我國勞動派遣發展已久,在私部門已有大量的勞動派遣研究,近年來公部門引進勞動派遣有逐漸增加的趨勢,但以往公部門研究多著重於契約性人力部分,對派遣勞動的研究卻相當少。本研究透過對人力資源彈性及勞動派遣的理論文獻,了解派遣勞動的興起與運用方式,並整理目前公部門對彈性人力的運用相關研究,從法制面討論相關勞動法規對公部門勞動派遣之影響以及目前公私部門運用勞動派遣之範圍與數量,最後以深度訪談的方式,訪談公部門單位之主管與派遣勞工,了解目前公部門在派遣勞動上的實際運用及管理方式。最後依文獻探討及研究結果歸論出結論如下:一、勞動派遣運用已成為公私人力彈性化運用的方式;二、運用勞動派遣可緩和公部門正式人力不足之現象;三、我國公部門運用勞動派遣缺乏相關規定導致管理上的混亂;四、勞動派遣慣性續約久任化之問題。
Dispatched Work have develop a long time in Taiwan. In the private sector have large scale study of Dispatched work. In recent years public sector use dispatched worker have an upward trend. But the emphasis being given to studies of public sector human part to contractual, temporary work, research on dispatched work has quite small. This research by to the literature of human resources flexibility and work dispatched work theory to comprehend the dispatched work starting and the utilization way. And collect the present research of human resource flexibility in public sector. The impact of related laws of our Contractual and Dispatched Work will also be discussed. This study interview the manager and dispatched works to understand the actual application in public sector. Finally the literature and research findings go on to conclude as follows: First, the dispatched work in public or private sector has become a way of human resource flexibility; Second, the use of dispatched worker in public sector ease the manpower shortage of the phenomenon; Third, the use of dispatched worker in public sector lack for relevant provisions rules in management to cause confusion; Four the problem of a dispatched worker in the same position for long time.