派遣員工離職行為探討

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姓名

林俊龍(Chun-lung Lin) 查詢紙本館藏

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人力資源管理研究所在職專班

論文名稱

派遣員工離職行為探討
(Antecedents to Temporary Employee's Turnover)

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摘要(中)

近年來企業受到全球激烈競爭以及勞資關係日趨複雜的影響，逐漸將短期性或非核心的工作委託給派遣員工，以提高人力運用的彈性，降低長期用人的成本。惟派遣員工的高流動率，導致生產力下降、訓練成本提高，往往令要派公司未蒙其利，先受其害。因此找出影響派遣員工離職的因素並設法改善，已是刻不容緩的議題。
本研究根據文獻的研究結果並透過訪談，歸納出可能影響派遣員工離職的三個因素，分別為公平對待知覺、工作保障知覺以及選擇從事派遣工作的原因。以便利抽樣方式問卷調查三家派遣公司派遣至13家要派公司的98位派遣員工，測量他們對於這三項因素的認知程度，並記錄其在離職觀察期間的離職狀況。再將問卷調查結果以Binary Logistic Model及Survival Analysis進行分析，結果發現派遣員工對要派公司的公平對待知覺越高，較不容易離職。而派遣員工對要派公司的工作保障知覺與選擇從事派遣工作的原因，對離職行為並無顯著影響。

摘要(英)

Over the past decade, in response to the fierce global competition and complicated employee relationship, companies started to use temporary employees instead of permanent employees for peak season and non-technical assignment, so as to increase workforce flexibility and reduce cost of employment. Nevertheless, the low productivity and high training cost due to high turnover of temporary employees has resulted in low returns on adoption of temporary employees. Identification of factors affecting temporary employees’ turnover and ways of improvement has become an important management issue.
Based on the past empirical researches and a field survey, three factors related to temporary employees’ turnover was derived, including perception of fair treatment, perception of job security and reasons for pursuing temporary employment. Adopting convenience sampling, this study surveyed 98 temporary employees assigned to 13 client companies from 3 temporary help agencies, assessing their attitudes on aforecited factors and recording their turnover during the observation period. The survey result was analyzed with SPSS’s Binary Logistic Model and Survival Analysis. Results demonstrate support for negative effect of perception of fair treatment on temporary employees’ turnover, while the effects of perception of job security and reasons for pursuing temporary employment on turnover are not significant.

關鍵字(中)

★ 工作保障
★ 派遣員工
★ 勞動派遣
★ 離職行為
★ 公平對待

關鍵字(英)

★ temporary employee
★ job security
★ fair treatment
★ turnover

論文目次

第一章、緒論
第一節、研究背景與動機
第二節、研究目的
第三節、研究範圍
第四節、章節安排
第二章、文獻探討
第一節、公平對待知覺對派遣員工離職的影響
第二節、工作保障知覺對派遣員工離職的影響
第三節、選擇從事派遣工作的原因對派遣員工離職的影響
第四節、離職行為
第三章、研究設計與方法
第一節、研究架構
第二節、研究假設
第三節、研究對象與抽樣方法
第四節、變項的操作型定義與測量工具
第五節、資料分析方法
第四章研究結果
第一節、樣本敍述性統計分析
第二節、信度分析
第三節、迴歸分析
第五章、結論與建議
第一節、結論
第二節、管理實務之參考
第三節、研究限制及後續研究建議
參考文獻
附錄一、研究問卷

參考文獻

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周信旗 (2002)，人力資源彈性化任用管理之研究 – 以我國勞動派遣為例，國立中山大學人力資源管理研究所碩士論文
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指導教授

辛炳隆、劉念琪
(Ping-lung Hsin、Nien-chi Liu)

審核日期

2008-7-16

推文