全球產業面臨劇烈的改變,尤其以科技業為首,技術日新月異,管理者為了企業的永續經營及創新,莫不一一檢視並控制營運成本,而其中人力成本管控又是一項重要的課題。近年來科技業也因應台灣勞動市場的變化,愈來愈多的企業開始僱用派遣人力。僱用派遣人力除了可以控制人力成本、保有人力彈性外、同時還有人力快速提供、讓人資人員專注於核心任務…等優點,但在水能載舟亦能覆舟狀況下,使用派遣人力也有流動率過高的問題。這個問題也間接造成了重覆招募、教育訓練、產品品質不佳…等成本的增加,導致企業無法達成當初使用派遣人力的目的,因此如何降低派遣人力的離職率變成重要的課題,了解其工作動機、組織承諾是否可以影響其離職傾向是本研究的重點。 本研究以服務於科技業的派遣技術員為對象共發放400份問卷,回收208份。運用描述性統計分析、Pearson相關,並以迴歸分析探討變數之間的關係,同時驗證組織承諾對工作動機與離職傾向之間是否具有調節效果。 研究結果發現派遣人員內在動機會影響離職傾向,內在工作動機愈高,離職傾向愈高。情感性承諾會調節派遣員工內在動機對離職傾向的影響,但隨著派遣人員內在動機愈高,其調節結果會下降。
The purpose of the study was to explore the impact of dispatched employee's work motivation and organizational commitment on turnover intention -an empirical study in high-tech technician. This study employed the survey method. Four hundred dispatching employees in high-tech technician were selected as samples, with the return of 248 questionnaires. The amount of the valid questionnaires stands for 52% of the total amount of the questionnaires those were distributed. The survey data was analyzed by using statistical methods. The research finds to send the inside motive for personnel as a result to will influence to turnover intention, the inside work motive is more high, the turnover intention is more high. The affective commitment will regulate to the inside work motivation for employee and turnover intention, but along with send the inside work motivation for personnel more high, it’s regulating the result will descend.