In recent years because of the multiplex duty border plan & the globalization competition environment competition, developed ¡§the Atypical Employment Relationship¡¨ gradually the manpower dispatch pattern¡CThe globalization increased enterprise's competitive power, in order to be survived under the entire competition, the most enterprises tend to adopt a flexible HRM system to reduce the cost, the production diversification as well as promote the product quality, except will move to the manpower cost inexpensive area, will also use the Non-traditional Employment Relationship in the non-core business execution, will create the biggest superiority. But in domestic, the Executive Yuan economic construction could announce ¡§service industry development guiding principle & the course of action¡¨ in Apr. 2004, the manpower dispatch is included one of 12 prioritize industries, in this plan to the manpower dispatch service entrepreneur hoped could achieve 1000~2000 market capacities, but to dispatched the laborer to hope could achieve 300,000 people ¡CThis plan, attracts the entrepreneur who favors this market sesame seed cake to take place of the fallen invests this industry. Is engaged in the manpower dispatch industry personnel therefore increasing, & provide their profession & customize service to these needs enterprise.
Although the manpower dispatch in domestic is already in fashion for many years, at present in domestic is engaged in the dispatch industry personnel also closely 80,000 people(According to the Council of Labor Affairs Executive Yuan in 2003 estimates, but it estimates the scope also to contain includes the service to contract the jobholders),however, a job dem& the manpower dispatch is often decided by these needs enterprise, confronting positions to dispatched worker, therefor these staff in Employee Dispatching Industry will blend with each othere.
The goal of the thesis is to provide a dispatching industry study and analysis of: 1) The job characteristic of the employee dispatching industry. 2) The relations between the job characteristic of the employee dispatching industry and turnover. 3) The effect of the job characteristic and job satisfaction on distpatching industry turnover, and 4) The effect of the job characteristic and job burnout on distpacthing industry turnover.
During this study, there are 400copies of the questionnaire were sent out to those staff in employee dispatching industry, 102 were returned. The return rate was 25.5%.
From this research, we can conclude that:
1.These staff in Employee Dispatching Industry mostly are university degree, female, single & within 3 years experience in this industry. We think that because female characteristics compare job characteristics.
2.The job characteristics category, resigning intention can be restrained by increasing working autonomy . Skill variety has outst&ingly direct effect on turnover.
3.The job characteristics category, internal satisfaction can be improved by increasing skill variety, task significance & working feedback, but external satisfaction can by improved by increasing working autonomy.
4.Job burnout has mediating effect between the job characteristics & turnover.
| Identifer | oai:union.ndltd.org:NSYSU/oai:NSYSU:etd-0827107-154042 |
| Date | 27 August 2007 |
| Creators | Cheng, Jyh-jiuan |
| Contributors | Jin Feng Uen, Shyh-jer Chen, Liang-Chih Huang |
| Publisher | NSYSU |
| Source Sets | NSYSU Electronic Thesis and Dissertation Archive |
| Language | Cholon |
| Detected Language | English |
| Type | text |
| Format | application/pdf |
| Source | http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0827107-154042 |
| Rights | campus_withheld, Copyright information available at source archive |
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