正式員工與派遣員工之工作態度與工作績效的比較─以中華電信公司為例

The Comparison of the Working Attitudes and Performance between Regular Workers and Dispatched Workers---- Taking Chunghwa Telecom as an example

吳傳慧(Chuan Hui Wu)

指導教授 ： 黃國隆

淡江大學/管理學院/管理科學研究所企業經營碩士在職專班/碩士(2005年)

https://doi.org/10.6846/TKU.2005.00762

摘要

如何有效提昇企業競爭力，一直是企業追求的目標，藉由僱用派遣員工來節省人事費用的支出，是目前許多企業降低人事成本的策略。94年7月1日新勞退制度實施後，將會有更多的企業基於成本考量，大量僱用派遣員工。就企業經營效率而言，彈性人力的運用，確實能為企業帶來節省人事成本的直接效益。但相對地，對於派遣員工而言，人力彈性化的派遣也意味著工作沒有保障、薪資福利不如正式員工。這些派遣員工被派遣至要派公司，與要派公司的正式員工一起工作時，會不會因為同工不同酬的問題，而產生在工作態度與工作績效上表現欠佳的問題。
本研究以中華電信北區分公司客戶服務專線之正式員工與派遣員工，以及這兩類員工之直屬主管為調查對象；其中，主管問卷共發出200份，回收185份；員工問卷發出500份，回收365份。本研究主要探討不同類型與不同個人背景(如性別、年齡、婚姻狀況、年資、學歷等)之員工其在工作態度(包含工作滿足、組織承諾、組織公民行為)以及工作績效上是否有顯著的差異存在。本研究依據資料類型分別進行t檢定與單因子變異數分析(one-way ANOVA)。
研究結果顯示，正式員工在工作態度與工作績效等各方面表現均較派遣員工為佳；又針對個人背景之差異性分析結果顯示，正式員工方面，女性員工、年齡在31歲以上、已婚者、工作年資在2年以上、及學歷在高中職以上者表現較佳；派遣員工方面，則是以男性員工、年齡在31歲以上、已婚者之表現較佳。

關鍵字

派遣員工 ； 工作態度 ； 工作滿足 ； 組織承諾 ； 組織公民行為 ； 工作績效

並列摘要

How to elevate the competitive abilities has long been the ultimate goals for business enterprises. Hiring dispatched workers is the major strategy to reduce personnel expenditure for most business enterprises. Furthermore, as the new retirement regulation for worker is in place on 1 July, 2005, more enterprises will employee a large amount of dispatched workers to reduce the cost of administrative management. To the business enterprises, the flexibility of man power is beneficial due to less personnel cost. However, to dispatched workers, the flexibility means less job security, salary as well as welfare than regular workers. As a result, while dispatched workers are working with regular workers, the disadvantages may have negative influences on their working attitudes and working performances.

The subjects of the research are regular and dispatched workers as well as their superiors working in the Customer Service Line of the North Branch of Chunghwa Telecom. Among 500 questionnaires distributed to workers, 365 were collected. At the same time, 185 questionnaires were collected among 200 from superiors. To find out if there are significant differences in workers’ working attitudes and performance, including their job satisfaction,organizational commitment and OCB, job types as well as personal backgrounds, such as sex, age, marital status, seniority, and education, are variations in the analysis. The collected data has been analyzed respectively by t test and one-way ANOVA.
The result of the research shows that in general regular workers are better than dispatched workers on both working attitudes and performance. However, the findings of the differences for personal backgrounds are interesting. For regular workers, the married female regular workers whose ages are under 31 and educational levels are above high school with a working experience over 2 years are usually better in their job performance than other regular workers; on the other hand, for dispatched workers, the married male dispatched workers whose ages are over 31 are better in their job performance than other dispatched workers.

並列關鍵字

dispatched worker ； working attitudes ； job satisfaction ； organizational commitment ； organizational citizenship behavior ； job performance

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