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研究生:謝佩君
研究生(外文):Pei-Chun Hsieh
論文名稱:派外人員之人力資源管理對其跨文化適應與組織投入影響之研究
論文名稱(外文):A Study of the Effects of HRM for Expatriates on Cross-Cultural Adjustment and Organizational Involvement:Empirical Study for Taiwanese Expatriates in U.S. and China
指導教授:李再長李再長引用關係
指導教授(外文):Tzai-Zang Lee
學位類別:碩士
校院名稱:國立成功大學
系所名稱:工業管理科學系碩博士班
學門:商業及管理學門
學類:其他商業及管理學類
論文種類:學術論文
論文出版年:2004
畢業學年度:92
語文別:英文
論文頁數:80
中文關鍵詞:組織投入跨文化適應回派(或回派計劃)國際化人力資源管理外派 (或外派計劃)
外文關鍵詞:International HRMRepatriate (or Repatriation)Organizational InvolvementCross-Cultural AdjustmentExpatriate (or Expatriation)
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  隨著全球化時代的來臨,許多台灣企業不斷的外移以避免高額的土地、勞工成本以及勞工短缺問題。而在這國際化的過程中,為避免因外派過程中的不適應而造成優秀人才的流失,企業需要提供一套完善的外派計劃供給外派人員,使之能夠在海外安心完成任務。

  許多學者提出,回派計劃對於海外工作績效是一個很有影響性的因素;然而,在台灣的外派研究當中,少有將回派計劃納入外派計劃中考量。另外,Banai and Reise (1993)也提出,組織投入在作國際間的比較時會有差異性的不同,且其較工作績效構面更為客觀。因此,本研究主要透過問卷發放方式探討跨文化訓練、薪資福利、回派計劃、以及跨文化適應對組織投入的影響,並且針對兩個不同派駐國(美國、大陸)的外派人員進行各構面間的比較。

  經由實證研究發現,台灣母公司對於外派至大陸的派外人員可以提供「業務知識」上的訓練,在外派計劃中允諾派外人員回派後的「職涯規劃與發展」,並且提供充分的薪資福利,對於他們的跨文化適應以及對組織的投入會相當有幫助。至於對外派至美國的派外人員,母公司則可以另外加強派外人員的「語言訓練」。

  在本研究中,派外人員的跨文化適應對其組織投入是一個重要的關鍵因素;又,回派計劃相對於其他兩個因素(跨文化適應、薪資福利)對跨文化適應的影響最大。因此,台灣母公司應當允諾派外人員將給予一套完善的回派計劃,尤其是職涯規劃與發展方面,此將可提升派外人員的海外適應與組織投入程度。至於詳細的回派計劃告知時間點,對於派外人員的跨文化適應與組織投入較無影響性。
  With the globalization, a lot of Taiwanese companies invest their venture in foreign countries to avoid the high rising cost of land and labor, also the shortage of manpower. During the internationalization process, enterprises devoted to providing an adequate expatriation program for expatriates in order to obtain excellent talents.

  Some studies indicated that repatriation would have critical influences on overseas job performance. However, in Taiwan, there are fewer studies about repatriation discussed in the expatriation. Also, Banai and Reise (1993) pointed that organizational involvement is the dimension that has the potential to differentiate among nations, and it is more objective than job performance. Hence, this research is to investigate the effects of cross-cultural training, financial compensation, repatriation, and cross-cultural adjustment on expatriates’ organizational involvement through questionnaires. Besides, this research will also compare the difference about the factors mentioned above between Taiwanese expatriates in U.S and China.

  After empirical study, there are some findings and suggestions in this study. With regard to expatriates in China, the parent company could provide them more business knowledge training, better financial compensation, and career planning and development in the repatriation program. As for expatriates in U.S., the parent company could provide language training in addition.

  For expatriates, cross-cultural adjustment is the key factor toward organizational involvement. Further, repatriation program has the most important effect on cross-cultural adjustment. Therefore, the parent company should give expatriates a promise about providing an adequate repatriation program, especially in career planning and development. As regards the timing of repatriation giving notice, it seems not so important for expatriates’ adjustment and organizational involvement.
Acknowledgement(in Chinese) I
Abstract(in Chinese) II
Abstract III
Index of Contents IV
Index of Tables VI
Index of Figures VIII

Chapter 1. Introduction 1
1-1. Research Background and Motivation 1
1-2. Research Objectives 3
1-3. Research Procedure 4

Chapter 2. Literature Review 6
2-1. Cross-Cultural Training 6
2-2. Financial Compensation 11
2-3. Repatriation Program 13
2-3-1. Career planning and development 13
2-3-2. Pre-return preparing and training 15
2-3-3. Reassignment and performance appraisal 16
2-3-4. Repatriation financial compensation 17
2-3-5. Other factors 17
2-4. Cross-Cultural Adjustment 19
2-5. Organizational Involvement 22

Chapter 3. Methodology 26
3-1. Conceptual Framework 26
3-2. Operational Definition 27
3-3. Research Propositions and Hypotheses 28
3-4. Questionnaire Design 30
3-5. Sampling Selection 32
3-6. Analysis Method 33

Chapter 4. Analysis Results 36
4-1. Questionnaire Retrieval 36
4-2. Respondent Profiles 36
4-3. Descriptive Statistic Analysis 41
4-4. Factor Analysis 43
4-5. Reliability Analysis 46
4-6. Regression 49
4-6-1. The influence of CCT and repatriation toward cross-cultural adjustment 49
4-6-2. The influence of CCT, repatriation, and cross-cultural adjustment toward organizational involvement 50
4-7. Analysis of Expatriate Financial Compensation 53
4-8. Analysis of Variance of Different Host Countries 55
4-9. ANOVA of Different Expatriate Characteristics 57
4-10. Summaries of Hypotheses Testing 58
4-11. LISREL 60

Chapter 5. Conclusions and Suggestions 66
5-1. Discussions 66
5-2. Limitations 69
5-3. Suggestions for Domestic Companies 69
5-4. Suggestions for the Future Study 70

Reference 69
Appendix 80
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