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研究生:高珮育
研究生(外文):Pei-yu Kao
論文名稱:知覺組織支持與工作場所心理壓力對派外調適與工作滿意之影響研究
論文名稱(外文):Research in the Impacts of Perceived Organization Support and Psychological Workplace Stress on Expatriate Adjustment and Job Satisfaction.
指導教授:陳惠芳陳惠芳引用關係
指導教授(外文):Huei-fang Chen
學位類別:碩士
校院名稱:東吳大學
系所名稱:國際貿易學系
學門:商業及管理學門
學類:貿易學類
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:71
中文關鍵詞:知覺組織支持工作場所心理壓力派外調適
外文關鍵詞:perceived organization supportpsychological workplace stressexpatriate adjustment
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在國際化的趨勢下,企業紛紛走向海外拓展事業規模,『派外人員』的角色因此日益重要;本研究遂整合知覺組織支持、工作場所心理壓力、派外調適與工作滿意四個變項,探討變項之間的關係,以期能了解派外人員的心理層面,進一步幫助企業派外成功。
本研究回收有效問卷219份,經過複迴歸分析之後,發現派外人員知覺組織支持對其工作場所心理壓力產生負向影響,工作場所心理壓力對派外調適亦有負向影響,而派外人員調適對工作滿意則有正向影響,另外派外調適在工作場所心理壓力與工作滿意間存在中介效果。
本研究於最後也提出結論並給予學術上的貢獻與管理實務上的建議,希望透過本研究可以幫助企業更了解派外人員的需求,以擬定更好的派外人員機制,提升派外人員工作滿意;並給予後續研究方向之建議。
With the development of internationalization, the enterprises go abroad to broaden the scope of their business. The status of expatriate is getting more and more important. This research integrates the following variables: perceived organization support, psychological workplace stress, expatriate adjustment and job satisfaction. After examining the relationships between these four variables, this research hopes to help the enterprises understand the psychology of expatriates and to help them to adjust to the foreign environment and enhance their job satisfaction accordingly.
219 questionnaires were collected as valid samples. After a hierarchical-regression analysis, the results show that the expatriates’ perceived organization support has a negative impact on the psychological workplace stress, the psychological workplace stress has a negative impact on the expatriate adjustment, and the expatriate adjustment has a positive impact on job satisfaction. This research also found that the expatriate adjustment has a mediation effect between the psychological workplace stress and job satisfaction.
The contributions of this study include two sides, academic and practical. It can help enterprises to understand expatriates’ perceived organization support and psychological workplace stress. It provided implications for organizations to establish appropriate mechanism to help expatriates, then raise the expatriates’ job satisfaction. Lastly, future research directions are recommended.
第一章 緒論.............................................1
第一節 研究背景與動機.....................1
第二節 研究目的.................................4
第二章 文獻探討.....................................5
第一節 派外人員.................................5
第二節 知覺組織支持.........................6
第三節 工作場所心理壓力.................9
第四節 派外調適...............................11
第五節 工作滿意...............................15
第三章 研究方法...................................18
第一節 研究架構...............................18
第二節 假設推論...............................19
第三節 研究變數定義與衡量...........24
第四節 研究設計...............................28
第五節 樣本資料分析.......................30
第六節 信度與效度分析...................33
第四章 研究結果與討論.......................40
第一節 相關分析...............................40
第二節 假設驗證...............................41
第三節 研究結果與討論...................56
第五章 結論與建議...............................59
第一節 研究結論...............................59
第二節 研究貢獻...............................60
第三節 研究限制與未來研究建議...62
參考文獻.................................................63
附錄 研究問卷........................................68
中文部分
1.王惠芳,2001,員工對組織生涯發展方案的公正認知與組織公民行為關係之研究-以組織支持認知、領導者-部屬交換關係為中介變項,東吳大學企業管理學研究所碩士論文。
2.林明宏,2001,我國企業外派人員適應因素及指標建構之研究,長榮管理學院經營管理研究所碩士論文。
3.施惠文,2004,工作壓力、社會支持與工作績效之相關研究-以高雄市政府員工為例,國立中山大學人力資源管理研究所碩士論文。
4.洪鐿月,2004,外派人員跨文化適應之研究,國立成功大學國際企業研究所碩士論文。
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6.陳建隆,2004,知覺組織支持、組織忠誠與工作倦怠關係之研究—以國內銀行為例,真理大學管理科學研究所碩士論文。
7.張舒涵,2003,大學院校約聘人員人格特質、工作滿意度及離職傾向之研究,國立中山大學人力資源管理研究所碩士論文。
8.蔡明慶,1996,組織控制、組織支持、領導者─成員交換理論與組織公民行為關係之研究,國立中山大學人力資源管理研究所碩士論文。
9.蔡欣嵐,2000,工作特性、人格特質與工作滿意度之關係-以半導體業為例,國立中央大學企業管理研究所碩士論文。
10.鄭彩萍,1999,企業派外人員管理才能缺口、訓練與調適之研究,東吳大學國際貿易學研究所碩士論文。
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英文部分
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