隨著非正職僱傭人員有逐漸增多的趨勢，本研究針對正職人員，探討非正職僱傭人員的僱聘程度，對正職人員的勞資關係品質的影響，意即其對公司的忠誠度與對上司的信任是否有負面的變化，在加入人事措施感受作為中介變數，意即研究非典型僱傭程度是否經由升遷公平性與訓練發展感受，進而負向地影響勞資關係。本研究也探討非典型僱傭程度對於透過人事措施的感受，進而間接或直接地影響正職人員對工作保障的感受。
透過問卷調查的方式，對中央大學在職專班的學生和其他服務業、金融業、製造業、電子產業等等的正職人員作為研究對象，共蒐集263份有效問卷。經由結構方程式中的驗證性因素分析和LISREL的研究方法，研究結果發現，非正職僱傭人員的僱聘程度與正職人員對組織的忠誠，以及對上司的信任有直接負面的影響，但是對於公司內部升遷公平性與訓練發展機會並未產生顯著影響，而內部升遷公平性與訓練發展機會影響了勞資關係品質。研究的另外一方面也證明出，非正職僱傭人員的僱聘程度，對工作保障並無直接效果，僅有升遷公平性影響工作保障的結果。
本研究除了研究了非正職僱傭人員僱聘程度對於勞資關係品質的影響，更加入人事措施感受作為研究構面，雖然結果並未顯著，但證明出非正職僱傭人員的僱聘程度對於勞資關係品質是為直接影響，且證明出人事措施確實會影響勞資關係品質。

This study examines how the use of non-standard workers influences formal employees’ perceptions of organization practices (i.e. promotion opportunity and the extent of training), their job security, and the employment relationship (i.e. trust to the supervisor and loyalty to the organization). Data collected via a structured questionnaire filled out by 263 employees with full-time, long-term employment contract from financial, manufacturing, and information technology industries. Using the structural equation modeling, this study found that the extent of using non-standard workers employment has direct negative effects on employment relationship, but it does not influence how the formal employees perceive the organizational practices. This study also found that the perception of organization practices does not have mediation effect. However, promotion opportunity is positively correlated with employees’ senses of job security. Research and managerial implications are discussed at the end.

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