臺灣博碩士論文加值系統

企業全球化的時代，MNE的海外派遣主管在完整的制度下發揮管理才能影響績效。但實務上許多企業對海外派遣主管並未提供相關完善制度的建立。本研究探討海外派遣制度關鍵因素與外派績效間之關係，並以家庭因素的觀點，進行海外派遣制度與外派績效的干擾效果。探討美、日、德在台子公司之外派制度對外派績效之關係的研究與探討。本研究以MNE美、日、德在台子公司為研究對象，以複迴歸分析方式進行研究。共計發放問卷250份，得到有效問卷133份。
研究結果發現，海外派遣制度(遴選、跨文化訓練、福利、回任、公司支持)對外派績效(情境績效、技術績效、外派特定績效、整體績效)存在顯著的正向關係，家庭因素的干擾會使得外派績效產生正向的關係，但家人有跟隨以及家人未跟隨之家庭因素分群中卻發現家人未跟隨對海外派遣制度與外派績效統計上無顯著關係，顯示家人的跟隨對海外派遣主管在外工作極為重要。

The globalization of business has brought new dimensions now. MNE expatriate manager can bring outstanding expatriate performance with complete expatriate policy. Practically, many companies did not provide complete expatriate policy to MNE expatriate manager.
The purpose of this study was to identify the relationship between the key point of expatriate policy and expatriate performance. Family factors could cause an interference effect on the relationship between expatriate policy and expatriate performance. A questionnaire survey was used for subsidiary of American, Japan and German in Taiwan. A total of 250 questionnaires were collected from the survey, 133 valid responses were received for statistical analysis.
Statistical results found that there are positive relationships between expatriate policy and expatriate performance. Five dimensions of expatriate policy (Selection, Cross-Culture Training, Welfare, Repatriation and the Support of MNE) and four dimensions of expatriate performance (contextual, technical, expatriate-specific, and overall performances) all showed positive correlations. On the interference effect of family factors, this study found support on expatriate policy as well as expatriate performance. However, there are two dimensions (family went with expatriate manager, family did not go with expatriate manager) that was this study defined. The family went with expatriate manager represented family factors were found that there were positive relationships between expatriate policy and expatriate performance. But the family didn’t go with expatriate manager represented family factors were found that there were not statistically significant. A comparison of American, Japanese and German companies found difference on the policy of expatriate. The researcher hope this study not only can realize the relationships between expatriate managers’ family factors on expatriate policy and expatriate performance, but also provide effective suggestions to enhance MNEs business operating performance.

中文摘要　．．．．．．．．．．．．．．．．．．．．． iii
英文摘要　．．．．．．．．．．．．．．．．．．．．． iv
誌謝詞　 ．．．．．．．．．．．．．．．．．．．．． vi
內容目錄　．．．．．．．．．．．．．．．．．．．．． x
表目錄　　．．．．．．．．．．．．．．．．．．．．． xii
圖目錄　　．．．．．．．．．．．．．．．．．．．．． xv
第一章　　緒論．．．．．．．．．．．．．．．．．．． 1
　　第一節　　研究背景．．．．．．．．．．．．．．． 1
　　第二節　　研究動機與重要性．．．．．．．．．．．
　　第三節　　研究問題與目的．．．．．．．．．．．． 3
6
第二章　　文獻探討．．．．．．．．．．．．．．．．． 10
　　第一節　　海外派遣管理制度．．．．．．．．．．． 10
　　第二節　　外派經營績效．．．．．．．．．．．．． 30
　　第三節　　家庭因素．．．．．．．．．．．．．．． 33
第四節　　變數與變數間之關係．．．．．．．．．． 35
第三章　　研究方法．．．．．．．．．．．．．．．．． 38
第一節　　研究架構．．．．．．．．．．．．．．． 38
第二節　　變數定義與衡量工具．．．．．．．．．． 39
第三節　　研究假設．．．．．．．．．．．．．．． 44
第四節　　樣本與資料收集．．．．．．．．．．．．． 48
第五節　　資料分析方法．．．．．．．．．．．．． 48
第四章　　實證分析．．．．．．．．．．．．．．．．． 50
第一節　　樣本結構．．．．．．．．．．．．．．． 50
第二節　　信度分析．．．．．．．．．．．．．．． 56
第三節　　各變數之相關分析．．．．．．．．．．． 57
第四節　　海外派遣制度與外派績效之迴歸分析．． 59
第五節　　家庭因素對海外派遣制度與外派績效之干
擾效果分析．．．．．．．．．．．．
72
第五章　　美、日、德三國在台子公司比較分析．．．． 75
第一節　　美、日、德海外派遣制度比較分析．．． 75
第二節　　美、日、德三國海外派遣制度各構面比較
分析．．．．．．．．．．．．．．．．
77
第三節 美、日、德海外派遣主管家庭因素對海外
派遣制度與外派績效之干擾比較分析．．
82
第六章 結論與建議．．．．．．．．．．．．．．． 89
第一節 研究結論．．．．．．．．．．．．．． 89
第二節 研究建議．．．．．．．．．．．．．． 96
第三節 研究限制．．．．．．．．．．．．．． 99
參考文獻　．．．．．．．．．．．．．．．．．．．． 100
　 中文部分．．．．．．．．．．．．．．．．．．． 100
英文部分．．．．．．．．．．．．．．．．．．． 107
附錄A　　中文問卷．．．．．．．．．．．．．．．． 123
附錄B　　日文問卷．．．．．．．．．．．．．．．． 129





