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研究生:熊東亮
研究生(外文):Tung-Liang Hsiung
論文名稱:多國籍企業正式化控制與外派人員工作疏離感關係之研究
論文名稱(外文):The Relationship between Formalization and Work Alienation of Expatriates in Multinational Corporations
指導教授:謝安田謝安田引用關係
指導教授(外文):An-Tien Hsieh
學位類別:博士
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:2002
畢業學年度:90
語文別:中文
論文頁數:123
中文關鍵詞:多國籍企業正式化控制外派人員工作疏離感角色壓力組織承諾
外文關鍵詞:multinational corporationformalizationexpatriatework alienationrole stressorganizational commitment
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雖然正式化控制與工作疏離感在學術上已經是非常成熟的概念,但是兩者的關係在實證研究中仍不一致,而且前人的研究母體都是以國內員工為主,其研究結果是否能適用於外派人員,有待進一步釐清。因此本研究從控制理論的觀點,探討正式化控制對外派人員角色壓力(包括角色模糊與角色衝突)、組織承諾與工作疏離感的影響關係,並分析國家文化差異對整個模型的干擾效果,將可使工作疏離感的知識領域更加完整。
本研究以美、日二國在台之外派人員為研究對象,採用問卷調查法蒐集資料,共計發出1,080份問卷,回收有效樣本194份,有效回收率18.0%,資料分析的方法則以路徑分析與複迴歸分析為主。研究結果顯示,正式化控制會直接降低外派人員的工作疏離感,並且會透過角色模糊、角色衝突及組織承諾間接的降低工作疏離感;角色模糊會直接提高外派人員的工作疏離感,並且會透過組織承諾間接的提高工作疏離感;角色衝突也會直接提高外派人員的工作疏離感;組織承諾則是直接降低外派人員的工作疏離感。
另外,本研究亦發現,正式化控制對角色壓力、組織承諾與工作疏離感的影響不會受到國家文化差異的干擾。角色壓力對組織承諾與工作疏離感的影響則會受到國家文化差異的干擾,組織承諾對工作疏離感的影響也會受到國家文化差異的干擾,日籍外派人員的影響程度均較美籍外派人員為強。
Although the issues of formalization and work alienation have been discussed in the published literature, there have been contrary and inconsistent findings between those two variables. Therefore, the purpose of this study was to verify their relationships of expatriates through a causal model in which formalization influenced role stress (i.e., role ambiguity and role conflict), organizational commitment, and work alienation. This model also developed a understanding of the moderating role of cultural factors to enhance the knowledge of management practices and employee behaviors across the countries.
This research collected data by means of questionnaire survey conducted on expatriates worked at the U.S. and Japanese multinational corporations’ subsidiaries or branches in Taiwan. In total 1,080 copies were sent out and 194 effective questionnaires were returned. Data were analyzed by path analysis and multiple regression analysis.
The results of this study revealed that formalization had a direct negative effect on work alienation and an indirect negative effect on work alienation by reducing role stress and increasing organizational commitment. In addition, the empirical evidence indicated that there was substantial support for stronger relationships between role stress and work alienation, role stress and organizational commitment, and organizational commitment and work alienation for the Japanese expatriates as compared to the U.S. expatriates.
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝辭  ..................... v
內容目錄 ..................... vi
表目錄  ..................... viii
圖目錄  ..................... x
第一章  緒論................... 1
  第一節  研究背景............... 1
  第二節  研究問題與目的............ 5
  第三節  研究架構............... 8
  第四節  研究重要性.............. 10
  第五節  研究範圍............... 11
第二章  文獻探討................. 13
  第一節  正式化控制.............. 13
  第二節  角色壓力............... 17
  第三節  組織承諾............... 21
  第四節  工作疏離感.............. 23
  第五節  國家文化差異............. 29
  第六節  研究假設............... 33
第三章  研究方法................. 42
  第一節  研究對象與樣本選取.......... 42
  第二節  變數定義與衡量............ 43
  第三節  資料分析方法............. 47
  第四節  信度測試............... 48
第四章  基本資料分析............... 50
  第一節  個人特質............... 50
  第二節  工作與組織特質............ 53
第五章  正式化控制與工作疏離感之關係....... 56
  第一節  變數間的相關分析........... 56
  第二節  變數間的路徑分析........... 58
第六章  國家文化差異的干擾分析.......... 68
  第一節  國家文化差異下之路徑分析....... 68
  第二節  國家文化對角色壓力影響因素之干擾... 72
  第三節  國家文化對組織承諾影響因素之干擾... 74
  第四節  國家文化對工作疏離感影響因素之干擾.. 79
第七章  結論與建議................ 87
  第一節  結論................. 87
  第二節  建議................. 90
  第三節  研究限制............... 93
參考文獻 ..................... 95
附錄A 中文問卷.................. 114
附錄B 英文問卷.................. 117
附錄C 日文問卷.................. 120
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