| Summary: | 碩士 === 國立成功大學 === 高階管理碩士在職專班 === 96 === As a result of international competition pressure, enterprises seek for solutions to maintain competitive advantages. They must control the cost and the general expenses including HR cost as far as possible while pursuing productivity and product quality at same time. Therefore, for companies who need the massive basic labor force, utilizing the dispatched workers to satisfy the elastic labor force demand of the organization becomes one of the key factors to sustain competitiveness to cope with the industrial environment changeand the market demand elasticity change. It resulted in the number of dispatched workers has been increasing rapidly in Taiwan during these years. More and more enterprises use dispatched workers for unimportant positions through dispatched agents. It turns out a challenge for enterprises to find an appropriate dispatched worker with the characteristics of stability and great performance.
The purpose of this study is to find a solution to decrease the turnover rate of dispatched workers from recruitment in Taiwanese companies. By taking advantage of a comprehensive literature review along, this study investigated the relationships between “Personal characters” 、 “Work Values” and “Turnover Intention”.
This study contributes our knowledge in four aspects.
1.The unmarried dispatched workers than married dispatched workers come high on “Turnover Intention”.
2.A elder dispatched workers than younger dispatched workers come low on “Turnover Intention”.
3.Lower education degree dispatched workers than higher dispatched workers come low on “Turnover Intention”.
4.The relation correlated with turnover intention and dignity orientation of the working values are negative feedback, namely the higher dignity values dispatched workers come lower on “Turnover Intention”.
Keywords：「Dispatched worker」,「Work Values 」,「Turnover Intention」
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