表目錄
表 1- 1 世界對外投資與外來投資主要國家概況．．．．． 2
表 2- 1 外派績效理論．．．．．．．．．．．．．．．． 32
表 3- 1 外派績效衡量定義及題項．．．．．．．．．．． 43
表 3- 2 家庭因素衡量定義及題項．．．．．．．．．．．． 44
表 4- 1 樣本國籍分布．．．．．．．．．．．．．．．． 50
表 4- 2 樣本在台設立年數分布．．．．．．．．．．．．． 51
表 4- 3 樣本在台員工人數分布．．．．．．．．．．．．． 52
表 4- 4 樣本年齡分布．．．．．．．．．．．．．．．． 52
表 4- 5 樣本婚姻分布．．．．．．．．．．．．．．．． 53
表 4- 6 樣本教育程度分布．．．．．．．．．．．．．． 53
表 4- 7 樣本教育背景分布．．．．．．．．．．．．．． 54
表 4- 8 樣本工作年資分布．．．．．．．．．．．．．．．． 55
表 4- 9 樣本外派次數分布．．．．．．．．．．．．．．．． 55
表 4-10 樣本家人是否跟隨外派之分布．．．．．．．．．． 56
表 4-11 各構面信度分析．．．．．．．．．．．．．．． 57
表 4-12 研究變數之皮爾森相關分析．．．．．．．．．． 59
表 4-13 海外派遣制度與外派績效之迴歸分析．．．．．． 60
表 4-14 遴選制度與情境績效之迴歸分析．．．．．．．． 60
表 4-15 遴選制度與技術績效之迴歸分析．．．．．．．． 61
表 4-16 遴選制度與外派特定績效之迴歸分析．．．．．． 61
表 4-17 遴選制度與整體績效之迴歸分析．．．．．．．． 62
表 4-18 跨文化訓練與情境績效之迴歸分析．．．．．．． 63
表 4-19 跨文化訓練與技術績效之迴歸分析．．．．．．． 63
表 4-20 跨文化訓練與外派特定績效之迴歸分析．．．．． 64
表 4-21 跨文化訓練與整體績效之迴歸分析．．．．．．． 64
表 4-22 福利制度與情境績效之迴歸分析．．．．．．．． 65
表 4-23 福利制度與技術績效之迴歸分析．．．．．．．． 66
表 4-24 福利制度與外派特定績效之迴歸分析．．．．．． 66
表 4-25 福利制度與整體績效之迴歸分析．．．．．．．． 67
表 4-26 回任制度與情境績效之迴歸分析．．．．．．．． 67
表 4-27 回任制度與技術績效之迴歸分析．．．．．．．． 68
表 4-28 回任制度與外派特定績效之迴歸分析．．．．．． 69
表 4-29 回任制度與整體績效之迴歸分析．．．．．．．． 69
表 4-30 公司支持度與情境績效之迴歸分析．．．．．．． 70
表 4-31 公司支持度與技術績效之迴歸分析．．．．．．． 71
表 4-32 公司支持度與外派特定績效之迴歸分析．．．．． 71
表 4-33 公司支持度與整體績效之迴歸分析．．．．．．． 72
表 4-34 家庭因素對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．．．．．．．．．．
73
表 4-35 海外派遣主管家人有跟隨對海外派遣制度與外派
績效之干擾效果分析．．．．．．．．．．．．．．．
73
表 4-36 海外派遣主管家人未跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．．
74
表 5- 1 美國海外派遣制度與外派績效之迴歸分析．．．． 76
表 5- 2 日本海外派遣制度與外派績效之迴歸分析．．．． 76
表 5- 3 德國海外派遣制度與外派績效之迴歸分析．．．． 77
表 5- 4 美、日、德遴選制度與外派績效之個別迴歸分析比較．．．．．．．．．．．．．．．．．．．．．．．
78
表 5- 5 美、日、德跨文化訓練與外派績效之個別迴歸分析比較．．．．．．．．．．．．．．．．．．．．．．．
79
表 5- 6 美、日、德福利制度與外派績效之個別迴歸分析比較．．．．．．．．．．．．．．．．．．．．
80
表 5- 7 美、日、德回任制度與外派績效之個別迴歸分析比較．．．．．．．．．．．．．．．．．．．．
81
表 5- 8 美、日、德回任制度與外派績效之個別迴歸分析比較．．．．．．．．．．．．．．．．．．．．
82
表 5- 9 美國海外派遣主管家庭因素對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
83
表 5-10 美國海外派遣主管家人有跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
83
表 5-11 美國海外派遣主管家人未跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
84
表 5-12 日本海外派遣主管家庭因素對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
85
表 5-13 日本海外派遣主管家人有跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
85
表 5-14 日本海外派遣主管家人未跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
86
表 5-15 德國海外派遣主管家庭因素對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
87
表 5-16 德國海外派遣主管家人有跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
87
表 5-17 德國海外派遣主管家人未跟隨對海外派遣制度與外派績效之干擾效果分析．．．．．．．．．．．．
88
表 6- 1 本研究假設2檢定結果彙整表．．．．．．．．． 94


