派遣勞工組織承諾影響因素之探討-以某派遣公司派遣員工為例

派遣屬於非典型聘雇的一種，雖說對於要派公司來說有許多優勢，但對於派遣勞工來說存在著相較於典型聘雇較為不利的工作條件，以及潛在的風險。在這樣的情況下，許多關於派遣勞動的研究問世，其中探討派遣人員組織承諾的文獻也不在少數。人力資本愈受重視的情況下，對於人才的選訓用留就顯得格外重要，當談論到人才留任時常會提到組織承諾，因許多研究結果多認為高度的組織承諾對於組織運作有正向助益，包含有較高的工作意願、較低的離職傾向等。關於組織承諾的研究，也產生了許多定義及理論模型。在組織承諾的評量上常以Meyer, Allen & Smith（1993）的組織承諾量表為基礎。量表包含三種面向：情感承諾、持續承諾、規範承諾。以此量表了解研究對象對於組織承諾之程度與類型。本研究以新北市板橋區的某派遣公司製造業派遣人員為研究對象，將以訪談方式探討影響派遣人員組織承諾之因素。訪談大綱由原本的量化問卷改編，以及訪談者對派遣的實務經驗。想了解在非典型勞動形態下的派遣勞工，對於派遣公司及要派公司的組織承諾較偏向何種類型，對於何者有較高的組織承諾，以及什麼因素對派遣勞工的組織承諾有較大的影響。我們可以發現到大部分派遣人員的勞動條件已有進步的趨勢，派遣職缺相對於一般正職職缺來說，有更高的錄取率或者說較低的要求，除薪資福利仍有明顯差別外，新人訓練及派遣人員心態已不若過去研究結果差異明顯。在組織承諾部分也發現派遣人員對於要派公司有較高的組織承諾，且主要以情感性承諾為主，影響的因素主要為轉正機會、溝通管道、薪資、工作環境與同仁相處等。

關鍵字

派遣勞動；派遣現況；組織承諾；製造業

並列摘要

Although the dispatching company can have many advantages, there are relatively unfavorable working conditions and potential risks for the dispatched workers. Therefore, manystudiesondispatchinglaborareunder way. Among them, there are quite a few on the organizational commitments for dispatched workers. The more human capital is valued, the more important it is to train and retain the employees. When it comes to retention, the organizational commitments will often be mentioned. According to the studies, organizational commitments are advantageous for the organization, such as the workers’ higher willingness to work, a lower quitting rate and so on. Researches on organizational commitments have resulted in many difinitions and therortical modules. Based on the Meyer, Allen & Smith’s (1993) organizational commitment scale, the organizational commitment scale contains three dimensions: affective commitment, contimuance commitment, and normative commitments to the organization. It is used to assess to what extent and what type of the commitments the research objects make. This study takes the dispatched workers of the dispatching company in Banqiao District, New Taipei City as the research objects and will discuss the factors affecting the organizational commitments of dispatched workers through interviews. The interview outline was based on the adapted quantitative questionnaire and the interviewer’s practical experience in dispatching. The purposes are to know what kind of commitments the dispatched workers make, under atypical employment, to the dispatching company and to the organization. And toward which do the workers make a higher organizational commitments? Still, what factors influence the organizational commitments of the dispatched workers most? As the study shows that the working conditions for most dispatched workers have gradually progressed. The dispatching job vacancies have higher admission rates or lower requirements than the regular job vacancies. The differences in training and the organizational commitments between the regular workers and the dispatched workers are not so apparent as the previous studies showed, except for the salary and welfare. As for the organizational commitment, the dispatched personnel have a higher organizational commitment to the send companies, mainly due to the emotional part. The affecting factors include positive opportunities, communication channels, salaries, working environments, getting along with the colleagues and so on.