劳务派遣员工的组织归属感影响因素研究

发布时间：2018-04-23 18:22

本文选题：劳务派遣 + 工作特征　；参考：《首都经济贸易大学》2015年硕士论文

【摘要】：2008年《劳动合同法》颁布以后,劳务派遣以一种新型的用工方式出现在我国劳动力市场上。派遣员工以其特殊的身份在工作单位并未享受到公平的待遇,维持着“同工不同酬、同病不同医、同老不同养”的低层次状态,与此同时,派遣员工在用人单位也未享受到公平的民主决策、培训发展机会等。劳务派遣员工与正式员工从事相同的工作,却因为用工方式的差异受到单位的不平等待遇,此种状态必然会导致派遣员工稳定性降低,缺乏组织归属感。本文以国内外关于劳务派遣和组织归属感的研究为理论基础,以调查问卷和访谈的形式,选取北京市两家企业派遣员工为调研对象,通过SPSS实证分析探究派遣员工归属感的影响因素,并探讨工作特征和组织公平对组织归属感各维度的影响程度。通过调研,主要得到以下研究结论:1、工作特征方面,工作自主性与情感归属感的相关性最大,任务重要性与持续归属感的相关性最大,任务重要性与持续归属感相关性最大。2、组织公平方面,互动公平与持续归属感的相关性最大,互动公平与持续归属感的相关性最大,分配公平与情感归属感的相关性最大。3、对组织归属感影响较大的工作特征变量依次是:任务重要性、任务完整性、工作自主性。4、程序公平对组织归属感的影响程度最大。本文最后根据访谈结果对派遣员工组织归属感较低进行原因分析,并从派遣机构和用人单位两个角度出发,探讨有效提高劳务派遣员工的组织归属感的对策建议。
[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.
【学位授予单位】：首都经济贸易大学
【学位级别】：硕士
【学位授予年份】：2015
【分类号】：F752.68;D922.52

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