製造業派遣勞工工作投入與組織承諾之關係

The Relationship between Job Involvement and Organizational Commitment on Dispatched Workers of Manufacturing Industry

劉益隆(liu i lung)

指導教授 ： 吳天方

亞洲大學/管理學院/經營管理學系碩士班/碩士(2007年)

摘要

本研究目的在於暸解製造業管理派遣勞工實務做法、派遣勞工對企業管理制度的認知與期望、及派遣勞工在要派企業的各項管理制度下其工作投入與組織承諾的現況，以期獲得製造業派遣勞工的最佳管理策略。先訪談要派企業中的管理幹部和工會意見領袖，再以問卷調查派遣勞工對管理制度的認知程度和工作投入、組織承諾，共發出630 份，成功回收有效問卷427 份。應用電腦統計軟體，以t-test、one-way ANOVA、Pearson 相關分析結果發現：選擇從事派遣工作意願、轉任正職機會、對人事管理滿意度等比較高的派遣勞工均有較高的工作投入與組織承諾表現；工作投入與組織承諾間有顯著正相關。企業經營者提供轉任正職的機會，可以提升勞工工作投入與組織承諾；建立公平的績效考核制度，對於平時表現績優的勞工適時給予獎金；比照正職員工的薪酬制度，可以減少同工上同酬的比較與抱怨，降低流動率。結果提供要派企業、派遣公司、政府勞工管理單位及未來研究參考。

關鍵字

派遣勞工、勞動派遣、工作投入、組織承諾

並列摘要

The purpose of this research is to explore the practical methods of manufacturing industry for managing dispatched workers, to inquire the dispatched workers' cognition and expectations of business administrative systems, and to present the dispatched workers’ degree of job involvement and organizational commitment in various administrative systems of user enterprises, expecting to acquire the best management strategy for dispatched workers of manufacturing industry.
Interviews with the administrative cadre members and trade union opinion leaders were applied first, and then 630 questionnaires in total were delivered to investigate dispatched workers’ degree of cognition toward administrative systems, job involvement, and organizational commitment. A total of 427 effective questionnaires were collected.
Statistical computer package used in this research included t-test, one-way ANOVA, and Pearson correlation analysis. The research results suggested: the dispatched workers who showed higher motivation or more positive attitude toward temporary work, opportunities for full-time positions, and personnel management demonstrated higher degree of job involvement and organizational commitment; a significantly positive correlation existed between job involvement and organizational commitment. Industrial managers’ providing opportunities for full-time positions could promote laborers’degree of job involvement and organizational commitment; establishing a fair performance appraisal system, offering proper rewards for exceptional workers in peacetime, and resembling full-time staff’s reward system could reduce compare and complains about the issue of same workload with different pay, and could further decrease turnover rate. The research results provide reference for user enterprises, dispatching agencies, government department of labor management, and future research.

並列關鍵字

job involvement, organizational commitment, dispatched worker, temporary work.

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