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研究生:曾麒鴻
研究生(外文):Chi-Hung Tseng
論文名稱:海外工作經驗與外派之職能相關性研究
論文名稱(外文):A Study of the Relationship between Overseas Experience and the Required Competence of Expatriates
指導教授:張海青張海青引用關係
指導教授(外文):Hae-Ching Chang
學位類別:碩士
校院名稱:國立成功大學
系所名稱:企業管理學系碩博士班
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:2009
畢業學年度:97
語文別:中文
論文頁數:67
中文關鍵詞:海外適應性跨文化學習外派人員
外文關鍵詞:cross-culture learningexpatriateoverseas adaptation
相關次數:
  • 被引用被引用:34
  • 點閱點閱:2915
  • 評分評分:
  • 下載下載:587
  • 收藏至我的研究室書目清單書目收藏:2
本研究欲了解那些擁有海外工作經驗者,對於一般多國籍企業在選擇外派人選時,他們與一般人不同的優勢之處。這裡將海外工作經驗定義為支薪與非支薪兩大類,支薪的海外工作經驗泛指曾經到紐、澳參與打工度假或是暑期到美國打工的族群;非支薪的海外工作經驗泛指國際志工的族群。利用成功派外人員之特性、五大人格特質、文化接受度與一般適應等四大變數,來探討這些海外工作經驗的相關特性。
研究變數資料是以線上問卷方式取得,對象主要是來自筆者本身過去在澳洲打工度假時認識的友人為主,在加上今年筆者到國外擔任志工的志工朋友,回收得有效樣本總共是199份,透過因素分析、描述性統計分析與多變量分析等方式來驗證本研究之假設。
研究結果發現,海外工作者的兩種族群:打工旅遊與國際志工在人格特質方面有極高的一致性而且是適合外派的,至於在生活、工作與文化適應方面,則是以三個月以內的國際志工與三個月以上的打工旅遊者有較高的適應性,若未來有派外工作機會,他們會是比較合適的人選。本研究之結果有助於未來當公司在招募時,對於擁有海外非正式工作者經驗者,有更進一步的了解他們比一般人優勢所在。
When the multinational enterprises are looking for the people for expatriate,the research would like to know those who has the experience of working overseas,what’s their advantages? The definition of working overseas are paid and non-paid work. Paid work means working holiday in Australia and New Zealand,or working in U.S.A;non-paid work means the international volunteers. We’ll use four variables:the characteristics of successful expatriates、big-five factor personality、cultural acceptance and adaptation to discuss the correlation.
The data is from my3q on-line questionary, most of the people who fill it are my friends I knew when I was in Australia. As to the data from volunteers,they are also my friends when I was doing the volunteer job in Philippine this February. Total valid samples I collected was 199,using the statistic methods: factor analysis、descriptive statistic analysis and MONOVA analysis to verify the assumption of the research.
The result reveals that the two different groups of working overseas:working holiday and international volunteers have highly consistence in personality and they are suitable for expatriate. As to the life、work and culture adaptation,the international volunteers working under three months and working holiday over three months have highly adaptive. In the near future,they would be the first priority. The research could help the company when they start recruiting,they would understand more about these people who has the experience of working overseas.
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究問題與目的 2
第三節 研究流程 3
第四節 章節架構 4

第二章 文獻探討 5
第一節成功派外人員之因素 5
一、能力需求與訓練課程 5
二、適應層面與調節變數之介紹 8
第二節 人格特質理論 10
一、五大人格特質論 10
二、五大人格特質之應用 12
第三節 適應的相關理論 12
一、適應的類型 12
二、溝通與U型理論 14
三、跨文化能力 15
第四節 文化學習 19
一、文化衝擊 19
二、文化學習 20
三、文化訓練 22
四、社會支援 22

第三章 研究方法 24
第一節 研究架構 24
第二節 研究假設 25
第三節 變數操作定義與問卷說明 25
一、五大人格特質 25
二、海外派遣人員的甄選條件與教育訓練模式 26
三、海外派遣人員的適應模式 28
四、工作適應模式 30
第四節 研究樣本來源與資料蒐集 32
一、研究樣本來源 32
二、資料蒐集 33
第五節 資料方析方法 33
一、因素分析 33
二、信度分析 33
三、描述性統計分析 33
四、T檢定與多變數分析 33

