Abstraction In the trend of global labor flexibility, traditional concept of Lifelong Employ System is faint gradually. At the same time it arouse the rise of temporary work style. In 1965 dispatched employment has come into being in Japan. In research of American Temporary Assistance Service Association in 1996, there are about 90% companies which were employing employees of Atasa. On the other hand, in the course of economic development in Taiwan, traditional manufacturing industry controls management cost. And big corporations upstream externalize statutory responsibility and duty. From the beginning of eighties, employees have been requiring the most flexibility in arranging work time and style, and give stuff right of lawsuit(¸gÀÙ³¡°Ó·~¥q)also confirm dispatched employment and pass that enterprise can register as her dealing item. It¡¦s not hard to see that domestic dispatched employment is developing actively with global trend. The arrangement of research chapters and sections as follow: The first chapter is introduction. To analyze research purposes and problems to be solved in research motives and background, planning research construction. The second is investigation of documents. To sum up the research tied to the thesis and understand facts of labor and capital respectively in relative internal and foreign research, taking it as questionnaire design¡¦s reference base. The third is research design. First to analyze other relative research¡¦s method and then to show design way that the research use is questionnaire investigation. The fourth is data analysis, to analyze and settle data of recovered questionnaire .The fifth is conclusion and suggestion. As for the research data, to sort out research discovery and take it as conclusion This research shows that management and administration fundamental function of the principal staff has a great scale in whole, while that of the classification of research and development design is the highest. As for the present needs of personnel dispatch in our country, routine work in the main dispatched employment content. And has little effect on the work arrangement between principal staff and dispatched worker. Using dispatched worker is mainly to lighten the expenditure of multinomial personnel costs and reduce the cost of personnel administrative management, secondarily to lighten the burden of dispatched employment cost and retired pay. The company is not very strict with the dispatched worker on establishing customer relationship actively the secret level in business and the item degree. The dispatching user acts as the main decider of dispatch work and the dispatching work agency must asset the company on legal liability distribution, vacation, salary and work rule. Besides dispatch law has some disadvantages, we often meet with these problems in using dispatched worker: high flow ability, bad quality and insufficient training. To solve these problems, dispatching user, work agency and worker need to make joint efforts.

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.

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¡G 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.

Under the tendency of globalization and internationalization, enterprises adopt flexible employment strategy to pursue the best economical benefits and cope with quick changing business environment to maintain market competition ability, which also facilitate the change of structure in labor market. Facing the keen competition and quick changes in the internal and external environment, the introduction and usage of labor dispatching has gradually become an important HR strategy to improve competition ability in Taiwan enterprises. Under the interactions of various internal and external environmental factors, what is the influence among dispatched agency, user enterprise and dispatched worker? What is the future trend of labor dispatching? Therefore, this research made in-depth interviews with 4 dispatched agencies to realize the profile of the labor dispatching mode, and then issued 51 questionnaires to dispatched agencies that really engaged in the business; in which 35 were returned with a return rate of 68.63%. Then the relationship between each variable was discussed through descriptive statistic, cross-tables, one-way ANOVA, correlation analysis and regression analysis. Finally was to conclude results of interview and questionnaire to get present profile of labor dispatching in Taiwan, then analyzed and compared the changing mode of labor dispatching in these 5 years. Findings of this research are as follows: 1. Providing user enterprises with repeat dispatched workers, dispatched workers turn into full-time employees of the user enterprise, providing user enterprise on site service, and establishing dispatched agency in the business group have gradually become the new tendency of HR dispatching mode in Taiwan. 2. The turnover rate of dispatched worker is related to the classification of ¡§registered temp¡¨ or ¡§constant hire¡¨. 3. Providing user enterprises with repeat dispatched workers has positive correlation with the business performance variation of the dispatched agency, i.e., the more repeating workers were provided, dispatched agency got the better business amount. 4. Foreign-ownership company has significant influence on the change of business amount of the dispatched agency in the past year. 5. There are significant differences of dispatched agency¡¦s business variation between financial industry and insurance industry, and non-financial industry and insurance industry. 6. Whether the dispatched agency is established by the business group has significant influence on the dispatched agency¡¦s business amount variation in the past year. 7. The execution of new labor retirement law and the pass of labor dispatching law in the future have positive influence on the labor dispatching business amount variation. 8. The labor dispatching mode of these five years in Taiwan has significant difference no matter in HR management practices, such as dispatched worker¡¦s background, recruit channel, salary, welfare, performance assessment, or the reason for user enterprise to use dispatched worker, compliant from user enterprise, and difficulty encountered while executing dispatched business by the dispatched agency.

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

Since the late 20th century, the enterprises have been facing the increasing competition. Considering the hiring cost and in order to arrange the manpower flexibly, they all followed the policy of flexible dispatched manpower, and applied the mode of supplying the dispatched manpower to satisfy the demands of the organizations for the flexible workers. This has become one of the key elements for the enterprises to remain in competition during their adaptation to the change of the industrial environment and the fluctuation of the market demand. In the recent years, owing to the related labor policies such as the 84 working hours and the new labor retirement policy being taken effect, dispatched manpower has the tendency to grow rapidly in Taiwan. More and more industries release the non-core positions, and hire manpower through the dispatched enterprises. Nevertheless, how to find the dispatched workers who can meet the enterprise anticipation, with good work achievement and also being stable becomes a tough question for the enterprise. This study focused on probing into the influence of work valuess, job involvement and the turnover intention of the dispatched workers, the influence of job values on the turnover intention, and whether it will occur because of the medium effect of the job involvement. The subjects of this study were the dispatched workers of a dispatched enterprise in Taiwan, totally there were 725 questionnaires sent out, and in return were 227 effective questionnaires. This study aims to utilize the field result and provide a reference for dispatched enterprise or user enterprise in selecting the dispatched workers in the future. After the investigation and the statistical analysis, the results are as the followings: 1.The dispatched workers with junior college education have stronger inner values. 2.Younger workers or dispatched workers with shorter dispatched time have higher degree of emphasis on the payment reward. 3.The dispatched workers with university education have lower degree of emphasis on getting the higher position. 4.Married and volunteered dispatched workers have higher degree on job involvement. 5.Older and volunteered dispatched workers have lower degree on turnover intention. 6.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 7.Elevate the satisfaction of the inner values of the dispatched workers will lower the turnover intension of the dispatched workers. 8.The work values of the dispatched workers will influence the turnover intention through the work involvement of the dispatched workers.

