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研究生:林倩如
研究生(外文):Chien-Ju Lin
論文名稱:家庭因素對海外派遣制度與外派績效影響之研究-以美、日、德在台子公司為例
論文名稱(外文):The Effect of Family Factors on Expatriate Policy and Expatriate Performance-The Comparative Study of American, Japanese and German MNEs in Taiwan
指導教授:林彩梅林彩梅引用關係方顯光方顯光引用關係
指導教授(外文):Tsai-Mei LinXian-Kuang Fang
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理研究所
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
論文出版年:2009
畢業學年度:97
語文別:中文
論文頁數:136
中文關鍵詞:海外派遣家庭因素外派績效
外文關鍵詞:expatriatefamily factorsexpatriate performance
相關次數:
  • 被引用被引用:3
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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
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