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研究生:何維碩
研究生(外文):Wei-Shuo Ho
論文名稱:人格特質、外派意願與工作投入之關係研究
論文名稱(外文):The Research of Relationship among Personality Traits, Expatriate Willingness and Job Involvement
指導教授:余坤東余坤東引用關係
指導教授(外文):Kung-Don Ye
學位類別:碩士
校院名稱:國立臺灣海洋大學
系所名稱:航運管理學系
學門:運輸服務學門
學類:運輸管理學類
論文種類:學術論文
論文出版年:2010
畢業學年度:98
語文別:中文
論文頁數:86
中文關鍵詞:人格特質外派意願工作投入海外適應
外文關鍵詞:personality traitsexpatriate willingnessjob involvementoverseas adaptation
相關次數:
  • 被引用被引用:22
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本研究鑒於2008年台灣政權交替後,新政府的兩岸政策改為開放,兩岸直航更是縮短了通商所需的時間。在金融海嘯重創後的西方國家衰弱,中國大陸崛起成為世界市場的趨勢之下,加上兩岸即將簽署的「兩岸經濟合作架構協議」(Economic Cooperation Framework Agreement,簡稱ECFA),本研究者認為未來台灣各大企業對於外派人才的需求會大幅增加,尤其以派往中國大陸的人才會遽增,而外派人員的人格特質乃是不易重新塑造的先天條件,影響外派的成敗甚鉅,因此本研究以人格特質對外派意願的影響與工作投入之間的關係,來建構研究的理論架構,並透過156位外派人員的問卷調查來驗證所建立之架構。

本研究透過迴歸分析,發現外派人員人格特質中的自我效能、內控、外向性對於外派意願皆有顯著的正向影響,而外派意願也與員工工作投入呈現正向相關,亦即當外派員工具備上述三項人格特質之一時,會有較高的外派意願,進而對外派的工作有較高的投入。

由實證結果可知,企業在徵選新進員工或是在原有員工間遴選外派人員時,員工的人格特質是一項重要的考量因素,本研究據此作出數項結論,並對國內企業及後續研究者提出數項建議,希望能有所助益。

The study in view of the alternation of the regime of Taiwan in 2008, the policy of both sides of new government turns to open and cross-strait direct flights are shorten the time for business. At the trend that western countries become weak after the hit by financial crisis, China become the market of the world, and the “Economic Cooperation Framework Agreement” is going to sign by both sides, the study consider that the demand of the expatriate personnel for Taiwan enterprises will increase, in particular, the expatriate personnel to China. The personality traits of expatriate personnel are congenital condition and difficult to rebuild, they affect the success or failure of expatriate hugely. The study used the relationship between expatriate willingness which affected by personality traits of expatriate personnel and job involvement as the elements for the research framework, and tested the framework by the surveys from 156 expatriate personnel.

By using the Multiple Regression, this study found that the personality traits of expatriate personnel include self-efficacy, internal locus of control, and extraversion affect the expatriate willingness positively, and there are positive relationship between expatriate willing and job involvement. That is when expatriate personnel have one of the three personality traits, they will have high expatriate willingness and have higher job involvement.

Moreover, based on the empirical result, this study conclude that when enterprises select new employees or pick the expatriate personnel from old employees, the personality traits of employees is an important consideration. In addition, this study makes several suggestions to internal enterprises and later researches.

謝 詞 i
摘 要 ii
Abstract iii
第一章 緒論 1
第一節 研究背景 1
第二節 研究動機 3
第三節 研究目的 5
第二章 文獻回顧 6
第一節 人格特質 6
第二節 外派意願 16
第三節 海外適應 22
第四節 工作投入 29
第三章 研究方法 32
第一節 研究架構與研究假設推論 32
第二節 研究變項之定義與衡量 40
第三節 抽樣方法與樣本 47
第四節 資料分析方法 49
第五節 信度分析 50
第四章 驗證結果與討論 51
第一節 研究變項自我相關分析 51
第二節 研究假設驗證 52
第五章 結論與建議 61
第一節 結論 61
第二節 建議 63
第三節 後續研究建議 65
參考文獻 68
一、中文部份 68
二、英文部分 70
附錄:問卷 76


