MBA学位论文作者：刘静
十九冶成都建设劳务派遣员工满意度提升策略研究
十九冶成都建设劳务派遣员工满意度提升策略研究
中文摘要
随着人力资源服务业的快速发展，人才需求量逐渐增加，各企业事业单位抓
住人才需求的机遇，不断扩大自身业务范围。劳务派遣作为近几年为企业提供相
关基础性人才用工形式，成为用工单位关注的重点。随着市场经济的发展,劳务
派遣用工形式已应用到整个就业市场，特别是主要集中在密集型服务行业,如保
险业、建筑业等。在国家相继出台的《劳务派遣暂行规定》和《民法典》的政策
规范下，劳务派遣服务市场得到了更加全面的规范，各劳务派遣用工单位在相关
法律依据下合理使用劳务派遣员工。从我国40多年的人力资源服务业发展经验来
看，劳务派遣用工模式在满足各类企事业单位需求的同时，各用工单位也不断与
时俱进，更新针对劳务派遣员工的管理模式，提高劳务派遣员工的满意度。
本文根据人本管理理论、赫兹伯格双因素激励理论以及心理契约理论，采取
问卷调查、访谈法、结合相关文献对十九冶成都建设劳务派遣员工的满意度情况
进行分析总结。从在职劳务派遣员工、已离职劳务派遣员工以及公司正式员工三
个维度分析影响劳务派遣员工不满意的因素，得出导致劳务派遣员工低满意度现
状的四大原因：职业发展前景低，难以获得奖励、晋升等公正的待遇；工作岗位
具有临时性、基础性等特征，劳务派遣员工劳动关系的不稳定；与正式员工相比，
公司劳务派遣员工薪酬福利偏低；缺乏企业文化认同感，劳务派遣员工不能融入
公司。由于劳务派遣员工满意度直接反应出公司管理制度的好坏，员工高满意度
是公司各大项目快速稳定发展的强大推力。因此本文在劳务派遣员工满意度调查
结果的基础下，通过专业、科学的数据统计，分析出十九冶成都建设劳务派遣员
工满意度现状，并根据分析现状提出了一系列提升劳务派遣员工满意度的优化方
案，为公司劳务派遣员工满意度提升提供了参考依据。
现阶段，劳务派遣员工满意度提升是公司提升整体员工管理能力以及提高工
作效率的主要方式。因此，改进提升劳务派遣员工满意度不仅能提升公司劳务派
遣员工的工作效率，使公司项目按时按质的完成，而且对于公司后期业务扩展、
利润增加、管理能力提升具有重大的意义。
关键词：劳务派遣，员工满意度，员工关系管理
I
MBA学位论文作者：刘静
十九冶成都建设劳务派遣员工满意度提升策略研究
RESEARCH ON SATISFACTION IMPROVEMENT STRATEGY
OF LABOR DISPATCHING EMPLOYEES IN NINETEENTH
METALLURGY CHENGDU CONSTRUCTION
Abstract
With the rapid development of human resource service industry, the demand for
talents is gradually increasing, and enterprises and institutions seize the opportunity of
the demand for talents to continuously expand their business scope. Labor dispatch, as
a basic form of employment for enterprises in recent years, has become the focus of
attention for employers. With the development of market economy, labor dispatching
has been applied to the whole employment market, especially in intensive service
industries, such as insurance and construction. Under the policy regulation of the
Interim Regulations on Labor Dispatch and the Civil Code issued by the State, the
labor dispatch service market has been more comprehensively regulated, and labor
dispatching units use labor dispatching employees reasonably under the relevant legal
basis. From the experience of China's human resource service industry over 40 years,
while thelabor dispatchingmode meets theneeds ofvarious enterprisesand
institutions, each employing unit is constantly keeping up with the times, updating its
management mode for labor dispatching employees and improving the satisfaction of
labor dispatching employees.
In this paper, we analyze and summarize the satisfaction of the dispatched
employees of Nineteenth Metallurgy Chengdu Construction based on the humanistic
management theory, Herzberg's two-factor motivation theory and the psychological
contract theory, using questionnaires, interviews and relevant literature. The factors
affecting the dissatisfaction of the dispatched employees were analyzed from three
dimensions, namely, the working dispatched employees, the separated dispatched
employees and the regular employees of the company, and four major reasons for the
low satisfaction of the dispatched employees were identified: low career development
prospect, difficulty in obtaining fair treatment suchas rewards and promotions;
unstable labor relations of the dispatched employees due to the temporary and basic
nature of the jobs; unstable labor relations of the dispatched employees compared with
II
MBA学位论文作者：刘静
十九冶成都建设劳务派遣员工满意度提升策略研究
the regular employees. Compared with regular employees, the salary and benefits of
the dispatched employees are low; the lack of corporate culture and the inability of the
dispatched employees to integrate into the company. Since the satisfaction of the
dispatched employees directly reflects the good or bad management system of the
company, the high satisfaction of the employees is a powerful driving force for the
rapid and stable development of the company's major projects. Therefore, based on the
results of the survey on labor dispatch employee satisfaction, this paper analyzes the
current situation of labor dispatch employee satisfaction of Nineteenth Metallurgical
Chengdu Construction through professional and scientific data statistics, and proposes
a series of optimization programs to improve labor dispatch employee satisfaction
based on the analysis of the current situation, which provides a reference basis for the
company to improve labor dispatch employee satisfaction.
At this stage, the improvement of labor dispatching employee satisfaction is the
main way for the company to improve the overall employee management ability and
improve work efficiency. Therefore, improving the satisfaction level of the dispatched
employees will not only improve the efficiency of the dispatched employees and make
the company's projects completed ontime and with quality, but also has great
significanceforthecompany's laterbusinessexpansion,profitincreaseand
management capacity improvement.
Key words:The management of labor dispatch tripartite subject relationship,
satisfaction degree, employee relationship
III