本文選題：勞務(wù)派遣 + 工作特征�。� 參考：《首都經(jīng)濟(jì)貿(mào)易大學(xué)》2015年碩士論文

【摘要】：2008年《勞動合同法》頒布以后,勞務(wù)派遣以一種新型的用工方式出現(xiàn)在我國勞動力市場上。派遣員工以其特殊的身份在工作單位并未享受到公平的待遇,維持著“同工不同酬、同病不同醫(yī)、同老不同養(yǎng)”的低層次狀態(tài),與此同時,派遣員工在用人單位也未享受到公平的民主決策、培訓(xùn)發(fā)展機(jī)會等。勞務(wù)派遣員工與正式員工從事相同的工作,卻因?yàn)橛霉し绞降牟町愂艿絾挝坏牟黄降却?此種狀態(tài)必然會導(dǎo)致派遣員工穩(wěn)定性降低,缺乏組織歸屬感。本文以國內(nèi)外關(guān)于勞務(wù)派遣和組織歸屬感的研究為理論基礎(chǔ),以調(diào)查問卷和訪談的形式,選取北京市兩家企業(yè)派遣員工為調(diào)研對象,通過SPSS實(shí)證分析探究派遣員工歸屬感的影響因素,并探討工作特征和組織公平對組織歸屬感各維度的影響程度。通過調(diào)研,主要得到以下研究結(jié)論:1、工作特征方面,工作自主性與情感歸屬感的相關(guān)性最大,任務(wù)重要性與持續(xù)歸屬感的相關(guān)性最大,任務(wù)重要性與持續(xù)歸屬感相關(guān)性最大。2、組織公平方面,互動公平與持續(xù)歸屬感的相關(guān)性最大,互動公平與持續(xù)歸屬感的相關(guān)性最大,分配公平與情感歸屬感的相關(guān)性最大。3、對組織歸屬感影響較大的工作特征變量依次是:任務(wù)重要性、任務(wù)完整性、工作自主性。4、程序公平對組織歸屬感的影響程度最大。本文最后根據(jù)訪談結(jié)果對派遣員工組織歸屬感較低進(jìn)行原因分析,并從派遣機(jī)構(gòu)和用人單位兩個角度出發(fā),探討有效提高勞務(wù)派遣員工的組織歸屬感的對策建議。
[Abstract]:After the promulgation of Labor contract Law in 2008, labor dispatch appeared in China's labor market as a new type of employment. Dispatch staff in their special capacity in the workplace did not enjoy fair treatment, maintaining "equal pay, different medical care, the same old age different support" low level, at the same time, Dispatch staff in the employer also did not enjoy fair democratic decision-making, training and development opportunities. The labor dispatch staff and the regular staff are engaged in the same work, but because of the difference of the way of employment, they are treated unequally by the unit, which will inevitably lead to the stability of the dispatched staff and the lack of the sense of organizational belonging. Based on the research of labor dispatch and organizational sense of belonging at home and abroad, this paper selects the dispatched staff of two enterprises in Beijing as the object of investigation, taking the form of questionnaire and interview. Through the empirical analysis of SPSS, this paper probes into the influencing factors of the sense of belonging of dispatched staff, and probes into the degree of influence of work characteristics and organizational fairness on the dimensions of organizational belonging. Through the research, we can get the following conclusions: in the aspect of job characteristics, job autonomy has the greatest correlation with emotional belonging, and task importance has the greatest correlation with continuous belonging. In the aspect of organizational equity, interaction equity has the greatest correlation with the sense of continuous belonging, and interactive equity has the greatest correlation with the sense of continuous belonging, and the relationship between the importance of task and the sense of continuous belonging is the most significant. The relationship between distributive fairness and affective sense of belonging is the largest. 3. The work characteristic variables that have a great influence on organizational sense of belonging are: task importance, task integrity, job autonomy. 4. Procedural fairness has the greatest influence on organizational sense of belonging. Finally, based on the results of interviews, this paper analyzes the reasons for the low sense of organizational belonging of dispatched employees, and probes into the countermeasures and suggestions to effectively improve the organizational sense of belonging of dispatched employees from the perspectives of dispatch agencies and employers.
【學(xué)位授予單位】：首都經(jīng)濟(jì)貿(mào)易大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2015
【分類號】：F752.68;D922.52

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本文編號：1793084