第四章 研究結果 34
第一節 問卷回收及樣本結構. 34
第二節 五大人格特質 37
一、以三個月劃分兩類族群之分析 38
二、一般敘述統計分析 38
第三節 派外人員甄選特質 40
第四節 問卷各量表之因素分析. 42
一、海外工作者的條件與訓練內容之自我學習與訓練 42
二、海外工作人員一般適應 43
三、海外工作人員工作適應 44
第五節 多變量分析之結果 46
一、適應類別構面 46
二、文化學習構面 48
三、文化與適應構面 49
四、以六個月作為時間變數 50


第五章 結論與建議 52
第一節 研究結果與討論 52
一、從五大人格特質與海外工作者之討論 52
二、從成功的外派人員特質與海外工作者之討論 52
三、從時間長短來討論海外工作者的適應能力 53
第二節 研究貢獻與研究限制 53
一、研究貢獻 53
二、研究限制 54
第三節 研究建議 55
一、對實務界之建議 55
二、對後續研究之建議 55
參考文獻 57
一、中文部分 57
二、英文部分 58
附錄:問卷 62
一、中文部分
1.EMBA雜誌第160期(1999年12月),「如何選擇外派人員」。
2. 陳彰儀 張裕隆 王榮春 李文銓政治大學心理系(2001),「應用傳記式問卷預測駐派大陸員工之外派適應」,應用心理研究第10 期,135-166 頁
3. 蔡淑君(1988),「我國多國籍企業海外派遣人員人事問題之研究」,文化大學企業管理研究所碩士論文。
4. 黃同圳(1995),「教育程度、工作年資與性別對薪資決定之交互作用效果分析」,中山管理評論,第3 卷,第4 期,頁64-75。
5. 趙必孝(1988),國際人力資源管理:理論與實證,第1 版,華泰書局。
6. 陳靜江(1997),轉銜方案在啟智學校高職部之發展與成效研究,行政院國家科學委員會專題研究計畫成果報告。
7.吳萬益(2000),企業研究方法第二版,台北-華泰文化。
8.柯元達(1994),台商派駐大陸經理人適應問題之研究,中山大學企管研究所碩士論文。















