臺灣博碩士論文加值系統

九0年代的台灣企業逐步向海外擴張，希望透過兩岸分工、逐鹿國際；根據海基會2006底調查數據顯示目前全台灣約有二百五十萬人在對岸工作、生活。反映國內職場環境正快速的變遷；許多派外的議題及衍生的問題急需被重視。本研究擬將整合外派人員之個人特性、公司派外人力資源訓練政策、派外適應、工作績效、後續對組織的承諾作相關的連結，形成一個模型來探討其間的關係。並以電子、傳產製造業為驗證對象。
本研究目的將探討：一、實證探討外派人員的適應情形，是否會受到個人特性中各個構面及公司派外人力資源管理政策的影響？ 二、外派適應與個人特性、工作績效間是否有中介效果存在。三、外派訓練政策對外派適應、外派工作績效、離職傾向是否產生重要的干擾效果？
本研究以台灣派駐中國之人員為研究對象，有效回收問卷256份，使用SPSS For Windows 10.0 統計軟體進行探索性因素分析、敘述統計分析、變異數分析、複迴歸分析，以驗證文獻探討所提出的假說。研究結果發現，一、外派人員工作能力因素較突出之者、具有積極之個人特質者、派外意願屬自願者，其外派的適應程度也會較高。外派適應與公司訓練政策之工作技能訓練和溝通訓練和之間存在正向的顯著關係，而與當地文化理解訓練和外派適應則沒有顯著的影響關係。二、外派適應分別為工作能力因素與外派意願因素的中介變項，進而影響工作績效。三、公司外派訓練政策與外派適應的交互作用會對離職傾向產生干擾效果獲得部分成立。

In 1990’s, for catching the fevering trend of Globalization, Taiwan enterprises expanded gradually the overseas subsidiaries in Mainland China. According to the statistics of Straits Exchange Foundation (SEF) in 2006, the population of Taiwanese who worked and lived in Mainland China was nearly 2.5 million. It displayed that the domestic work environment changed rapidly, and moreover, this shift also caused a lot of expatriate issues needed to be paid much attention to.
This research will to integrate and link those factors, including expatriate characteristics, expatriate training policies, expatriate adaptations, work performances, and expatriate commitments, to construct a model which can be demonstrated by real cases of electronic industry and traditional industry.There are three main topics to look into in this study：
Is the expatriate adaptation influenced by expatriate characteristics and expatriate human management policies? Does the “Mediating Effect” exist among the expatriate adaptations, the expatriate characteristics, and the expatriate work performance? Does the ”Interference Effect” exist among expatriate training to expatriate adaptation, expatriate training to expatriate work performance, and expatriate training to expatriate resignation intention?
By taking Taiwanese who are expatriated to Mainland China as a research object and using SPSS for Windows 10.0 statistic program and statistic methods, 256 questionnaires were returned, analyzed and demonstrated efficiently. Furthermore, results of statistical analysis show three conclusions as follows：
(1) Expatriates who have better competence, aggressive personality or volunteer for expatriation adapt well in their expatriate tour. In addition, the relationship between expatriate adaptation and skill training of expatriate training policy is statistically significant. By the same token, the relationship between expatriate adaptation and communication training is also statistically significant. However, the relationship between expatriate adaptation and local culture training is statistically insignificant.
(2) Expatriate adaptation is the “Mediating variable” of competence factor and expatriate willing. Besides, it affects the expatriate performance closely.
(3) The correlation between expatriate training policy and expatriate adaptation has significant influent in resignation intention by the reason of ”Interference Effect”.

表目錄 ------------------------------------------------- Ⅶ
圖目錄 ------------------------------------------------- Ⅸ
第一章 緒論--------------------------------------------- 1
第一節 研究背景與動機----------------------------------- 1
第二節 研究目的 ---------------------------------------- 6
第三節 研究範圍 ---------------------------------------- 7
第四節 研究流程 ---------------------------------------- 8
第二章 文獻探討 ---------------------------------------- 9
第一節 人格特質 ---------------------------------------- 9
第二節 能力因素及派外意願 ------------------------------ 14
第三節 外派適應 ---------------------------------------- 19
第四節 工作績效 ---------------------------------------- 27
第五節 公司外派訓練政策 -------------------------------- 32
第六節 離職傾向 ---------------------------------------- 38
第七節 工業組織心理學 ---------------------------------- 44
第三章 研究設計與研究方法 ------------------------------ 50
第一節 研究架構 ---------------------------------------- 50
第二節 研究假設 ---------------------------------------- 52
第三節 研究假設的衡量變數與問卷設計 -------------------- 53
第四節 抽樣方法與樣本 ---------------------------------- 59
第五節 資料分析方法 ------------------------------------ 61
第六節 因素分析 ---------------------------------------- 63
第七節 研究架構調整 ------------------------------------ 70
第八節 調整後研究假設 ---------------------------------- 74
第四章 研究分析與結果 ---------------------------------- 76
第一節 樣本及各研究變項之描述性統計分析 ---------------- 77
第二節 個人屬性在各研究變項上之差異分析 ---------------- 85
第三節 相關研究變項之迴歸分析 -------------------------- 94
第四節 外派適應之中介效果分析 --------------------------100
第五節 公司外派訓練政策之干擾效果分析 ------------------103
第六節 研究假設驗證 ---------------------------------- 109
第五章 結論與建議 ------------------------------------- 112
第一節 研究發現與討論 --------------------------------- 112
第二節 研究建議 --------------------------------------- 117
第三節 研究限制及後續研究建議 ------------------------- 120
參考文獻 ---------------------------------------------- 121
附錄： 問卷 ------------------------------------------- I

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