企業在面臨大環境的競爭壓力時，除了不斷創新與進步，還必須了解如何維持其競爭優勢，以確保能在劇烈變動的產業環境中獲得生存。在勞動市場快速變化的今天，節省人事成本與增加人力運用的彈性，儼然成為企業運用勞動派遣的關鍵要素。台灣在1999年人力派遣業正式登記上路後，勞動派遣成為許多求職者找到適合工作的管道之一，而企業也可藉由勞動派遣的方式找到適合組織的員工，並有益於組織成本的降低。然而，在廣泛運用派遣勞工的同時，如何有效的管理組織內的派遣員工，提升其對組織的認同，增加派遣勞工對工作的投入，進而提升整體工作績效，成為企業僱用派遣勞工時的重要課題。過去關於派遣勞工的研究甚多，例如派遣勞工之福利條件與工作滿意度的探討等，本研究愈了解派遣員工與正職員工是否會因為僱用身分之不同，在組織認同與工作投入之關係間有所差異，此結果亦可供許多運用派遣員工的企業作為管理實務上之參考。本研究以台灣地區高科技產業為調查對象，針對高科技公司的正職與派遣員工做問卷的發放，正職員工之問卷發放數目為440份、派遣員工則為180份，共發出620份問卷，有效回收數為305份。

本研究調查分析後發現：
1.僱用身分對組織認同有顯著影響，正職員工之組織認同高於派遣員工。
2.僱用身分對工作投入有顯著影響，正職員工之工作投入高於派遣員工。
3.組織認同對工作投入有顯著影響，即員工組織認同越高，其工作投入越高。
4.組織認同對工作投入的影響，正職員工較派遣員工有顯著影響。
關鍵字：組織認同、工作投入、派遣勞工

While enterprises are facing competitions from the business environment, they not only rely on progress and innovation but also should understand how to maintain their competitive advantages in order to survive in the fierce and capricious business world. Nowadays, the labor market has been changing rapidly. Decreasing personnel costs and increasing the flexibility in using manpower is a critical factor contributing enterprises’ adoption of dispatched workers. Ever since the business of dispatched manpower has been legally taking effect in Taiwan in 1999, the business already becomes one of the channels for job seekers to look for appropriate jobs. Moreover, enterprises also take advantage of dispatched workers to look for workers fit for their organizations and meanwhile, cut down costs. However, as dispatched workers are widely accepted, it is important to know how to effectively manage dispatched workers within an organization, how to increase their organizational identification and job involvement and furthermore increase overall work performance. There are numerous studies of dispatched workers, such as studies of the welfare condition and job satisfaction of dispatched workers. This study aims at understanding whether or not dispatched workers have different organizational identification and job involvement due to their different employment status. Research results can serve as references for enterprises to manage dispatched workers. This study targets at the high-tech industry in Taiwan and distributed 620 questionnaires to regular employees and dispatched workers in the high-tech company. There are 440 questionnaires for regular employees and 180 questionnaires for dispatched workers. 305 valid questionnaires were collected.
Research results suggest that：
1. The regular workers have higher organizational identification than the dispatched workers.
2. The regular workers have higher job involvement than the dispatched workers.
3. There is the significant effect of organizational identification on job involvement.
4. There is the significant difference between the regular workers and the dispatched workers on the effect of organizational identification on job involvement.
Key words: organizational identification, job involvement, dispatched worker.

目錄
第一章 緒論 -1
第一節 研究動機-1
第二節 研究目的-3
第三節 研究流程-4
第二章 文獻探討-6
第一節 組織認同-6
第二節 工作投入-10
第三節 派遣員工-15
第四節 派遣員工與正職員工對組織認同的影響-22
第五節 派遣員工與正職員工對工作投入的影響-23
第六節 組織認同對工作投入的影響-25
第三章 研究方法-26
第一節 研究架構-26
第二節 研究變項之操作性定義與測量方法-27
第三節 量表信度與因素分析-31
第四節 資料蒐集-34
第五節 資料分析方法-38
第四章 結果分析與討論-40
第一節 個人背景變項與研究變項之分析-40
第二節 相關分析-49
第三節 各研究變項之迴歸分析-50
第五章 結論與建議-53
第一節 結論 -53
第二節 建議 -55
第三節 研究限制與後續研究建議-57
第六章 參考文獻-58
附錄-63
表目錄
圖目錄

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