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研究生:施青青
研究生(外文):Shih,Ching-Ching
論文名稱:外派人員的人格特質、跨文化適應對職涯發展影響之研究-以職涯資本為調節變項
論文名稱(外文):The Relationship amnong Personality Traits, Cross-cultural Adjustment and Career Development of Expatriates:Career Capital as a Moderator
指導教授:黃良志黃良志引用關係
指導教授(外文):Liang-Chih Huang
口試委員:溫金豐林淑慧黃良志
口試委員(外文):Jin-Feng UenShu-Huei LinLiang-Chih Huang
口試日期:2012-04-03
學位類別:碩士
校院名稱:國立中正大學
系所名稱:勞工關係學系暨研究所
學門:社會及行為科學學門
學類:綜合社會及行為科學學類
論文種類:學術論文
論文出版年:2012
畢業學年度:100
語文別:中文
論文頁數:100
中文關鍵詞:人格特質、跨文化適應、職涯發展、職涯資本
外文關鍵詞:Personality Traits, Cross-cultural Adjustment, Career Development, Career Capital
相關次數:
  • 被引用被引用:8
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  • 評分評分:
  • 下載下載:150
  • 收藏至我的研究室書目清單書目收藏:4
在全球化經濟浪潮下,企業面臨多重經營競爭及壓力之情況,勢必需不斷擴充產能、增加客戶及提高服務效率等,方能達到最大利益。而企業基於經營管理所需及整體人力資源之永續發展,常將員工派駐到本國以外的國家,變更員工之工作地點或職務內容,以增進其市場競爭力;因此,形成企業將員工外派之趨勢,先以技術性員工派駐進行工程、品質等專業性之傳承、訓練及協助工廠生產線生產穩定,另派駐相關業務管理人進行跨國企業管理運作。待企業基本運作上軌道後,則本國技術性員工派駐海外的機會則相對減少,而以管理階級員工派駐海外較多,惟目前許多台灣企業在海外設廠之動作及規劃頻繁,儼然已成為台灣勞工投入勞動市場必須面對且習慣的重要課題。
本研究以台籍派外人員為研究對象,藉由派外人員接受並執行海外派遣任務的狀況,以職涯發展為思考點,派外人員的人格特質及身處不同於母國文化之地主國的跨文化適應情形來作為與職涯發展之間關聯性的研究,瞭解並分析相互間的關係;並關注職涯資本是否會對派外人員在人格特質與跨文化適應之間的關係產生影響。
本研究採問卷調查法進行資料蒐集,共發出637份問卷,共回收202份有效問卷,藉由SPSS及LISERL等統計軟體分析後,本研究得出以下研究結果:
一、派外人員的「人格特質」會對其「跨文化適應」產生具顯著影響性。
二、派外人員的「跨文化適應」會對其「職涯發展」產生具顯著影響性。
三、派外人員的「人格特質」會對其「職涯發展」產生具顯著影響性。
四、派外人員的「跨文化適應」會對於「人格特質」及「職涯發展」產生具顯著中介效果。
五、派外人員的「職涯資本」對「人格特質」與「跨文化適應」不具調節效果。
根據研究結果提出具體建議供企業單位在派外人員之選用與規劃員工未來職涯發展的參考。

Due to the globalization of economy, the multiple competitions and pressure for business operation were observed in the corporations. Therefore, in order to gain the largest benefit, the expansion of capacity, increasing customer and improving the efficiency of services were necessary for corporations. Base on the management and the sustainable development of human resources, labors were usually be assigned to overseas out of their original country, changing the working locations and the job contents of labors were operated to improve the market competitiveness. Thus, the trends of expatriates in corporations were formed. The technicians were assigned to foreign country at first to process the professional experience transformation for the quality of engineering; afterward, the business managers were assigned by multinational corporations for the operation and management. When the basic operation of corporation was ready, the opportunity for expatiates of technicians was relatively decreased while the labors for management was increased. So far, setting up factories was such frequent in the corporations of Taiwan that the important issue of labors market was necessarily to be faced and accustomed to Taiwan’s labors.
Expatriates were taken from Taiwan as the target in this study. According to the condition of mission reception and execution for the expatriates, the study for the personality traits and the different cross-cultural adjustment between their mother country and overseas were researched for the connection to career development. The relationship of each others was well-understood and analyzed, and the influences of expatriates’ career development which due to the relationship between personality traits and cross-cultured adjustment was concerned in this study.
A number of 202 effective questionnaires were collected. After analyzing the questionnaires by the statistic software SPSS, LISERL and so on, the research results were summarized as follows:
1.The significant influence for cross-cultural adjustment by the personality traits of expatriates was observed.
2.The significant influence for career development by cross-cultural adjustment of expatriates was observed.
3.The significant influence for career development by the personality traits of expatriates was observed.
4.The significant full mediated effect between personality trait and career development for cross-cultural adjustment of expatriates was observed.
5.The effect of moderation to personality traits and cross-cultural adjustment for career capital of expatriates was not observed.
According to the results, the concrete suggestions of expatriate affairs will be provided for enterprises to take as a reference.

第一章 緒論..............................1
第一節 研究背景與動機.....................1
第二節 研究目的..........................3
第二章 文獻探討...........................4
第一節 人格特質..........................4
第二節 跨文化適應........................7
第三節 職涯發展.........................15
第四節 職涯資本.........................24
第五節 各研究變項間之關係................30
第三章 研究設計..........................34
第一節 研究對象與資料莵集................34
第二節 研究變項操作性定義與衡量工具........37
第三節 測量模式.........................47
第四節 資料分析方法.....................50
第四章 結果與討論.......................52
第一節 個人屬性在各研究變項上之差異性分析..52
第二節 相關分析.........................61
第三節 各研究變項之迴歸分析..............66
第四節 跨文化適應的中介效果..............74
第五節 職涯發展之調節效果分析.............77
第六節 研究假設驗證結果..................79
第五章 結論與建議.......................80
第一節 研究結論.........................80
第二節 研究意涵.........................82
第三節 研究限制與未來研究方向.............84
參考文獻................................85
附錄...................................89

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