本研究透過文獻探討的方式，分析企業使用勞動派遣員工之各種動機，發現最主要動機仍與傳統原因相同，即應付彈性需求及招募篩選。由於派遣公司、用人企業與派遣人員為一三角關係，因此在管理勞動派遣人員時，必須在人力資源管理措施上分工，且雙方的管理對派遣員工工作意願皆能在不同層面上產生正面之影響。比較派遣員工及正職員工對各項人力資源管理措施滿意度之差異可發現，派遣員工在工作滿意度、自主權、技能運用與發展等多方面滿意度皆較正職人員低，並且此現象與職階無關。最後，本研究探討勞動派遣與組織績效之關聯性，指出要派企業基於彈性策略與篩選策略用人之結果差異，並提出管理上之建議，供企業使用派遣決策之參考。

The study through the literature review to analysis the motivation of enterprises use dispatched workers. The main motivation is still the same as the traditional reasons: flexible and recruitment. The dispatch company, users enterprises and dispatched workers are triangular relationship. Therefore, in the management of dispatched workers, human resource management practices must be on the division of workers, and management of both will have a positive effect in the workers willingness within the different levels. Comparison of direct employees and dispatched workers satisfaction in management of human resources can be found: dispatched workers in satisfaction, autonomy and skills are lower than direct employees, and this phenomenon has nothing to do with the rank. Finally, the purpose of this study is to contrast agency work and organizational performance. The results difference base on flexible and recruitment in the users enterprises. Using the conclusion of this study, provide the reference to the enterprises of use dispatched workers.