「派遣勞動」是涉及一三方當事人的互動關係；在此互動關係中，「派遣公 司」與「要派公司」對派遣勞工權益的影響都扮演著相當重要的角色與功能。正 因為如此，「派遣勞動」突破傳統的勞雇關係架構，將傳統一對一的勞雇關係改 變成為一對二的勞雇關係。結果，就某種程度而言，受僱的「派遣勞工」於是就 面臨「誰是雇主」的認知與認同之問題。無論是根據以往的調查發現（成之約，
民91）或本研究的調查發現（見表2-41與表2-42），「派遣勞工」確實存在著雇主 認同與混淆的情形。事實上，無論是單方的認同「派遣公司」或「要派公司」都 不足以具體描述「派遣勞動」的真諦，「派遣公司」和「要派公司」都應該被視 為雇主才比較符合「派遣勞動」的精義與常理。
儘管「派遣公司」和「要派公司」都應該視為派遣勞工的雇主，但是，派遣 勞工究竟對「派遣公司」或「要派公司」認同和承諾程度較高，著實令人好奇。
因此，本研究透過問卷調查方式，對派遣勞工進行雇主認同與組織承諾分析，希 望能有助於法制與企業管理實務面問題的釐清。
根據調查發現，派遣勞工對於派遣公司的認同與組織承諾傾向相對偏低。
儘管派遣勞工也會加班或在工作上有所表現，也多是基於對於主管情誼或指揮監 督上的接受或認同，而不盡然是對於組織的承諾或認同。
在許多正向支持或認同的問項中，無論於公或於私，受訪派遣勞工確實表 露出對要派公司較高的認同或承諾的態度；至於對有些較負面的問項中，雖然同 意或非常同意的比率也較高，卻大多未超過半數以上的比率，有時還與不同意或 非常不同意者的比率相近，呈現一兩極化的態度或傾向。
因此，最後，根據計算結果可知，雖然差距不大，派遣勞工對於要派公司 的認同與組織承諾程度顯然較高於對派遣公司者。
由調查與統計結果可知，「要派公司」在派遣勞工心目中顯然佔據較重要的 地位。究其因，或許與派遣勞工是在「要派公司」提供勞務或實際工作有關，因 而較容易產生「休戚與共」的感覺。或許正因為派遣勞工對「要派公司」有較強 的認知與承諾程度，無論是在法制或管理實務層面，「要派公司」理應發揮符合 派遣勞工期望的角色與功能。當然，這並非意味著「派遣公司」無需承擔雇主的 責任與義務，只是意味著「要派公司」也應該要負起一定程度雇主的責任與義務。
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附件
「派遣勞工」調查問卷
各位朋友：
您好，非常感謝您在百忙之中閱讀並填答本問卷。本研究旨在探討現 況與事實，您只需要就實際情形與瞭解填答即可。若您在填答方面有 任何不清楚的地方，請與我們聯繫，我們將提供必要的協助。
這是一份行政院國家科學委員會委託的研究計畫，目的是為瞭解「派 遣勞工」對於「派遣勞動」（或一般稱人才派遣）的認知與瞭解。透過您 的參與，不僅將有助於本研究對「派遣勞動」情形的瞭解，更有助於有關 政策或立法的形成。
本研究對個人資料將於保密，敬請放心填答。再次感謝您的協助，並順頌時祺！
計畫主持人
國立政治大學勞研所教授兼所長 成之約 敬啟
聯絡人：林欣霓助理、賴加華助理 電 話：02-2938-7411
傳 真：02-2939-3334
~派遣勞動名詞定義～
(1)派遣：派遣公司與要派公司（機構）訂定要派契約，約定由派遣公司僱用勞工 並派遣至要派公司（機構），在要派公司（機構）指揮監督下提供勞務。
(2)派遣公司：僱用勞工並使其為要派公司（機構）提供勞務者。
(3)要派公司（機構）：在要派契約之約定下，實際使用派遣勞工者。
(4)派遣勞工：受派遣公司僱用，並為要派公司（機構）提供勞務者。