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政府部門派遣勞工組織承諾之探討

高鳳詩 , Masters  Advisor:成之約  

繁體中文

派遣勞動工作特性組織承諾

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Abstract 〈TOP〉
    Reference ( 115 ) 〈TOP〉
    1. 丁虹(民76),企業文化與組織承諾之研究,國立政治大學企業管理研究所博士論文。
      連結:
    2. 尹衍樑(民77),變革認知策略對組織承諾之影響研究-以潤泰工業股份有限公司電腦化為例,國立政治大學企業管理研究所博士論文。
      連結:
    3. 李元隆(2000),台灣人才派遣業現況之研究—以日本人才派遣業為比較基礎,國立中山大學人力資源管理研究所碩士論文。
      連結:
    4. 吳若萱(2001),派遣勞動如何重塑雇傭關係與企業用人政策,經濟前瞻,第76期,頁101-106。
      連結:
    5. 祝康偉(2006),派遣員工與正職員工在組織承諾、工作投入差異之分析—以福利措施條件為干擾變項,國立中央大學人力資源管理研究所碩士論文。
      連結:
    Times Cited (10) 〈TOP〉
    1. 張佩雯(2012)。公部門派遣勞動權益保障之研究。淡江大學公共行政學系公共政策碩士班學位論文。2012。1-165。 
    2. 林尹劭(2015)。派遣勞工工作不安全感、分配公平感與工作滿意度之分析及派遣勞工保護法草案實施後對其之影響 -以某二中央機關為例。交通大學資訊管理研究所學位論文。2015。1-216。 
    3. 江愛元(2014)。工作壓力、組織承諾與組織公民行為之相關研究-以國軍某後勤單位為例。義守大學工業管理學系學位論文。2014。1-88。 
    4. 蘇玉燕(2007)。工作型態對員工組織承諾之影響:以某物流公司為對象。政治大學勞工研究所學位論文。2007。1-113。
    5. 邱昀薇(2008)。勞務委外對公部門人力資源管理影響之探討。政治大學勞工研究所學位論文。2008。1-106。
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