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研究生:胡馨文
研究生(外文):Hu, Hsin-Wen
論文名稱:外派主管家庭因素對外派主管之選任與工作意願關係之影響
論文名稱(外文):The Impact of Family Factors for Expatriate Managers of Development and Working Motivation
指導教授:林彩梅林彩梅引用關係
指導教授(外文):Lin, Tsai-Mei
口試委員:林彩梅周建亨林淑珍
口試委員(外文):Lin, Tsai-MeiChou, Chien-HengLin, Shu-Chen
口試日期:2014-06-27
學位類別:碩士
校院名稱:中國文化大學
系所名稱:國際企業管理學系
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:2014
畢業學年度:102
語文別:中文
論文頁數:71
中文關鍵詞:外派主管之選任工作意願家庭因素
外文關鍵詞:expatriate mangers of developmentworking motivationfamily factors
相關次數:
  • 被引用被引用:5
  • 點閱點閱:358
  • 評分評分:
  • 下載下載:28
  • 收藏至我的研究室書目清單書目收藏:0
在經濟全球化的時代,MNE的競爭優勢將是會需要有能力的海外派遣人員,在面對與我國文化上之差異的地主國內,如何以適當、完整的制度在管理上發揮極大的績效,這才是對企業來說是最根本的成功之關鍵。許多企業未對海外派遣主管給予其地主國足夠的訓練,包括其經濟、國家社會、政治法律、文化等,導致外派人員無法快速地達成企業訂定之目標。由此可見,海外派遣人員對地主國之適應能力對其企業海外投資績效有非常之大的影響力。本研究主要有以下研究目的:(一)探討外派主管之選任與工作意願之關係:藉由企業對外派員工做一般性資格、業務知識之衡量,並提升其對工作價值、福利待遇,使這些被選為外派主管人員有更高之外派工作意願。(二)探討家庭因素對外派主管之選任與工作意願關係之干擾影響:由於外派主管經常受到異文化環境的影響,情緒起伏較不定,若家庭的支持能給與足夠的精神上之滿足感、安全感及信賴感,進而影響外派員工的情緒穩定性,提高在他鄉停留外派工作的意願,但研究發現家庭因素中的異文化適應力並不顯著。最後,針對研究結論提出反思,包括研究侷限、研究啟示、以及未來進行相關研究的建議。
With the rapid trend of Globalization, the competitive advantage of MNEs comes from choosing appropriate expatriated employees. Employees who have excellent ability of systematical management and is able to work independently, maturely and resourcefully to maintain and operate business overseas is the key to success. However, a lot of MNEs don’t give enough training, including economy, national society, politics, law and cultures for their expatriated employees and lead to the mission failure. Thus, it is clear that the expatriated employees who are highly adaptable to the environment is an important influence for business overseas. There are two of the research purposes: 1. The relationships between expatriate mangers of development and working motivation using general qualification, knowledge of business, working value and benefit to raise working motivation of expatriate, 2. The impact of family factors for expatriate managers in development and working motivation. The expatriates may be emotionally unstable due to the cultures difference. If expatriate employees could receive the support from family that make them feel satisfied, safe and trust, it would be increase working aspiration. Yet the paper found that the impact of family factors on the ability of adaptable to the environment in expatriate mangers of development and working motivation is not statistically significant. The researcher hopes this study not only can realize the relationships between family factors and working motivation of expatriates, but also provide effective suggestions in the future.
中文摘要 ..................... iii
英文摘要 ..................... iv
誌謝辭  ..................... v
內容目錄 ..................... vi
表目錄  ..................... vii
圖目錄  ..................... x
第一章  緒論................... 1
  第一節  研究背景與動機............ 1
  第二節  研究問題與目的............ 7
  第三節  研究架構............... 9
第二章  文獻探討與研究假說............ 11
  第一節  工作意願............... 11
  第二節  外派主管之選任............ 14
  第三節  家庭因素............... 22
  第四節  各變數間之關係............ 26
  第五節  研究假說............... 29
第三章  研究方法................. 32
  第一節  變數定義與衡量............ 32
  第二節  樣本與資料收集............ 37
  第三節  資料分析方法............. 37
第四章  實證分析................. 39
  第一節  樣本結構............... 39
  第二節  信度分析............... 41
  第三節  相關分析............... 43
  第四節  干擾效果之迴歸分析.......... 44
第五章  結論與建議................ 48
  第一節  研究討論............... 48
  第二節  研究意涵............... 51
  第三節  研究建議............... 52
參考文獻 ..................... 54
附錄A  問卷................... 67

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