As globalization is under its way, enterprises should take the turbulent business environment into account as the normal conditions. Furthermore, the advancement of information technology (IT) facilitates the information flow between departments inside and outside organization, and which brings us more convenient & flexible communication. The force of globalization and the IT impact is not only influence the employment systems, but also restructure the relationship among them. Following the dramatic change is that enterprises try their best to look for flexibility to cope with business needs. Unlike the traditional employment system, the dispatched employment is a system which involves the interaction among the three parties (dispatched worker, dispatch agency and working enterprise). The purpose of this research is to investigate the operation of this atypical employment from the perspective of working enterprise in the consumer banking. The method employed in this research is in-depth interview with eight cases. The purpose of interviewing can be classified into three aspects: 1. Understanding the operations of working enterprise associated with dispatched affairs, including reasons for employing dispatched workers, positions, and standards for selecting dispatch agency. 2. From the enterprises point of view, how the dispatch agencies dispatch their workers, including the services offered from dispatch agencies, recruiting, and the management of employment relationship, etc. 3. What are the expectations from the working enterprise, and how should the government and dispatch agency work hand in hand to make the whole process smoothly.

In the recent years, ¡§Atypical Employment¡¨ has been accepted by most of the enterprises. The enterprises of the software service industry use atypical employment originally from the design theory of Shamrock Organization to seek the professional technical manpower. This research is to find out the determinants of hiring contracted workers or dispatched workers based on the atypical employee. The results are as follows: I. The organizational background: 1. The larger the scale of organization is, the better the possibility of hiring the dispatched workers of the atypical employment is. 2. The software industry is more likely to hire the contracted workers of the atypical employment than other service industries are. II. The determinants of the enterprises hiring the atypical employment: 1. The higher the enterprises pay the salary packages, the better the possibility of the use of dispatched workers is. 2. The higher the employee training costs, the better the possibility of the use of the contracted workers is. 3. The higher the job needs the degree of professional skill, the better the possibility of the use contracted workers is. 4. The higher the job needs the special techniques, the better the possibility of the use of the dispatched workers is. 5. The more the enterprises have products in diversity, the better the possibility of the use of the dispatched workers is. 6. The more the flexibility of the job arrangement is, the better the possibility of the use contracted worker is. III. The changeable factors of manpower demand: 1. The higher the degree of the demand of manpower change is, the better the possibility of hiring dispatched workers.

The Explorative Research About the Employment System and HR Practice of Employee Dispatching Industry in Taiwan ¡XUse The Related Industries in America as a basic of comparison Abstract How to effectively enhance the competitive competency is the most important goal for companies to accomplish in recent years. Traditional human resources management models have failed to work effectively because of the heightened competition. HR systems have experienced radical changes. In the more and more complex environment, the way to conquer the challenges of human resources management is the key point in making up companies¡¦ competency. To avoid the increasing cost of employment getting heavy, the companies tend to adopt a flexible HRM system to reduce the cost. This tendency gives rise to contingent work force. It also raises the interest of this study to discuss the newly controversial issue of the employee dispatching in Taiwan. However, the scholars always mentioned the related U.S. industries of the U.S. when discussing the local dispatching industry. This study will compare the similarities and dissimilarities between the related industries and the local dispatching industry. We wish to provide suggestions to the developing dispatching industry. Case study will be adopted in this research. We try to sketch the outline of the local dispatching industry through this method and compare the similarities and dissimilarities between the three industries. From this research, we can conclude that: 1.The concept of the employee dispatching is still not prevailing. The complete employee dispatching system has not yet been established. However, all the business owners think that the dispatching industry will keep growing. The growth of dispatching industry would solely appear in the quantity of dispatching. The professional employee dispatching isn¡¦t ready yet. 2.In the discussion of causes, the reasons for the rise of the dispatching industry are not really the same as the related industries of U.S. However, The reasons of using dispatching highly dovetail with those of U.S. and the characteristics of the dispatched workers are similar to those of the related industries. 3.In the discussion of the HR practice, we find that the HR function of the dispatching process is still rough. Most jobs of dispatching are at the simple and basic level and lack of challenge. This is one of the reasons why dispatching industry suffers the high turnover rate. Keywords: employee dispatching, dispatched worker, temporary help service industry, employee leasing industry

This purpose of this study was to investigate the relationship between employees¡¦ perception on organizational climate and job involvement, and the moderating effect of employ types. This research involves all employees belonging to the I Research Laboratory, as experimental subjects for questionnaire surveys. We used the personal characteristics as the controlled variables, the organizational climate as an independent variable, the employ type as a moderate variable and the job involvement as a dependent variable. A total of 569 questionnaires were delivered and got 339 valid questionnaires. Based on the valid questionnaires, the hierarchical regression analysis and the Pearson¡¦s correlation analysis were used to analyze the data. Major empirical findings are summarized as follows: 1.There are significant differences in job involvement among difference education degree. 2.There are significant correlations between the awareness of the organizational climate and the job involvement. 3.The employ type has no significant moderating effect on the relationship between organizational climate and job involvement.