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1
Teng, Syu-Han, and 滕緒翰. "A study on the factors affecting organization commitment of dispatched workers：A case of dispatched workers in a dispatch company." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/53k3he.
Full textAbstract:
碩士國立政治大學
勞工研究所
107
Although the dispatching company can have many advantages, there are relatively unfavorable working conditions and potential risks for the dispatched workers. Therefore, manystudiesondispatchinglaborareunder way. Among them, there are quite a few on the organizational commitments for dispatched workers. The more human capital is valued, the more important it is to train and retain the employees. When it comes to retention, the organizational commitments will often be mentioned. According to the studies, organizational commitments are advantageous for the organization, such as the workers’ higher willingness to work, a lower quitting rate and so on. Researches on organizational commitments have resulted in many difinitions and therortical modules. Based on the Meyer, Allen & Smith’s (1993) organizational commitment scale, the organizational commitment scale contains three dimensions: affective commitment, contimuance commitment, and normative commitments to the organization. It is used to assess to what extent and what type of the commitments the research objects make. This study takes the dispatched workers of the dispatching company in Banqiao District, New Taipei City as the research objects and will discuss the factors affecting the organizational commitments of dispatched workers through interviews. The interview outline was based on the adapted quantitative questionnaire and the interviewer’s practical experience in dispatching. The purposes are to know what kind of commitments the dispatched workers make, under atypical employment, to the dispatching company and to the organization. And toward which do the workers make a higher organizational commitments? Still, what factors influence the organizational commitments of the dispatched workers most? As the study shows that the working conditions for most dispatched workers have gradually progressed. The dispatching job vacancies have higher admission rates or lower requirements than the regular job vacancies. The differences in training and the organizational commitments between the regular workers and the dispatched workers are not so apparent as the previous studies showed, except for the salary and welfare. As for the organizational commitment, the dispatched personnel have a higher organizational commitment to the send companies, mainly due to the emotional part. The affecting factors include positive opportunities, communication channels, salaries, working environments, getting along with the colleagues and so on.
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Shun-TienChih and 池舜田. "A Research on Problems of Dispatched Workers in Taiwan : Dispatched Workers at Tainan Branch of CHT as an Example." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/bc57fk.
Full textAbstract:
碩士國立成功大學
政治經濟學研究所專班
101
Due to the change of global economic environment and domestic social structure, labor dispatching has become an inevitable trend of labor market development. But if we do not attach importance to a variety of problems hidden in the interior of dispatched workers, the problems will eventually become confront roots between labor and management, labor organizations and government in Taiwan society; cause labor conflicts, class antagonism, and affect the country's economic development and social progress. This study took Telemarketing dispatched workers at Chunghwa Telecom Tainan Branch Office as a case. Through depth interviews, the researcher explored the labor dispatching status after the dispatched agency contracted user enterprise' outsource case, then signed a contract of employment with the dispatch workers as an employee, and last through the dispatch sent employers to work in the user enterprise. The researcher finally compared the differences between the dispatched workers’ problems on which the labor organizations called on the government to emphasis and the former labor dispatching status to propose recommendations on labor dispatching policy to actuate the government, business, and labor all win. The main findings in this study: First, dispatched workers would have scruples in the fight for the solidarity rights of labor. Second, dispatched workers are not keen to organize worker unions but prefer to make money. Third, labor organizations have no forces at facilitating the solidarity rights of the dispatched workers. Fourth, dispatched workers think there is no discrimination on the piecework salary system. Fifth, some people choose to engage in dispatch work because of personal considerations. Six, user enterprise controls salary costs to dispatched workers within the budget limits. Seven, contract period of dispatched agency and dispatched workers is in line with the contract of dispatched agency and user enterprise. Eight, dispatched workers’ ideas on fixed-term employed labor contract varies. Nine, both user enterprise and dispatched agency want to treat dispatched workers in accordance with the laws and regulations. Ten, government officials think that the government should adopt legislation to establish the clear employee-employer relationship to solve social problems of the dispatched workers. Finally, the researcher makes recommendations based on former findings. First, it is inadvisable for the government to promote turn dispatched workers to full-time employee by legislation; instead it should help enhance the value of dispatched workers at first. Second, the government should continue to enforce labor inspection project to prompt both dispatched agency and user enterprise to undertake the responsibility of employers. Third, the government should not only consider the opinions of labor organizations but also take the ideas of business groups into account to complete enactment of the labor dispatch law. Fourth, the government should take the compensation for dispatched workers’ special leave and severance pay into the legislative considerations. Fifth, the government should legislate to have user enterprise undertake more employers' responsibility to care for dispatched workers. Six, user enterprise requested the dispatched agency fulfilled its obligation of employers to dispatched workers by taking advantage of its strong position of contract owners. Seven, user enterprise requested the dispatched agency that salary and benefit information for dispatched workers must be transparent. Eight, to dispatched workers dispatched agency gives appropriate pre-employment training before dispatching and user enterprise gives a vocational on-job training after their reporting for duty. Nine, labor organizations strategically change from previously opposing the legislation of the labor dispatch law firmly toward conditionally concur the enactment of the law. Ten, labor must make a real achievement to get the trust and support of dispatched workers and thus acquire their willingness to participate actively in worker unions. Eleven, dispatched workers must have a prudent attitude and focus on work devotedly and responsibly. Twelve, dispatched workers should regard each dispatched work as a rare learning experience and opportunity.
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Tang, Feng-ling, and 唐鳳苓. "A Study on the Influence of Management Practices of Dispatched Workers on the Dispatched Workers’ Job Satisfaction and Performance." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/92466640876748332262.
Full textAbstract:
碩士義守大學
管理學院碩士班
97
With the assistance of manpower dispatching orporations, by analyzing dispatched workers in various domestic industries, this study expects to find out the influence of dispatched labor force management pratices on dispatched workers’ job satisfaction and work performance during their periods of dispatched service from the perspective of dispatched workers. The results of this study are to be provided for manpower dispatching businesses and dispatched service requested corporations as an essential reference when adopting appropriate dispatched labor force management means. The purposes of this study include: (1) analyzing the influence of the dispatched worker management practices of domestic manpower dispatching businesses to the job satisfaction of dispatched workers; (2) examining the impact of the dispatched worker management practices of domestic manpower dispatching businesses to dispatched workers’ performance; (3) analyzing the influence of the dispatched worker management practices of domestic dispatched service requested corporations to the job satisfaction of dispatched workers; (4) examining the impact of the dispatched worker management practices of domestic dispatched service requested corporations to dispatched workers’ performance; and (5) analyzing the influence of the dispatched worker management practices of both domestic manpower dispatching businesses and dispatched service requested corporations, through the moderation of dispatched workers’ characteristics and backgrounds, to the job satisfaction and work performance of dispatched workers. The objects of this study are dispatched workers in various domestic industries. By analyzing 374 effective anonymous questionnaires through random sampling, the results are summarized as follows: 1. Education, training and career planning provided by dispatched service requested corporations, and education, training, and welfare and benefits provided by manpower dispatching businesses have significant impacts on the job satisfaction as well as work performance of dispatched workers; 2. Dispatched workers who are between the ages of 21 and 40, fresh graduate, or with college education backgrounds obviously demonstrate better job satisfaction than others; 3. Female, registered type, fresh graduate, or college graduate dispatched workers have better work performance than others; 4. To sum up, dispatched workers with better job satisfaction usually perform better than others. Manpower dispatching businesses and dispatched service requested corporations should pay attention to this phenomenon, and appropriately emphasize education, training, career planning, and welfare and benefits of dispatched workers, in order to achieve an all-win situation for manpower dispatching businesses, dispatched service requested corporations, and dispatched workers.
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Jhou, Huei-Ping, and 周卉萍. "A Study of Dispatched Workers’ Freedom of Association." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/00188957232560687287.
Full textAbstract:
碩士國立高雄應用科技大學
人力資源發展系碩士班
105
With global economic restructuring giving rise to the knowledge economy, fluctuations in the world economy, rapid changes in the environment, and intense industrial competition, enterprises must maintain elasticity in their manpower for them to utilize the internal and external labor force flexibly in a manner that enables them to derive competitive advantages. Under the influence of Taiwan’s flexible labor market, traditional employment relations have changed, and this has contributed to an increase in the number of dispatched workers in the labor market. Nevertheless, numerous problems regarding the rights of dispatched workers have emerged, including unfair salaries, job instability, and unequal treatment of dispatched workers (compared with regular employees). Consequently, the labor rights of dispatched workers urgently require protection, and the manner in which dispatched workers exercise the freedom of association to practice their labor rights is currently a critical issue for labor policy. The purpose of this study was to investigate the practical situation of dispatched workers’ freedom of association in Taiwan. Semistructured in-depth interviews were conducted with dispatched laborers, dispatched work agencies, the corporate union of a dispatched work company, an industrial union, a craft union, as well as experts and scholars; the purpose of these interviews was to elicit their perspectives on dispatched workers’ freedom of association. The results are summarized as follows: (A) By virtue of asserting legal labor rights, guaranteeing continuity of work, and restraining counterfeit dispatching, dispatched workers must join labor unions to obtain support. (B) Industrial characteristics, dispatched workers’ concerns, and obstacles from user enterprises were the challenges that dispatched workers confront when joining a union. (C) Through the establishment of labor awareness, discussions on issues concerning dispatched workers, and ensuring that dispatched workers are convinced of the benefits of dispute mediation, dispatched workers’ freedom of association can be established. (D) Different unions have different strengths and weaknesses. (E) Dispatched work agencies and user enterprises influence dispatched workers’ decisions to join unions. (F) We determined the influences for dispatched workers’ decision to found a union. (G) We offer suggestions that concerning dispatched workers’ freedom of association on the future dispatched labor legislative direction .
