企業為了能快速回應環境的變化，於是企業增加對勞動力彈性化的需求，因此促進了暫時性工作型態的興起，進而漸漸取代傳統的人力運用，因此人力派遣遂成為企業彈性運用人力的機制之一。為了增加對國內人力派遣員工的了解，本研究透過人力派遣公司發放網路問卷，另外寄發郵寄問卷，以目前正從事派遣工作之員工為對象，進行資料之收集，共253份，有效問卷為165份，有效問卷回收率為65.21%。
    本研究想要了解以派遣員工其派遣工作職務的不同為前提下，探討對派遣公司及要派企業可能形成的雙重的心理契約、知覺組織支持及組織承諾影響。故本研究的主要研究目的為:一、探討不同工作職務的派遣員工對其派遣公司與要派企業，所感受的心理契約、知覺組織支持及組織承諾的程度。二、探討不同工作職務的派遣員工對其派遣公司與要派企業，在心理契約、知覺組織支持及組織承諾的態度上的差異。三、探討不同工作職務的派遣員工其派遣公司與要派企業，心理契約、知覺組織支持及組織承諾的關係。
    本研究之研究結果顯示:一、行政性員工對派遣公司之心理契約違背與知覺組織支持呈現顯著的負相關，行政性員工與專業性員工對要派企業之心理契約違背與知覺組織支持呈現顯著的負相關。二、從事不同工作職務的派遣員工對其雙重雇主之知覺組織支持與組織承諾呈現顯著的正相關。三、行政性員工對派遣公司之心理契約違背與組織承諾程顯著的負相關。

Enterprises look for the flexibility of the labor force in order to response guickly to fast changing environments. They employ more contingent workers for quick responses. To acquire more information about contingent workers, this study investigates contingent workers by using web and mail questionnaire.
   This study is to evaluate the impact of different contingent jobs on the dual psychological contracts, perceived organization supports, and organizational commitments of contingent workers.
   Our results support or partially support hypotheses 
1. The violation of psychological contracts held by the clerical contingent workers about the staffing agency was negatively related to their perceived organization supports.
2. The violation of psychological contracts held by the clerical and   professional contingent workers about the client organization was negatively related to their perceived organization supports.
3. The perceived organization supports held by the clerical, industrial, and   professional contingent workers about the staffing agency were positively related to their organizational commitments
4.The perceived organization supports held by the clerical, industrial, and   professional contingent workers about the client organization were positively related to their organizational commitments .
5. The violation of psychological contracts held by the clerical contingent workers about the staffing agency was negatively related to their organizational commitments

目錄	Ⅳ
圖目錄	Ⅴ
表目錄	Ⅵ
第一章 緒論	1
第一節 研究動機與背景	1
第二節 研究目的	4
第三節 研究流程	4
第二章 文獻探討	6
第一節 人力派遣	6
第二節 心理契約	10
第三節 知覺組織支持	14
第四節 組織承諾	17
第五節 心理契約、知覺組織支持與組織承諾之相關性研究	20
第三章 研究方法	22
第一節 研究架構與假設	22
第二節 量表設計	24
第三節 研究對象與資料蒐集	29
第四節 資料分析方法	31
第四章 實證結果	32
第一節 信度分析	32
第二節 心理契約、知覺組織支持與組織承諾之程度	35
第三節 心理契約、知覺組織支持與組織承諾之差異	41
第四節 心理契約、知覺組織支持與組織承諾之關聯	48
第五章 結論與建議	54
第一節 結論	54
第二節 研究建議與限制	59
參考文獻          61
附錄 正式問卷	68
圖目錄
圖1-1 研究流程................................................................................................................. 5
圖2-1 人力派遣關係架構................................................................................................. 7
圖2-2 派遣員工接受派遣工作的原因............................................................................. 9
圖2-3 派遣員工願意從事的派遣工作........................................................................... 10
圖3-1 研究架構............................................................................................................... 22
表目錄
表2-1 兩種心理契約的比較............................................................................................11
表3-1 心理契約量表....................................................................................................... 26
表3-2 知覺組織承諾量表............................................................................................... 27
表3-3 組織承諾量表....................................................................................................... 28
表3-4 有效樣本之特性分析表....................................................................................... 30
表4-1-1 信度分析............................................................................................................ 34
表4-2-1 研究構面之描述性統計分析............................................................................ 39
表4-3-1 心理契約、知覺組織支持與組織承諾之雙重雇主配對T 檢定................... 43
表4-3-2 不同工作職務的派遣員工對各構面之單因子變異數分析............................ 47
表4-4-1 行政性員工相關性分析.................................................................................... 49
表4-4-2 行政性員工對派遣公司成立構面之相關分析................................................ 49
表4-4-3 行政性員工對要派企業成立構面之相關分析................................................ 50
表4-4-4 工業性員工相關性分析.................................................................................... 51
表4-4-5 工業性員工對派遣公司成立構面之相關分析................................................ 51
表4-4-6 工業性員工對要派企業成立構面之相關分析................................................ 51
表4-4-7 專業性員工相關性分析.................................................................................... 53
表4-4-8 專業性員工對派遣公司成立構面之相關分析................................................ 53
表4-4-9 專業性員工對要派企業成立構面之相關分析................................................ 53
表5-1 研究假設分析結果表........................................................................................... 57

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