The study of the Interrelationships of Perception of Retention intention to Regular employee, Organizational Commitment, Job Involvement and Work-Family Conflict, of the dispatched workers - A Case of h Company

• Main Authors: Lu, Szu-Nan, 陸思南
• Other Authors: Chu, Chih-Chung
• Format: Others
• Language: zh-TW
• Published: 2014
• Online Access: http://ndltd.ncl.edu.tw/handle/4gt6t7

碩士 === 龍華科技大學 === 企業管理系碩士班 === 102 === Due to the affections from the global Financial Tsunami, the employment pattern of the labor market in Taiwan was developed toward to atypical type obviously. People who are atypical employment, such as part-time employment, temporary employment, dispatch employment, are increased. These atypical workers face to the problem of low stability. Temporary employees are also important assets of the company, in view of the impact of the employment environment, this study is based on perception of retention intention become to regular employee as independent variables, organizational commitment as an intermediary variable, job involvement as the dependent variable, and then to the vocational-home conflict as a moderating variable to discuss the dispatched workers' organizational commitment, job involvement will produce what kind of influence. And h company dispatch workers for the survey, the use of non-random convenience sampling method to collect data. In this study, questionnaires were issued 340 questionnaires, returned 326 questionnaires, 314 valid questionnaires, the effective rate of 92.3%. After analyzing the survey data for the following conclusions: 1.Dispatched workers' perception of retention intention become to regular employee will have a positive impact to organizational commitment. 2. Dispatched workers' organizational commitment will have a positive impact with job involvement. 3. Dispatched workers' organizational commitment has partial mediation effect between perception of retention intention become to regular employee and job involvement. 4. Dispatched workers' vocational-home conflicts in a positive relationship between organizational commitment and job involvement generation weakening influence.