向的負向關係，是否會因要派公司所提供的福利措施條件愈趨近而減弱。本研究以某派遣公司派至五家要派企業的派遣員工，並以1:1方式搭配該要派企業正職員工，共發放問卷1870 份，回收816份，有效問卷共656 份，由於本問卷量表都是引用國外常用的量表，所以其效度獲得大眾普遍認可，故在此不做量表的效度檢驗。只做Cronbach alpha 值檢定量表信度，再運用階層迴歸分析得到以下結論：一、派遣員工的價值承諾較正職員工為低。二、派遣員工的努力承諾較正職員工為低。三、派遣員工的留任承諾較正職員工為低。四、派遣員工的工作投入較正職員工為低。五、若要派公司給予派遣人員的福利措施條件，愈趨近正職人員時，派遣與正職人員的價值承諾負向關係會減弱。六、若要派公司給予派遣人員的福利措施條件，愈趨近正職人員時，派遣與正職人員的努力承諾負向關係會減弱。七、若要派公司給予派遣人員的福利措施條件，愈趨近正職人員時，派遣與正職人員的留任承諾負向關係會減弱。八、若要派公司給予派遣人員的福利措施條件，愈趨近正職人員時，派遣與正職人員的工作投入負向關係會減弱。 The purpose of this research is mainly at the investigation of the differences between Dispatched Workers and Regular Workers on Orgazational Commitment and Job Involvement to a company. The welfare items offered by the company who hires the dispatched workers has been factored into the relationship between the two different types employee and their orgazational commitment and job involvement to the organization. When the welfare condition reaching the same level in the two different type workers, will the negative relationship in dispatching workers and their orgazational commitment and job involvement lessen? In this research, a number of dispatched workers from one labor dispatching company an its 5 dispatched companies and a comparable number of formal staff in the 5 dispatched companies have been studied. Sending 1,870 questionnaires and 816 returned where 656 ones are valid. A worldwide accepted format is applied in the questionnaire, so the effectiveness analysis is not included. Here, Cronbach alpha is used and the conclusion is a result of the hierarchical recursive analysis. See below. 1. Dispatched workers have a lower value commitment than regular workers. 2. Dispatched workers pay less effort commitment than regular workers. 3. Dispatched workers have a lower retention commitment than regular workers. 4. Dispatched workers have a lower job involvement than regular workers. 5. If better welfare is given to dispatched workers, the negative relationship to the value commitment lessens. 6. If better welfare is given to dispatched workers, the negative relationship to the effort commitment lessens. 7. If better welfare is given to dispatched workers, the negative relationship to the retention commitment lessens. 8. If better welfare is given to dispatched workers, the negative relationship to the job involvement lessens.
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