臺灣博碩士論文加值系統

在面對全球化的競爭趨勢，勞工成本的考量之下，人力派遣在我國當前產業的人力運用具有發展性和特殊性並逐漸被大家所關注，其除了派遣人數逐年增加之外，其異於一般勞雇關係，涉及派遣機構、要派機構及派遣勞工三方面所延伸之複雜的勞資關係。因此本研究將探討依據104人才派遣中心2008年6月統計目前派遣類型比例最高的「行政及總務工作類型的派遣人員」為標的，選擇政府機構委外行政庶務人員為研究對象。根據過去相關文獻，發現探討人力派遣於組織內關係治理、關係品質與職場靈性之關連性研究非常匱乏。

有鑑於此，本研究採用Zaheer and Venkatraman(1995)所提出之關係治理(relational governance)模式，Walter, Muller, Helfert and Ritter(2003)之關係品質模式(relationship quality)及Ashmos and Duchon (2000)之職場靈性(workplace spirituality)模式為理論基礎，試圖建構較具信、效度的「人力派遣於組織內關係治理(層級控制程度與共同活動)、關係品質(組織信任、組織承諾與工作滿意度)對職場靈性(內在自我生活、有意義的工作與社群關係)」的各項可能影響因素之關連性，以提供要派單位、派遣單位作為組織管理與策略規劃之參考、建議。

本研究以南部地區政府機構與勞工就業服務相關單位派遣人力為研究對象，針對人力派遣公司所屬派遣人員資料及自行訪查政府機構與就業服務單位所屬派遣人員，採用問卷調查方式對249位派遣人員進行研究。研究結果顯示派遣人員之關係治理與關係品質具有正向顯著影響關係，關係品質與職場靈性部份具有正向顯著影響關係，關係治理與職場靈性大多具有正向顯著影響關係。本研究建議派遣機構應重視並關懷派遣勞工，使派遣勞工對派遣機構產生認同感，建立信心和工作滿意度；要派機構應主動釋出善意，使派遣勞工對要派機構產生歸屬感，加強關係品質以提高職場靈性；派遣勞工應對派遣機構與要派機構給予信任和信賴，提昇整體工作滿意度，透過自我與群體組織力量，在職場中豐富個人內在和外在生活，追求更有意義的生活和信念。

acing up to the global competition trend and the labor cost consideration, the dispatch workforce has a development and specificity in our industry and we concern it gradually. The number in dispatch workforce increases every year and the complicated Employee-Employer relationships are between the leasing company professional employer organization, client company and leased employees. Therefore, this study will examine the statistics which are from the 104 dispatching center in June 2008. The highest proportion of the dispatching type is "administrative and general type work " and we use that as our main subject. Then we select the government outsourcing administrative staff to be our study object. Based on the past references and we find those researches about the relationships between relationship governance, relationship quality, workplace spirituality in manpower dispatching are very scarce.

Therefore, this study uses the model which Zaheer and Venkatraman (1995) proposed relationship governance, Walter, Muller, Helfert and Ritter (2003) of relationship quality and Ashmos and Duchon (2000) of workplace spirituality. We try to build the relationships of the factors which are between relationship governance in dispatch workforce (hierarchical control management, collective activities), relationship quality (organizational trust, organizational commitment and job satisfaction), workplace spirituality (inner self life, significant works and social groups). From these, we hope to find out some suggestions of organization management and strategy planning for the demanded organizations and dispatching agencies.

This study uses the southern regional government organizations and dispatch workforce in the labor employment service organizations as our subjects. We collect the questionnaires from 249 dispatched workers who belong to the leasing company professional employer organization and government employment service organizations. This study results show that there is a positive significant effect on relationship between relationship governance and relationship quality in those dispatched workers. Relationship quality and workplace spirituality have a partial positive significant effect on relationship. Relationship governance and workplace spirituality have a most positive significant effect on relationship. This study suggests that leasing company professional employer organization should pay attention on and care about the leased employees. It will make leased employees identify with dispatching agencies, build the confidence and have the job satisfaction. The client company should show goodwill. It will make the leased employees identify with the demanded organization, enhance relationship quality and level up workplace spirituality. The leased employees should trust leasing company professional employer organization and client company the to improve the overall job satisfaction. Through the force of self and group organization, the leased employees can enrich their inner and outer life in the workplace, then pursuit a meaningful life and conviction.