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Huang, Bing-Hang, and 黃柄翰. "Substitute or Complementary Effect ? A study between Dispatched Workers and Formal Workers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/34417001336942706748.
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碩士國立高雄第一科技大學
運籌管理所
98
In this research, a random sample of dispatched workers as the research object, the main purpose is to see the observed phenomena of dispatched workers on the job environment, understanding whether there is substitute or complementary effect between formal workers and dispatched workers. In this research, two integrated indicators of work content be used: "corporate policy" and "job content." A total of 300 questionnaires were issued, 201 were recovered, after deducting out invalid questionnaires, 193 valid questionnaires, effective response rate was 64.33%. Based the purpose of this study, the data has analysis and statistical processing. The following conclusions: According to the hypothesis test, in all indicators of the project: job conditions, job training, job time, job responsibility, job authority, job level, job difficulty, special skills, business uncertainty. Formal workers and dispatched workers had no significant differences. So we can found a high degree of similarity between formal workers and dispatched workers.
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Hung-Chien-An and 洪鍵銨. "The Study of Occupational Safety and Health Management toward Dispatched Workers: With Sanitary Dispatched Workers in Public Hospital as an Example." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/94880584316621841511.
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碩士中國文化大學
勞動學研究所
97
Abstract According to the survey of dispatched workers employed in institutions of the Council of Labor Affairs in June 2006, the employment rate of the dispatched workers in public institutions is higher than that in private institutions. The major employment of the dispatched workers in public institutions is in administrative offices, MRT, museums and hospitals, and the type of work is cleaning work. Among the institutions, hospitals are the most infectious ones. Therefore, this research adopted in-depth interview method to 24 interviewees, comprising one dispatched agency, four client companies (public hospitals), sanitary dispatched workers working in the public hospitals, experts and scholars, labor inspectors, and labor groups. The purpose of this study is to understand the relative problems of occupational safety and health management and occupational accidents of sanitary dispatched workers in public hospitals attempting to provide advices to public hospitals and private hospitals in the occupational safety and health management of sanitary dispatched workers, and government in legislation. The important finding is that both of the dispatched agency and client companies have circumvented the responsibilities of safety and health management and occupational accidents. Moreover, through the interviews with experts and scholars, labor inspectors, and labor groups, the suggestions for improvement of the occupational safety and health management and the responsibilities of occupational accidents of sanitary dispatched workers are concluded as the follows: 1. Both of the dispatched agency and client companies should have co-responsibilities in safety and health management, and occupational accidents of sanitary dispatched workers. There’s no excuse to decline in practice or the contracts. 2. The legal principle of contracted relation is recommended to rule dispatched works. If both the dispatched agencies and client companies were stipulated as co-employers in Labor Safety and Health Law and Labor Standards Law, and distinctly regulated the responsibilities, the two parties would not evade employers’ responsibilities to protect the workers’ rights in safety and health management and occupational accidents. 3. To prevent the incapability of dispatched agencies and client companies toward responsibilities of occupational accidents causing elusion or maliciously close down, there should be legally regulate. To dispatched agencies and client companies that in higher risks of occupational accidents, commerce insurance should be adopted to disperse the risks to fully protect the rights of dispatched workers. Keywords: Dispatched Work, Safety and Health Management, Occupational Accidents, Sanitary Dispatched Worker
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Chen, Giun-Chi, and 陳俊淇. "The Factors for Dispatched Workers Tranfer to Regular Employers." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/90597446508259934306.
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碩士中國文化大學
勞工關係學系
103
Abstract This study is mainly to discuss the major factor of dispatched workers transferring to regular employees. Dispatched work is a new way of elastically use the labors, the essence of labor dispatching is the employee-leasing in America, and it is called dis-patched work or labor dispatching in Taiwan. Dispatched work is the tripartite rela-tionship among dispatch agencies, employing units and dispatched workers. It is dif-ferent with typical employment relationship. It featured the separation of "using" and "employing". Dispatch agencies dispatch the workers to the employing units for "us-ing". In the idea of labor market compartmentation, this dual-structure of labor market will exclude the dispatching from typical employment relationship. Dispatched work is an atypical employment; it is part of secondary labor market. The working condi-tions such as salary, welfare is obviously worse than regular employees. Regular em-ployees and dispatched workers are separated because of the different working condi-tions. For most of the enterprises, dispatched workers doing work is belong to non-core business. In order to reduce personal costs or increase the elasticity of labor using, enterprises are not willing to employ the workers for the vacancy of formal po-sition. And a lot of job bank’s investigations show that dispatched workers consider dispatched work as the bride of turning to regular employees by the employers. The employing enterprises also will observe the working performances of dispatched workers and to decide are they suitable for these positions. So it is difficult to transfer the dispatched workers to regular employees, the factors of this transition is the dis-cuss purpose of this article. This article uses the way of literature arrangement to discuss the definition and type of dispatched workers, relevant regulations of transferring dispatched workers to regular employees, relevant problems of transferring dispatched workers to regular employees. Then uses the method of depth interview, try to use the angle of labors, employers and government to review the problems we face when transferring dispatched workers to regular employees and the reasons of the transition. And then put forward an idea that: national labor policy should regard transferring dispatched workers to regular em-ployees as the legislative intent, instead of forbid dispatching. This study finds out that our country’s dispatched workers transferring to regular em-ployees can be discussed from subjective factors and objective factors. The objective reason is the ways and systems which the enterprises use in transferring dispatched workers to regular employees. The subjective reason is the working performance, working attitude, professional ability and the subjective consciousness of the employ-ers. This study also from aspect of legal system to discuss Article 8 of labor relation de-partment’s draft of dispatched worker protective laws. It uses the terms of transferring dispatched workers to regular employees to inspect the factors of transferring dis-patched workers to regular employees. Then makes a conclusion: 1. the period during dispatched workers offering service for the employing units; 2.employing units’ veto power of dispatched workers transferring to regular employees. About above two points, according to the analysis of interviews, it finds out there really exist the prob-lems of the period is too long and the vote power should be limited. At the end, this study provides suggestions for Article 8 of the draft of dispatched workers protective laws, including there should come up with a consensus about the attached conditions of transferring dispatched workers to regular employees and the importance of negotiation pattern. Key words: dispatched workers transferring to regular employees, the separation of labor market, the draft of labor dispatching, transfer to regular employee in one year.
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HSU, CHI-HSIANG, and 徐啓祥. "A Study on The Issues of Dispatched Work in Taiwan : Focusing on Dispatched Workers’ Freedom of Association." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/02928329277569364543.
Full textAbstract:
碩士開南大學
人文社會學院法律碩士在職專班
105
Abstract The slogan of “Higher pay, less dispatched employment” is constantly asserted in almost every protest march on the fist of May. In other words, most labors in Taiwan don't get the pay that they deserve. It is understandable that organizations want to pursue the maximum profits in an effective and efficient manner by reducing and controlling labor costs. This general guideline has contributed to the rise of atypical employment and diversified hiring condition. The distinctive relation among the organization, the dispatched worker, and the business entity that provides specialized and efficient services has caused numerous problems due to the combination of uncertainty and recognizing the responsibility and lack of attention to ensure the rights and benefits for the three parties. The current labor law regulations are designed to protect the rights and interests for the regular workers who are hired in the traditional condition. As a result, the current labor laws can’t offer sufficient and thorough protection for labors. Moreover, the complexion between the company and labors cause chaos in both individual and collective cases. First of all, the rights that the dispatched labors are entitled to are the right to organize, the right to bargain and the right to dispute. Moreover, the collective rights for labor groups in Taiwan are mainly complied with Labor Union Act, Collective Agreement Act, and Act for Settlement of Labor – Management Disputes. Second, This paper is to study the relationship between the dispatched workers and their employers, and this is especially focused on analysis the collective rights for the workers and to discuss about how dispatched workers can implement the right to organize and what the labor unions can keep an eye on the interaction among the dispatched workers, the employers and the labor service providers. Furthermore, this paper will talk thoroughly about what the union can do to make sure that the labor laws are not violated and the workers can be benefited under the protection of the laws in Taiwan. Third, in order to contemplate the circumstances of dispatched workers have encountered in the workplace in Taiwan, this paper will first define and take a close look at atypical employment in various situations, then, examine how the laws can or can’t do when there are labor problems and mistreatments. This paper will also talk about the labor laws in different developed countries, such as Germany, Japan and the United States. It is important to learn from the experience of other countries and see how their laws ensure the three basic rights for the dispatched workers. By discussing the similar problems that had happened in these countries may provide some solutions for labors to solve the dispute. Finally, this paper will discuss the pros and cons the actual court cases about disputations for dispatched workers have faced in workplace in Taiwan. In other words, this paper will take a close look at how the Labor Dispatch Law can offer to the workers and what it can do for the people. Currently, the Ministry of Labor in Taiwan has proposed a draft to the Department of Executive. This draft has stated the definition of the relation of the agent, the organization and the labors. Furthermore, it has stated the things that might be illegal and are against the laws. These sensitive issues such as what industries can’t hire dispatched workers, the maximum numbers of dispatched workers an organization can hire, equal pay for equal work, how to officially change the status of a dispatched worker to become a full-time employee in an organization and so on. There are still numerous debated parts in this draft, and as a result, this paper will try to look into these issues and analyze and present with some solutions and suggestions.
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Wei-Cheng, Lin, and 林威成. "The Study of The Dispatched Workers' Labor Right in Government." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/67927282267972493138.
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Luo, Yeong-Shin, and 羅永新. "The Influence of Dispatched Workers’ Working Conditions on Organizational Commitments." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/38890605559888891137.