二、英文部分
1. AAhad M. Osman-Gani. , Developing Expatriates for the Asia-Pacific Region: A Comparative Analysis of Multinational Enterprise Managers from Five Countries Across Three Continents. Human Resource Development Quarterly, Fall (2000),
vol. 11, no. 3.
2. Benjamin Schneider, Evolution of the Study And Practice of Personality at Work. Human Resource Management, Winter (2007), Vol. 46, No. 4, Pp. 583–610.
3. Black, J. S., & Gregersen, When Yankee Comes Home Factors Related to Expatriate and Spouse Repatriation 101 Adjustment, Journal of International Business Studies,H. B. (1991), 671-694.
4. Black,J.S.& Stephens, The influence of the spouse on American expatriate adjustment in Pacific rim overseas assignments, Journal of Management, G.K.(1989),15:529-544.
5. Christian,The Human Adaption for Culture and Its Behavior Implications ,Journal of Bioeconomics, Cordes(2004) 6:143-163,kluwer Academic Publishers. Printed in Netherlands.
6. David A, Harrison and Margaret A. Shaffer. Mapping the criterion space for expatriate success: task - and relationship-based performance, effort and adaptation, Int. J. of Human Re.Kotirce Management ,16:8 August (2005), 1454-1474.
7. Fons J. R. &van de. Personality Assessment of Global Talent: Conceptual and Methodological Issues. International Journal of Testing, Vijver(2008),8: 304–314.
8. Gayle Porter and Judith, Tansky, Expatriate Success may Depend on a “Learning Orientation”: Consideration for Selection and Training. Human Resource Management, W (1999),Spring, Vol. 38, No. 1, Pp. 47–60.
9. Hershenson, Work adjustment, disability, and the three R’s of vocational rehabilitation: a conceptual model. Rehabilitation Counseling Bulletin, D.B. (1981),25(2),91-97.
10. Iris I Varner &Teresa M, Role of Cultural Self-Knowledge in Successful Expatriation ,Singapore Management Review, Palmer(2005) ,Vol.27 NO 1.
11. Jacobs, P. Cross-Cultural Connection, InfoWorld,(1998), May(11), pp.110-111.
12. Jaime Bonache _Chris Brewster, Knowledge Transfer and the Management of Expatriation. Thunderbird International Business Review, (2001), Vol. 43(1) 145–168 • January–February.
13. Jan Selmer, Language Ability and Adjustment: Western Expatriates in China. Thunderbird International Business Review, ( 2006), Vol. 48(3) 347–368 • May–June.
14. Jan Selmer. Expatriate selection: back to basics? Int. J. of Human Resource Management, (2001),12:8 December 1219–1233 25.
15. Landis, D. et al., Attribution Training versus Contact in Acculturate
Learning:A Laboratory Study, Journal of Applied Social Psychology, Psychol(1990), 16, pp.466-482.
17. Li-Yueh Lee & Badri Munir. The Mediating Effects of expatriate adjustment and Operational Capability on the Success of Expatriation. Social Behavior and Personality, Sukoco( 2008), 36(9), 1191-1204.
18. Margaret A. Shaffer & David A Harrison & K.Dimensions, Determinants and Differences in the expatriate Adjustment Process. Journal of International Business Studies , Matthew Gilley(Third Quarter 1999),30,3:557-581.
19. Marial. Kraimer & Sandy J. Wayne, Renataa, Sources of Support and Expatriate Performance: The Mediating Role of Expatriate Adjustment. Personnel Psychology, Jaworki( 2001),54.
20. Mendenhall, Mark & Gary,The Dimensions of Expatriation Acculturation. Academy of Management Review, Oddou. (1985),10:39-47.
21. Mendenhall, M. and G. R., Acculturation Profiles of Expatriate
Managers:Implication for Cross-Cultural Training Programs, Columbia Journal of
World Business,Oddou(1986),21(4), pp.73-79.
22. Michael K. Mount and Murray R, Five-Factor Model of Personality and Performance in Jobs Involving Interpersonal Interactions. Human Performance, Barrick(1985),Il(2/3), 145-165.
23. Mqrk Mendenhell ,The Dimension of Expatriate Acculturation : A Review. The Academy of Management,Gary Oddon(1985), Vol.10.No.1,39-47.
24. Murray R. Barrick, Michael K., The Big Five Personality Dimensions and Job Pperformance: A Meta-Analysis. Personnel Psychology, Mount(1991),44
25. Rehana Masrur Khan & Masrur Alam, Academic Sojourners, Culture Shock and Intercultural Adaptation: a Trend Analysis. Studies About Languages (Kalbų Studijos), Khan(2007),issue: 10, pages: 3846.
26. Rosalie L. American Expatriates Abroad: From Neophytes to Cosmopolitans. Journal of World Business , Tung(1998)33(2).
27. Saucier, Mini-markers: A brief version of Goldberg's unipolar Big-Five markers. Journal of Personality Assessment, G.(1994),63 (3), pp.506-516.
28.Shaffer,M.A.,Harrison,D.A&Gill,Demisions,Determinant
s, and Differences in the Expatriate Adjustment Process, Journal of International Business Studies, K.M.(1999),30,p557-581.
29. Sunkyu Jun & James W. Gentry & Yong J., Cultural Adaption of Business Expatriates in their Host Marketplace. Journal of International Business Studies , Hyun(Second Quarted2001),32,2;369-377.
30. Tsai-Jung Huang, Shu-Cheng Chi and John J. The Relationship between Expatriates’ Personality Traits and Their Adjustment to International Assignments. Int. J. of Human Resource Management, Lawler(2005),16:9 September 1656–1670
31. Tung, R. L., Selecting and Training of Personnel for Overseas Assignments, Columbia Journal of World Business,(1981),16, pp.68-78.
32. Yoshitaka Yamazaki & D. Christopher,An Experiential Approach to Cross-Cultural Learning: A Review and Integration of Competencies for Successful Expatriate Adaptation. Academy of Management Learning & Education, Kaynes(2004),Vol. 3, No. 4, 362–379.
33. Yoshitaka Yamazaki and D. Expatriate learning: exploring how Japanese managers adapt in the United States. Int. J. of Human Resource Management ,Christopher Kayes( 2007)18:8 August 1373–1395.
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