在競爭激烈的今日，許多企業選擇使用非典型聘僱的模式來支應臨時性的人力需求。非典型聘僱的種類繁多，主要分為以定期契約、外包工作者、部份工時、派遣勞動等四種。相對於傳統的聘僱模式，非典型聘僱的成本較低，雇主負擔較低的薪資、福利成本，而達到使企業勞動成本降低的效果，因此，使用非典型聘僱的比率逐漸增加。 本研究以非典型聘僱中的「派遣勞動者」為主要研究對象，要派公司與派遣員工之間沒有直接的勞動契約存在，藉派遣公司為中介，要派公司在有人力需求時與派遣公司簽訂商務契約，而獲得合適的派遣員工。但另一方面，對派遣員工而言，派遣工作較為基礎的特性，也被視為使員工累積工作經驗與晉升為正職員工的管道，同時提供員工選擇工作與企業的彈性優勢，但是，派遣工作也相較正職工作缺乏穩定性與安全感。 因此，本研究欲針對派遣員工對派遣工作的認知做調查，檢視派遣員工對派遣工作的認知是否影響其職業生涯發展。本研究採問卷方法調查，回收500份有效問卷，經由SPSS分析後發現，對派遣工作未來發展性及自我成長性越高的派遣員工，會越積極的使用週遭的資源以及做更明確的職業發規劃。 In 21st century the world become increasingly competitive, in order to reduce labor costs and increase management flexibility employers are increasingly employing atypical workers. In general there are four types of atypical employment: they are fixed term labor, outsourcing labor, part time labor and dispatched labor. The purpose of this study is to investigate only one type atypical workers i.e., dispatched workers, mainly because of its increasing number and its increasing importance in Taiwan’s labor market. In this study we investigate the relationship between dispatched workers’ awareness of the nature of their job and their plan for career development. We want to know whether dispatched workers know more of the nature of their job they invest more into their career plan and thus become better workers. To find out this relationship questionnaires were sent out to more than 1,000 dispatched workers in Taiwan and slightly more than 500 useable questionnaires were returned. Based on these returned questionnaires we found that when dispatched workers more aware of their jobs they tend to pay more attention and invest more resource into their career development. The policy implication of these findings is clear; employers should provide more job information and more resource to their dispatched workers so that they have better career development plan and employers have better employees.
