企業為有效運用人力資源，派遣形式的管道已逐漸成為臺灣企業選擇的人力資源使用方式。現有派遣公司的相關研究著重企業選用派遣人員的考量因素，較少以派遣公司尋找人才時，派遣人員選擇其雇主公司的考量為研究方向。
本研究利用問卷，透過網路與紙本對現職派遣人員或曾有過派遣經驗的工作者進行調查，經過收集後獲得129份有效樣本。為了解派遣公司的企業形象與雇主形象對其組織人才吸引力的影響，利用個人背景變項探討其對企業形象、雇主形象與組織人才吸引力的認知差異，並比較雇主形象中的功能性形象（工作、組織中客觀、具體和實際的部分，即工作與組織特性）與象徵性形象（工作、組織中主觀而無形的特徵，如友善的、有創造力的）對於組織人才吸引力的影響程度，何者更為顯著，研究結論如下:
(一)派遣人員年齡為30歲以下者，其對企業形象的認知程度明顯高於41歲以上者。
(二)派遣人員接觸派遣工作的年資為一年半至三年者，其對雇主形象中的功能性形象認知程度明顯高於三年以上者；而接觸派遣工作的年資為一年半至三年者，其對象徵性形象的認知程度明顯高於一年半以內者與三年以上者。
(三)派遣人員接觸派遣工作的年資為一年半至三年者，其對組織人才吸引力的認知程度明顯高於三年以上者。
(四)派遣公司的企業形象能有有效預測其組織人才吸引力，其中以機構形象的影響程度為最高。
(五)派遣公司雇主形象中的功能性形象認知與象徵性形象認知皆能有效預測其組織人才吸引力；相較於象徵性形象認知，派遣公司的功能性形象對組織人才吸引力的影響程度更高。
研究結果顯示派遣公司之企業形象、雇主形象之功能性形象與象徵性形象皆能對派遣公司的組織人才吸引力有正向顯著影響。影響程度比較的結果則顯示，相較於功能性形象，派遣公司雇主形象中的象徵性形象對於組織人才吸引力的影響較為不顯著。

Nowaday, more and more enterprises choose dispatching service for the effective use of human resources. While, related researches focused on the ompanies’considerations upon dispatching agencies, fewer re-searches were found concerning the consideration of dispatch employees for selecting their employers.
This study investigates whether the corporate and employer’s image affect the organizational attractiveness among the perception of 129 working or experienced dispatch employees.
Analyzing employees background variables, we nvestigated the cognitive differences toward corporate image, employer image and organizational attractiveness between each individual.
In addition, we attempted to figure out the impact of the instrumen-tal image attributes (objective, concrete and practical parts of a work or organization, namely work and organizational characteristics) and the
symbolic image traits (subjective and intangible characteristics, such as friendliness, creativeness) toward the organizational attractiveness, in this study, we found that:
(A)The dispatched employees under 30 years old had signifi-cantly
better cognition towards the corporate image of dispatching agency,
comparing to the ones elder than 41 years old.
(B)The dispatched employees with working experience from one and a half year to three years showed better cognition towards instrumental image than those with at least three-year-experience;
towards symbolic images than those with experience less than one and a half year or more than three years.
(C)The dispatched employees with working experience from one and a half year to three years showed better cognition towards the organizational attractiveness than those with at least three-year-experience.
(D)The corporate image of a dispatching agency, especially the
institution image, is highly predictive to its organizational
attractiveness.
(E)Both the instrumental and symbolic images of a dispatching agency
are effectively predictive to its organizational attractiveness.
Relative to symbolic image, the instrumental image shows a stronger effect.
The results showed that both the corporate image and employer image (including instrumental image attributes and symbolic image traits) did have a significant positive influence on the organizational attractive-ness of a dispatching agency. Comparing to the less significant effect of the sym-bolic image traits, the instrumental image attributes of the agency pos-sessed a stronger impact toward the organizational attractiveness.

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三、網路部分
行政院主計總處 (2012)。100年工商及服務業普查報告綜合報告。29-30，取自https://www.dgbas.gov.tw/public/Attachment/461011746U
SMXRN7A.pdf
全球商工行政服務入口網。取自http://gcis.nat.gov.tw/main/indexC.jsp
吳麗雪（2012)。搶速度！拼彈性！建構最有適變力的組織體。取自http://www.104temp.com.tw/event/temp_edm/de164066/071301.pdf