Full textAbstract:
碩士國立中山大學
公共事務管理研究所
99
Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. This study mainly explores dispatched workers’ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response. The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related. This study therefore recommends that: Dispatching companies should 1.Employ dispatched workers as full-time workers, rather than merely-registered workers; 2.Provide more training opportunities to dispatched workers; 3.Fulfill their legal obligations to the workers. Client companies should 1.Create a gender-equal working environment; 2.Create sanitary and safe working conditions; 3.Take the responsibility of a joint employer. Authorities of labor affairs should 1.Inspect labor conditions more frequently and closely; 2.Establish a formal legal system to regulate dispatched employment; 3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.
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陳曉欣. "Research about the labor conditions and rights of dispatched workers." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/50391055266724040323.
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CHEN, CHUN-JUNG, and 陳俊榮. "The Impact of Dispatched Workers' Job Satisfaction on Organizational Identification." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/6933j7.
Full textAbstract:
碩士世新大學
企業管理研究所(含碩專班)
107
How to improve employee's job satisfaction and improve employee's organizational identity is an important issue in business management. If you can understand the reasons for employees' job satisfaction and employee organization identification, they will be able to provide management experience to understand the employee's job attributes. Learn motivation and work characteristics, and adjust them in a timely manner to improve employees' satisfaction and organizational identity. In addition, management needs to motivate employees in a timely manner to increase their willingness to work, allowing employees to maximize their potential for work, in order to achieve the company's long-term business goals. Many companies today send non-core work to manpower dispatch companies in order to save huge labor costs, but often because dispatchers only send company work as a career springboard, they will leave after they have learned or tired of doing simple and repetitive work. Working in other homogeneity or different fields, resulting in low employee satisfaction, often causes inconvenience in organizing work. Although this paper studies the dispatch of employees, it does not specifically discuss the dispatch company, but only the relationship between the dispatched employees and the companies to be sent. This study explores the relationship between job satisfaction and organizational identification from the perspective of employees. This study used convenient sampling and there were 212 valid questionnaires returned through paper questionnaires. The statistic software SPSS was used to approach descriptive statistics, reliability analysis, validity analysis, T test, ANOVA and regression analysis. The conclusions are as follows: The research results prove that the job satisfaction has a positive relationship with the organizational identification, and the research results are consistent with the previous research results.
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Tsai, Chun-Mei, and 蔡春美. "A Study on Work Motivation and OrganizationalCommitment of Dispatched Workers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/11756833993407163054.
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碩士大葉大學
管理學院碩士在職專班
98
The research subject is to explore the work motivation and organizational com-mitment of the dispatched workers, through equal emphasis on qualitative and quantita-tive research methods to try to achieve the following purposes:(I) To explore the content and influence factors of the work motivation of the dispatched workers.(II) To explore the content and influence factors of the organizational commitment of the dispatched workers.(III) To explore the relationship between work motivation and organizational commitment of the dispatched workers.(IV) To provide the dispatch companies, the client companies and the dispatched workers with related strategic recommendations. The scope of this study is taking the dispatched workers of the two subsidary com-panies of a central domestic dispatch company as an investigation object .At first, to enroll the managers and dispatched workers of the dispatch company as the interview object , and then to conduct a questionnaire survey. A total of 500 questionnaires were sent, 324 questionnaires were finally got back.Excluding the 59 invalid questionnaires , the 268 valid questionnaires were reviewed . The effective response rate was 53%. The results of this study found that: (I) From a qualitative study found that the in-fluence factors of the work motivation of the dispatched workers have three aspects: (a) company system, the demand side, (b) the conditions of the work itself, (c) the idea of the dispatched workers themselves. (II) From a qualitative study found that the content and influence factors of the organizational commitment of the dispatched workers have three aspects: (a) work motivation, (b) the economy situation, (c) personal or family factors. (III) The relationship between the work motivation and organizational commit-ment of dispatched workers: (a) Intrinsic work motivation of the dispatch company and the client companies is consistent, and supports the research hypothesis. (b) Extrinsic work motivation is only match to the dispatch company, and supports the research hy-pothesis.It is not match the Expatriate Policy of the client companies, and do not sup-port the research hypothesis.
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黃哲翰. "A study on the occupational accident compensation for dispatched workers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/79913220275688679785.
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Liu, Wen Pi, and 劉文筆. "A study of how dispatched workers affect software project team." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/38367923834476125135.
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碩士輔仁大學
資訊管理學系
96
Under limited corporate resources, how to well-arranged the information technology and IT specialist in order to reduce company's costs and enhance company's competitiveness was our immediate concern. The best way to resolve the problem should be the dispatched manpower service through specialized in different functions. Does dispatched manpower be the source and choice for new manpower of software project? Therefore, to understand the situation of presently domestic software project and feasibility of the manpower dispatch, as well as the influence which the manpower dispatch system used in the software project team becomes the major subject in this research. The result shows the performance of manpower dispatch, the interaction situation between manpower dispatch and official staffs have conspicuous influence for team achievements. The main obtain revenue for using dispatched manpower in a software project team are “Solves the manpower demand in temporary expansion”, “reduce the cost of severance pay in the dismissal needs” and “simplification dismissal needs procedure”. “Computer designer” and “software quality engineer” have more possibility employed by manpower dispatch.
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Huang, Li-Hsueh, and 黃麗雪. "A Study on Job Satisfaction and Job Involvement of Dispatched Workers." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/02591415320882224597.
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碩士東吳大學
企業管理學系
95
Under globalized competition, the management strategies of enterprises must be flexible in order to obtain niches in a fast changing market. Due to tendencies of the policies of enterprises in reducing personnel cost, and the intensive demand of a large amount of manpower when the enterprises need sometimes, along with business employees no longer to work for and be loyal to only an employer in their careers, human resource management strategies are changing its polices from traditional lifetime employment to an employment policy with highly flexibility. The manpower dispatch industry then are coming up with the development of the tendency so that the demand of the new labor market can be satisfied. After dispatched manpower hired, it becomes the main concern of the companies whether the dispatched workers can be the benefit of their flexibilities of employment. This research participants includes regular workers and dispatched workers from high tech and financial industries with a total number of 302. The main purpose of this study is to examine if the dispatched workers have lower job satisfaction and job involvement than the regular workers respectively. Hopefully, the research results can be used as a reference for human resources management of dispatches workers of the enterprises. Moreover, this research investigates whether the contracted period of the dispatched workers affect their job satisfaction and job involvement. Likewise, it is hoped that this research results may provide as a reference for the enterprises in deciding the appropriate period for the contracts made for hiring dispatch workers. The major findings of this research are listed as follows： 1、In high tech industry, the dispatched workers had lower job satisfaction than the regular workers, but, in financial industry, the dispatched workers had higher satisfaction than the regular workers. 2、In high tech industry, the dispatched workers had lower job involvement than the regular workers, but, in financial industry, the dispatches workers with more ages had higher job involvement than the regular workers. 3、The contracted period of the dispatched workers did not have significant effects on job satisfaction and job involvement of the dispatched workers respectively.
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Chou, Nieh-Yang, and 周躡洋. "A Study of Dispatched Workers in Public Libraries and Their Performance." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/55220759301642776355.
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碩士國立中興大學
圖書資訊學研究所
101
Use of human resource is an important issue in the library administration. In the Public Library Statistics 2005-2012, we find the members of staff unapproved were more than the quota of staff approved, and they increased year by year. Dispatched workers are one kind of the members of staff unapproved. In resent years, the government has a downsizing policy. As a result, it is more difficult for public libraries to increase the quota of staff approved. They could only increase the members of staff unapproved to meet the work demands. The purpose of this study was to know the situation of the dispatched workers in the public libraries and their performance. This study used the methods of an analysis of literature and documents and interviews. Interviews were conducted from May 2 to May 27, 2013. Librarians from 12 out of 24 public libraries that have used dispatched workers during 2005-2012 were interviewed. Results of the study are listed in 4 aspects. First, in the current situation: 1. 50% beyond local libraries used dispatched workers, due to lack of human resources. Libraries that did not use dispatched workers was because there were alternative resources. 2. some public libraries changed temporary workers into dispatched workers to meet government’s policy. 3. the Government Procurement Act brought forth dispatched workers as outsource persons. 4. open tendering procedures was the way of employing dispatched workers. 5. the number of dispatched workers increased year by year. Second, among differences between dispatched workers and non-dispatched workers: 1. the dispatched workers could not handle administrated work; 2.the dispatched workers could go to work every day; 3, the dispatched workers had more responsibilities than volunteers; 4. contracted- employment and temporary workers were considered first when using the staff unapproved; 5. dispatched workers included both white-collar and blue-collar workers in the libraries. Third, from the perspective of performance: 1. using dispatched workers was positive; 2. libraries achieved the original target of using them; 3. personnel budgets were saved. Forth, the evaluation of the companies: 1. the company was chosen by open tendering procedures; 2.evaluations included the reputation, the performance and the capital of the company. Base on these results 3 suggestions are made: 1. the number of dispatched workers in the public libraries should be controlled; 2. making appropriate plans before using dispatched workers; 3. workers’ ware fare should be taken care of.
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Lin, Yi-chun, and 林怡君. "The Career Planning of Entry-level Dispatched Workers - in Electricity Industry." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/87633687219451879349.
