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系統識別號 U0026-0812200912080233
論文名稱(中文) 影響高科技人才對人力派遣之行為意向模式探討
論文名稱(英文) A Study on the Effect of Employee Dispatching with Behavior Intention on High-Tech manpower
校院名稱 成功大學
系所名稱(中) 企業管理學系專班
系所名稱(英) Department of Business Administration (on the job class)
學年度 94
學期 2
出版年 95
研究生(中文) 陳俐穎
研究生(英文) Lee-Ying Chen
電子信箱 akun@anet.net.tw
學號 r4792105
學位類別 碩士
語文別 中文
論文頁數 101頁
口試委員 指導教授-蔡明田
口試委員-莊立民
口試委員-余明助
中文關鍵字 高科技人才,人力派遣,行為計劃理論 
英文關鍵字 employment  High-Tech manpower  planning the behavior theories 
學科別分類
中文摘要 摘要
在勞退新制實施後,為控制人事成本,愈來愈多高科技大廠寧願雇用短期人力派遣,已逐漸催化人力派遣在科技領域成熟發展;國內科技大廠包括台積電、聯電、友達,國際大廠如IBM、惠普、飛利浦都已固定採用短期人力,其中,國內科技大廠聘用的短期人力傾向以生產線需求、以因應淡旺季接單為主,國際大廠則以後勤維修居多。派遣浪潮將是就業必然的趨勢。
本研究運用Fishbein & Ajzen (1985)所提出計劃行為理論(Theory of Planned Behavior, TPB)為理論基礎,建構具有「態度」、「主觀規範」、「行為控制知覺)」構念之「影響高科技人才對人力派遣之行為意向模式」,探討影響高科技人才人力派遣之決策因素。其中研究設計又將「態度」構念解構分為「利己性」因素、「利他(企業)性」因素及「利社會性」因素 主觀規範構念則解構為「主群體」與「次群體」因素。行為控制認知則解構為「便利狀態」與「自我能力」因素。以台灣地區目前從事高科技產業員工為母體,探討高科技產業接受人力派遣之決策因素,以瞭解接受派遣的特性,發出紙本問卷350份,共回收191份,有效問卷143份,佔回收問卷約40.85%。實證研究結果顯示:第一、高科技人才接受人力派遣的行為意向中,在「主觀規範」最有預測性,也就是說,影響高科技人才接受派遣的因素主要來自父母、親人、朋友甚至社會相關單位的意見影響,也均會是高科技人才接受派遣決策中重要參考的指標。第二、高科技人才在接受人力派遣時,對於行為控制知覺也是衡量的因素並會影響其接受派遣的態度;換言之,高科技人才對於自我能力認知及便利狀況認知會直接影響接受派遣的態度。第三、接受派遣者的性別、年齡、婚姻狀況、教育程度、宗教信仰、行業別、平均月收入、希望被派遣地點等不同於對被派遣的意向亦有顯著性的差異。
本研究依研究結果給予幾項建議:1.政府單位應加速人力派遣法的制定與使其法令更為完善;2.企業在運用人力彈性化以求降低成本之際,應擬定如何保留優秀人才;3.勞資關係已經改變,求職人員應該加強自我的專業能力因應新的工作型態。



