| Summary: | 碩士 === 銘傳大學 === 公共事務學系碩士在職專班 === 98 === Dispatched workers form an indispensable alternative manpower in the public sectors due to the policy implemented by the office of general affairs to both reduce and outsource manpower in government organizations. However, the insufficient laws regarding this issue has caused much doubt because it lacks specific criteria on dispatched employment and has resulted in Inveracious undertaking or fake dispatching. These issues highlight the fact that there still exists space for improvements in the mechanisms of manpower outsourcing.
In this thesis, we discuss the issues regarding the qualitative analyses by considering a real scenario of dispatched employment. In order to reconstruct the governmental efficiency and reduce the labor cost in the public sectors, dispatched workers are often employed. We deduced and analyzed the problems derived from employing the dispatched workers based on an individual case study. The results of this paper will contribute to the amending of government policies, facilitate public sectors in employing the dispatched workers, and also to the future researchers in related fields.
The focal points in this thesis are that the interactions resulting from inconsistent aims among the client company, the dispatched company and the dispatched workers; the moral hazard resulting from the information asymmetry; and building a legal system for dispatched employment. The following are the findings after analyzing these issues under the framework of multi-partite relationships and contract management. First, the emergence of dispatched employment in the public sectors is due to the policies issued by the government. Second, it is usually awarded to the tender with the lowest bid when employing the dispatched workers to avoid inappropriate gains of any kind of benefit from the awarder. Third, there exists an inconsistency while employing dispatched workers mainly due to the difference in the aims of the client company, the dispatched company and the dispatched workers. Fourth, it further generates the problems of role conflict because of inconsistent tripartite aims. Fifth, information asymmetry between each individual in the contract can easily lead to increase in the transaction cost. Sixth, such missing links between the client company and the dispatched workers will result in unbalanced relationships in the tripartite contract. Seventh, the government will have to confront with the conflict as both the executer of the policy of dispatched employment and also the authority to adjudge the consequence due to the policy. Eighth, it is necessary to develop an organized legal system to institutionalize the dispatched employment through human resource management in the world-wide public sector and private sector companies.
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