Full textAbstract:
碩士國立中正大學
勞工所
95
Career Development is always deemed very important, especially to those dispatched employees. This is my initial motive to conduct this study. My hypothesis is based on that the dispatched workers'' distinguished characteristics, work values and dispatched experiences do have significant impact and become the critical factors as they develop their own career. I conducted my study on the topic of career development about the entry level dispatched workers in the electronic industry. In addition literatures reading I also conducted the survey to probe my hypothesis that the career development is also one of the major concerns of the dispatched workers employees as they accept this kind of job nature. My survey covered the persons being surveyed consisting of: Personal characteristics about job expectation, work value, experience and the other related items. Totally, with 419 filling in the answers out of 1200 questionnaires, 130 answered done via network, but some were in nullity. Therefore, 401 were considered valid replies. The major findings of this study are: 1. Most dispatched workers have ever considered about their career path, though not very systematic planning. 2. The reason that dispatched workers choose dispatched jobs is basically to prepare for the next job. Dispatched workers care more about if this job could be a big plus for their next job. 3. Distinguishing characteristics of dispatched workers would affect their work values. 4. Distinguishing characteristics of dispatched workers would affect their perception of dispatched experiences. 5. Work values along with dispatched experiences of the dispatched workers would affect their career development planning and its goals. 6. Work values of the dispatched workers would affect their career planning model, Therefore, this study suggests that business organization can provide the kind of activities which are about the career planning for dispatched workers, for example: the consultation in career, the career aptitude test, the instruction for career planning, or publish the books about planning the career path, in order to provide the reference when the dispatched workers are carrying the career path out. Business organization can refer to the result about work values or the experience of dispatching in this study, when they are recruiting, assessing one’s ability, encouraging, keeping talents, setting up the policy of human resources, in order to recruit the most suitable workers, and try the best to make the dispatched workers feel fair or really reach the purpose of encouragement.
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陳啟哲. "The study on “ Factors influencing the Turnover intention of dispatched workers”." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/91989376584709116997.
Full textAbstract:
碩士中國文化大學
國際企業管理研究所
98
According to the rapid changes of information technology in the world, enterprises face to the challenges of global competition and innovating technology. In order to deal with these challenges, enterprises should aggressively react to the changes of market and environment not only to sustain the core competitiveness by innovating techniques but also to keep circumspect with the flexibility and simplify of human resources. Enterprises can maintain flexibility of human resources by adopting outsourced labor. By doing that, enterprises can partially eliminated liability of employment and gain advantages of direct management with high efficiency. The expectation from this study is to discover how to reduce turnover rate of dispatched labors from the perspectives of management. Based on the summarization of published literatures, the factors of separation intention can be structured by three categories with ten variables. Also, in order to find the connection between separation intention and factors, methodologies of questionnaire and statistical analysis are adopted in this study. The empirical analysis result shows that age, marriage, education, job satisfaction and commitment to organization in the personal category have high effect ratio to the separation intention of dispatched labors. Especially, two variables, marriage and commitment, are the most important factors. In the organization category, job and compensation satisfaction have a strong negative connection to the turnover rate. Therefore, the labor providers can conduct personal attribute analysis in order to enhance stability at client side, while recruiting new employees. Moreover, to improve job and compensation satisfaction can increase the commitment to organizations and also can strengthen intention of job involvement. The overall improvement can reduce turnover rate and enhance performance as well.
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CHEN, YI-LING, and 陳怡伶. "The Factor Analysis of Career Choice in Dispatched Workers in Government." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/69272096789850503848.
Full textAbstract:
碩士國立中正大學
勞工關係研究所
104
The purpose of this research is to understand how the factors influence the career choices of the dispatched workers in public sectors; The proposed impact factors are personality traits, career orientations, and the reasons for choosing temporary employment. This research conducted 286 effective questionnaires from the dispatched workers of Ministry of Labor. The instruments of this research includes Big Five, the Career Orientations Inventory, and the reasons for pursuing temporary employment. The data was analyzed by various statistical methods, such as multiple regression, descriptive statistics, one-way ANOVA, Confirmatory Factor Analysis t-test, and Pearson correlation coefficient. The main outcomes of thestudy are as follows: 1.The reasons for choosing temporary employment have significant differences between the dispatched workers' age and their seniority. 2.There is a positive correlation between the seniority and the career orientations driven by security among the dispatched workers. 3.There are significant differences between the dispatched workers’ seniority and their desire to change career. 4.There is a positive correlation between the dispatched workers' career orientations and Openness of the Big Five. Whereas, career orientations driven by security has a negative correlation to agreeableness. 5.The career orientations driven by autonomy and the desire to change career have positive correlation. 6.The personality traits of openness have positive effects on the desire to change career.
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Huang, Yu-Ming, and 黃毓銘. "The Study of Career Transition among Dispatched Workers in Public Sector." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/65554486254495556382.
Full textAbstract:
碩士元智大學
資訊社會學碩士學位學程
104
Information technology has promoted social progress which lead to employment and occupation to vary. In order to face the changed of growing demand for public services and development, the government's public sector began to use worker flexible system to cope. And this kind of manpower performance works by use outsourcing or nonstandard employment to reduce direct labor costs. This can obtain professional dispatch personnel to improve service quality and efficiency. This study explores the dispatch workers in public sectors on their transition process and how they deal with the future career planning. The author argued in this analysis that:(1). they were attractive to work in public sectors even they didn’t know the nature of labor dispatch. (2). Parents usually didn’t supported the decision of the dispatch workers when they wanted to transfer to other career. The dispatch workers used the online job-bank website as the main way for looking for new jobs. (3). The interviewees had negative impression on labor dispatch, but they believe there are lots of advantages to work in public sectors as dispatch laborers. For example, the working hours is fixed, content of the work is not too complicated, and the pay is attractive. However, they worried about losing competitiveness. (4). Most interviewees experienced discrimination in the management of dispatch system. They thought it was not easy to get promotion and didn’t want to apply for this kind of jobs after they left. The transition process of all interviewees represent a nonstandard employment pattern in public sector. According to the interviewees’career transition path, once they became dispatch workers in public sectors, they seldom transfer to formal position in public or private sectors.
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Gao, Pei-hsuan, and 高珮萱. "A Study of dispatched workers Job Awareness and Their Career Development." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/6988uj.
Full textAbstract:
碩士國立中央大學
人力資源管理研究所
97
In 21st century the world become increasingly competitive, in order to reduce labor costs and increase management flexibility employers are increasingly employing atypical workers. In general there are four types of atypical employment: they are fixed term labor, outsourcing labor, part time labor and dispatched labor. The purpose of this study is to investigate only one type atypical workers i.e., dispatched workers, mainly because of its increasing number and its increasing importance in Taiwan’s labor market. In this study we investigate the relationship between dispatched workers’ awareness of the nature of their job and their plan for career development. We want to know whether dispatched workers know more of the nature of their job they invest more into their career plan and thus become better workers. To find out this relationship questionnaires were sent out to more than 1,000 dispatched workers in Taiwan and slightly more than 500 useable questionnaires were returned. Based on these returned questionnaires we found that when dispatched workers more aware of their jobs they tend to pay more attention and invest more resource into their career development. The policy implication of these findings is clear; employers should provide more job information and more resource to their dispatched workers so that they have better career development plan and employers have better employees.
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Lin, Mei-Chun, and 林玫君. "The effect of orgnizational identification on job involvement- a comparison between regular workers and dispatched workers." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/2vap95.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
96
While enterprises are facing competitions from the business environment, they not only rely on progress and innovation but also should understand how to maintain their competitive advantages in order to survive in the fierce and capricious business world. Nowadays, the labor market has been changing rapidly. Decreasing personnel costs and increasing the flexibility in using manpower is a critical factor contributing enterprises’ adoption of dispatched workers. Ever since the business of dispatched manpower has been legally taking effect in Taiwan in 1999, the business already becomes one of the channels for job seekers to look for appropriate jobs. Moreover, enterprises also take advantage of dispatched workers to look for workers fit for their organizations and meanwhile, cut down costs. However, as dispatched workers are widely accepted, it is important to know how to effectively manage dispatched workers within an organization, how to increase their organizational identification and job involvement and furthermore increase overall work performance. There are numerous studies of dispatched workers, such as studies of the welfare condition and job satisfaction of dispatched workers. This study aims at understanding whether or not dispatched workers have different organizational identification and job involvement due to their different employment status. Research results can serve as references for enterprises to manage dispatched workers. This study targets at the high-tech industry in Taiwan and distributed 620 questionnaires to regular employees and dispatched workers in the high-tech company. There are 440 questionnaires for regular employees and 180 questionnaires for dispatched workers. 305 valid questionnaires were collected. Research results suggest that： 1. The regular workers have higher organizational identification than the dispatched workers. 2. The regular workers have higher job involvement than the dispatched workers. 3. There is the significant effect of organizational identification on job involvement. 4. There is the significant difference between the regular workers and the dispatched workers on the effect of organizational identification on job involvement. Key words: organizational identification, job involvement, dispatched worker.
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HU, Chun-Wei, and 胡峻瑋. "A study on the relationship between the service quality of dispatched enterprises and satisfaction,value,loyalty of dispatched workers." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/83523220448888681942.
Full textAbstract:
碩士東吳大學
企業管理學系
94
Recently, the dispatching market has been increasing rapidly in Taiwan. Enterprises use dispatched workers due to flexibility concerns or urgent workforce demands. This tendency gives rise to contingent work force. As the development of dispatching market, How to develop good service quality become one of the most important subject that the dispatched enterprises do value. In this study, service quality was measured using a multiple-items scale. And we establishes and tests the model, combines it with some subjects of CRM. Service quality is measured by the SERVQUAL scale from Parasuraman, Zeithaml and Berry（1988）,and we add the dimension according to the characteristic of dispatched industry. First, we use “Exploratory Factor Analysis” to find out the main service quality dimension that dispatched workers do value. And then we use the “Confirmatory Factor Analysis” to test the service quality scale. The result show that the most important dimension to service quality is “Service Convenience” ,differs from the SERVQUAL scale. Finally the full model was analyzed by LISREL and further confirmed by researching in to the relationship between service quality, customer value, customer satisfaction, and customer loyalty. The result showed: (1)Only the “Customer Satisfaction” is positively associated with “Customer Loyalty”. (2)By raising the service quality of dispatched enterprises can be positively associated with “Customer Value”. (3)“Service quality” is the most important dimension associated with the “Customer Satisfaction”. (4)The effects of “Service Quality” and “Customer Value” are mediated by “Customer Satisfaction”.
