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研究生:翁麒翔
研究生(外文):Chi-Hsiang Wang
論文名稱:心理契約與外向性對派外調適與離職意向之影響研究
論文名稱(外文):Research into the Impacts of the Psychological Contract and Personality on Expatriate’s Adjustment and Turnover Intention
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:83
中文關鍵詞:心理契約外向性派外調適工作滿意度離職意向
外文關鍵詞:psychological contractextraversionexpatriate adjustmentjob satisfactionturnover intention
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本研究主要目的在探討台籍企業之員工,在海外執行派外任務後,派外人員的派外調適程度,主要探討派外人員知覺心理契約達成、派外調適、人格特質、工作滿意度與離職意向等變項間的反應與其關聯性。

本研究以台籍企業所派駐海外之派外人員為研究對象,共回收有效問卷219份。本研究問卷量表修改自國外研究常用之量表,在經過因素分析後確定問卷之效度,並且經過信度檢驗後,以迴歸分析與結構方程式等方法,來驗證研究假設,主要研究結果如下:
1. 派外人員知覺心理契約達成程度對派外調適程度有顯著正向影響。
2. 派外人員外向性會弱化心理契約達成程度與派外調適程度之關係。
3. 派外人員外向性對派外調適程度有顯著正向影響。
4. 派外人員派外調適程度對工作滿意度有顯著正向影響。
5. 派外人員派外調適程度對離職意向有顯著負向影響。
6. 派外人員工作滿意度對離職意向有顯著負向影響。
The main purpose of this study is to examine the expatriates’ extent of expatriate adjustment in their period of executing the expatriate mission. The main framework combined the following 5 variables including the expatriate adjustment, perceived psychological contract fulfillment, extraversion, job satisfaction and turnover intention, then exploring the responses of and the relations between these 5 variables.

This study subjects were 219 Taiwanese expatriates. The questionnaire scales used here were adapted from the commonly used scales in foreign studies. After the Factor analysis, the validity was confirmed. Then after the Reliability analysis, the Regression analysis and SEM were used to verify the following hypotheses of this study. The major conclusions are as follows:
1. The effect of expatriate’s perceived psychological contract fulfillment on expatriate adjustment is significantly positive.
2. The personality of expatriate will attenuate the relationship between psychological contract fulfillment and expatriate adjustment.
3. The effect of expatriate’s extraversion on expatriate adjustment is significantly positive.
4. The effect of expatriate adjustment on job satisfaction is significantly positive.
5. The effect of expatriate adjustment on turnover intention is significantly positive.
6. The effect of expatriate’s job satisfaction on turnover intention is significantly positive.
第一章 緒論
第一節 研究背景與動機
第二節 研究目的
第二章 文獻探討
第一節 心理契約
第二節 人格特質
第三節 派外調適
第四節 工作滿意度
第五節 離職意向
第三章 研究方法
第一節 研究架構
第二節 研究假設
第三節 操作型定義與衡量工具
第四節 研究設計
第五節 研究樣本
第六節 信度與效度分析
第四章 研究結果與討論
第一節 研究假設檢定
第二節 干擾的結構方程式分析
第三節 研究假設檢定結果
第五章 結論與建議
第一節 研究結論
第二節 研究貢獻與意涵
第三節 研究限制與未來研究建議
參考文獻
附錄 研究問卷
中文部份
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11. 鄭彩萍(1999),企業派外人員管理才能缺口、訓練與調適之研究,東吳大學國貿所碩士論文。
12. 謝依靜、吳嘉慧(2004),金融服務業顧客關係利益與忠誠度之探討,台灣管理學刊,4(2):225-250。
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