臺灣博碩士論文加值系統

近幾年國際企業投資大陸受到薪水高漲、免稅年限縮短、土地價格取得困難、工業安全法規日益嚴苛等因素影響，國際企業投資中國大陸速度趨緩，組織對於外派人員的重視和支持也跟著產生變化，但對於外派個人而言，隨著大陸生活條件的提升，跨文化適應也逐漸容易，故個人願意受外派情況也相對提高。在個人外派意願提高與組織駐外重視度改變情況下，組織的駐外支持與外派人員跨文化適應、離職傾向、工作壓力、工作績效間勢必產生關連性。因此，本研究計畫採用量化分析，以實際外派人員為研究對象，採用實際發放問卷及網路問卷發放方式進行實證資料蒐集，資料蒐集來源主要以外派大陸江蘇省、福建省、遼寧省為主企業員工，運用敘述性統計分析、信效度分析、變異數分析、迴歸分析、驗證性因素分析及整體模式分析以驗證本研究的各項假說，研究結果發現跨文化適應與工作壓力及離職傾向關係不顯著；工作壓力對離職傾向之關聯性顯著；而離職傾向及工作壓力與工作績效之間不顯著；另以組織駐外支持作為干擾變項，對於跨文化適應與離職傾向、工作壓力之間關係的干擾效果不顯著。最後，透過本研究可以提供企業外派人員管理參考。
關鍵字：組織駐外支持、跨文化適應、離職傾向、工作壓力、工作績效

In recent years, due to the workers’ wages going up, tax relief reduced, industrial safety and related environment protection issues in China, the investments from the international enterprises will grow up slowly. Accordingly, the concern and support for the dispatched staff will be also adjusted to cope with the change of such business environment. However, to the individual dispatched staff, he/she would be willing to take the job in China because the life quality in China is close to the west countries and the problem of cross cultural adaptation is less than other places. According to this, the issues of the oversea dispatch will become more and more important for international enterprises’ organization, and there must exist in the interrelationship among cross cultural adaptation, work stress, intention to quit and work performance. Therefore, the study will utilize quantitative analysis methods and questionnaire survey to proceed with the statistical analysis. The survey respondents are the dispatched staff from Jiangsu, Fujian, and Liaoning in China. The utilized quantitative analysis methods including descriptive statistics, reliability & validity analysis, ANOVA, regression analysis, confirmatory factor analysis, and structure equation model is to verify the constructed hypotheses in the study. According to the study results, we found the following facts: 1. Cross cultural adaptation significantly will not impact on work stress and intention to quit. 2. Work stress significantly impact on intention to quit. 3. Intention to quit and work stress on work performance are not significant. 3. The moderating effects of organization relocation support is not significant from cross cultural adaptation to work stress or intention to quit. We hope the implication and suggestion of the study can help the managers of international enterprises for making oversea dispatching decision.

Keywords: Organization Relocation Support, Cross Cultural Adaption, Intention to Quit, Work Stress, Work Performance

中文摘要...............................................i
英文摘要..............................................ii
誌謝.................................................iv
目錄..................................................v
表目錄.............................................viii
圖目錄...............................................xi
第一章 緒論...........................................1
第一節 研究背景與動機..............................1
第二節 研究目的.......................................3
第三節 研究範圍.......................................4
第四節 研究流程.......................................4
第二章 文獻探討.......................................6
第一節 組織駐外支持....................................6
第二節 跨文化適應.....................................16
第三節 離職傾向.......................................22
第四節 工作壓力.......................................27
第五節 工作績效.......................................30
第三章 研究架構與假設..................................35
第一節 研究架構與操作型定義.............................35
第二節 研究假設........................................42
第三節 研究方法........................................47
第四節 問卷設計及抽樣..................................48
第四章 實證分析........................................49
第一節 問卷預試分析....................................49
第二節 問卷分析........................................53
第三節 各研究構面之變異數分析...........................56
第四節 研究變項之相關分析...............................58
第五節 迴歸分析........................................59
第六節 信、效度分析....................................62
第七節 整體模式分析....................................71
第八節 組織駐外支持對於工作壓力與離職傾向的干擾效果.......78
第九節 研究架構假設實證結果............................80
第五章 結論與建議.....................................82
第一節 研究結論.......................................82
第二節 研究建議.......................................85
參考文獻.............................................86
中文部份.............................................86
英文部份.............................................87
附錄一...............................................94
研究問卷量表..........................................94
附錄二 .............................................102
研究問卷編碼表.......................................102
附錄三 .............................................103
預試研究問卷量表.....................................103

