派遣人材の組織と仕事へのコミットメント : 女性派遣社員をサンプルとしての探索的分析
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概要
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I. Purpose of Study A temporary worker means a worker who is employed by a temporary agency and works under the direction of a client company. In Japan the number of temporary workers is gradually increasing and is over 580,000 in 1994. Especially the number of registered employees is dramatically increasing from 87,370 in 1986 to 437,000 in 1994. In the 1st step this study analyzes what factors determine organizational commitment to the temporary agency and the client company. And in the 2nd step this study analyzes how temporary workers are involved in their jobs and discusses effective Human Resource Management. II. Method Subjects were drawn from a staff list of a temporary agency A. Survey was conducted from early to last in March in 1996. Questionnaires were collected by mail and additional interviews were conducted. The number of collected questionnaires is 431, and the collection rate is 25.8 percent. III. Analysis ◎ the 1st step Organizational commitment is defined in terms of the strength of an individual's identification with and involvement in a particular organization (Porter, Steers, Mowday & Boulian, 1974). This study hypothesizes that (1) work consciousness, (2) job satisfaction, and (3) personal characteristics are determinants of organizational commitment. Multiple regression analysis was conducted in order to discuss what predictors determine organizational commitment to the temporary agency and the client company. ◎ the 2nd Step In the 2nd step temporary workers are divided into four groups based on organizational commitment patterns. The purpose of this step is to analyze how temporary workers in each group are involved in their jobs. In this study job involvement is the degree to which a person is identified psychologically with his (her) work, or the importance of work in his (her) total self-image (Lodahl & Kejner, 1965). From the results of multiple comparison of job involvement among four groups by one-way ANOVA (analysis of variance) and Bonferroni test, scores of job involvement are significantly (p<.05) different among four organizational commitment patterns. IV. Conclusions and Future Directions for Research In the 1st step it is clear what determinants of organizational commitment are common by comparing organizational commitment to the temporary agency with to the client company. So effective Human Resource Management for the temporary agency and the client company are proposed. Future research needs to consider the effect of personnel policy and Human Resource Development program. And in this step this study focuses on the determinants of organizational commitment. So future research should consider outcomes of organizational commitment. In the 2nd step this study shows that scores of job involvement are significantly different among four organizational commitment patterns. Future research needs to consider and discuss determinants of job involvement and relationship between organizational commitment and job involvement.
- 日本経営学会の論文
- 1998-03-10