dc.contributor.advisor | 成之約 | zh_TW |
dc.contributor.author (Authors) | 陳覲文 | zh_TW |
dc.creator (作者) | 陳覲文 | zh_TW |
dc.date (日期) | 2007 | en_US |
dc.date.accessioned | 11-Sep-2009 16:50:50 (UTC+8) | - |
dc.date.available | 11-Sep-2009 16:50:50 (UTC+8) | - |
dc.date.issued (上傳時間) | 11-Sep-2009 16:50:50 (UTC+8) | - |
dc.identifier (Other Identifiers) | G0095355034 | en_US |
dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/29910 | - |
dc.description (描述) | 碩士 | zh_TW |
dc.description (描述) | 國立政治大學 | zh_TW |
dc.description (描述) | 企業管理研究所 | zh_TW |
dc.description (描述) | 95355034 | zh_TW |
dc.description (描述) | 96 | zh_TW |
dc.description.abstract (摘要) | 隨著產業環境的變遷及科技的進步,加上勞動法令的增加以及勞動者自我意識及對福利的要求提高,企業為了提升自身的競爭力,皆設法增加自身的彈性,以因應大環境的變化。企業為了降低人事成本,提高人力使用的彈性與效率,各種非典型的僱用型態紛紛出現,而其中又以派遣勞動最受人矚目。派遣勞動是一種僱用與使用分離的工作型態,與傳統的人力聘僱有相當大的差異。儘管世界各國允許派遣勞動業的存在,也認同派遣勞動不僅僅有助於勞動市場的活絡,亦讓原本不易整合於勞動市場的青少年、少數民族、女性勞動及高齡勞工能迅速獲得僱用。 即使派遣勞動帶來相當大的便利型,但由於派遣勞動特殊的工作型態,使得社會大眾對於派遣勞動仍存有很大的疑慮。例如:短期的工作契約、缺乏福利、與正職員工的關係、工作內容單調、職業災害的責任歸屬等,這些特性是否會引發派遣勞動者對於組織的承諾程度,乃一值得深入探討的問題。 本文共分為五章:第一章說明本研究之研究動機、目的與研究方法;第二章則論述派遣勞動及組織承諾等相關文獻回顧;第三章以非營利組織為主軸進行組織特性的描述;第四章為問卷分析與實證結果,就問卷回收結果進行統計分析後,歸納出下列結論: 一、派遣員工的性別、年齡、婚姻狀況、教育程度、薪資及職稱皆會影響對要派公司的組織承諾。 二、派遣員工的勞動條件、工作保障和心理層面,皆會影響對要派公司的組織承諾。 | zh_TW |
dc.description.tableofcontents | 第一章 緒論 1 第一節 研究背景與動機 1 第二節 研究目的與研究問題 3 第三節 研究方法與研究流程 4 第四節 研究限制 5 第二章 文獻探討 6 第一節 派遣勞動 6 第二節 組織承諾 13 第三節 派遣勞動之特性與問題 20 第四節 派遣勞動與組織承諾之相關研究 26 第五節 本章小結 27 第三章 非營利組織之人力資源管理 30 第一節 非營利組織的意義與特性 30 第二節 非營利組織的類型 32 第三節 非營利組織的人力資源管理 33 第四節 志工的人力資源管理 36 第五節 本章小節 39 第四章 問卷調查分析與實證結果 40 第一節 個案公司簡介 40 第二節 問卷設計 41 第三節 樣本分析 45 第四節 敘述性分析 50 第五節 各變項之相關分析 56 第六節 本章小結 64 第五章 結論與建議 66 第一節 結論 66 第二節 研究建議 68 參考文獻 71 附錄-問卷 78 | zh_TW |
dc.language.iso | en_US | - |
dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0095355034 | en_US |
dc.subject (關鍵詞) | 派遣勞動 | zh_TW |
dc.subject (關鍵詞) | 組織承諾 | zh_TW |
dc.subject (關鍵詞) | 非營利組織 | zh_TW |
dc.title (題名) | 派遣勞動者組織承諾之探討-以非營利組織為例 | zh_TW |
dc.type (資料類型) | thesis | en |
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