表目錄
表1- 1 研究範圍.......................................4
表2- 1 組織駐外支持定義之彙整表........................10
表2- 2 組織駐外支持之相關衡量..........................14
表2-3 跨文化適應定義之彙整表...........................18
表2-4 跨文化適應之相關衡量.............................20
表2-5 離職傾向定義之彙整表.............................24
表2-6 離職傾向之相關衡量...............................26
表2-7 工作壓力定義之彙整表.............................28
表2-8 工作壓力之相關衡量...............................29
表2-9 工作績效定義之彙整表.............................32
表2-10 工作績效之相關衡量..............................33
表3-1 組織駐外支持之操作型定義..........................36
表3-2 組織駐外支持變項.................................36
表3-3 跨文化適應之操作型定義............................37
表3-4 外派人員跨文化適應變項............................38
表3-5 離職傾向之操作型定義..............................39
表3-6 外派人員離職傾向變項..............................39
表3-7 工作壓力之操作型定義.............................40
表3-8 外派人員工作壓力變項............................40
表3-9 工作績效之操作型定義.............................41
表3-10 外派人員工作績效變項............................42
表4-1 各構念信度分析..................................49
表4-2 探索性因素分析..................................50
表4-3 EFA調整後組織駐外支持變項........................51
表4-4 EFA調整後外派人員跨文化適應變項...................51
表4-5 EFA調整後外派人員離職傾向變項.....................52
表4-6 EFA調整後外派人員工作壓力變項.....................52
表4-7 EFA調整後外派人員工作績效變項.....................53
表4-8 樣本基本資料分析.................................54
表4-9 依年資因素對各構面的變異數分析....................56
表4-10 依行業別因素對各構面的變異數分析.................57
表4-11 依派駐類型因素對各構面的變異數分析...............58
表4-12 所有構念之相關性...............................59
表4-13 主要假設的迴歸分析結果..........................60
表4-14 子假設的迴歸分析結果............................62
表4-15 組織駐外支持量表驗證性因素分析...................64
表4-16 跨文化適應量表驗證性因素分析.....................66
表4-17 離職傾向量表驗證性因素分析.......................67
表4-18 工作壓力量表驗證性因素分析.......................68
表4-19 工作績效量表驗證性因素分析.......................69
表4-20 各構念契合度分析表..............................70
表4-21 各構面區別效度表................................71
表4-22 整體模式契合度分析表............................73
表4-23 基本的配適標準表................................73
表4-24 模式配適度評鑑結果摘要表.........................75
表4-25 潛在變項路徑分析結構模型表.......................76
表4-26 跨文化適應與工作壓力之層級迴歸分析(組織駐外支持為干擾變項)..78
表4-27 組織駐外支持與跨文化適應對工作壓力的迴歸係數......79
表4-28跨文化適應與離職傾向之層級迴歸分析(組織駐外支持為干擾變項)...79
表4-29 組織駐外支持與跨文化適應對離職傾向的迴歸係數......79
表4-30本研究假說結果總表..............................80

圖目錄
圖1-1 研究流程...........................................5
圖3-1 研究架構..........................................35
圖4-1 線性結構模型修正後之實證分析與參數值...........76

中文部份
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王重鳴、姜金棟(2005)。外派人員與組織的期望匹配模式對績效的影響。應用心理學，第十一卷第四期，291-296頁。
李嫻柔、陳元瓊(2009)。工作疏離對工作動機與外派績效干擾效果影響之研究。文大商管學報，第十四卷第二期，99-118頁。
李鴻文、徐章昱(2010)。外派大陸主管對跨文化適應與個人生涯管理之研究。管理實務與理論研究，第四卷第三期，39-55頁。
李旭凱(2013)。企業駐外支援系統對外派人員跨文化適應與離職傾向之影響研究。國立中山大學人力資源管理研究所論文。
邱雅萍、柯宜禎、莊文隆(2008)。組織社會化戰術、學習導向與外派人員海外適應之研究-以台商外派大陸為例。企業管理學報第七十七期，82-188頁。
胡昕昀、王偉安、范錚強(2012)。兩岸直航影響外派人員離職傾向研究。人力資源管理學報，第十二卷第二期，25-48頁。
秦克堅、林崇文、李建鴻(2010)。電子高科技跨國企業商務外派人員工作績效之理論與實證研究。華人經濟研究，第八卷第一期，149-161頁。
陳以亨、張健豪、林虹君(2004)。企業組織支援系統對大陸台商幹部之工作─家庭衝突之研究。中山管理評論2004年三月號，第十二卷第一期，63-91頁。


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