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Hsieh, Ching-Ju, and 謝靜如. "Differences between Dispatched and Non-Dispatched workers in Service Quality and Customer Satisfaction - A Case Study of a Resort Hotel." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/91249560448886633262.
Full textAbstract:
碩士康寧大學
食品餐飲管理研究所
100
Abstract When industry facing competition and micro- profit, industry tend to use more flexible and least cost dispatched workers after considered the control of human resource cost system and special needs in industries. In order to increase the competitiveness and sustainability of hospitality industry, temporary dispatched workers have been a source of worker supplies which may affect on the service quality and employee management。 The purpose of this research was to investigate the differences between dispatched and non-dispatched workers in service quality and customer satisfaction. Random sampling survey with questionnaires at Jianshanpi Jiangnan Resort was applied. The results showed that there were significant differences found between dispatched and non-dispatched workers in promise and care of service quality to customer satisfaction at path analysis. There were improvements for dispatched workers in professional knowledge and interpersonal communication, and non-dispatched workers in service attitude as well as the communications between dispatched and non-dispatched workers. This research results can provide information for hospitality industry in considering applying dispatched workers and their management and help to improve service quality and customer satisfactions.
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Chen, Szu-Hsing, and 陳思興. "A Study of Human Capital Measurement between Regular Workers and Dispatched Workers– by Example of Banking Industry." Thesis, 2009. http://ndltd.ncl.edu.tw/handle/76168653786318080443.
Full textAbstract:
碩士淡江大學
會計學系碩士班
97
The variation of banking industry is on the top of the whole environment. Under this revolution, enterprises have to keep the flexibility on management strategy in order to acquire a well position in the fast-changing industry. Enterprises can perform the method of dispatched workers to obtain the flexibility. Since dispatched workers is different from regular workers and it will become a tendency in the future, the research motive is to discover whether there have difference between dispatched workers and regular workers in the human capital measurement dimension or not. Our study is based on the human capital framework which provided by Han and Chen (2006) and wants to investigate any difference between these two types of employer’s human capital measurement dimension in the enterprise. The results showed that there is a significant difference between dispatched workers and regular workers in the human capital measurement dimension. Regular workers will be more attention to ability type and emotion type than dispatched workers. Dispatched workers will be more attention to motivation type and personality traits type than regular workers. Therefore, enterprises have to consider the difference of each employee when they establish the model of human capital measurement in order to acquire the best result in recruitment, development, and retention of human resource.
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Ku, Chih-Ting, and 古芷婷. "A study of influence of turnover factors on dispatched workers — MCDM Techniques." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/60700049629162522515.
Full textAbstract:
碩士開南大學
國際企業學系
99
With the rise of manpower-dispatch industry in Taiwan, the concept of dispatch is gradually being adopted by many companies. However, several literatures and organizations indicate that dispatched workers usually have a higher turnover rate then full time employees which cause a management issue. Therefore, this study aims to analyze factors influencing dispatched workers’ turnover through in-depth surveys, DEMATEL, ANP, and VIKOR. After analysis, we organized four aspects affecting the turnover intention including job attitude, work value, organization justice and organization behavior. And those aspects can be divided into fourteen factors which are as follows：job satisfaction, job involvement, job autonomy, job performance, job perception, psychological contract, career development, social status value, procedural justice, interactional justice, distributive justice, organizational culture, leadership style and organizational commitment. Meanwhile, we develop a causal relationship model and draw a cause-and-effect diagram with factors mentioned above. Lastly, factors are sorted and weighted by ANP. DEMATEL concludes that leadership style, job involvement, job autonomy and organizational commitment are the most influential factors. In addition, easiest impacted factors are job performance, job perception and job satisfaction respectively. Moreover, ANP shows job performance dominates importance of factors ranking followed by procedural justice and interactional justice. Finally, VIKOR evaluates client company’s turnover situation needs more improvements than dispatching company.
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Tsai, Dai-feng, and 蔡岱峰. "The Relationship of Dispatched Workers’ Motivation, Perception of Fairness and Work Attitude." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/53056394513905545932.
Full textAbstract:
碩士東吳大學
國際貿易學系
93
The major purposes of this study are (1) to understand the intrinsic and extrinsic motivation and extrinsic factor causing the dispatched workers to choose their jobs and work attitude that the they pose about their jobs (2) to examine if motivation would influence the work attitude.(3)furthermore, to explore if perception of fairness would reduce or enhance the relationship between the motivation and the work attitude(4)to examine if perception of fairness would influence the work attitude. The research subjects are 148 dispatched workers sampled from the financial service industry. Hierarchy regression model were adopted to test the hypotheses. The findings of the study are as following: 1. Motivation has significant and positive effects on dispatched workers’ work attitude. 2.Requirement of quality of work life and perception of the influence of regulatory changes have significant and positive effects on dispatched workers’ job satisfaction. 3.Requirement of quality of work life and perception of influence of regulatory changes have significant and positive effects on dispatched workers’ job involvement. 4.Perception of fairness has significant and positive effects on dispatched workers’ work attitude. 5.Perception of fairness has no significant mediating and moderating effect on the relationship between dispatched workers’ motivation and work attitude.
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Shen, Pei Ru, and 沈佩如. "A Study of Dispatched Workers’ Personality Traits, Work Values and Organizational Commitment." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/37413576315707418682.
Full textAbstract:
碩士國立彰化師範大學
商業教育學系
94
Due to the transitions of environment, the market of dispatching industry develops rapidly in Taiwan. Dispatched workers’ role is not simply like traditional staff’s, and this situation is such a great challenge for enterprises. The major purpose of this study was to explore the relationships among the differences of personality traits, work values, and organizational commitment of dispatched workers. According to the purpose of the study, literature review and theory discussion, the questionnaire of the study were conducted. The sampling was 500 received 410 back, 305 valid returns (61％). The data were submitted to descriptive statistics, t-test, ANOVA, Pearson correlation, and multiple stepwise regressions. According to the findings, the conclusions were summarized as follows: 1.In order to save the cost and accommodate to different stage requirements, the enterprise needs to employ the dispatched workers. However, the labor-capital relations still have to be improved. 2.The perceptions about work values of dispatched workers with different ages, service years, service seniority, service industry and dispatched position were highly different. 3.The perceptions about organizational commitment of dispatched workers with different educational levels were highly different. 4.Personality traits were all in a positive correlation with work values and organizational commitments. 5.Personality traits and work values could effectively predict organizational commitments. 6.There were significance positive correlation among work values and organization commitments, that is, work values were higher on dispatched workers with more organization commitments. Finally recommendations based on the findings and conclusions of the study were made for the enterprises, dispatched workers, and the further study.
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Hou, Chun-Yen, and 侯俊言. "The study for the using of dispatched workers by hospitals and clinics." Thesis, 2004. http://ndltd.ncl.edu.tw/handle/15431273636219778299.
Full textAbstract:
碩士國立中正大學
勞工研究所
92
In the recent years, because of the restrictions of some laws , the Hospital in Taiwan can’t make a stable profit any more. Besides, hospitals and clinics investing the newest medical equipments their will also make the competition between each other. And almost 50% of costs is occupied by labor; therefore, the labor cost will be reviewed at the beginning of competition. Now, the domestic leased employees is developed gradually and become mature, some hospitals and clinics begin to introduce dispatched workers. The laws of dispatched workers are not very mature. What the influences will be induced by the dispatched workers in hospitals and clinics? The aim of this research is to explore the reasons for the using of dispatched workers by hospitals and clinics, and analyze its effects. From this research, it can be concluded three reasons: First, for the hospitals that induce the dispatched workers keep the benefit of cost. However, for the internal hiding part of leased employees, the influences for the long-term development of these hospitals are not observed. Second, for the dispatched proprietors, in order to continue the existence of the business, they introduce this kind of labor from foreign countries. However, their working conditions can’t achieve the requests of the related laws. Finally, the dispatched workers are the disadvantaged minority. They can’t enter the core of their job due to their innate deficiency. Therefore, their rights are deprived easily. Leased employees is the actual society product, and is also facilitated by economic depression. Therefore, the government need to speed up the legislation and assist them in terms of labor. Through the dispatched proprietors, received hospitals, dispatched worker, and the regular staffs, the laws to protect the work rights of labor can be established.
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Liao, Po-Fang, and 廖柏芳. "A Study on Considerations and Benefit Assessments of Enterprises Adopted Dispatched Workers." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/05290026476992100212.
Full textAbstract:
碩士國立臺灣師範大學
工業科技教育學系
94
ABSTRACT This research aimed at inquiring what were the chief considerations of enterprises and how the benefits were caught by adopting dispatched workers. The main research purposes were to understand the current situations of the dispatching work in Taiwan; the enterprises’ considerations for adopting dispatched worker; and to find out the benefits of enterprises from adopting dispatched workers, and how the correlations between the consideration and benefits were those based on enterprises’ basic variables; and what were the major problems of enterprises havd faced while they adopted dispatched workers. In order to reach all purposes of this study, a questionnaire was developed and used. With 104 Job Bank’s assistance, 230 company samples those have adopted dispatched workers, were selected. Questionnaires were mailed then 92 questionnaires were retrieved and included 78 valuable questionnaires. The data were coded and then were analyzed by frequency, t test, chi-square test, one-way ANOVA, and correlationship analysis. Finally, the research obtained 16 conclusions.
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LIN, Shih-chia, and 林世佳. "A Comparative Study of dispatched work between Japan and Taiwan-In The Center of Protecting The Rights of The Dispatched Workers." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/tn3aqg.
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黃馨俐. "A Study on the Approaches, Recruitment Effectiveness and Problems of Transferring Dispatched Workers into Regular Workers in Enterprises." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/26955749586276231624.
