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研究生:劉耀群
研究生(外文):Yao Chun Liu
論文名稱:派遣人力工作投入、工作滿意、組織承諾與工作績效之關係
論文名稱(外文):The Relationship among the Dispatched workers’ Job Involvement, Job Satisfaction, Organizational Commitment and Performance
指導教授:陳銘薰陳銘薰引用關係
指導教授(外文):Chen, Ming-Shiun
學位類別:碩士
校院名稱:國立臺北大學
系所名稱:企業管理學系
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2007
畢業學年度:95
語文別:中文
論文頁數:83
中文關鍵詞:派遣人員工作投入工作滿意組織承諾工作績效
外文關鍵詞:dispatched workersjob involvementjob satisfactionorganizational commitmentperformance
相關次數:
  • 被引用被引用:18
  • 點閱點閱:289
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:9
企業為精簡人事成本及保持競爭優勢,通常積極採用人力派遣制度。但當企業採用此一制度時,受派企業卻經常遭遇兩難的情況:高度人力運用彈性與提升受派員工人力績效很難兩者兼顧。本研究以受派遣人員為研究對象,探討派遣人員在沒有長期的承諾也無正式的、有形的契約規範行為之下的工作績效。研究受訪者不同的性別、年齡、婚姻狀況、教育程度、派遣年資、先前工作數等員工之基本屬性,探討派遣人員在工作投入、工作滿意、組織承諾與工作績效的關係,提供企業制定更完善的管理制度,作為任用與激勵派遣員工的參考,進而達到企業與派遣人員間雙贏的效果。

本研究利用敘述性統計分析、相關分析、單因子變異數分析及多元迴歸等分析工具,以性別、年齡、婚姻狀況、教育程度、派遣年資、先前工作數等特質將派遣人員分組,分析各組別的派遣人員之間的工作投入、工作滿意、組織承諾與工作績效之差異。研究結果發現教育程度、派遣年資對派遣人員在工作投入、工作滿意、組織承諾有顯著影響;工作投入、工作滿意與工作績效有正向相關。
In order to maintain the flexibility of staffing and competitive strength, companies intend to use more temporary workers. However, these sometimes put companies into dilemma, have flexibility of staffing and improve the performance of dispatched workers. This study focuses on the performance of dispatched workers who have neither long-term commitment nor formal contract.

By using biographical features of these workers to explain the difference of job involvement, job satisfaction, organization commitment and performance, this study would provide practical implications for companies to set up better human resource management plan in order to achieve win-win situation to both companies and temporary workers.

This research utilizes Descriptive Statistics Analysis, Reliability Analysis, One-way ANOVA , Correlation Analysis, Multi-regression Analysis to examine the performance of the workers among different groups such as gender, age, education, and the length of time in the temporary job. The result shows the performance of dispatched workers has positive relations with job involvement, job satisfaction and organizational commitment. There is positive relation between performance and job involvement, job satisfaction, and organization commitment.
中文論文提要 I
英文論文提要 II
目 錄 III
圖 次 IV
表 次 V

第一章 緒 論 1
第一節 研究背景 1
第二節 研究動機 2
第三節 研究目的 2
第二章 文獻探討 3
第一節 人力派遣 3
第二節 工作投入 7
第三節 工作滿意 10
第四節 組織承諾 17
第五節 工作績效 24
第六節 工作投入、工作滿意、組織承諾與工作績效間的關係 35
第三章 研究設計 39
第一節 研究架構及假說 39
第二節 各項變數操作型定義 41
第三節 研究對象及樣本回收 43
第四節 測量工具 43
第五節 資料分析與統計方法 45
第六節 問卷信度分析 46
第七節 研究限制 47
第四章 研究結果與分析 49
第一節 回收樣本與基本資料分析 49
第二節 工作投入、工作滿意、組織承諾與工作績效變異數分析 50
第三節 工作投入、工作滿意、組織承諾與工作績效的相關分析 58
第四節 工作投入、工作滿意、組織承諾與工作績效之迴歸分析 59
第五章 結論與建議 64
第一節 研究結果 64
第二節 研究建議 66
參考文獻 68
附錄 問卷 78
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王桂英(1997),非營利機構與營利機構人員事業生涯、工作滿意、組織承諾與離職傾向關 聯性之比較研究--以公立中小學教師與半導體產業員工為例,國立交通大學管理科學研究所碩士論文。
白景文(1997),企業如何運用工作滿意度至人力資源的管理,人力資源發展月刊,188會訊,2-3。
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李淑貞(2000),我國國稅稽徵人員工作滿足感之研究,成功大學企研所未出版碩士論文。
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李進明(2003),工作滿足、組織承諾及專業承諾關係之研究以國軍憲兵幹部為例,南華大學管理研究所碩士論文。
李黛華(2002),教育行政人員之教改壓力、工作投入及績效表現之研究,國立高雄師範大學成人教育研究所在職專班碩士論文。
房冠寶(2000),人格特質與工作績效的關聯性研究—以證劵業後勤行政人員為例。國立台灣科技大學管理研究所,未出版碩士論文。
房美玉(2000),半導體產業人力資源管理與組織競爭力之研究:由人力資源管理與薪酬制度對工作動機及工作表現的角度來探討,行政院國家科學委員會專題研究計畫成果報告。
林宜珍(2002),工作特性、管理模式與工作滿足、組織承諾關係之研究─以流通業個案為例,中央大學人力資源管理研究所碩士論文
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林長毅(2000),印刷業員工對薪酬制度滿意度及工作投入之研究,華岡印刷傳
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林澄貴(2001),知識管理、工程專業人員核心能力與工作績效關係之研究-以中鋼公司為例,國立中山大學人力資源管理研究所碩士論文。
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柯惠玲(1993),工作滿足之工作績效與離職傾向之關係研究,國立政治大學企業管理研究所碩士論文。
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