臺灣博碩士論文加值系統

近十年來，台灣銀行業經歷了一連串整體經營環境之遽變，這一連串的衝擊使得台灣銀行業的經營環境已經與以往的狀況有很大的不同。在競爭激烈的戰場中，誰能夠有效降低成本，提供創新服務，將決定誰是市場的贏家，人力派遣制度的運用也因而興起。過去之相關研究均證實了「人」為組織的寶貴資產。在當今的競爭態勢中，組織若想保有其競爭優勢，就應建立一套有效的策略性人力資源管理系統(對象包含正職與派遣員工)，以強化組織所擁有的人力資本。而金融業身為台灣派遣模式的最大宗使用者，對於重新思考及定位其與派遣員工間之關係，實是一個頗具意義，並且是相當重要的課題。

本研究旨在依據代理理論，切入要派企業之實務探討於人力派遣實務中的問題，建構一個「要派企業與派遣員工」之關係的觀念性研究架構。首先，於代理理論之相關文獻，本研究彙整歸納出資訊不對稱、目標不一致等因素，是導致要派企業與派遣員工在互動過程中所衍生出來的代理成本的主要成因。其次，本研究亦根據人力資源管理委外之相關文獻，彙整出誘因機制與信任之調節因素；這些行為規範有可能助於代理成本之降低，故對要派企業績效之提昇可能有正面影響。

本研究針對台灣四家銀行業，所收集的102對有效問卷，經實證結果顯示，代理問題與代理成本確實存在著顯著正向關係。此外，誘因機制與信任在「代理問題－代理成本」關係中，扮演著部分正向調節的角色。代理問題與組織績效間之關係亦會受到代理成本之部分中介效果所影響。此實證結果除了有其組織理論應用於策略性人力資源管理研究之學術意涵外，對實務界之運作亦提供了管理方向之參考。

Over the last decade, Taiwan's financial industry has undergone a series of changes in the overall business environment. In the competitive battlefield, which company can effectively reduce costs and provide innovative services, the market will decide who the winner is. As such, human agency practices are emerged. According to past research, "people" are the valuable assets of the organization. In today's competitive environment, if the organization would like to maintain its competitive edge, it should establish an effective strategic human resource management system (the target contains the traditional workers and the agency workers) to strengthen the organization's human capital. The banking and financial industry in Taiwan has employed the largest number of agency workers, it may be important to examine the relationship between user enterprise and agency workers from the agency theory perspectives.

Building on the agency theory, this study attempts to explore the human agency practices and develop a conceptual framework with regad to the relationship between user enterprises and agency workers. First of all, having reviewed the literature on agency theory, this study found that, in an interactive process of user enterprises and agency workers, information asymmetry and goal inconsistent might be the key antecedents of agency costs. Secondly, according to the relevant literature on human resources outsourcing, this study considers incentive mechanisms and trust as the potential moderators for that they may reduce the agency costs and have positive effects on the increased organizational performance.

This study sent out 102 pairs of questionnaires to four banks in Taiwan. The empirical results show that agency problems were positively related to agency costs. In addition, the incentive mechanisms and trust had partial and positive moderating effects on the relationship between agency problems and agency costs. Agency costs also partially mediated the relationship between agency problems and organizational performance. The implications of the findings and suggestions for future research are corrospondingly provided.

摘要 ii
目 錄 iv
圖目錄 v
表目錄 vi

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 4
第三節 研究流程 4
第二章 文獻探討 5
第一節 人力資源委外發展相關理論 5
第二節 人力派遣其相關概念 13
第三節 誘因機制 19
第四節 信任 26
第五節 組織績效衡量 30
第三章 研究方法 33
第一節 研究架構 33
第二節 研究假設 34
第三節 研究變數 35
第四節 問卷設計 36
第五節 抽樣方法 39
第六節 資料分析方法 41
第四章 實證分析 43
第一節 樣本基本特性分析 43
第二節 問卷效、信度分析與層次變數聚合要件 47
第三節 層級迴歸分析 52
第四節 研究假設檢定之結果 59
第五章 結論及建議 60
第一節 研究結果與討論 60
第二節 研究貢獻與研究限制 62
第三節 研究建議 64

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