Full textAbstract:
碩士國立臺灣師範大學
工業科技教育學系
95
ABSTRACT Enterprises use dispatched workers and select regular workers among them to reduce the stress of recruitment. The purpose of this study is to figure out the approaches, recruitment effectiveness and problems of transferring dispatched workers into regular workers in enterprises. The researcher use multiple-case study to collect first hand information by in-depth interviewing supervisors of human resource department in eight companies. The major findings of this study are shown as the follows: 1.Purposes for transferring dispatched workers into regular workers in enterprises: To apply flexible staffing arrangement, to gain more time for observation, to refine on personnel training, to regulate the budget and control the number of staffs, to lower the stress of recruitment, to stimulate employees’ performance. 2.Processes of transferring dispatched workers into regular workers in enterprises: First of all, enterprises develop a model to employ dispatched workers. Besides, the seniority should be taken into consideration as well. Secondly, enterprises hold tests for transferring employees. Finally, assign an appropriate job. 3.Reasons for transferring dispatched workers into regular workers in enterprises: It is protocol for basic positions to be assigned first. It is a way to find talented and well performance works. More importantly, the supervisors’ attitude, habits, laws and risks of companies’ confidential are also the reasons to transfer dispatched workers. 4.For effectiveness of recruitment, the impacts of transferring dispatched workers into regular workers in enterprises: To lower the cost of advertisements that are involved in recruiting, to shorter the time of job transaction, but it won’t reduce the cost of education. In the short run, those who get transferred into regular workers have more efficient performance. Those who get transferred into regular workers have lower ratio of leaving their jobs. 5.Problems and difficulties of transferring dispatched workers into regular workers in enterprises: There are three points as below: （1）For enterprises portion 1There is a job limitation to apply the model of transferring dispatched workers into regular workers. 2The small amount of raise after being transferred doesn’t heighten the willing of dispatched workers to accept being transferred into regular workers. 3Those who transferred from dispatched workers may have problems getting along with regular workers. 4It takes time to communicate with dispatched agencies to find qualified employees. 5The operation of dispatched workers is restricted by the laws and the risk of company’s confidential. 6Companies’ supervisors are worried about they can’t find elites from dispatched workers. 7The dispatched agencies request expensive commission. 8The efficiency of regular workers who transferred from dispatched workers may get worse. （2）For dispatched agency portion The dispatched agencies are usually unable to offer workers in sufficient quantity and in good quality. （3）For dispatched workers portion 1Applicants don’t prioritize dispatched jobs when they are looking for work. 2Dispatched workers don’t want to be transferred into regular workers if the raise is lower than their expectation. 3The older the dispatched workers, the more likely that they would accept being transferred into regular workers. 4Dispatched workers don’t want to be transferred into regular workers when they feel like that the stress is going to become stronger.
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Huang, Kuo-Chiang, and 黃國強. "A Study of the Dispatched Workers’ Protection of the Occupational Injury in Taiwan." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/69593152864654772019.
Full textAbstract:
碩士國立暨南國際大學
公共行政與政策學系
98
This thesis is a study of the dispatched workers’ protection of the occupational injury in Taiwan. Owing to economical conditions be changed, the companies take the method of labor flexibility, which brings Atypical Employment, and dispatched employment is one kind of the which. In generally, the dispatched employment is refers to what the dispatched work agency to hire the dispatched laborers, and based on the contract signed with user enterprise to dispatch the dispatched laborers to user enterprise place providing the service. According to the above, the dispatched employment will involve the rights and obligations of dispatched work agency, user enterprise and dispatched laborers. Because other employments are similar with the dispatched employment, and dispatched employment has indeterminate legal relationship, which causes the employers liability to be unclearly, dispatched laborers’ conditions of protection to be not enough. Especially, occupational injury hurts dispatched laborers seriously but it has not a special legal to provide protection for dispatched laborers in Taiwan and the legal of the occupational accidents prevention, workers’ compensation and rehabilitation in occupational accidents take the employers obligations as a core so clear legal relationship of dispatched work and the view of that dispatched work agency and user enterprise are also dispatched laborers’ employers can protect dispatched laborers experiencing occupational injury. This thesis paper is divided into three parts. The first part defines dispatched work for differentiating from other similar works and clears legal relationship of dispatched work and proposes the view of mutual employers. The second part distributes the employers’ obligations on the protection system of the occupational injury in Taiwan to dispatched work agency and user enterprise on a foundation of mutual employers. The last part refers to the protection system of the occupational injury of dispatched laborers in Japan, Germany and United States and analyzes the protection system of the occupational injury of dispatched laborers in drafts of dispatched employment acts in Taiwan. In the end, the researcher concludes the discussions in each section and offers several suggestions as the conclusion of the conclusion of this thesis paper.
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Irene and 林冠吟. "A study on Antecedents of interpersonal conflict and interdepartment confliect among dispatched workers." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/78635795313021836504.
Full textAbstract:
碩士東海大學
企業管理學系碩士班
97
Organizational conflict occurs when members of the organization, different sectors, or individuals oppose, or fight against each other. Due to the differences in working styles, benefits, personality, or cultural values. However, the fast economic development and the speedy changes in the industrial world cause the instability in the demand of human resources. Moreover, it is essential for enterprises to control expense and use human resources flexibly. As a result, dispatched workers become a trend and an important issue in the labor markets recently. Nevertheless, along with such advantages as personnel cost reduction and the increase of personnel flexibility, the problem of performance management and the issue of increasing it should be taken into consideration by enterprises. Temporary employees play special roles in the enterprise; they are hired by the company but cannot be credited by the traditional performance-management. The contracts of dispatched workers are in many aspects different from those of regular employees), and therefore produces the inconsistent self-recognition between temporary and regular employees, which in turns causes the discordance between temporary employees and the company. Organizational conflict is inevitable. Most research regarding this issue has focused on the factors of conflict, types of conflict, or the effect of emotional management on conflicts. The different contact of dispatched workers increases the sensitivity of conflicts. Since temporary employee has played an important role in the labor market, conflicts involving dispatched workers would influence the development, stability, and success of an organization. Hence, this paper will devote most of its efforts on discussing the reasons and key elements of the conflicts that occurs in dispatched workers. This paper will first introduce some practical applications of hiring dispatched workers from literatures and reports. Then, it will investigate the conflicts according to the following factors: support from senior executives, joint reward system, informal integration, psychological distance, communication frequency, and esprit de corps. It will discuss the consequences and effects produced by conflicts, including interpersonal conflicts between temporary and regular employees, and inter-department conflicts. Next, these materials will be used to analyze the distraction effect that joint reward system and psychological distance have on the antecedents.
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Lee, Chao-Hsuan, and 李昭璇. "Individual Perceptions of Labor Rights Among Dispatched Workers at the Ministry of Education." Thesis, 2019. http://ndltd.ncl.edu.tw/handle/t28m2t.
Full textAbstract:
碩士臺北市立大學
教育行政與評鑑研究所碩士在職專班
107
This study investigated the viewpoints and perceptions of dispatched workers at the Ministry of Education regarding temporary personnel in administrative agencies, dispatched work and contract work, dispatched work experience, and labor rights protection. As the main research methods, we employed a literature review and qualitative interviews with six dispatched workers serving at the Ministry of Education. The following conclusions were drawn based on the analysis results: I.Among the three types of personnel identity (temporary, dispatched, and contract), direct employment contracts from government agencies were preferred among dispatched workers. However, if the salary and benefits of such direct employment are not as satisfactory as those of dispatched work, workers would prefer to continue as a dispatched worker. II.The Ministry of Education could provide highly satisfactory salaries and benefits, a stable working environment, and job contents that are congruent with workers’ education and experience. Moreover, a recommended personnel list could be provided to companies with new winning bids so that dispatched employees might in practice become permanent employees. The designation of dispatched employees requires them to possess relevant educational backgrounds and experience as well as a certain degree of professional ability. Furthermore, the provision of core services can accumulate considerable administrative experience. If dispatched workers wish to change their job, they remain willing to undertake dispatched or contract work and participate in screening tests for temporary personnel. III.Dispatched workers are unfamiliar with labor rights regulations, and relevant regulation promotions should be enhanced. The Ministry of Education must fulfill its responsibility to supervise temporary staffing agencies, which would offer dispatched employees more comprehensive labor rights protection. Finally, this study provided recommendations based on its results, which can serve as a reference for future research on government policy and dispatched workers. Keywords: dispatched employment, labor rights
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HUANG, TZU-TING, and 黃子庭. "A Study of Work Satisfaction on Dispatched Workers: A Case of Medical Industry." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/29817471538523119941.
Full textAbstract:
碩士逢甲大學
經營管理碩士在職專班
104
This research mainly focuses on discovering the factors that influence the job satisfaction of dispatched workers. From dispatched workers’ perceptions of salary, job involvement and job motivation, this research is aiming at discovering how the three components affect job satisfaction. The purposes of this research are as follows: 1.Understanding the conditions of dispatched workers in medical industry 2.Comparing the differences of salary, job involvement and job motivation among dispatched workers in medical industry. 3.Analyzing the relevance between job satisfaction and salary, job involvement and job motivation of dispatched workers in medical industry. 4.Understanding the predictability regarding how salary, job involvement and job motivation affect job satisfaction. This survey research has been conducted by collecting online questionnaires, and the number of returned questionnaires is 401, in which 283 of them are valid; the percentage of validity of the questionnaires is 71.32%. The conclusions derived from the statistics analysis by SPSS are as follows: 1.Regarding the average of each variable and hierarchical dimension of dispatched workers in medical industry, the satisfaction of ‘job motivation’ is relatively higher while the satisfaction of salary is lower. 2.The analysis of how different demographic variables affect salary, job involvement, and job motivation; when it comes to the satisfaction of salary, job involvement and job motivation, the level of seniority is not a crucial factor to cause any difference. 3.The relevance between " Salary " variable and the " job motivation " variable is moderate or low relevance. While the relevance between " Salary " variable and the " job motivation " variable achieves moderate, the relevance of the dimensions within the salary variable attains high relevance. 4.The salary of dispatched workers in medical industry is significantly influencing their job satisfaction.
