|Author's Email Address
||This thesis had been viewed 5568 times. Download 290 times.|
||Public Affairs Management|
|Type of Document
||The Influence of Dispatched Workers’ Working Conditions on Organizational Commitments|
|Date of Defense
|| Labor Standards Act
||Dispatched employment has become one of the most popular ways of employment under globalization. The corporate can freely choose the most favorable business environment whereby they can by-pass collective bargaining with trade unions and legal restrictions. Dispatched workers and regularly employed workers in the same client company may experience different working conditions (including wages, working hours, overtime and vacation, etc.). Workers of the same dispatching agency who are dispatched to client companies may also experience different working conditions. Often, working conditions of dispatched workers are relatively poor. |
This study mainly explores dispatched workers’ working conditions in different companies and how these conditions would affect their organizational commitment to client companies. Four hundred and twenty copies of a questionnaire were distributed to workers who are dispatched to companies located in Kaohsiung, Tainan and Pingtung. Out of these 134 copies were returned and counted as valid response.
The findings revealed that (1) working conditions varied across gender and age; (2) dispatched workers tended to accept working conditions below the legal standards; (3) organizational commitment varied across education, job duties and depended on how workers felt about the conditions; (4) working conditions and organizational commitment were significantly related.
This study therefore recommends that:
Dispatching companies should
1.Employ dispatched workers as full-time workers, rather than merely-registered workers;
2.Provide more training opportunities to dispatched workers;
3.Fulfill their legal obligations to the workers.
Client companies should
1.Create a gender-equal working environment;
2.Create sanitary and safe working conditions;
3.Take the responsibility of a joint employer.
Authorities of labor affairs should
1.Inspect labor conditions more frequently and closely;
2.Establish a formal legal system to regulate dispatched employment;
3.Specify dispatching agencies and client companies as joint employers in relevant laws and regulations.
||H. Jason Huang - chair|
Chih-Yu Cheng - co-chair
San-Pui Lam - advisor
Jin-Feng Uen - advisor
Indicate in-campus at 1 year and off-campus access at 5 year.|
|Date of Submission