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研究生:謝淑惠
研究生(外文):Shieh, Shwuhuey
論文名稱:生涯定向對女性員工外派意願之影響-以家庭因素及組織外派資源為干擾變項
論文名稱(外文):The Impact of Female Employee’s Career Orientation on Expatriate Willingness: The Moderating Effects of Family Factors and Organizational Assignment
指導教授:林惠慈林惠慈引用關係
指導教授(外文):Lin, Huitzu
口試委員:鄭孟玉李泊諺
口試委員(外文):Cheng, MengyuhLee, Poyen
口試日期:2012-07-13
學位類別:碩士
校院名稱:嶺東科技大學
系所名稱:國際企業研究所
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:2012
畢業學年度:100
語文別:中文
論文頁數:62
中文關鍵詞:生涯定向外派意願家庭因素組織外派資源
外文關鍵詞:Career OrientationExpatriate WillingnessFamily FactorsOrganizational Expatriate Resources
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過去研究外派議題,大都以男性或有外派經驗者為研究對象,極少以女性員工為研究對象,且大都著墨在人格特質與組織支援對外派意願、績效與外派適應的影響,未有同時以家庭因素與組織外派資源加入作為干擾變數。故本研究欲以女性員工為對象,探討生涯定向對女性員工外派意願之影響,同時探討家庭因素及組織外派資源的干擾效果。本研究實證結果顯示:(1)不同生涯定向的女性員工其外派意願亦不同,對較重視自主性、創造性及技術性者,其外派意願較高;(2)家庭因素與組織外派資源的提供會影響女性員工之外派意願,但家庭因素與生涯定向交互作用結果並不會顯著影響女性員工之外派意願,而(3)組織所提供之外派資源只對重視技術性之女性員工有正向的影響。
Most of the previous researches with regard to the issue of expatriate were using the male or expatriate-experienced as the research object, and the female workers were rarely studied. And most of the previous researches focused on the impact of personality traits and organizational support on aspirations of the expatriate, performance and expatriate adaptation only. Family factors and organizational expatriate resources were not used as a moderating variable in the research model. This study is trying to use female employees as the research object to explore the impact of career orientation on the expatriate willingness of female and the moderating effect of family factors and organizational expatriate resources. The empirical results of this study show that, (1)The different expatriate willingness of female employees resulted into different career orientation. Female employees who emphasize more on autonomy, creativity, and technology have more willingness for expatriate. (2)Family factors and the provision of organizational expatriate resources have impact on the expatriate willingness of female workers. But, the result of interaction between family factors and career orientation would not have significant impact on the expatriate willingness of female workers. (3)The expatriate resource supported by organizations has significant positive impact on female workers who emphasize on technology.
中文摘要 ii
Abstract iii
誌謝 iv
目錄 v
表目錄 vii
圖目錄 viii
第壹章 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 研究對象與範圍 2
  第四節 論文結構與研究流程 3
第貳章 文獻探討 5
  第一節 外派意願 5
  第二節 生涯定向 8
  第三節 家庭因素 14
  第四節 組織外派資源 16
第叁章 研究方法 22
第一節 研究架構 22
第二節 研究假設 22
第三節 研究變數與操作性定義 25
第四節 問卷設計 29
第五節 資料分析方法 31
第肆章 資料分析 32
第一節 抽樣過程與樣本特性 32
第二節 抽樣誤差檢定 35
第三節 信度與效度分析 36
第四節 研究假設驗證 42
第五節 干擾效果檢定 43
第伍章 研究結論與建議 49
第一節 研究結論 49
第二節 理論與實務意涵 51
第三節 研究限制 52
第四節 後續研究建議 53
參考文獻 54

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