影響派遣公司員工離職傾向因素之研究

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Please use this identifier to cite or link to this item: https://irlib.pccu.edu.tw/handle/987654321/24002

Title:	影響派遣公司員工離職傾向因素之研究 The study on “ Factors influencing the Turnover intention of dispatched workers
Authors:	陳啟哲
Contributors:	國際企管管理研究所碩士在職專班
Keywords:	人力派遣 dispatched labor 離職傾向 turnover rate 組織承諾 commitment to organizations
Date:	2010
Issue Date:	2013-01-16 11:05:40 (UTC+8)
Abstract:	隨著資訊科技的進步，企業面臨「全球競爭」與「科技革新」的挑戰，為了應付高度產業全球化與競爭，除了積極在技術上創新，保持核心競爭力外，也更審慎在人力上保持彈性與精簡，以求迅速回應瞬息萬變的市場及大環境。人力派遣不但可提供企業所需的勞動彈性外，同時可免除部分雇用責任，並且讓企業具掌握勞工之權利。本研究期望從管理層面上，去降低派遣員工的離職傾向，在廣泛彙整過去相關文獻後，將影響離職傾向之因素區分成三大構面十個變項，藉由問卷調查及統計分析的結果探討各個變項對離職傾向的影響關係與關係強度。經實證分析結果得知，在個人因素構面中，年齡、婚姻狀態、教育程度、工作滿意度與組織承諾等變項對派遣員工的離職傾向有顯著影響；其中婚姻狀態與組織承諾變項更是主要影響因素；在組織因素構面部分，工作性質與薪酬滿意度變項對派遣員工的離職傾向有顯著負向關係。因此，派遣企業在招募新進員工時，可針對員工個人特質部分先作篩選，增加派遣員工流動的穩定性，並且提升員工的工作滿意度及薪酬滿意度來增加派遣員工對組織承諾，藉此強化派遣員工對要派公司的工作投入程度，達到降低離職率和提昇工作績效。 According to the rapid changes of information technology in the world, enterprises face to the chal-lenges of global competition and innovating technology. In order to deal with these challenges, enterprises should aggressively react to the changes of market and environment not only to sustain the core competitive-ness by innovating techniques but also to keep circum-spect with the flexibility and simplify of human re-sources. Enterprises can maintain flexibility of human resources by adopting outsourced labor. By doing that, enterprises can partially eliminated liability of em-ployment and gain advantages of direct management with high efficiency. The expectation from this study is to discover how to reduce turnover rate of dispatched labors from the perspectives of management. Based on the summari-zation of published literatures, the factors of separation intention can be structured by three categories with ten variables. Also, in order to find the connection be-tween separation intention and factors, methodologies of questionnaire and statistical analysis are adopted in this study. The empirical analysis result shows that age, mar-riage, education, job satisfaction and commitment to organization in the personal category have high effect ratio to the separation intention of dispatched labors. Especially, two variables, marriage and commitment, are the most important factors. In the organization category, job and compensa-tion satisfaction have a strong negative connection to the turnover rate. Therefore, the labor providers can conduct personal attribute analysis in order to enhance stability at client side, while recruiting new employees. Moreover, to improve job and compensation sat-isfaction can increase the commitment to organizations and also can strengthen intention of job involvement. The overall improvement can reduce turnover rate and enhance performance as well.
Appears in Collections:	[Department of Business Administration & Graduate Institute of International Business Administration ] Thesis

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