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.

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.

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.

This study is based on human resources management to discuss the operating model of dispatched enterprises which includes the influences of cross-organizational collaboration between the internal part and external environment on operating performance. Due to the studies of discussing operating model of dispatched industry were quite limited in the past, this study founds on human resources management, supply-chain management, cross-organizational recreation and cooperative relationships adopting qualitative case study research method. Taking U company which belongs to China Steel Company group for example, collates data and analyzes the subordinative relationships between dispatched agency, dispatched workers and dispatched enterprises and the real operating condition of the industry to construct a operating model which could improve the image of dispatched industry. The result findings are as follows: 1.The operating model of the dispatched industry should control the expected financial target first to be the index of analyzing external environment risks and opportunities and estimating the reaction ability of the company. 2.The operating model is not invariable. It is a dynamic system. It will not find the right direction until proceeding reciprocation procedures many times even continuing. 3.To increase operating performances, dispatched enterprises usually keep different level of cross-organizational collaborative relationships with dispatched agencies. Dispatched enterprises consider that keeping good relationships could improve management efficient and have positive effect to operating performance. 4.By sharing related information, participating in the enterprise internal activities, building up coordinate system and developing mutual values, dispatched enterprises and dispatched agencies not only decrease costs, but increase revenues. 5.The innovation of operating model and transformation of management thought subvert the traditional two-way relationships between employer and employee. The irresistible developing situation of dispatched industry pushes the government to accelerate legislation to be taken as the base for the dispatched industry. The study results could supply for dispatched industry as empirical application consultation and bring up for government legislating for labor dispatched law on the subject of protecting rights of dispatched workers, increasing dispatched job opportunities and developing potential labor force.

In recent years, more and more companies and enterprises started using dispatched worker. This new trend of ¡§hiring, not employing¡¨ brought profound impact and challenges to the existing structure of labor-employer relations, as well as human resource management. Even in the government department. The main purpose of this study was to investigate the relationships between job satisfaction and job performance for government dispatched workers, taking Department of Transmission Line and Substation Projects¡]DTSP¡^ as an example. There were 145 effectual samples in this study. Questionnaire survey was the main research method of this study. The research instrument included job satisfaction scale and job performance scale. The data were analyzed through Frequency Distribution, T-test, one-way ANOVA and Person Correlation Analysis. After this study analysis, the conclusion is made as follows: 1. The degree of DTSP dispatched workers¡¦ job satisfaction (average score is 3.42, standard deviation (SD) is 0.52) is not so high as expected. The degree of DTSP dispatched workers¡¦ job performance (average score is 3.71, standard deviation (SD) is 0.53) is belonged to normal level. 2. The dispatched workers¡¦ job satisfaction and job performance are related significantly and positively. 3. For dispatched workers¡¦ personal background, there are two variables which have influence to the job satisfaction, belonged department and belonged region . 4. For dispatched workers¡¦ personal background, there are two variables which have influence to the job perfomance, belonged department and belonged region

Due to several reasons, such as the competitive environments which entrepreneurs face, new working values, and ideas of outsourcing, companies must have more flexible HRM strategies to maintain the competitive advantages. In order to seek for more flexibility in employment, employee dispatching has become one of the popular ways for companies to use in America, Japan or European countries and so has it in Taiwan. Employee dispatching can help companies to retain professional employees or special techniques, to deal with seasonal demands, to reduce costs and unnecessary managerial responsibilities, so that they can focus more on unclear business. Although employee dispatching brings more flexibility in employment and reduces costs for companies, it still has some complicated issues needed to deal with. The employment relationship is about "joint employer" or "co-employment". This raises complex legal issues especially when related labor laws are not well developed in Taiwan now. Moreover, the quality, loyalty or the performance of dispatched workers is also the problems which companies have to take care of. It is a trend that employee dispatching will be getting more and more popular in Taiwan. Therefore, it is strongly suggested and would be very necessary to do some more advanced studies on the arrangements, the backgrounds of its development, how it is used now, why it is used, what it is going to be in the future, and the compensation of dispatched workers.

Now days in Taiwan, companies are all facing the great stress of competition from global competitors; therefore, every company is looking for solutions of reducing the cost, every aspects of costs. Employment cost is one of the costs. By using dispatching services or by cooperating with dispatch industries, companies shall save more fixed costs of employment, retirement fee for example. For the basic reason mentioned, dispatch industries have become one of the most popular industries, providing dispatch services which fits corporation¡¦s needs of reducing employment costs. In Taiwan, not so much related article were found discuss about what cross-national factor does effect the services that dispatch industries provide differently, and how they appears. Case study will be adopted in the research. We try to sketch the outline of the local dispatching industry through the method and compare the similarities and dissimilarities between dispatching companies that was from different mother nation that provide the same services in Taiwan. From the research, we could conclude that: 1. Employees from different mother nation¡¦s dispatching companies appears no dissimilarities in the aspects of their average age and background; but they do have dissimilarities on their level of education. 2. Dispatching companies from nations other than Taiwan are all having a delicate training system, benefit plan and performance evaluation system than local dispatching companies.

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.

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.