臺灣博碩士論文加值系統

近年來，由於人力派遣興起，使得企業在僱用員工型態已經越來越多元化。過去在探討員工滿意度的相關研究當中，關於如何改善員工的工作品質並無考慮非線性的特性來加以探討，特別是針對派遣員工。因此，本研究將利用Kano模式的分析非線性滿意度的特性來進行派遣員工滿意度之分析，以了解派遣員工在Kano模式下的相關分類，並且結合重要度-滿意度模式來確認如何有效的改善派遣員工滿意度。
經本研究結果顯示，關於派遣員工的工作品質與滿意度確實存在非線性關係。另外，在改善派遣員工滿意度措施方面，可透過本研究在Kano模式與重要度－滿意度模式整合分析下，依據派遣員工工作品質當中的必需品質、有待改善區域、優越區域、不必費心區域、過剩區域、魅力品質作為要派公司及派遣公司改善派遣員工工作品質的優先順序，以滿足派遣員工的需求，提升派遣員工滿意度。

In recent years, the rise of labor dispatching, so firms employ staff has become increasingly diverse. Employees in the past relevant research on how to improve the work quality of staff does not consider non-linear features, especially for dispatched workers. Therefore, this study will use the Kano model features to be deployed employee satisfaction analysis, to understand the Kano model to send staff to the relevant categories, and integrate importance-satisfaction model to improve effectively the satisfaction of dispatched workers.
As the results show, nonlinear relationship exists between the work quality and the satisfaction of dispatched workers. Furthermore, in order to improve the satisfaction of dispatched workers, through integrated analysis of Kano model and importance-satisfaction model based must-be quality、to be improved area、excellent area、care-free area、suplus area and attractive quality to meet the needs of dispatched workers and increase the satisfaction of dispatched workers.

目錄
中文摘要 i
英文摘要 ii
誌謝 iii
目錄 iv
表目錄 vi
圖目錄 viii
第一章、緒論 1
第一節 研究動機 1
第二節 研究目的 2
第三節 研究流程 3
第二章、文獻探討 4
第一節 員工滿意度 4
第二節 激勵理論 8
第三節 人力派遣 15
第四節 Kano模式 26
第五節 重要度－滿意度模式 31
第三章、研究方法 33
第一節 研究架構 33
第二節 問卷設計 34
第三節 分析方法 35
第四章、資料實證與分析 39
第一節 樣本結構 39
第二節 信度與效度分析 41
第三節 差異性分析 42
第四節 Kano模式分析 53
第五節 重要度－滿意度模式分析 58
第五章、研究結論與建議 63
第一節 研究結論 63
第二節 研究建議 67
第三節 研究限制與未來研究建議 68
參考文獻 69
附錄 81

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