臺灣博碩士論文加值系統

台灣高科技廠商以持續降低生產成本來創造價格上之競爭優勢，但近年來，台灣企業面對市場環境快速變化與景氣波動的影響之下，成本控管壓力愈來愈大，尤其在在人力資源政策方面，許多企業在必要時刻執行裁員政策來舒緩因應高人力成本壓力。企業為減少組織經營上的人力成本，除了裁員之外，更彈性多樣化的人力僱用方式－「人力委外」，成為另一種解決途徑。本研究針對人力委外相關文獻進行探討，並結合業界實務之訪談結果，歸納出企業採用人力委外的動機因素主要分為成本導向、需求導向與策略導向。本研究問題為探討人力委外動機與委外決策影響因素是否會影響或改變企業採用委外人力類型之決策。而本研究結果顯示，成本導向之人力委外動機驅使企業傾向採用部份工時工與派遣人員；而需求導向之人力委外動機驅使企業傾向採用定期契約工。然而委外決策影響因素「交易成本」與「人力內部化程度」，在大部分委外人力皆為非核心人力情況下，無法證明其可以改變或影響企業選擇委外人力類型之決策。

High-tech enterprises always create the competitive advantage by continuing reducing production costs. But in recent years, under the condition of rapid change of market and economic climate, it becomes more difficult to control costs, especially in human resource policy. As a result, many enterprises execute the policy of laying off their employees to ease the pressure of high labor cost in hard time. However, layoff is not the only way to reduce human resource cost. Human resource outsourcing which is more flexible and diversified becomes another better solution. This study discussed the related papers of human outsourcing and combined with practical interview findings has concluded the motivation factors about executing human resource outsourcing policy, that can be divided into cost-oriented, demand-oriented and strategy-oriented. The research aims to discuss whether the motivation and impact factors of human resource outsourcing would affect or change the type of human resource outsourcing enterprises adopt. We find cost-oriented human resource outsourcing make enterprises tend to adopt Dispatched Employment and Part-Time Employment. Demand-oriented human resource outsourcing make enterprises tend to adopt Short-Term Employment. Besides, transaction costs and the degree of internal manpower are the effect factors of human resource outsourcing policy cannot prove to alter or affect manufacturer’s decisions to choose the type of human resource outsourcing.

誌 謝 ii
摘 要 iii
Abstract iv
目 錄 v
表目錄 vii
圖目錄 ix

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 3
第三節 研究結構與流程 4

第二章 文獻探討 6
第一節 委外定義 6
第二節 委外決策影響因素 12
第三節 人力委外 22

第三章 研究方法 34
第一節 研究架構 34
第二節 研究變項之操作型定義 35
第三節 研究假設與推論 38
第四節 研究設計 40
第五節 資料抽樣與分析方法 42

第四章 研究分析 45
第一節 受測廠商樣本分析 45
第二節 因素分析 49
第三節 信度與效度分析 58
第四節 區別分析 61
第五節 多項式邏輯斯迴歸分析 66

第五章 結論與建議 71
第一節 研究結果 71
第二節 研究貢獻 75
第三節 未來研究建議 76
第四節 研究限制 77

參考文獻 78
附錄一 83
附錄二 86

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