一、中文部份
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2. 王至中(2006),「影響派遣勞工工作投入及離職傾向相關因素之研究」,國立中央大學人力資源管理研究所碩士論文。
3. 仲濟文(2005),「我國派外經理人的派外意願與派外適應關係之研究」,國立成功大學工程管理學系碩士論文。
4. 吳長恩(2004),「影響管理碩士生職業選擇意向與西進大陸意願的因素之研究」,國立臺灣海洋大學航運管理學系碩士論文。
5. 吳桂雲(2003),「企業轉型下企業中階主管策略角色與組織績效關係之研究-以中華電信南區分公司為例」,中山大學人力資源管理研究所碩士論文。
6. 李韻汝(2004),「管理幹部選任與安置之研究-以我國運輸業外派荷蘭與中國大陸人員為例」,實踐大學貿易經營研究所碩士論文。
7. 沈鳴良(2003),「兩岸三通後高職畢業生大陸就業意願之研究」,南華大學管理研究所碩士論文。
8. 何燕蓓(2007),「第三國籍外派人員海外適應影響因素之研究」,東吳大學國際貿易學系碩士論文。
9. 林哲立(2001),「電話志願工作者諮商自我效能之相關研究-以臺北縣市機構為」,輔仁大學社會工作學系碩士論文。
10. 林宜真(2009),「內部行銷、心理賦能對服務導向組織公民行為與工作投入的影響」,國立臺灣海洋大學航運管理學系碩士論文。
11. 祝康偉(2006),「派遣員工與正職員工在組織承諾、工作投入差異之分析-以福利措施條件為干擾變項」,國立中央大學人力資源管理研究所碩士論文。
12. 洪紹榮(2004),「組織認同、領導風格與海外派遣員工工作投入關係之研究」,大葉大學國際企業管理學系碩士論文。
13. 孫忠凱(2004),「員工特質對外派意願之影響」,國立中央大學人力資源管理研究所碩士論文。
14. 徐鳳卿(2009),「內外控人格傾向、自我效能與工作滿足感關聯性之研究-以臺北市立國民小學人事人員為例」,世新大學行政管理學系碩士論文。
15. 翁麒翔(2007),「心理契約與外向性對外派調適與離職意向之影響研究」,東吳大學國際貿易學系碩士論文。
16. 張欣瑜(2006),「外派大陸人員海外適應性及工作投入之前因與後果」,國立台灣科技大學企業管理系碩士論文。
17. 莊佩諭(2008),「海外派遣人員之人格特質、組織支援、海外適應性與工作績效間關係之研究」,逢甲大學企業管理學系碩士論文。
18. 陳威有(2003),「外派大陸人員海外適應力對員工工作績效之影響」,大葉大學國際企業管理學系碩士論文。
19. 陳卷彪、涂艷華(2007),「護理長領導策略模式與護理人員工作投入之研究」,第八屆管理學域學術研討會論文集,第65-79頁。
20. 陳勝文(2003),「外派人員之人力資源管理對其績效影響之研究--以亞洲九國為例」,國立成功大學工業管理科學系碩士論文
21. 陳雅琪(2000),「台灣企業派外人員報償管理之研究」,國立成功大學企業管理學系博士論文。
22. 許哲昌(2005),「海外派遣人員之人格特質、海外適應情形對其工作績效之影響-以中國石油股份有限公司為例」,國立嘉義大學管理研究所碩士論文。
23. 許美珍(2002),「國中資源班學生數學科自我效能與課業尋助之相關研究」,彰化師範大學特殊教育學系碩士論文。
24. 黃致凱(2004),「組織創新氣候知覺、個人創新行為、自我效能知覺與問題解決型態關係之研究-以銀行業為研究對象」,國立中山大學人力資源管理研究所碩士論文。
25. 黃麗珍(2002),「外派政策滿意度、海外適應與留職承諾之關係探討」國立東華大學國際企業研究所碩士論文。
26. 黃麗雪(2007),「派遣員工工作滿意度及工作投入之探討」,東吳大學企業管理學系碩士論文。
27. 鄭臻妹(2001),「內外控人格特質、工作特性及工作績效之分析研究-以台灣高科技產業員工為例」,國立中央大學人力資源管理研究所碩士論文。
28. 謝玫芸(2007),「高雄市國小教師外向性人格、角色壓力與幸福感之關係研究」,高雄師範大學教育學系碩士論文。
29. 鍾芳榮(2004),「探討知識工作者內外控人格特質、工作投入、工作滿足及離職傾向之影響關係」,東吳大學企業管理學系碩士論文。
30. 謝蘇祥(2007),「台商赴大陸投資之海外派遣人員制度及本土化策略分析-以大陸昆山地區台商製造業為例」,中央大學高階主管企管碩士論文。
31. 羅文秀(2005),「台北縣市國中學生智力信念、自我效能、自我保護策略與學習策略之關係研究」,國立彰化師範大學教育研究所碩士論文。
32. 羅世輝、湯雅云(2003),「內外控人格特質與授權賦能認知對工作滿足之影響-以金融保險業為例」,人力資源管理學報,第三卷,第一期,第1-19頁。

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