英文摘要 Abstract
After the Lao back new system implement, in order to control the personnel cost, more and more high-tech and big factories employ short-term manpower to send rather, already gradual catalyst manpower send mature develop in science and technology realm; Domestic science and technology the big factory include a TSMC, the Lian electricity, friend to attain, the international big factories, such as IBM, Hui Pu, Philipses, all have already adopted short-term manpower fixedly, among them, domestic science and technology the big factory employ of short-term manpower incline to with the production line need, with respond thin peak season to connect list is lord, international big factory then hereafter maintain frequently mostly. Send the wave tide will is take up employment inevitable trend.
This research usage Fishbein & Ajzen (1985) put forward planning the behavior theories( TPB) as the theories foundation, construct to have "the Attitude Toward the behavior", "the Subject Norm", "the Perceived Behavioral Control" Gou to read aloud of" Influences a high-tech talented person to send to the manpower of the behavior intention mode", Inquire in to influence high-tech talented person's manpower to send of decision factor. Study a design and read aloud "The Attitude Toward the behavior" Gou solution Gou to be divided into subjective standard Gou of the "Benefit oneself sex" factor, "Benefit others sex" factor and" The social obligation" factor to read aloud to then solve the Gou as" The primary group" and" The secondary group" factor among them. The behavior control cognition then solves the Gou as" The perceived facilitating" and" Ego ability " factor. With the Taiwanese region works on high-tech industry employee currently is maternal, inquire into high-tech industry to accept manpower to send of decision factor, accept a parties by understand.
With the Taiwanese region works on high-tech industry employee currently is maternal, inquire into high-tech industry to accept manpower to send of decision factor, accept to send by understand of characteristic, send out this questionnaire of paper 350s, recover 191s totally, the valid questionnaire is 143s, having recovery questionnaire about 40.85%. The substantial evidence studies the result manifestation: The first, high-tech talented person accepts the behavior intention that the manpower sends in, has an estimate most in "subjective standard", that is to say, the factor that influences a high-tech talented person to accept to send mainly comes from parents, relatives, friend the opinion of the social parties concerned to even influence, also all will be the index sign that the high-tech talented person accepts to send decision in the important reference.The second, high-tech talented person while accepting manpower to send, to the behavior control consciousness also is measure of the factor also will influence it to accept to send of attitude;In other words, high-tech talented person for ego ability cognition and convenience condition the cognition will influence to accept the attitude for sending directly.The third, accept sex, age, marital status, level of deucation, religion and faith, profession, average month income of sending and is sent a location etc. differs from to also has the difference of[with] obvious to the intention that is sent.
This research gives as a result according to research a few suggestions: The government unit should accelerate the establishment that the manpower sends a method and make its ordinance more perfect; Enterprise at make use of the manpower flexibility to turn in order to reduce cost moment, should draft how to reserve elitist; The labor relations has already changed, the professional ability that seek job a personnel and should strengthen ego responds a new work type.



論文目次 第一章 緒論
第一節 研究背景與動機……………………..………………………1
第二節 研究目的……………………………………………………3
第三節 研究範圍與對象………………………….…………………4
第四節 研究流程……………………………………………………5
第二章 文獻探討
第一節 高科技產業定義與特性………………………………………7
第二節 人力彈性運用相關理論探討……………………………….…9
第三節 人力派遣之相關理論探討…………………….………….…10
第四節 計劃行為理論………………………………..………….…21
第三章 研究方法
第一節 研究架構………………………………………………..…27
第二節 研究假設………………………………………………..…29
第三節 研究變項測量………………...……………………………33
第四節 問卷設計與問卷發放回收狀況……………………………...34
第五節 資料分析方法與工具…………………………….………...36


第四章 資料分析與結果
第一節 問卷回收與樣本結構………………………..……………..38
第二節 敘述性統計分析…………………………………..……….39
第三節 接受派遣模式之態度、主觀規範與知覺行為探制構面因素分析………………………………………………………..41
第四節 信度與效度分析……………………………………...……44
第五節 各研究變數相關分析…………………………….………...47
第六節 人口統計變數對接受派遣模式之行為的態度、主觀規範、行為控制認知的影響…………………………………………….47
第七節 接受派遣行為的態度、主觀規範、行為控制認知對派遣意願的影響………………………………………………………..64
第五章 結果與建議
第一節 研究結果…………………………………….…………….72
第二節 研究建議.…………………………………….……………75
第三節 研究限制….…………………………….…….…………...76
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附錄 問卷內容
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三、日本部份
河野 溥(1998),今後是人才派遣員工的時代,艾魯出版。
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