近年來企業受到全球激烈競爭以及勞資關係日趨複雜的影響，逐漸將短期性或非核心的工作委託給派遣員工，以提高人力運用的彈性，降低長期用人的成本。惟派遣員工的高流動率，導致生產力下降、訓練成本提高，往往令要派公司未蒙其利，先受其害。因此找出影響派遣員工離職的因素並設法改善，已是刻不容緩的議題。
本研究根據文獻的研究結果並透過訪談，歸納出可能影響派遣員工離職的三個因素，分別為公平對待知覺、工作保障知覺以及選擇從事派遣工作的原因。以便利抽樣方式問卷調查三家派遣公司派遣至13家要派公司的98位派遣員工，測量他們對於這三項因素的認知程度，並記錄其在離職觀察期間的離職狀況。再將問卷調查結果以Binary Logistic Model及Survival Analysis進行分析，結果發現派遣員工對要派公司的公平對待知覺越高，較不容易離職。而派遣員工對要派公司的工作保障知覺與選擇從事派遣工作的原因，對離職行為並無顯著影響。

Over the past decade, in response to the fierce global competition and complicated employee relationship, companies started to use temporary employees instead of permanent employees for peak season and non-technical assignment, so as to increase workforce flexibility and reduce cost of employment. Nevertheless, the low productivity and high training cost due to high turnover of temporary employees has resulted in low returns on adoption of temporary employees. Identification of factors affecting temporary employees’ turnover and ways of improvement has become an important management issue.
Based on the past empirical researches and a field survey, three factors related to temporary employees’ turnover was derived, including perception of fair treatment, perception of job security and reasons for pursuing temporary employment. Adopting convenience sampling, this study surveyed 98 temporary employees assigned to 13 client companies from 3 temporary help agencies, assessing their attitudes on aforecited factors and recording their turnover during the observation period. The survey result was analyzed with SPSS’s Binary Logistic Model and Survival Analysis. Results demonstrate support for negative effect of perception of fair treatment on temporary employees’ turnover, while the effects of perception of job security and reasons for pursuing temporary employment on turnover are not significant.

成之約 (2005)，我國「派遣勞動」發展概況及其對勞資關係和勞動政策的意涵，財團法人國家政策研究基金會
周信旗 (2002)，人力資源彈性化任用管理之研究 – 以我國勞動派遣為例，國立中山大學人力資源管理研究所碩士論文
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