| Summary: | 碩士 === 國立中正大學 === 勞工關係學系暨研究所 === 103 === The global economy remains mired in recession and the unemployment rate continues to rise in various countries. The Council of Labor Affairs that is called Ministry of Labor nowadays launched a series of employment promotion programs and hoped to train the unemployed people to regain their ability to work in order to alleviate the unemployment problem. In the impetus process of the Multi-Employment Promotion Program, most of the non-profit organizations deemed that as a form of subsidy project. Few of them explored that program from the perspective of organizational development, a transformation of independent operation. The budget for social welfare has been reduced in recent years. If the MEPP can successfully transform non-profit organizations into social enterprises, these social enterprises might be able to sustain themselves by providing product or services to make profits and even creating job opportunities for minorities.
The purpose of the study was to realize the difference to both recruiters and managers on attitude, behavior and performance during the process of implementing the MEPP. The results indicated that recruiters’ expertise, insight, cooperation and balance to employees’ diligence have a statistically significant positive association. Nevertheless, there is no positive association between the organizational dynamic capability, employment competence and employee engagement. Therefore, this study proved that the organization categories of business unit did not interfere the recruiters’ working performance and diligence. In this study, we follow the results of empirical analysis based on assumptions, the program from the actual status, and labor status in the firm structures to propose the suggestions or ideas on the government level, the organizational level and individual level. In order to giving the guide to follow-up studies in the future.
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