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论文编号：	688
作者编号：	2120062118
上传时间：	2008/6/20 11:41:27
中文题目：	要派企业劳务派遣员工的组织支持
英文题目：	Research on the Organizational
指导老师：	李新建
中文关键字：	劳务派遣 劳务派遣员工 要派企业
英文关键字：	Labor Dispatch Labor Dispatch
中文摘要：	在竞争日益激烈的今天，人力资源管理成为企业降低生产成本、提高竞争力的一个重要突破口。随着时代的发展和企业需求的不断提高，传统的人力资源管理方法逐渐不能适应企业发展的需要。为了克服传统的长期雇佣模式的弊端，企业纷纷采用劳务派遣的方式来降低人力资源成本，引进急需的人才，以满足对人力资源配置的特定要求，达到增加企业竞争能力的目的。 在我国，劳务派遣市场目前还很不成熟，还缺乏有效的法律保障，由于劳务派遣员工（简称派遣员工，下同）缺乏有效的组织支持而导致管理问题不断显现出来，而且这种现象有愈演愈烈的趋势，如派遣员工的工作满意度低，工作投入程度不高，工作绩效不佳，离职率居高不下等。这些问题的出现，在一定程度上影响了要派企业的日常生产经营活动和企业的经济效益，对派遣公司的声誉也造成一些不良的影响。以往对劳务派遣问题，往往从派遣公司和劳务派遣方式三方关系特征的角度探讨劳务派遣所引发的一系列问题，尽管这些研究对于解释劳务派遣的动因、雇佣和管理特征等有一定的作用，但是没有深入到实际用人单位，即要派企业用工过程的层面去探讨这一问题。而对这一问题的研究目前在我国具有很重要的现实意义。 本文主要从要派企业的视角，研究派遣员工被派遣之后，要派企业是如何对他们进行管理，以及这些派遣员工是如何得到要派企业的支持的。论文主要包括四部分内容：第一部分主要介绍了劳务派遣和组织支持两个领域的相关理论和研究状况；第二部分对我国派遣员工的要派企业组织支持的现状进行了分析；第三部分通过对案例公司的深度访谈和个案研究，检验了当前我国派遣员工组织支持的特点和问题；最后一部分提出了改进派遣员工组织支持的对策建议。
英文摘要：	Nowadays, enterprises have to face more challenges and pressures due to the rapid environment changes and fierce competitions，so that new management methods are adopted to shorten the logistic process, reduce the production cost and improve the competitive abilities. As a result， HR model becomes a key point for the enterprises to improve themselves. Furthermore old HRM methods could not match the enterprises’ development now and almost all fields in HRM should be improved to match the new environment. That is why the employment method of labor dispatch appears. What is more, the new method is used as a tool for enterprises to get certain human resource to meet special needs in order to increase the firm flexibility and competition abilities. In China, the market of labor dispatch is still not standard and lack of the support of law. As a result, the problems of the organizational support of dispatching workers (short for labor dispatching workers) come out more and more frequently and fiercely, including the low work satisfaction, the low work involvement, the low work performance and the high turn-over rate, which seriously disturb the operating of the receiving company of dispatching workers and negatively influence the profit of them, and also have an bad impact on the reputation of labor dispatch agent. In the past, the research of labor dispatch was often discussed with the perspective of the labor dispatch agent and the character of the three-side relationship of labor dispatch, which contributed to express the causation and the employment and management character of labor dispatch to a certain degree, but did not use the perspective of enterprises that actually employ the labor dispatching workers, i.e. the receiving company of dispatching workers to discuss the issue, which is of great practical significance in China today. With the perspective of the receiving company of dispatching workers, this research focuses on the issue of how the dispatching workers are managed by the receiving company after they are dispatched and how they receive the organizational support. This research is mainly made up of four parts. The first part mainly introduces the theory of labor dispatch and organizational support. The second part analyzes the circumstance of organizational support to dispatching workers in China provided by the receiving company. In the third part, this research tests the characters and the problems of the organizational support of dispatching workers in China with the method of deep interview and case study. In the last part, this article points out the solutions and suggestions to improve the organizational support of dispatching workers.
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