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    題名: 政府勞務委外人力運用績效評估之研究
    其他題名: Performance evaluation on outsourcing of government workforce
    作者: 吳順蓮;Wu, Shuen-Lian
    貢獻者: 淡江大學公共行政學系公共政策碩士在職專班
    黃ㄧ峯
    關鍵詞: 派遣員工;人力派遣;委外;勞務承攬;Contractor;Temporary Worker Service;Outsourcing;Labor contract
    日期: 2013
    上傳時間: 2014-01-23 14:12:23 (UTC+8)
    摘要: 近年來政府行政機關基於預算及組織縮編、員額精簡等政策,也將一般事務性業務及非核心業務採勞務承攬的方式,進用派遣勞工在機關內工作;透過此新的雇用模式,可使人力資源的運用上更具彈性,管理上更為靈活與運用,相對的也可撙節人事成本。是以,如何有效運用派遣人力,將對政府的人力資源管理制度造成重大的影響。
    本研究針對教育部及所屬機關的派遣員工進行量化的實證研究,利用問卷資料的蒐集,瞭解派遣員工之特性及因素影響派遣員工工作績效,俾利獲得研究樣本的資料,期能建構出完整人力派遣制度更趨健全。共發放400份問卷,回收372份,無效問卷15份,有效問卷為357份回收率為89.25%,研究分析結果顯示如下:
    1.不同要派機關層級派遣員工與派遣認同程度具有顯著差異性
    2.不同要派機關層級派遣員工與派遣工作成效的對人事制度滿意度、對主管的滿意度、同事間相處的滿意度具有顯著差異性。派遣員工對派遣工作滿意度不因要派機關層級不同而有所差異。
    3.派遣員工個人屬性與派遣認同程度的差異性
    (1)不同教育程度、婚姻狀況、工作背景與派遣認同程度具有顯著差異性
    (2)不同性別、年齡、派遣型態與派遣認同程度無顯著差異性
    4.派遣員工個人屬性與派遣工作成效的差異性
    (1)不同年齡、教育程度、工作背景與對人事制度滿意度具有顯著差異性
    (2)不同性別、婚姻狀況、派遣型態與對人事制度滿意度無顯著差異性
    (3)不同性別、年齡、教育程度、婚姻狀況、派遣型態、工作背景與對主管的
    滿意度無顯著差異性
    (4)不同性別、年齡、教育程度、婚姻狀況、派遣型態、工作背景與同事間相
    處的滿意度無顯著差異性
    (5)不同教育程度與對派遣工作滿意度具有顯著差異性
    (6)不同性別、年齡、婚姻狀況、派遣型態、工作背景與對派遣工作滿意度無
    顯著差異性
    In recent years, due to the policies of budget and organizational downsizing and employees downsizing and others, government administration have the general affairs of the business and non-core businesses adopt way of labor contract to let dispatched workers work in the office. With this new mode of employment, the utilization of human resources can be more flexible, management will be more flexible and use better, and it may be save personnel costs. How to effectively use dispatched workers, will affect the government''s human resources management system.
    This research is for the Ministry of Education and its affiliated agencies’ contractor to quantify the empirical research, using the questionnaire data collection, understand contractor’ characteristics and factors affecting contractor’ job performance, through questionnaire, hoping to construct a complete employee dispatching system and make it more perfect.
    In this study, a total of 400 questionnaires, 372 copies are back, 15 copies are invalid questionnaires in 372 copies, 357 copies are valid questionnaires and it recovery was 89.25%, research and analysis results are shown below:
    1. There have a significant difference with different levels of agencies sending staff and dispatch identification degree.

    2. There have a significant difference with different levels of agencies sending staff and effectiveness of dispatch to satisfaction of the personnel system, satisfaction of the competent, satisfaction of among colleagues get along. There isn’t difference with employees are affected by job satisfaction for dispatch because different of organizations.

    3. Differences of contractor’ personal attributes and dispatch identification degree
    (1) There have a significant difference with different education and marital status and work history and dispatch identification degree.

    (2) There have no significant difference with different gender, age, and dispatch type and dispatch identification degree.

    4. Differences of contractor’ personal attributes and effectiveness of dispatch
    (1) There have a significant difference with different age, education, work history, satisfaction of personnel system.
    (2) There have no significant difference with different gender, marital status, dispatch type, satisfaction of personnel system.
    (3) There have no significant difference with different gender, age, education, marital status, dispatch type, work history, satisfaction of competent.
    (4) There have no significant difference with different gender, age, education, marital status, dispatch type, work history, satisfaction of among colleagues get along.
    (5) There have a significant difference with different education and job satisfaction for dispatch.
    (6) There have no significant difference with different gender, age, marital status, dispatch type, work history, job satisfaction for dispatch.
    顯示於類別:[公共行政學系暨研究所] 學位論文

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