圖目錄
圖 2- 1 選擇性跨文化訓練．．．．．．．．．．．．．．．．．． 15
圖 2- 2 海外派遣者薪資體系．．．．．．．．．．．．．．． 22
圖 2- 3 外派人員回任二次適應(W型理論)．．．．．．．． 26
圖 3- 1 研究架構．．．．．．．．．．．．．．．．．．．． 39

一、中文部分
日本通商產業省編(1995)，投資白皮書，日本：大藏省印刷局。

日本通商產業省編(2002)，投資白皮書，日本：大藏省印刷局。

日本通商產業省編(2005)，投資白皮書，日本：大藏省印刷局。

木下昭(1983)，人的資源の海外移転－海外派遣人事を考える，日本：啟文社。

王怡云(1998)，影響台商公司的海外派遣人員適應因素之探討以派駐美國伊利諾州為例，中山大學人力資源管理研究所未出版之碩士論文。

王麗雲(1995)，我國企業海外派遣人員人力資源控制與績效關係之研究，中山大學人力資源管理研究所未出版之碩士論文。

田文彬，林月雲(2003)，台灣歷年海外派遣管理研究分析，人力資源管理學報(秋季號)，3(3)，1-25。

甘珮姍，(2000)，台灣企業派外人員跨文化訓練有效性之實證研究，成功大學企業管理研究所未出版之碩士論文。

何宗明(1991)，在台外商國際策略組群之研究，中山大學企業管理研究所未出版之碩士論文。

吳李長(1995)，我國企業駐外管理人員遴選與工作績效之研究，中山大學企業管理研究所未出版之碩士論文。

吳萬益，陳碩珮，甘珮姍(2000)，台灣企業派外人員跨文化訓練有效性之實證研究，台大管理論叢，10(2)，167-203。

吳萬益，蔡明田，林佳姿(1999)，海外外派人員工作績效及其影響因素之評估－以投資大陸地區之台商為例，管理評論，18(3)，1-34。

吳萬益，譚大純(1999)，海外外派人員徵選標準與其效果之知覺一致性分析－以海峽兩岸台、美、日資企業外派人員為實證對象，台大管理論叢，9(2)，33-67。

呂錦龍(1994)，台商赴大陸投資之人員派遣制度研究，文化大學勞工研究所未出版之碩士論文。

宋宏志(1990)，台灣企業國際化形態－觀念架構發展與驗證，輔仁大學管理科學研究所未出版之碩士論文。

李鴻文，劉慶湘，許哲昌(2005)，海外派遣人員之家庭因素對其海外適應之影響，經營管理論叢，第一屆管理與決策2005年學術研討會特刊，89-100。

李韻汝(2004)，管理幹部選任與安置之研究－以我國運輸業外派荷蘭與中國大陸人員為例，實踐大學貿易經濟研究所未出版碩士論文。

林彩梅(2003)，多國籍企業論(5版)，台北：五南圖書出版公司。

林彩梅(2006)，多國籍企業論(6版)，台北：五南圖書出版公司。

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