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Lin, Guan-Ting, and 林冠廷. "Using Kano''s Model to Explore the Satisfaction of Dispatched Workers." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/13298718389642954916.
Full textAbstract:
碩士國立高雄第一科技大學
運籌管理所
98
In recent years, the rise of labor dispatching, so firms employ staff has become increasingly diverse. Employees in the past relevant research on how to improve the work quality of staff does not consider non-linear features, especially for dispatched workers. Therefore, this study will use the Kano model features to be deployed employee satisfaction analysis, to understand the Kano model to send staff to the relevant categories, and integrate importance-satisfaction model to improve effectively the satisfaction of dispatched workers. As the results show, nonlinear relationship exists between the work quality and the satisfaction of dispatched workers. Furthermore, in order to improve the satisfaction of dispatched workers, through integrated analysis of Kano model and importance-satisfaction model based must-be quality、to be improved area、excellent area、care-free area、suplus area and attractive quality to meet the needs of dispatched workers and increase the satisfaction of dispatched workers.
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Chen, Jung-Lung, and 陳榮隆. "A Study of Career Development for Dispatched Workers – An Empirical Study of Programmers." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/2q5et7.
Full textAbstract:
碩士國立臺灣師範大學
工業科技教育學系在職進修碩士班
96
ABSTRACT Career is volatile in nature. Dispatched job is even more unstable, which attracts Researcher to explore the career development of dispatched workers. Understanding the career development of dispatched workers will help the enterprises to attract, deploy and retain dispatched workers and help them to achieve their career goals, whenever the enterprises needs are also met. This will create a win-win situation. The objects of this research are dispatched programmers. The qualitative research is composed of 10 dispatched programmers and each is given an in-depth interview. The main purpose of this research is to (1) understand their motivation and satisfaction to be dispatched programmers, (2) understand other people’s attitude towards dispatched programmers, (3) explore dispatched programmers’ career development and planning, (4) understand dispatched programmers’ perspectives on issues related to the career development of dispatched workers. After analysing the data, below are the conclusions and findings: 1. To the interviewees, the major motivation for dispatched jobs is higher pay and a stepping-stone to land on a full time job. The other motivations include flexible or fixed working hours, enrichment of personal experience, challenging works, acquiring professional skill and to avoid possible dilemma of long-term full -time jobs, and less limitations for applying jobs and also for re-entering job market after retirement. Most interviewees have a positive perspective on dispatched jobs. 2. Most interviewees’ families also have a positive perspective on dispatched work and most dispatched programmers are treated fairly by their colleagues and managers. 3. In terms of the four types of career, only one interviewee belongs to the category of spiral career path while the rest are evenly distributed among steady-state career (3), linear career (3), and transitory career (3). 70% of the interviewees will favour dispatched jobs or choose them under some conditions in the future. 80% of the interviewees lean toward technical positions in the near terms but toward managerial positions in the long run. 4. Below are the interviewees’ perspectives on issues related to career development of dispatched jobs: (1) Most of the interviewees will favour dispatched jobs in bigger companies over full-time positions in small companies. (2) The new retirement regulation is deemed to have a positive impact on dispatching by 50% of the interviewees but no impact by the rest. (3) The training is mostly provided by the user enterprises in the areas of technical expertise and languages. Some interviewees hope the companies can also offer management trainings. 50% of the interviewees feel the trainings are irrelevant to their future career planning. (4) Most interviewees think that neither dispatched work agencies nor user enterprises have the obligation to help them with their career planning. Those companies adopting organizational career management mostly provide only manager counselling and training programs, while other companies provide none. Most interviewees hope user enterprises to offer the opportunity to become full time employees and training. They all think the career planning help provided by the companies have no impact on their career planning. (5) The interviewees recommend taking personal characteristics, education, age, related working experience, and salary into consideration in choosing to be dispatched workers. They also recommend taking personal right, nature of work, mental adaptation, and salary into consideration while accepting dispatched jobs.
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Wu, Chuan Hui, and 吳傳慧. "The Comparison of the Working Attitudes and Performance between Regular Workers and Dispatched Workers---- Taking Chunghwa Telecom as an example." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/56685135828567258315.
Full textAbstract:
碩士淡江大學
管理科學研究所企業經營碩士在職專班
93
How to elevate the competitive abilities has long been the ultimate goals for business enterprises. Hiring dispatched workers is the major strategy to reduce personnel expenditure for most business enterprises. Furthermore, as the new retirement regulation for worker is in place on 1 July, 2005, more enterprises will employee a large amount of dispatched workers to reduce the cost of administrative management. To the business enterprises, the flexibility of man power is beneficial due to less personnel cost. However, to dispatched workers, the flexibility means less job security, salary as well as welfare than regular workers. As a result, while dispatched workers are working with regular workers, the disadvantages may have negative influences on their working attitudes and working performances. The subjects of the research are regular and dispatched workers as well as their superiors working in the Customer Service Line of the North Branch of Chunghwa Telecom. Among 500 questionnaires distributed to workers, 365 were collected. At the same time, 185 questionnaires were collected among 200 from superiors. To find out if there are significant differences in workers’ working attitudes and performance, including their job satisfaction,organizational commitment and OCB, job types as well as personal backgrounds, such as sex, age, marital status, seniority, and education, are variations in the analysis. The collected data has been analyzed respectively by t test and one-way ANOVA. The result of the research shows that in general regular workers are better than dispatched workers on both working attitudes and performance. However, the findings of the differences for personal backgrounds are interesting. For regular workers, the married female regular workers whose ages are under 31 and educational levels are above high school with a working experience over 2 years are usually better in their job performance than other regular workers; on the other hand, for dispatched workers, the married male dispatched workers whose ages are over 31 are better in their job performance than other dispatched workers.
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應綺文. "Analyzing The Job Performance of Dispatched Workers Transferring to Regular Workers— A Case Study of Call Center in H Company." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/w7x79b.
Full textAbstract:
碩士逢甲大學
經營管理碩士在職專班
104
『Welcome to ○○ Customer Service Center, I am Karen, customer service represent (C.S.R.), glad to talk to you』. This cordial greeting phrase is such familiar for all customers who have contacted with customer service center. With the rise of customer awareness, not only good product’s quality but also after-sales services are the required, therefore, more and more enterprises have deeply realized and started to build support staff department and customer service center. The output value of service industry in Taiwan have already accumulated up to 70% of the national’s GDP, and 2~3 percentage growth upward each year, service industry became the main role of the economic development. Service industry has widely spread in the world, customer service act as a catalyst for the procedures of industry upgrading. In the aspect of enterprises, it would gain customer’s affirmative evaluation whether there could be professional C.S.R. who can in time clarify customer’s doubts and uncertainty after sales. But It costs enormous capital for cultivating professional staffs, only some certain large-scaled enterprise could be able to endure. Through well-designed systems, stipulating standard operation procedures (S.O.P.) to cultivating a group of excellent C.S.R. who help enterprise to organize and manage customer service center. For this reason, more and more enterprise begin to outsource the customer service business, and make the customer service industry boom. However, the outsource law draft has re-examined in recent years, many outsource C.S.R. are not qualified within the labor identity, just part-time workers swing at the gray edge of law. In this point of view, the case company C has founded subsidiary to recruit excellent staffs as official employees in order to take and fulfill corporate social responsibility. This study analyzes and evaluates the difference of key performance index from C.S.R.’s identity switch between outsource worker and official subsidiary employee by using semi-structural qualitative interviews, and the conclusion shows there is a positive rise of work key performance index.
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Liu, Yao Chun, and 劉耀群. "The Relationship among the Dispatched workers’ Job Involvement, Job Satisfaction, Organizational Commitment and Performance." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/58210312454577163370.
Full textAbstract:
碩士國立臺北大學
企業管理學系
95
In order to maintain the flexibility of staffing and competitive strength, companies intend to use more temporary workers. However, these sometimes put companies into dilemma, have flexibility of staffing and improve the performance of dispatched workers. This study focuses on the performance of dispatched workers who have neither long-term commitment nor formal contract. By using biographical features of these workers to explain the difference of job involvement, job satisfaction, organization commitment and performance, this study would provide practical implications for companies to set up better human resource management plan in order to achieve win-win situation to both companies and temporary workers. This research utilizes Descriptive Statistics Analysis, Reliability Analysis, One-way ANOVA , Correlation Analysis, Multi-regression Analysis to examine the performance of the workers among different groups such as gender, age, education, and the length of time in the temporary job. The result shows the performance of dispatched workers has positive relations with job involvement, job satisfaction and organizational commitment. There is positive relation between performance and job involvement, job satisfaction, and organization commitment.
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Yang, Yi-lung, and 楊翼蕯. "The Study on the Human Capital Measuring of Dispatched Workers in High-technology Industry." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/74298887951924975213.
Full textAbstract:
碩士淡江大學
會計學系碩士班
98
The aim of this study is to establish the human capital measuring model of dispatched workers for high-technology industry in Taiwan. We move from huge literature review, investigating enterprise and expert interview, mapping formal questionnaire, to questionnaire survey for human resource department managers. This study exercises factor analysis, variance analysis, and independent samples T-test to examine whether there is any significant difference between core dispatched workers and noncore dispatched workers when hired. About human capital measurement dimension, the results show that when high-technology industry hire dispatched workers, the averages of core dispatched workers are significantly higher than those of noncore dispatched workers in capacity-based, emotion-motive-based, and uniqueness-based dimensions. It means that core dispatched workers will be paid much attention to capacity-based, emotion-motive-based, and uniqueness-based than noncore dispatched workers in high-tech industry. Furthermore, about the personality-health-based dimension, there is no significant difference between core dispatched workers and noncore dispatched workers when hired in this study.
