人力派遣制度下派遣員工組織氣候知覺、組織認同與工作滿意相關性之研究

Abstract

中文摘要 對企業組織而言，組織氣候是指組織成員在所處的組織環境中所得到的一種知覺感受或認知，這種知覺、認知進而引發人員的工作動機和行為表現。而人力派遣員工是定期性的人力彈性運用，經常性的在各要派公司輪動，其知覺認知、行為表現與理論上是否有所差別呢? 本研究以派遣員工為研究對象，採用問卷調查的研究方法，共取得148份有效樣本，探討派遣員工組織氣候知覺、組織認同、與工作滿意的關聯性，量化統計分析結果如下：

一、派遣員工的工作滿意會因年齡、教育程度、派遣經驗、服務年資等人口統計變項的不同而有所不同。 二、派遣員工的組織氣候知覺與組織認同、工作滿意間有顯著正相關。 三、組織氣候對組織認同與工作滿意有正向顯著影響；組織認同對工作滿意有正向顯著影響 四、派遣員工對要派公司的組織認同越大時，將提高組織氣候對工作滿意的影響程度。

本研究建議企業管理者必須思考如何透過營造和諧、信賴、互助的組織氣候，來加強派遣員工對組織的認同感，且建立績效回饋制度與公平的薪資制度，來提高派遣員工的向心力，並以工作設計多元、專業化，提供相關的教育訓練制度，來提高派遣員工的工作滿意，進而表現出對組織有貢獻的行為。A Study on the Relationships among Organizational Climate, Organizational Identification and Job Satisfaction in the Employment System of Employee Dispatching Industry

Author: Sheng-Kun Liao Adviser: Yih-Hsien Chu

ABSTRACT

For company organizations, organizational climate means a kind of perception or awareness which members of the organization can feel in that environment. This kind of perception or awareness will further elicit the working motivation and behavior performance from those members. Temporary workers are the application of regular labor flexibility, and they frequently move around the user enterprises. Do their perception, awareness and behavior performance have any difference from those described in the theory? The subjects in this study are temporary employees. The methodology is a questionnaire survey. We receive 148 valid samples in total. We will discuss the connection between temporary workers, organizational climate, organizational identification and job satisfaction. The results of quantificational statistic analysis are as follows： 1. Job satisfaction of temporary employees varies with respect to demographic variables such as age, level of education, temporary experiences and seniority. 2. There is a positive relationship between the organizational climate of temporary workers, organizational identification and job satisfaction. 3. There is noticeably positive relationship between organizational climate and organizational identification, between organizational climate and job satisfaction, and between organizational identification and job satisfaction. 4. The greater organizational identification temporary workers have toward their temporary company, the more influence the organizational climate has on job satisfaction.

This study suggests the managers in the organization have to work out the way to improve the organizational identification of temporary workers by building up harmony, mutual trust and the organizational climate of helping each other. In addition, the managers have to set up performance feedback and fair compensation system to increase the cooperation of temporary workers. At the same time, they can use work design variety and work specialization and provide related educational training system to enhance the job satisfaction of temporary workers. In such a way, temporary workers are expected to show the behavior which is beneficial to the organization.