目錄
中文摘要 ……………………………………………………………… Ⅰ
英文摘要 ……………………………………………………………… Ⅱ
誌謝 …………………………………………………………………… Ⅲ
目錄 …………………………………………………………………… Ⅳ
圖目錄 ………………………………………………………………… Ⅷ
表目錄 ………………………………………………………………… Ⅸ
第一章 緒論 ………………………………………………………… 1
1.1 研究背景 ………………………………………………………… 1
1.2 研究動機 ………………………………………………………… 2
1.3 研究目的 ………………………………………………………… 3
1.4 研究流程 ………………………………………………………… 3
第二章 文獻探討 …………………………………………………… 5
2.1 人力派遣之相關文獻 …………………………………………… 5
2.1.1 人力派遣之定義 …………………………………………… 5
2.1.2 人力派遣的興起和發展 …………………………………… 6
2.1.3 人力派遣之三角關係 ………………………………………… 10
2.1.4 人力派遣的型態 ……………………………………………… 11
2.1.5 人力派遣對勞資關係的影響與衝擊 ……………………… 11
2.1.6 人力派遣小結 ……………………………………………… 12
2.2 關係治理之相關文獻 …………………………………………… 14
2.2.1 關係治理之定義 …………………………………………… 14
2.2.2 關係治理之影響構面 ……………………………………… 14
2.2.3 關係治理小結 ……………………………………………… 17
2.3 關係品質之相關文獻 ……………………………………………… 19
2.3.1 關係品質之定義 ……………………………………………… 19
2.3.2 關係品質之構面 ……………………………………………… 20
2.3.3 關係品質小結 ………………………………………………… 22
2.4 職場靈性之相關文獻 ……………………………………………… 24
2.4.1 職場靈性之定義 ……………………………………………… 24
2.4.2 職場靈性之構面 ……………………………………………… 25
2.4.3 職場靈性小結 ………………………………………………… 27
第三章 研究方法……………………………………………………… 28
3.1 研究架構 ……………………………………………………… 28
3.2 研究變數之操作型定義 ………………………………………… 29
3.3 研究假設 ……………………………………………………… 30
3.4 研究對象和抽樣方法 …………………………………………… 32
3.5 問卷設計 ………………………………………………………… 32
3.6 資料分析方法 …………………………………………………… 37
第四章 研究結果與分析 ……………………………………………… 40
4.1 問卷回收………………………………………………………… 40
4.2 樣本特性分析…………………………………………………… 40
4.3 信度分析………………………………………………………… 43
4.4 效度分析………………………………………………………… 44
4.5 研究變項之敘述性統計分析……………………………………… 44
4.5.1關係治理之敘述性統計分析…………………………………… 44
4.5.2 關係品質之敘述性統計分析………………………………… 48
4.5.3 職場靈性之敘述性統計分析………………………………… 52
4.6 研究變項之t檢定………………………………………………… 57
4.6.1 性別之t檢定分析 …………………………………………… 57
4.6.2 婚姻狀況之t檢定分析 …………………………………… 59
4.6.3 是否與家人同住之t檢定分析 …………………………… 60
4.7 研究變項之單因子變異數分析(ANOVA) ………………………… 62
4.7.1 年齡之單因子變異數分析(ANOVA) ………………………… 62
4.7.2 子女數之單因子變異數分析(ANOVA) ……………………… 66
4.7.3 扶養親屬人數之單因子變異數分析(ANOVA) ……………… 70
4.7.4 最高學歷之單因子變異數分析(ANOVA) …………………… 74
4.7.5 工作年資之單因子變異數分析(ANOVA) …………………… 78
4.7.6 從事現職工作年資之單因子變異數分析(ANOVA) ………… 83
4.7.7 從事正職(非派遣)工作年資之單因子變異數分析(ANOVA) 86
4.7.8. 從事派遣工作年資之單因子變異數分析(ANOVA) ……… 91
4.8 相關性分析………………………………………………………… 95
4.8.1派遣人員對各變項在要派單位之相關分析…………………… 95
4.8.2派遣人員對各變項在派遣單位之相關分析…………………… 96
4.9 迴歸分析 ………………………………………………………… 96
4.9.1派遣人員對各變數在要派單位之迴歸分析…………………… 96
4.9.2派遣人員對各變數在派遣單位之迴歸分析…………………… 100
第五章 結論與建議……………………………………………………… 106
5.1 研究結論…………………………………………………………… 106
5.2 管理實務意涵……………………………………………………… 107
5.3 研究限制…………………………………………………………… 108
5.4 後續研究建議……………………………………………………… 109
5.4.1 本研究結果建議……………………………………………… 109
5.4.2 後續研究建議………………………………………………… 110
參考文獻 ………………………………………………………………… 111
附錄 …………………………………………………………………… 122

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