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研究生:楊成家
研究生(外文):Yang, Chen-Chia
論文名稱:外派經驗與組織承諾關係之研究
論文名稱(外文):The Relationship between Expatriate Experience and Organizational Commitment
指導教授:林英顏林英顏引用關係
指導教授(外文):Lin, Ying-Yen
學位類別:碩士
校院名稱:大葉大學
系所名稱:國際企業管理學系碩士在職專班
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:2007
畢業學年度:95
語文別:中文
論文頁數:96
中文關鍵詞:外派經驗組織承諾調適W曲線理論
外文關鍵詞:expatriate experienceorganizational commitmentW-curve theory of adjustment
相關次數:
  • 被引用被引用:1
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本研究之背景及問題,旨在探討外派經驗對組織承諾間之關係與影響,針對深具國際人力資源特殊性的外派員工,是否會在外派期程及國家方面,出現明顯差異及影響程度。
本研究針對外派期程、次數及國家的外派經驗,藉由外派人員調適及組織承諾理論,採討運用於外派事務。
本研究以國內製造業、服務業及外國派至本國的外派人員為樣本,針對外派人員採取問卷調查方式進行抽樣,總計發放500份問卷,回收樣本數為274份,回收率為54.8%,有效樣本數為254份。本研究發現:
1.員工外派期程愈長對組織承諾具負向影響,即組織承諾程度愈低。
2.現職為外派人員對組織承諾具負向影響,即組織承諾程度愈低。
3.外派至已開發國家對組織承諾具負向影響,即組織承諾程度愈低。
4.組織承諾與外派國家並無顯著差異。
根據本研究之發現與實證結果,進一步提出管理應用及後續研究之建議。
ABSTRACT
In today’s global marketplace, it is critical for Taiwanese multinational corporations to maintain competitive in the field of international human resource management. This thesis aims to discover the impact and relationship among experience of expatriation and organizational commitment toward expatriates who have international human resource specialties and whether they will have obvious differences and impacts on the length of overseas assignment and expatriates’ host county.
Experience in overseas assignment includes number of repatriates’ overseas assignments, length of most overseas assignments and host country of economic developed. By building on the repatriation adjustment and organizational commitment theories and researches, this study expands these recent findings to repatriates.
This research uses the expatriates in manufacturing, service industry and foreign company as samples. A questionnaire was developed and distributed to 500people. 274usable responses were received for a 54.8%response rate. After eliminating incomplete and invalid questionnaires, the effective sample is 254.
The study reveals that:
1. The length of most oversea assignment of an employee has lower organizational commitment.
2. The expatriate on overseas assignment of an employee has lower organizational commitment.
3. The more experience of overseas assignment in developed country the employee has, the lower organizational commitment.
4. The relationship between the experience of expatriate in developed/developing country and organization commitment has no obvious difference.
Base on the findings of this study, it provides suggestions for future application management and subsequent studies.
內容目錄
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝辭  ..................... vi
內容目錄 ..................... vii
表目錄  ..................... ix
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............ 2
  第三節  研究重要性.............. 3
  第四節  研究範圍與限制............ 4
第二章  文獻探討................. 6
  第一節  外派工作重要性探討.......... 6
  第二節  外派人員相關研究........... 11
  第三節  工作經驗............... 12
  第四節  外派經驗............... 13
  第五節  組織承諾理論與相關實證研究...... 16
  第六節  外派經驗與組織承諾關係之探討..... 26
第三章  研究方法................. 28
  第一節  研究架構............... 28
  第二節  研究假設............... 29
  第三節  樣本與資料收集............ 30
  第四節  變項的操作性定義及衡量方法...... 31
  第五節  分析方法............... 34
第四章  結果分析................. 36
  第一節  個人基本資料分析........... 36
  第二節  外派經驗與人口統計變數關係之檢定... 41
  第三節  人口統計變項與組織承諾之分析..... 45
  第四節  外派國家與組織承諾之分析....... 47
  第五節  外派經驗及組織承諾之相關分析..... 48
  第六節  外派經驗與組織承諾之迴歸分析..... 51
第五章  結論與建議................ 58
  第一節  結論................. 58
  第二節  後續研究建議............. 61
  第三節  實務建議............... 62
參考文獻...................... 64
附錄A  OCQ量表原文題目 ............ 82
附錄B  研究問卷................. 83
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