派遣員工之自我差距對組織不當行為之影響-以領導風格為干擾變項

The Effects of Dispatched Workers’ Self-Discrepancy on Organizational Misbehavior—Using Leadership Style as a Moderator Variable

劉俊雄(chun hsiung liu)

指導教授 ： 鍾燕宜

國立臺中科技大學/商管學群/事業經營研究所/碩士(2007年)

摘要

派遣員工為目前企業人力資源運作主要方式，然而多數文獻指出派遣人員並不認同自己的派遣身分。在競爭激烈的職場，許多派遣人員不易獲得正職工作，而產生被剝削、焦慮、憂慮、懷疑未來轉正機會。文獻亦指出許多正職人員將派遣人員視為次等員工，除了擔憂自己會被派遣化，也對派遣人員產生敵意。組織領導者若未對於正職人員與派遣人員妥善管理，則使雙方易發生組織衝突。本研究旨在瞭解派遣員工之自我差距與組織不當行為的關係，且分析二者關係是否受到領導風格的干擾影響。以407份有效問卷進行階層迴歸分析，研究發現派遣員工之自我差距對組織不當行為有顯著影響；當自我差距愈高時，組織的傷害行為與怠惰行為愈高。在領導風格中，轉換型領導會減少傷害行為與怠惰行為，交易型與放任型則會增加組織傷害行為與怠惰行為。本研究建議企業運用派遣員工時，應妥適掌握派遣員工之自我差距，並輔以領導風格，則可有效預測組織不當行為。

關鍵字

人力派遣 ； 自我差距 ； 領導風格 ； 組織不當行為 ； 派遣員工

並列摘要

Employee dispatching is one of the methods that enterprises rely on for human resources in nowadays. However, previous studies have indicated that many dispatched workers do not identify with their given statuses. In the highly competitive workplace, it is not easy for dispatched workers to obtain a full-time position. Thus, they have the feeling of being exploited, anxiety, worries, and doubt about having an opportunity to be full-time employed in the future. Besides, it has also been revealed that full-time employees may view dispatched workers as second-rate employees. Many of them not only worry about becoming a dispatched worker one day but also hold hostility toward dispatched workers. If organizational leaders cannot properly manage full-time employees and dispatched workers, conflicts between the two are likely to occur in the organization. The purpose of this study was to understand the relationship between dispatched workers’ self-discrepancy and organizational misbehavior and also analyze whether such relationship would be affected by leadership styles. A total of 407 valid questionnaires were collected and tested for hierarchical regression analysis. It was discovered that dispatched workers’ self-discrepancy had significant effect on organizational misbehavior, and larger self-discrepancy would lead to more aggression and inaction. Among the leaderships, transformational leadership could reduce aggression and inaction, while transactional and laissez-faire leadership would increase aggression and inaction in the organization. It was suggested that when utilizing dispatched workers, enterprises should adequately get hold of the self-discrepancy of dispatched workers and use proper leadership styles so as to effectively predict organizational misbehaviors.

並列關鍵字

employee dispatching ； self-discrepancy ； leadership style ； organizational misbehavior ； dispatched worker

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