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研究生:童秉慧
研究生(外文):Ping-hui Tung
論文名稱:外派回任人員離職傾向之跨層次研究
論文名稱(外文):A Multi-Level Study of the Repatriation Turnover Intention
指導教授:黃銘章黃銘章引用關係
指導教授(外文):Ming-Chang Huang
學位類別:碩士
校院名稱:靜宜大學
系所名稱:管理碩士在職專班
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:2008
畢業學年度:97
語文別:中文
論文頁數:59
中文關鍵詞:階層線性模式回任人員回任協助方案職位年資離職傾向
外文關鍵詞:tenurepositionorganization supportrepatriateturnover intentionHLM
相關次數:
  • 被引用被引用:2
  • 點閱點閱:265
  • 評分評分:
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:1
當國際市場日趨重要時,對公司而言,擁有海外經驗是件非重要的議題,一般來說取得海外經驗的方式多為自母公司外派人力,這些被外派出去的人對公司而言是十分有價值的。但是外派後所要面對的便是回任的問題,一直以來,回任人員的離職率始終居高不下,但要如何有效改善這樣的情形以便留住人才?本研究指出重點在於組織所扮演的角色,組織若能給予回任人員協助方案幫助回任後的調適,則便有效降低離職率,本研究發現回任人員的職位與離職傾向呈現負向影響;回任人員的年資與離職傾向呈現負向影響;組織回任協助方案與離職傾向呈現負向影響。
另外,本研究選擇以統計工具:「階層線性模式」(Hierarchical Linear Models,簡稱 HLM),進行資料的跨層次分析,了解組織協助方案對回任人員離職傾向的交互作用,並於研究結果發現回任協助方案對於回任人員年資與離職傾向有干擾。
When the profit of revenue from foreign operations increases, managers in the home country with international experience should become more and more important. And consequently the employees who own the international experience become more valuable to their organizations. But we often find that repatriate turnover rate is still very high. Maybe more important human resource policies can probably have a positive effect on repatriates'' adjustment and satisfied them to lower the turnover rate. Findings from this study suggest that the position and tenure are negative with the turnover rate and when organization provides the support to repatriates will be positive effect the willing stay in the parent organization. Furthermore, this study uses the HLM for finding their reciprocal effect.
第一章 緒論 1
第一節 研究動機 2
第二節 研究目的 4
第二章 文獻探討與假設推導 5
第一節 回任調適 5
第二節 假設推導 11
第三節 研究流程 20
第三章 研究方法 21
第一節 觀念性架構 21
第二節 樣本與資料收集 22
第三節 變數之操作型定義與衡量 23
第四節 資料分析方法 26
第五節 信度與效度檢定 31
第四章 資料分析 33
第一節 敘述性統計分析 33
第二節 階層線性模型 35
第五章 結論與建議 39
第一節 研究結論 39
第二節 管理意涵 43
第三節 實務意涵 45
第四節 研究限制與後續研究建議 46
參考文獻 48
附錄 57
表目錄
表 3-3-1本研究的研究階層變項 23
表 3-3-2本研究各構面之衡量問項 25
表 3-5-1本研究各構面之信度 31
表 4-1-1公司資料描述 34
表 4-1-2回任人員條件描述 34
表 4-2-1離職傾向之階層線性模式結果 38
圖目錄
圖 2-1-1外派的過程與階段 5
圖 2-1-2回任過程 6
圖 2-1-3 U型跨文化適應理論 8
圖 2-1-4人員外派及回任的二次適應 9
圖 2-1-5有效的回任程序 9
圖 2-2-1回任人員所遇到的問題 13
圖 2-2-2離職分類 15
圖 2-2-3離職型態 16
圖 2-3-1研究流程 20
圖 3-1-1研究架構 21
圖 3-4-1個體與總體層次的研究方法設計 28
圖 5-1-1回任協助方案對不同職位回任人員離職傾向干擾 41
圖 5-1-2回任協助方案對不同年資回任人員離職傾向干擾 42
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