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Kuo, Che-Pin, and 郭哲賓. "The Relationships between Personality, Role Stress, Organizational Commitment and Citizenship Behaviors of Dispatched Workers." Thesis, 2006. http://ndltd.ncl.edu.tw/handle/47114341282463496842.
Full textAbstract:
碩士樹德科技大學
經營管理研究所
94
Abstract Due to the global business competition, effective human resource deployment has become a main concern for many enterprises. In order to reduce the personnel cost, manpower dispatch has become a prominent emerging industry in Taiwan. The purpose of this study is to analyze the relationships of the dispatched staffs’ personality, role stress, organizational commitment between dispatched company and dispatching agencies, and the staffs’ citizenship behaviors toward dispatched company. Four hundred dispatched staffs from Manpower and HKIC dispatching agencies were surveyed with 132 valid responses. The data analysis techniques include t-test, ANOVA, and Regression analysis. The results indicate that dispatched staffs with internal locus of control personality significantly and negatively affect role stress while the effect for staffs with external locus of control is significant and positive. The staffs with internal locus of control significantly and positively affect their organizational citizenship behaviors at dispatched companies. Dispatched staffs’ role ambiguity significantly and negatively affect their organizational commitment of dispatching agencies and organizational citizenship behaviors at dispatched companies. The persistent and normative commitment of dispatched companies and dispatching agencies significantly and positively affect the staffs’ organizational citizenship behaviors at dispatched companies. For the demographic variables, dispatched staffs’ gender, educational level, and seniority significantly affect their perceptions of role stress. The effects of age, seniority, dispatched type, and job title variables to the organizational commitment at dispatched companies are significantly different. Furthermore, the age and dispatched job title of dispatched staffs significantly affect their organizational citizenship behaviors at dispatched companies. This study suggests that personality is an important aspect when recruiting dispatched employees for both dispatching agencies and dispatched companies. They should also help the dispatched staffs to identify their employment roles and reinforce the organizational commitment at dispatched companies. These findings can assist the dispatching agencies and the dispatched companies to realize the role stress situation, organizational commitment and organizational citizenship behaviors of the dispatched staffs. The dispatched staffs can also recognize their employment relationships with the dispatched companies and dispatching agencies for the well-balanced relationships between the three parties.
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Chen, Li-Tseng, and 鄭麗真. "Dispatched Workers at Customer services－ The Case of Chunghwa Telecom Offices in Central Taiwan." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/76236836204579125796.
Full textAbstract:
碩士逢甲大學
公共政策所
95
Based on surveys and interviews, the primary purpose of this study was to examine how customer services of Chunghwa Telecom exploited dispatched workers. We interviewed fifty-four person, including executives and full-time employees of customer services of Chunghwa Telecom in central Taiwan, executives of outsourcing companies who got bids and some dispatched workers. According to historical documents, interview analyses, we’ve the following conclusions and suggestions： 1. Dispatched workers, are willing to work at customer services of Chunghwa Telecom because of the internal labor market； 2. The relationship between full-time employees and dispatched workers are interrelated. Full-time employees should help dispatched workers to solve problems on work and strive for their welfare and rights；and, 3. Drafting Labor Dispatch Law for dispatched workers as soon as possible.
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lung, liu i., and 劉益隆. "The Relationship between Job Involvement and Organizational Commitment on Dispatched Workers of Manufacturing Industry." Thesis, 2007. http://ndltd.ncl.edu.tw/handle/95120785821375441624.
Full textAbstract:
碩士亞洲大學
經營管理學系碩士班
95
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.
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Liao, Yi-hsien, and 廖亦嫻. "Managerial issues of dispatched workers and outsourcing- Narrative inquiry: My experience in Acer Inc." Thesis, 2008. http://ndltd.ncl.edu.tw/handle/64jr27.
Full textAbstract:
碩士國立中山大學
國際經營管理碩士班
96
Now, companies all around the world are facing growing and fierce business competition. In order to save costs and raise revenues, companies adopt more flexible and temporary strategy to hire employees, which called “atypical employment”. This research applied the methodology of “narrative inquiry” to discuss my experience as atypical worker. As both a story-teller and a student, I want to write down what I had experienced, what I had observed and what I had been inspired. Hope what I learned could bring something new and different to the industry and the academic circle. Before entering NSYSU, I had worked at Acer Incorporated as a business assistant for two years and it was also my first job. At that time, the concept of dispatched worker was not well-known and I took the job ignorantly. In Acer, I had been through two different positions and it allowed me to have varied views and know better about atypical employment in Acer. Through pondering my past experience and writing my thesis, here are my research goals and findings. First, reexamine what I had learned and discovered as an atypical worker, employ “narrative inquiry” to record the story and try to gain some valuable introspection. Second, provide companies and dispatched agencies which were interested in “atypical employment” with details, obstacles and problems that might happened in atypical employment. Last but not least, as an exploratory study, supply first-hand materials for the academic circle to discover more useful and worthy phenomenon or information to peruse.
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Li, Ching-chiu, and 李靜秋. "A Study of Influence of Relative Dominance in Human Resource Management of Dispatched Enterprises and User Enterprises on Dispatched Workers’ Cognition of Employer Liability." Thesis, 2010. http://ndltd.ncl.edu.tw/handle/32809342660564558961.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
98
This study investigates influence of relative dominance in human resource management (HRM) of dispatched enterprises and user enterprises on dispatched worker’s cognition of employer liability. Hopefully, this study could serve as basis for management in dispatched enterprise and user enterprises.Questionnaires were administered to Taiwanese dispatched workers to study relationships among and influence of individual variables (as control variable), HRM in user enterprises and dispatched enterprises (recruitment, training, compensation and benefits and performance appraisal as independent variable) and employees’ cognition of employer liability (as dependent variable). Results show that relative dominance in HRM of user enterprises and dispatched enterprises dictate employees’ cognition of employer liability. Dispatched workers have higher cognition of employer liability for dispatched firms when dispatched enterprises are of high dominance in HRM. On the other hand, dispatched workers have higher cognition of employer liability for user enterprises when user enterprises are of high dominance in HRM. In addition to relative dominance in HRM, positions that dispatched workers occupy also significantly influence cognition of employer liability: dispatched workers who hold professional jobs have higher cognition of employer liability toward dispatched enterprises.
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CHEN, HUEI-FANG, and 陳慧芳. "A Study of Relationships among Cognition of User Enterprises, Cognition of Dispatched Enterprises, Personality traits, Job satisfaction and Turnover Intentions of Taiwanese Dispatched workers." Thesis, 2005. http://ndltd.ncl.edu.tw/handle/26784123373853980163.
Full textAbstract:
碩士國立中山大學
人力資源管理研究所
93
A Study of Relationships among Cognition of User Enterprises, Cognition of Dispatched Enterprises, Personality traits, Job satisfaction and Turnover Intentions of Taiwanese Dispatched workers Abstract Recently, the number of dispatched workers has been increasing rapidly in Taiwan. Yet little is known of behavior and job attitudes of these workers. Enterprises use dispatched workers due to flexibility concerns or urgent workforce demands. Finding a suitable and stable dispatched worker proves to be a challenge to enterprises. Now, enterprise social accountability is an important subject. Besides the great profit, enterprises should concern job satisfaction and cognition of enterprises to dispatched workers . This study focuses on Taiwanese dispatched workers and aims to examine the relationships among “cognition of dispatched enterprises”, “cognition of user enterprises” , “personality trait”,” job satisfaction” and “turnover intention”. After interviewing 5 dispatched workers and surveying 152 dispatched workers with questionnaires, the findings are as follows: 1. Female dispatched workers reveal agreeableness better than male. 2. Dispatched workers who are 29 or younger have higher score in Neuroticism; dispatched workers who are older than 29 have higher score in agreeableness and conscientiousness. 3. Dispatched workers who have graduated from high school show significantly higher score in “cognition of dispatched workers toward dispatched enterprises” than those in university . 4. The contract period of the dispatched workers within 3 months show significantly higher score than those above 2 years. 5. Voluntary dispatched workers have better “cognition of dispatched enterprises”, higher “job satisfaction” and lower “ turnover intentions”. 6. Dispatched workers belong to local dispatched enterprises have higher score in Conscientiousness. 7. Dispatched workers’ “job satisfaction” has an intermediate effect or an interactive effect between “cognition of dispatched enterprises” and “turnover intentions”. 8. Dispatched workers’ “job satisfaction” has an intermediate effect or an interactive effect between “cognition of user enterprises” and “turnover intentions”. 9. Agreeableness is positively correlated to “job satisfaction”. 10. Dispatched workers’ “job satisfaction” has no intermediate effect or interactive effect between “personality traits” and “turnover intentions”. Key words: dispatched worker, cognition, personality trait, job satisfaction, turnover intention
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Li, Hsin-Pei, and 李欣佩. "The Expection of Employer-employee Relationship onthe Decision-making of Dispatched Workers and Its Equilibrium." Thesis, 2011. http://ndltd.ncl.edu.tw/handle/72880005828913448505.
Full textAbstract:
碩士國立中山大學
經濟學研究所
99
This paper refers to Chen and Zhang (2006), placing the“interpersonal relationship” into the decision-making function of user enterprise and dispatched workers. Simultaneously, we revise the dispatched workers’ restrictions and eliminate the shortcomings which contrary to the facts, in order to let the setting of the model much more reasonable. Furthermore, we provide an equilibrium analysis of a decision-making model from the aspects of supply and demand, and completely analyze the dispatched work which is rapidly expansive.