研究生: |
何天仁 Ho, Tien-Jen |
---|---|
論文名稱: |
正職與派遣員工在工作滿意項目之重要度與滿意度之差異分析─以台南科學園區為例 A study on the differences on job satisfaction between regular and dispatched workers in Southern Taiwan Science Park |
指導教授: |
張海青
Chang, Hae-Ching |
學位類別: |
碩士 Master |
系所名稱: |
管理學院 - 企業管理學系 Department of Business Administration |
論文出版年: | 2007 |
畢業學年度: | 95 |
語文別: | 中文 |
論文頁數: | 93 |
中文關鍵詞: | 人力派遣 、工作滿意 |
外文關鍵詞: | job satisfaction, employee dispatching |
相關次數: | 點閱:72 下載:0 |
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面對全球化競爭與環境的劇烈變動,人力派遣已普遍成為各國企業僱用員工的重要方式之ㄧ,台灣為因應此趨勢,近幾年來使用派遣的企業與從事派遣的員工數亦大幅上漲,人力派遣雖然可為企業或員工帶來正面效益,但是也並非完全沒有缺點。派遣員工比正職員工常因同工不同酬的情況導致工作不滿意進而影響工作品質,因此,本研究的主要目的是透過明尼蘇達工作滿意度量表各題項的運用,探討高科技產業之正職與派遣員工對各題項之重要度與滿意度的表現及是否有差異,並且再探討是否會因個人背景變數的不同,而在重要度或滿意度上有顯著差異。
本研究主要發現如下:
1、正職員工最重視項目為「主管對待部屬」,最不重視項目為「指導他人」;另外,派遣員工最重視項目為「同儕相處」,最不重視的項目亦為「指導他人」。
2、正職與派遣員工最滿意項目均為「同儕相處」;最不滿意項目則均為「升遷」。
3、正職與派遣員工在各題項之重要度上在「主管對待部屬」、「主管決策能力」、「勝任現職」及「獨立判斷」等項目均有顯著差異;另外,在滿意度上方面,正職與派遣員工僅在「道德價值」與「讚賞」無顯著差異,其餘各項目均有顯著差異。
4、正職員工在各題項之缺口程度僅在「指導他人」無顯著差異,其餘題項皆為顯著差異,另外,派遣員工各題項之缺口程度皆為顯著差異。
5、正職員工因個人屬性的不同,各題項之重要度有部分差異;但在滿意度則無顯著差異。
6、派遣員工因個人屬性不同,各題項重要度皆有顯著差異;但在滿意度方面,僅在「年齡」無顯著差異,其餘各屬性則均產生部分差異。
Facing the competition of globalization and violent changing of the environment, employee dispatching has become an important way of enterprises to employ workers in many countries. In Taiwan, to reacting to the trend, the numbers of enterprises and workers going into it have also arisen greatly in recent years. Although employee dispatching can bring benefits to the enterprises and workers, but it’s not perfect. The pay of the same work that dispatched workers get is usually unequal to regular ones and this will cause dissatisfaction and affect job performance of them. Thus, this research will use all items of the Minnesota Satisfaction Questionnaire to discuss the performance between dispatched workers and regular workers in high-tech industry and to testify if there are significant differences between them. Then, this research will investigate whether there exists significant differences of personal attributes between dispatched workers and regular workers.
The results and findings of this research are as follows:
1.The most important item for the regular workers is “the executive treats the subordinate ”,and the least important one is “to guide someone”; in addition, the most important item for the dispatched workers is “colleague relationship”, and the least important one is also “to guide someone”.
2.The most satisfactory item of regular workers and dispatched workers is “colleague relationship”; and the least important one is “promotion”.
3.In the importance of job satisfaction respect, there are four significant different items which are “the executive treats the subordinates”, “the ability of the executive’s decision”, “be equal to the job”, and“ judge independently”. In addition, in the satisfaction respect, there are only two items are no significant differences which are “Ethical value” and “Appreciate”. But all the others are significant differences.
4.For the regular workers, there is only one item is significant difference which is “to guide someone” in the gap of the all items; And for the dispatching workers all the items are significant differences.
5.The different attributes of regular workers have partially effect on the importance of all items but not on the satisfaction.
6. The different attributes of dispatched workers have significant effect on the importance of all items and also on the satisfaction except seniority.
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