A Study on the Centralization Extent of Part-Time Worker Affecting Work Attitude — Example in Kaohsiung Area Hyper-Market Store

[[abstract]]摘要 由於歐、美等國量販業之引進，使得台灣零售業產生很大的變化，這幾年來量販店如雨後春筍般的陸續成立，己超出台灣消費者的容納量，這使得台灣量販店正進入二十一世紀超競爭的時代。在國內外大環境景氣低迷下，量販業要提升經營效率及市場佔有率，則更需靠降低成本及提升服務品質來創造優勢。因此，人力資源成本的考量便扮演舉足輕重的角色，在瞬息萬變的競爭市場裡，人力資源可能是組織維持競爭優勢的唯一來源。但是並非所有員工都需具有企業核心知識與技能，所以若能透過雇用部份時間工作者使其擔任專職人員核心工作(基幹化策略)，藉此以較低的薪資成本提供較高的人力素質，則將是量販店業者存續的重要課題。 本研究主要在探討量販店部份時間工作者基幹勞動力化程度對其工作態度的影響，本研究從高雄縣市地區五大品牌量販店中取得243個樣本資料，經統計分析檢驗結果發現： 1.部分時間工作者工作特性認知愈高，則其對工作有部分正面態度。 2.部分時間工作者基幹化程度愈高，則其對工作特性愈有正面知覺。 3.部分時間工作者基幹化程度愈大，並沒有帶來更顯著正面的工作態度。 4.部分時間工作者基幹化程度與工作特性知覺程度，會對工作態度產生中介效果。 本研究除了討論上述結果的原因外，並提出幾項學術上及管理上的重要意涵，包括人力資源策略上彈性化運用，雇用管理、員工訓練及工作設計，同時也對後續研究提供一些建議，如：模型的使用、資料來源、研究範圍的擴大等。[[abstract]]Abstract Due to the introduction of hyper-marketing businesses from America and Europe, the resale businesses at Taiwan have changed greatly. In these few years, many hyper-market stores, exceeding Taiwan’s consumer capacity, have opened their businesses here, causing strong competition against Taiwan’s domestic hyper-marketing businesses, During the weakness of global economic enuironment, the hyper-marketing businesses need to reduce the costs and increase service quality to get better chance to increase management efficiency and market shares. Labor resource, therefore, is heavily weighted. In this voletate and competitive market, the Labor resource might be the only chance to keep the competence. However, not every staff needs enterprise core knowledge and technology. By hiring part-time workers with professional staff’s core responsibility ( centralization policy) to provide high labor quality with lower salary costs will be the main course to keep the hyper-marketing businesses going. This study is focused on the effect of the centralization extent to the working attitude of part-time staffs working at hyper-market stores. Total 243 samples used in this study are obtained from five main hyper-market stores located in Kaohsiung metropolitan area. The statistic analysis shows the following summary: 1.A part-time worker with better understanding of their job characteristics has slightly positive working attitude. 2.The higher centralization extent of a part-time worker, the better of his recognition to the job characteristics. 3.A part-time worker with larger extent of centralization does not increase positive working attitude significantly. 4.A part-time worker’s centralization extent and his recognition to job characteristics might interweave and lead to unpredictable effects. In addition to discuss the results mentioned above, this study brings up several academic and managial meaning, including flexible manipulation of labor resource, hiring management, staff training, and the working design. It also provides suggestions to the on going research, for example: the model usage, the reference, and the extension of this research