本研究以台灣地區高科技產業為研究對象，目的在建立一套派遣人員人力資本之衡量指標，首先透過大量的文獻搜集、實地企業調查及專家訪談形成問卷，再將正式問卷發放給人資部門及有使用派遣人員部門之主管，主要利用因素分析、變異數分析、獨立樣本T檢定，以瞭解高科技產業在選任核心派遣人員與非核心派遣人員時，人力資本衡量指標上是否存有顯著差異。 實證結果顯示：高科技產業在選任核心派遣人員時，於能力型、情感動機型及獨特性三構面之重視程度顯著高於非核心派遣人員，亦即就高科技產業派遣人員來說，核心派遣人員較非核心派遣人員更為重視「能力型」、「情感動機型」、「獨特性」人力資本衡量構面。另外，高科技產業在選任核心派遣人員與非核心派遣人員時，「人格特質健康型」之人力資本衡量構面的重視程度無顯著差異。 The aim of this study is to establish the human capital measuring model of dispatched workers for high-technology industry in Taiwan. We move from huge literature review, investigating enterprise and expert interview, mapping formal questionnaire, to questionnaire survey for human resource department managers. This study exercises factor analysis, variance analysis, and independent samples T-test to examine whether there is any significant difference between core dispatched workers and noncore dispatched workers when hired. About human capital measurement dimension, the results show that when high-technology industry hire dispatched workers, the averages of core dispatched workers are significantly higher than those of noncore dispatched workers in capacity-based, emotion-motive-based, and uniqueness-based dimensions. It means that core dispatched workers will be paid much attention to capacity-based, emotion-motive-based, and uniqueness-based than noncore dispatched workers in high-tech industry. Furthermore, about the personality-health-based dimension, there is no significant difference between core dispatched workers and noncore dispatched workers when hired in this study.
