臺灣博碩士論文加值系統

企業面臨全球競爭激烈的影響，逐漸將短期性與非核心的工作委託給派遣員工，以增加人力運用的彈性，形成不同身分員工並存於要派企業，不僅改變企業管理模式，也影響員工對於組織不公平不同的對待感受。本研究目的在瞭解不同雇用身分之員工對組織不公平、知覺主管不支持與離職傾向之關係，本研究對象以政府、法人機構及電信業之正職及派遣員工，回收有效問卷301份，其中包括正職員工161份、派遣員工140份。
本研究結果顯示，無論是正職或派遣員工，從組織不公平三個構面，分別為分配不公平、程序不公平及互動不公平與離職傾向呈顯著正相關。在知覺主管不支持方面，無論是正職員工或派遣員工，知覺主管不支持與離職傾向皆呈顯著正相關。根據本研究結果，提供給各要派企業管理實務建議，以及後續研究參考。

Facing with the intensive global competition, enterprise starts hiring temp instead of permanent for short term and non-technical assignments in order to improve workforce flexibility. The existence of both permanent employees and contract employees in an enterprise, has not only changed the management of enterprises, but also affected employees of their different treatment feeling of unfair by the organizations. The objective of this study is to understand relationship among the permanent and contract employees organizational injustice, perceived supervisor nonsupport and turnover intention. Data were obtained from a total of 301 valid questionnaires, including 161 permanent employees and 140 contract employees in government, non-profit organizations and telecommunication industry.
The results of the study indicated, both permanent with contract employees showed the significant positive correlation with turnover intention, in three aspects of organizational injustice that were distributive, procedural and interactional injustice. In the aspect of perceived supervisor nonsupport, both permanent with contract employees showed the significant positive correlation with turnover intention, and the permanent employees are higher than contract employees. According to the results of this study, the suggestions for managerial implications are proposed and the references for future studies are provided.

目錄......................................................................I
圖目錄....................................................................V
表目錄...................................................................VI
第一章 緒論...............................................................1
1.1 研究背景與研究動機..................................................1
1.1.1 研究背景........................................................1
1.1.2 研究動機........................................................2
1.2 研究重要性..........................................................4
1.3 研究目的............................................................4
1.4 研究流程............................................................5
第二章 文獻探討...........................................................7
2.1 正職員工與派遣員工身分特性..........................................7
2.2 組織不公平..........................................................8
2.2.1 分配不公平......................................................8
2.2.2 程序不公平......................................................9
2.2.3 互動不公平......................................................9
2.2.4 不同雇用身分（正職與派遣員工）與組織不公平的關係...............10
2.3 知覺主管不支持.....................................................12
2.3.1不同雇用身分（正職與派遣員工）與知覺主管不支持的關係............12
2.4 離職傾向...........................................................14
2.4.1離職傾向定義....................................................14
2.4.2離職類型........................................................14
2.4.3 不同雇用身分（正職與派遣員工）與離職傾向的關係.................15
2.5不同雇用身分 (正職與派遣員工) 對於組織不公平與離職傾向之間的關係....16
2.5.1 組織不公平與離職傾向之間關係...................................16
2.5.2 不同雇用身分員工對於組織不公平與離職傾向之間關係...............17
2.6不同雇用身分 (正職與派遣員工) 對於知覺主管不支持與離職傾向之間的關係19
2.6.1 知覺主管不支持與離職傾向之間關係...............................19
2.6.2 不同用身份員工對知覺主管不支持與離職傾向之間關係...............20
第三章 研究方法..........................................................21
3.1 研究架構與研究假說.................................................21
3.1.1 研究架構.......................................................21
3.1.2 研究假說.......................................................22
3.2 研究對象及研究程序.................................................22
3.2.1 研究對象.......................................................22
3.2.2 研究程序.......................................................23
3.3 研究變數的操作型定義與衡量工具.....................................23
3.3.1 組織不公平.....................................................23
3.3.2 知覺主管不支持.................................................24
3.3.3 離職傾向.......................................................25
3.3.4 控制變數.......................................................25
3.4 資料分析方法.......................................................25
3.4.1 描述性統計分析(Description Statistical Analysis)...............25
3.4.2 信度分析(Reliability Analysis).................................25
3.4.3 獨立樣本T檢定(Independent test)................................26
3.4.4 相關分析(Correlation Analysis).................................26
3.4.5 迴歸分析(Regression Analysis) .................................26
3.4.6 共同方法變異控制(Common Method Variance).......................26
第四章 資料結果分析 28
4.1 描述性統計分析.....................................................28
4.1.1 基本資料分析...................................................28
4.1.2 樣本特性分析...................................................29
4.2 信度分析...........................................................30
4.3 不同雇用身分員工對於各變數之差異分析...............................31
4.3.1 正職與派遣員工在組織不公平之差異...............................31
4.3.2 正職與派遣員工在知覺主管不支持之差異...........................31
4.3.3 正職與派遣員工在離職傾向之差異.................................32
4.3.4 正職與派遣員工在社會期許之差異.................................32
4.4 相關分析...........................................................32
4.5 階層迴歸分析.......................................................34
4.5.1 正職員工對於組織不公平與離職傾向之關係.........................35
4.5.2 派遣員工對於組織不公平與離職傾向之關係.........................35
4.5.3 不同雇用身分之員工對於組織不公平與離職傾向之差異...............35
4.5.4 正職員工對於知覺主管不支持與離職傾向之關係.....................36
4.5.5 派遣員工對於知覺主管不支持與離職傾向之關係.....................37
4.5.6不同雇用身分之員工對於知覺主管不支持與離職傾向之差異驗證........37
4.6 假說驗證結果.......................................................38
第五章 結論與建議........................................................40
5.1 研究結論...........................................................40
5.1.1 不同雇用身分與組織不公平的關係.................................40
5.1.2 不同雇用身分與知覺主管不支持的關係.............................40
5.1.3 不同雇用身分與離職傾向的關係...................................40
5.1.4 不同雇用身分對於組織不公平與離職傾向的關係.....................41
5.1.5 不同雇用身分對於知覺主管不支持與離職傾向的關係.................41
5.2 實務管理意涵.......................................................43
5.3 研究限制及對後續研究之建議.........................................43
參考文獻.................................................................45

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