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论文编号：	2408
作者编号：	2120082228
上传时间：	2010/6/9 23:31:08
中文题目：	组织支持对劳务派遣员工工作投入影响的研究
英文题目：	Research on the Influence of Organizational Support to Work Engagement of the Dispatched Employees
指导老师：	崔勋
中文关键字：	劳务派遣　组织支持　工作投入　组织归属感　工作要求
英文关键字：	Dispatched Employment　Organizational Support　Work Engagement　Sense of Organizational Belonging　Job Demand
中文摘要：	在当今这样一个竞争日益激烈的社会大环境中，企业为了在竞争中处于领先地位，纷纷采取各种措施来提高利润并降低成本和费用，而其中人力资源管理则成为企业降低生产成本、提高竞争力的一个重要突破口。近年来，众企业纷纷采用劳务派遣的方式来降低人力资源成本并满足对弹性人力资源配置的特定需求，进而使得劳务派遣员工这一特殊群体成为当今社会普遍关注的热点，在电信行业中尤为明显。面对竞争压力逐日增大的市场环境，劳动派遣的增长趋势也逐渐加快，现在已经有越来越多的企业通过与劳务派遣机构合作的方式，使用劳务派遣员工来完成企业关键职能之外的工作。那么在这种情况下，作为劳务派遣员工使用方的要派企业，如何找到符合企业价值期望、工作投入高、工作绩效持续良好的劳务派遣员工则是其非常关注的重要事项，而对于需要大量基层劳动力的制造型、服务型等企业尤其重要。 在这样的大环境下，本研究期望在中国文化背景下，针对电信行业中的劳务派遣员工这样一个特殊群体，探讨组织支持、工作投入、组织归属感和工作要求之间的相互关系，从而解释组织支持对工作投入的影响机制，以及组织归属感的中介作用机制和工作要求的调节作用机制。而且，由于劳务派遣这一用工模式的特殊性，同时将劳务派遣机构的组织支持和要派企业的组织支持纳入研究范围，深入研究劳务派遣员工所感知到的来自两个组织的支持的差异性，及其对工作投入的影响程度。 本研究在相关理论回顾和文献综述的基础上，通过对电信行业劳务派遣员工的问卷调查，运用SPSS15.0统计分析软件，对问卷调查结果进行相关分析，回归分析等研究，得出了以下结论。 其一，总体而言，来自劳务派遣机构和要派企业两方面的组织支持都会直接作用于劳务派遣员工的工作投入，进而产生显著影响，并对工作投入具有预测作用。其二，劳务派遣员工对要派企业的组织归属感只与劳务派遣机构组织支持的关心利益因子、要派企业组织支持的工作支持因子显著相关，与要派企业组织支持的价值认同因子边缘相关；而与其他三个组织支持因子则不显著相关。其三，组织归属感与工作投入，以及工作投入的三个因子之间的关系均是显著的，即组织归属感对活力因子、奉献因子和专注因子均具有预测作用。其四，加入组织归属感作为中介变量之后，组织支持对工作投入的显著性和影响作用有所降低，即组织归属感对组织支持和工作投入的关系起到中介作用，但具体到不同的因子上其中介作用程度各不相同。其五，在存在工作要求作为调节变量，并同时作用于组织支持和组织归属感，以及组织归属感和工作投入时，工作要求在组织归属感和工作投入的奉献因子、专注因子之间存在着显著的缓冲作用，而在组织归属感和工作投入的活力因子之间则不存在显著的调节作用。 根据本研究的研究结果，希望能够使劳务派遣机构和要派企业双方都在对劳务派遣员工的管理方面有所借鉴，从而不断完善企业自身的管理方式，并最终达成高绩效的目标。
英文摘要：	In today's increasingly fierce social competition, almost all the companies have taken various methods to improve profits and reduce costs and expenses, in order to achieve the leading position in competition. And one of the most important breakthroughs is human resource management, which can effectively reduce production costs and increase competitive abilities. In recent years, companies have adopted to dispatched employment to reduce human resource costs and to meet staffing flexibility demanding. Thereby dispatched employment has become the focus of the whole society, especially in telecom industry. Facing the increasing competitive marketing pressure, the trend of dispatched employment is speeding up gradually. Now more and more companies cooperate with dispatched employment agencies, use dispatched employees to complete more and more work except key functional work. Under this condition, how to find employees who are consistent with companies’ value expectations, or with high work engagement, or with good job performance, is concerned as very important issues for those companies, especially for those manufacturing and service companies. In this environment, under the Chinese cultural context, this study expects to find out the relationship among organizational support, work engagement, sense of organizational belonging and job demand, for the special group, dispatched employees in telecom industry. The purpose is to explain the influence mechanism of organizational support to work engagement, as well as the intermediary mechanism of sense of organizational belonging, and the mechanism of job demand as the moderator. Moreover, because of the special nature of dispatched employment patterns, this study put both the organizational support of dispatched employment agencies and business companies into research. In order to study the difference between these two organizational supports, then the influence to work engagement. In this study, based on literature review, this study collected questionnaires from dispatched employees in telecom industry to gather raw statistic data. With the help of SPSS 15.0, the statistic analysis software, this study conducted correlation analysis, regression analysis and other analysis, and reached the following conclusions. First, in general, organizational support from both dispatched employment agencies and business companies will directly effect on the work engagement of dispatched employees, thus have a significant impact, and also somehow have a prediction of work engagement. Second, sense of belonging only has the significant co relationship with the benefit caring factor of organizational supports from dispatched employment agencies, as well as the work support factor and value identify factor of organizational supports from companies; while the other three organizational support factors are not significantly correlated. Third, sense of organizational belonging and work engagement are significant correlated. That is, sense of organizational belonging has predicting function to the three factors of vigor, dedication and absorption. Fourth, adding sense of organizational belonging as a mediating variable, the influence of organizational support to work engagement decreased, which means sense of organizational belonging takes the mediating function between organizational support and work engagement. However, for different factors, the degree of mediating function varies. Fifth, in the presence of job demand as a moderator, while has the influence of organizational support to sense of organizational belonging, sense of organizational belonging and work engagement, job demand buffers the influence of sense of organizational belonging to dedication factor and absorption factor. On the contrary, job demand does not have significant regulating effect between sense of organizational belonging and vigor factor. Based on the results of this study, we hope to offer more useful suggestions to both dispatched employment agencies and business companies. So that consequently they can continually improve their management, and finally achieve high company performance.
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