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研究生:王偉安
研究生(外文):Wei-an Wang
論文名稱:台商外派人員離職傾向之影響因素研究-兩岸直航下距離的衝擊探索
論文名稱(外文):A study on turnover intention for Taiwanese expatriates in China - The impact of changes in remoteness due to Cross-Strait direct flights
指導教授:范錚強范錚強引用關係
指導教授(外文):Cheng-Kiang Farn
學位類別:碩士
校院名稱:國立中央大學
系所名稱:資訊管理研究所
學門:電算機學門
學類:電算機一般學類
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:98
中文關鍵詞:工作家庭衝突外派距離離職傾向外派人員兩岸直航
外文關鍵詞:turnover intentionwork-family conflictexpatriate remotenesscross-strait direct flightsexpatriates
相關次數:
  • 被引用被引用:22
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  • 下載下載:276
  • 收藏至我的研究室書目清單書目收藏:5
隨著台灣與中國大陸在各方面的交流愈來愈密切,「台商」所扮演的外派人員角色更是特殊且重要。然而研究顯示由於各種因素造成外派人員離職,影響企業績效表現與成本花費,因此瞭解離職原因,將是成為企業主管必須重視的課題,外派任務所產生的工作家庭衝突,在過去已被證實與離職傾向有密切的關係。因此,隨著兩岸平日包機直航所帶來的時間大幅縮短,而形成兩岸一日生活圈的情況下,各種外派類型員工之工作家庭衝突與離職傾向是否能有效減低,更是企業主管關切的議題。
本研究模型參考Ahuja離職傾向模型,加入「外派距離」構念,並將外派人員區分成「常駐且家在大陸」、「常駐而家在台灣」、「出差型」三種外派類型。本研究將「外派距離」作為影響「工作家庭衝突」之前置因素,而「外派類型」作為上述關係之調節變數;「組織承諾」和「工作耗竭」為影響「離職傾向」之中介因素。
本研究以台灣外派人員作為研究對象,以問卷調查法進行資料的蒐集,共回收145份樣本。研究結果顯示,「外派距離」與「工作家庭衝突」有正向關係,並且「外派距離」與「工作家庭衝突」關係受到「外派類型」顯著的調節效果,其中常駐型員工的外派距離為近時,工作家庭衝突程度較低,顯示出直航帶來的距離縮短產生工作家庭衝突下降的效益;「組織承諾」及「工作耗竭」與「離職傾向」分別有負向和正向關係。
最後,本研究透過集群分析將外派人員分為「焦崩的員工」、「自我中心的員工」、「公司人」以及「快樂的員工」四類,並發現可能是和外派人員是否與家人一同居住有關係,而已婚或有小孩可能不是工作家庭衝突的主因。
The economic relationship between Taiwan and mainland China has shifted into high gear during the past decade, and business exchange, especially in human talent is still escalating. “Taiwanese expatriates businessmen in China” (or Tai-Shang) plays a special and important role in the development of the Chinese economy. However, studies have shown that expatriates turnover seriously affects companies’ cost and performance. Therefore, managers should try to understand the reasons for turnover of these expatriate employees in order to increase effectiveness. Past researches have shown that work-family conflict generated from expatriate assignments is related to turnover intention. Since July 2008, “direct flights across the Taiwan Strait” was started, since its absence almost sixty years ago, and was since intensifying gradually. Thus, the remoteness between Taiwan and mainland China has been closing dramatically.
This study takes this changing opportunity to look into whether changes in remoteness in expatriate assignments affects work-family conflict, and whether it in-turn result in a change in turnover intention. This study adopts Ahuja’s turnover intention model, and supplemented with an “expatriate remoteness” construct. In the proposed model, expatriates are divided into three types, namely, “long-term expatriates with family in China,” “long-term expatriates and family in Taiwan” and “business travelers”. “Expatriate remoteness” is taken as a determinant of “work-family conflict”. “Expatriate type” is the moderator of the relationship between expatriate remoteness and work-family conflict. “Organization commitment” and “work exhaustion” are the mediators of turnover intention.
Taiwanese expatriates of various types were used as mail questionnaire samples in this study. A total of 145 samples were collected. Analyses show that, as expected, “expatriate remoteness” is positively associated with “work-family conflict” while the association is moderated by “expatriate type.” For “long-term expatriate with family in China,” and “long-term expatriate with family in Taiwan,” the association is positively but at different degree. In other words, direct flights shorten the distance and may effectively decrease work-family conflict. In addition, “Organization commitment” is negatively associated with “turnover intention,” while “work exhaustion” is positive associated with “turnover intention.”
Finally, this study also conducted an exploratory study, employing the cluster analysis method. The samples can be divided into four types, namely, “burnout employees,” “self-centered employees,” “company man” and “happy employees.” Results also show that marital status and number of children is not a cause of work-family conflict for expatriates, whereas whether living with families is a major factor.
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 4
第三節 研究目的 5
第四節 論文架構與研究程序 6
第二章 文獻探討 8
第一節 兩岸平日包機直航 8
第二節 外派人員 12
第三節 離職傾向 21
第四節 工作家庭衝突與工作耗竭 24
第五節 報酬公平性與組織承諾 30
第六節 家庭涉入與搬遷家庭意圖 32
第三章 研究方法 35
第一節 研究架構與假說 35
第二節 研究設計 40
第三節 研究變數之定義與操作化 42
第四節 問卷設計 47
第四章 資料分析 49
第一節 樣本基本資料分析 49
第二節 量表品質檢驗 52
第三節 研究假說檢定 55
第五章 探索性研究分析 60
第一節 集群分析 60
第六章 結論與建議 67
第一節 研究結果與討論 67
第二節 研究貢獻與管理意涵 71
第三節 研究限制與未來研究建議 73
參考文獻 74
英文部份 74
中文部份 80
附錄一 研究問卷 82
附錄二 探索性研究之各群比較表 86
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