| Summary: | 碩士 === 國立政治大學 === 勞工研究所 === 107 === Although the dispatching company can have many advantages, there are relatively unfavorable working conditions and potential risks for the dispatched workers. Therefore, manystudiesondispatchinglaborareunder way. Among them, there are quite a few on the organizational commitments for dispatched workers.
The more human capital is valued, the more important it is to train and retain the employees. When it comes to retention, the organizational commitments will often be mentioned. According to the studies, organizational commitments are advantageous for the organization, such as the workers’ higher willingness to work, a lower quitting rate and so on. Researches on organizational commitments have resulted in many difinitions and therortical modules. Based on the Meyer, Allen & Smith’s (1993) organizational commitment scale, the organizational commitment scale contains three dimensions: affective commitment, contimuance commitment, and normative commitments to the organization. It is used to assess to what extent and what type of the commitments the research objects make.
This study takes the dispatched workers of the dispatching company in Banqiao District, New Taipei City as the research objects and will discuss the factors affecting the organizational commitments of dispatched workers through interviews. The interview outline was based on the adapted quantitative questionnaire and the interviewer’s practical experience in dispatching. The purposes are to know what kind of commitments the dispatched workers make, under atypical employment, to the dispatching company and to the organization. And toward which do the workers make a higher organizational commitments? Still, what factors influence the organizational commitments of the dispatched workers most?
As the study shows that the working conditions for most dispatched workers have gradually progressed. The dispatching job vacancies have higher admission rates or lower requirements than the regular job vacancies. The differences in training and the organizational commitments between the regular workers and the dispatched workers are not so apparent as the previous studies showed, except for the salary and welfare.
As for the organizational commitment, the dispatched personnel have a higher organizational commitment to the send companies, mainly due to the emotional part. The affecting factors include positive opportunities, communication channels, salaries, working environments, getting along with the colleagues and so on.
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