臺灣博碩士論文加值系統

由於全球化的快速發展，企業赴海外投資已日趨普遍，因此國際企業需要派遣外派人員至國外，而從過去有關外派之文獻發現外派失敗率之高。且在這競爭激烈的環境之下，＂人＂乃是為企業嬴得競爭力的關鍵。因此，國際企業更應重視組織中人員的知識（Knowledge）、技術（Skills）與能力（Abilities）。Lewis (1997) 提出外派人員心理契約之分解模型（Breakdown model－a psychological contract for expatriates）的實施，將有助於組織獲得主要的競爭優勢且鼓勵海外任務成左漣髡芋C因此，本研究主要針對96 位外派至大陸之外派人員為有效樣本，試圖了解外派經理人員之KSAs、心理契約與離職傾向間之關係。本研究結果顯示：（1）外派經理人之知識、技術、能力（KSAs）能有效降低外派經理人之離職傾向。（2）外派經理人之心理契約能有效降低外派經理人之離職傾向。（3）外派經理人之知識、技術、能力（KSAs）與關係性契約間呈一正向關係。（4）且外派經理人之知識、技術、能力（KSAs）會透過部分心理契約的中介效果而影響離職傾向。

Because of the fast development that is globalization, it has been already
general that business attended overseas investment, so international business
need to send people to foreign countries. We finding that expatriate failure ratio
was very hight in past literature. Under this environment was so competition,
" people " are the key to getting competitiveness for busines. International
business should pay attention to the expatriate's psychological contract. The
study by using 96 expatriate managers’ in China as the valid sample. We try to
understand the expatriate managers’ psychological contract and Turnover
intention. The results of this study indicated that：（1）Expatriate managers’Knowledge、Skills 、Abilities（KSAs）can reduce turnover intention. （2）Expatriate managers’ psychological contract can reduce turnover intention.（3）There are significant relationships between expatriate managers’ Knowledge、Skills、Abilities（KSAs）and relational contract.（4）Psychological contract
mediates the influences of expatriate managers’ Knowledge、Skills 、Abilities (KSAs) on turnover intention.

中文摘要…………………………………... Ⅰ
英文摘要…………………………………... Ⅱ
致謝辭……………………………………... Ⅲ
目錄………………………………………... Ⅴ
表目錄……………………………………... Ⅵ
圖目錄……………………………………... Ⅶ
第一章 緒綸……………………………….. 1
第一節 研究背景與動機…………………… 1
第二節 研究目的…………………………….9
第二章 文獻探討…………………………….10
第一節 外派失敗（離職傾向）…………….10
第二節 外派人員(經理人)之知識、技術、能力（KSAs）………………………………………………. 15
第三節 心理契約…………………………… 27
第四節 研究假設…………………………….37
第三章 研究方法…………………………….38
第一節 研究架構…………………………….38
第二節 研究變項之操作型定義與衡量…….39
第三節 抽樣方法…………………………….44
第四節 資料分析方法……………………….49
第五節 研究變項之因素分析……………….50
第六節 各變數之平均數、標準差、及相關係數分析…52
第四章 研究結果分析……………………….55
第一節 各變數之迴歸分析………………….55
第五章 結論、建議與限制………………….65
參考文獻 中文部份………………………….71
參考文獻 英文部份………………………….73
附錄1 外派經理人知識、技術、能力（KSAs）之因素分析（第一次）………79
附錄1-1外派經理人知識、技術、能力（KSAs）之因素分析（第二次）………80
附錄1-2 外派經理人知識、技術、能力（KSAs）之因素分析（第三次）………81
附錄1-3 外派經理人知識、技術、能力（KSAs）之因素分析…………………82
附錄2 心理契約之因素分析（第一次）……83
附錄2-1 心理契約之因素分析…………84
附錄3 離職傾向之因素分析（第一次）…85
附錄3-1 離職傾向之因素分析……………86
附錄4 研究問卷…………………………87

表目錄
表1.1 個人知識(Knowledge)、技術(Skills)與能力(Abilities)發展過程之實證研究……………2
表1.2 外派相關議題………………………… 4
表1.3 外派失敗最重要的原因……………… 8
表2.1 外派失敗之重要定義………………… 10
表2.2 美國、歐洲與日本跨國公司的召回率.13
表2.3 離職型態……………………………….14
表2.4 員工外派遴選要素排序法…………….16
表2.5 外派效能之知識、技術、能力和其它必要之條件…………………17
表2.6 行銷知識的重要性…………………19
表2.7 企業技能的重要性……………………19
表2.8 個人特質的重要性……………………20
表2.9 專案管理者之能力……………………22
表2.10 國際經理人應具備之能力構面………23
表2.11 外派人員所需具備之知識、技術、能力（KSAs）的概念題項……25
表2.12 心理契約之定義………………………29
表2.13 契約連續構面（從交易性契約到關係性契約）之特性………………………………32
表3.1 外派經理人知識、技術、能力（KSAs）之問卷量表…………………40
表3.2 心理契約之問卷題項量表…………………41
表3.3 離職傾向之問卷量表…………………43
表3.4 科學園區樣本…………………………45
表3.5 問卷發放回收之有效百分比統計……46
表3.6 樣本個人資料合併之次數分配表(N=96)…47
表3.7 各變數之平均數、標準差、及相關係數…54
表4.1 外派經理人之知識、技術、能力（KSAs）與離職傾向的之迴歸分析結果……………………………56
表4.2 外派經理人之知識、技術、能力（KSAs）與心理契約的之迴歸分析結果……………………………58
表4.3 心理契約與離職傾向之迴歸分析結果……61
表4.4 心理契約、外派經理人之知識、技術、能力（KSAs）與離職傾向之迴歸分析…………………63

圖目錄
圖2.1 心理契約與經濟契約…………………… 29
圖2.2 組織誘因─員工貢獻模型……………… 31
圖2.3 兩種不同心理契約中交易性與關係部份所佔比例示意圖…………33
圖2.4 相較於不同的員工生活空間下的兩種心理契約……………………34
圖3.1 研究架構……………………38

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