派遣人員工作特性、工作滿足對工作績效之影響以激勵制度與工作擴大化為調節變項－以C電信公司為例

A Study of the Job Characteristics, Job Satisfaction on Job Performance Using Incentive System and Job Enlargement for Dispatched Manpower-C Telecom com. as an Example

10.6495/CIMBM.2014.033

李功皓(Kung-Hao Lee)；陳啟斌(Chie-Bein Chen)；王則人(Tze-Jen Wang)

工作特性 ； 工作滿足 ； 激勵制度 ； 工作績效 ； 工作擴大化 ； Job characteristics ； Job satisfaction ； Job Performance ； Incentive system ； Job Enlargement

科際整合管理研討會

2014第17屆（2014 / 06 / 22）

477 - 493

繁體中文

近年來各大企業在面臨全球化及國際化的經濟競爭，為求永續經營與節省龐大的人力成本，將非核心工作交付人力資源公司或是派遣方式以舒緩用人彈性需求，但往往因要派公司業務量急遽暴增，或因派遣人員僅將要派公司工作當成職涯跳板，在習得經驗或厭倦從事簡單重複的工作後，便離職轉任至其他同性質或不同領域工作，以致流動率高漲，往往造成組織調派工作之不便；且近年來派遣的職務由非核心工作漸漸跨入專業技術、專業職能的時代，派遣人員之專業職能提升更是不可忽視。因此，本研究乃希望能從相關文獻的理論探討派遣人員工作績效提昇之關鍵因素，對派遣人員問卷調查，並運用結構方程式（SEM），探討「工作特性」、「工作滿足」、「工作擴大化」、「激勵制度」對其「工作績效」影響之相關程度，藉以建立派遣人員工作設計及激勵制度之評估模型，希望能藉由這份研究，期能發展出提升派遣人員工作績效關鍵要因，據此成為要派公司對派遣人員的工作設計及激勵制度之規劃之參考依據。研究結果如下所示：一、工作特性對工作滿足有顯著正向影響。二、工作滿足對工作積效有顯著正向影響。三、「工作擴大化」對「工作特性」及「工作滿足」具有調節效果四、「激勵制度」對「工作滿足」及「工作績效」具有調節效果

Recently, in the face of globalization and international economic competition, businesses hire temporary, nonessential personnel from employment agencies dispatch work to human resource companies to save on human resource expenses and sustain operations. However, because of the dramatic jump in demand for dispatch personnel, and dispatch personnel use these jobs as a career springboard for themselves, these employees often quit when they have garnered enough experience or when they are simply tired of repetitive work. Afterwards, these workers sign on for jobs in areas of the same or different nature of work, often resulting in high turnover rates for hiring companies and inconveniencing businesses who need to re-train new dispatch employees. Also, as technology, sciences, and work continue to evolve, the demand for nonessential, non-core work are gradually changing into a demand for specialized skill, so professional expertise cannot be ignored. As a result, the hope for this study is to review literature for theories exploring key factors that enhance job performance of dispatch personnel, and survey dispatch personnel for feedback. Further, structural equation modeling (SEM) will be used to discuss job characteristics, job satisfaction, work technology, and incentives, and analyze their impact to job performance. The goal is to establish a best practice model for dispatch personnel and continue to sharpen the standards through these evaluations. Hopefully, the findings of this research will be used to develop ways to enhance job performance and effectiveness among dispatch personnel. The results are as follows: a. Job characteristicsa have significant positive effect on Job satisfaction. b. Job satisfaction has significant positive effect Job Performance. c. Job Enlargement significant effect of Moderator on Job characteristicsa and Job satisfaction. d. Incentive system significant effect of Moderator on Job satisfaction and Job Performance.