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| DC 欄位 | 值 | 語言 |
|---|---|---|
| dc.contributor.advisor | 戚樹誠 | |
| dc.contributor.author | Chia-Hua Lin | en |
| dc.contributor.author | 林佳樺 | zh_TW |
| dc.date.accessioned | 2021-06-08T06:08:44Z | - |
| dc.date.copyright | 2007-07-26 | |
| dc.date.issued | 2007 | |
| dc.date.submitted | 2007-07-15 | |
| dc.identifier.citation | 一、中文部份
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| dc.identifier.uri | http://tdr.lib.ntu.edu.tw/jspui/handle/123456789/25314 | - |
| dc.description.abstract | 因應目前社會的變遷以及公司組織結構、工作型態的轉變，「人力派遣」這個名詞已經逐漸受到大家的注意與討論，企業為了面對微利時代的環境，同時讓資源分配更具彈性與效率，且達到節省費用、降低成本的目的，人力資源的彈性運用正是一個趨勢。人力派遣的使用有其優點及缺點，對派遣員工本身而言，究竟人力派遣制度的整體組織制度設計是否有助於他們對要派公司產生組織認同？要派公司主管與同事的支持又會為派遣員工帶來什麼影響？這是本篇研究想加以探討的。所以將分別從要派公司提供的工作條件與福利出發，再加上主管支持與同事支持，對於人力派遣員工的組織認同及工作滿足做前因之探討。
研究進行的方式主要使用問卷調查，尋找有運用人力派遣的公司來進行問卷的發放，部份派遣員工訪談為輔，在問卷蒐集的過程中，直接從要派公司進行問卷的發放，總共發放了11間公司，發出115份問卷，最後有效問卷為86份。所發放的這些要派公司產業則包含金融業、資訊科技業、製造業等；大部分的要派公司為外商，少數為本土企業，公司員工人數規模則介於300~11000左右不等。 研究結果發現，在要派公司提供的工作條件與福利中，當要派公司能提供愈多的在職訓練機會，派遣員工的組織認同會愈高；而當人力派遣員工能獲得要派公司所給予的年終獎金回饋以及愈好的工作待遇，其工作滿足的程度會愈高，也代表了對於實際薪酬的操作的確能對派遣員工造成影響。 在主管支持與同事支持方面，研究發現主管支持與組織認同間確實存在顯著的正向關係，而同事之間的關係因為包含的面向較廣，所以同事支持的影響力可能不會完全反應在組織認同上；對於工作滿足的影響，可發現主管支持及同事支持與工作滿足間存在顯著的正向關係，表示當人力派遣員工在要派公司內感受到的主管支持以及同事支持愈多，則人力派遣員工所產生的工作滿足程度將會愈高。 | zh_TW |
| dc.description.abstract | Responding to the change of company structures and working type, “contract workers” have been common in the working environment. In order to decrease the costs, and also let the resource distribution more flexible and efficient, enterprises want to make use of human resource management. However, using the contract workers in the companies has its advantages and disadvantages. This research want to know the influences of system designs toward the contract workers and also what factors would have the impact on organizational identification and job satisfaction.
This research uses the questionnaire to collect the majority of the data and information. Find the companies that make use of the contract workers and ask for the help. Eventually there are 115 questionnaire issued and 86 are useful. The industries includes finance companies, IT companies, and manufacturing companies. The result in this research is found that when the companies can provides more on-job training, organizational identification of contract worker would be higher. And when contract workers can gain more rewards and salaries, they would have higher degree of job satisfaction. It also means the handle of actual salaries and reward could have impact on contract workers. The result is also found that organizational identification and the support from director have obviously positive relationship. The influence of the support from colleagues doesn’t respond to organizational identification. However, the support from directors and colleagues indeed have positive influences towards job satisfaction. | en |
| dc.description.provenance | Made available in DSpace on 2021-06-08T06:08:44Z (GMT). No. of bitstreams: 1 ntu-96-R94741023-1.pdf: 372606 bytes, checksum: 97098100865b686594ecce2afc43e772 (MD5) Previous issue date: 2007 | en |
| dc.description.tableofcontents | 第一章 緒論..................................1
第一節 研究背景與動機......................1 第二節 研究目的............................3 第二章 文獻探討..............................4 第一節 人力派遣............................4 第二節 影響派遣員工工作態度的可能因素......9 第三節 組織認同...........................12 第四節 工作滿足...........................13 第三章 研究方法.............................15 第一節 研究架構...........................15 第二節 研究假設...........................16 第三節 研究設計...........................17 第四節 分析方法...........................20 第四章 資料分析與結果.......................21 第一節 描述性統計分析.....................21 第二節 因素分析與信度分析.................24 第三節 相關分析...........................28 第四節 研究假設之驗證.....................30 第五章 結論與建議...........................34 第一節 研究結果...........................34 第二節 研究貢獻及實務管理意涵.............36 第三節 研究限制...........................36 第四節 對未來研究的建議...................37 參考文獻.....................................38 一、中文部份...............................38 二、英文部份...............................39 附錄.........................................42 | |
| dc.language.iso | zh-TW | |
| dc.subject | 同事支持 | zh_TW |
| dc.subject | 非典型僱用 | zh_TW |
| dc.subject | 人力派遣 | zh_TW |
| dc.subject | 組織認同 | zh_TW |
| dc.subject | 工作滿足 | zh_TW |
| dc.subject | 主管支持 | zh_TW |
| dc.subject | Contract Workers | en |
| dc.subject | Social support | en |
| dc.subject | Job Satisfaction | en |
| dc.subject | Atypical Employment | en |
| dc.subject | Organizational Identification | en |
| dc.title | 人力派遣員工的組織認同及工作滿足之前因探討 | zh_TW |
| dc.title | Investigating the Antecedents of Organizational Identification and Job Satisfaction of Contract Workers | en |
| dc.type | Thesis | |
| dc.date.schoolyear | 95-2 | |
| dc.description.degree | 碩士 | |
| dc.contributor.oralexamcommittee | 羅新興,諸承明 | |
| dc.subject.keyword | 非典型僱用,人力派遣,組織認同,工作滿足,主管支持,同事支持, | zh_TW |
| dc.subject.keyword | Atypical Employment,Contract Workers,Organizational Identification,Job Satisfaction,Social support, | en |
| dc.relation.page | 45 | |
| dc.rights.note | 未授權 | |
| dc.date.accepted | 2007-07-17 | |
| dc.contributor.author-college | 管理學院 | zh_TW |
| dc.contributor.author-dept | 商學研究所 | zh_TW |
| 顯示於系所單位： | 商學研究所 | |
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