Research On Influencing Factors Of Individual Performance Of Labor Dispatch Employees In Company A

With the rapid development of the China’s economy,labor dispatch market has become an indispensable component of labor market.As a factor of production,labor dispatched workers are increasingly valued in the development of enterprises.However,due to the lack of laws and supervision,as well as the low awareness of rights protection of labor dispatched workers and other problems,it is difficult to maintain the rights and interests of labor dispatched workers,which ultimately leads to the significantly lower personal performance of labor dispatched workers than regular workers.How to stimulate the initiative,sense of responsibility and work enthusiasm of labor dispatched workers,improve individual work performance,and improve the overall production efficiency of enterprises are of great significance to the sustainable development of enterprises.Company A is an enterprise using a large number of labor dispatched workers in this context,which provides a valuable case for studying the factors affecting the low personal performance of labor dispatched workers.This research is based on Maslow’s hierarchy of needs theory,job engagement theory and job performance theory.Through consulting materials and interviewing stakeholders,I learned about the basic situation of labor dispatched workers in Company A,summarized the lack of management of labor dispatched workers,and put forward the problem of low personal performance.Based on these,a questionnaire survey was carried out,and statistical analysis and structural equation analysis were carried out on the survey data.Finally,the demand hierarchy of labor dispatched workers was obtained:selfactualization needs,social needs,safety needs and the performance of labor dispatched workers were significantly positively correlated,and the degree was decreasing.The empirical results show that compared with the traditional Maslow hierarchy of needs,the hierarchy of needs of labor dispatch employees has changed obviously.Social need and safety need increased by one level respectively,respect need decreased by two levels,self-actualization need and physiological need did not show hierarchy migration.It shows that the needs and traditional cognition of labor dispatch employees at the lowest and highest levels are the same,but there are great differences in social needs,safety needs and respect needs.Based on the above research conclusions,this article proposes personal performance improvement measures for Company A.First,it is necessary to establish an employee complaint handling mechanism,divide responsibilities,and control the whole process before,during and after the event.Second,in terms of Self-actualization needs.Enterprises should establish and improve incentive system,salary and welfare systems suitable for dispatched workers,For example,establish a fair competition mechanism,improve the assessment and reward or punishment mechanism,and set up channels for labor dispatched employees to become regular employees;Encourage them to carry out career planning and technological innovation,such as helping employees to develop career development plans and encouraging labor dispatched employees to carry out technological innovation.And then,in terms of social needs.Enterprises should let labor dispatch employees participate in corporate cultural education activities,and provide them with training and learning opportunities.And in the daily work should encourage labor dispatch staff suggestions,enhance the participation of the organization.And strengthen the labor dispatch employee’s enterprise culture education.Finally,in terms of safety needs.We should improve the compensation and welfare system of labor dispatch employees,such as establishing a complete compensation system,providing social security and vacation rights;Improve the labor security system,such as labor contract,provide necessary safety protection;We will improve the channels for protecting employees’rights and interests,participate in labor union organizations of employment enterprises,and provide channels for labor arbitration.The results show that enterprises should standardize the complaint handling process,improve the security system,pay attention to the differences in the individual needs of labor dispatch employees,and develop more targeted measures to improve the individual performance and output of labor dispatch employees.