臺灣博碩士論文加值系統

本研究旨在探討外派職涯承諾與員工再派意願之關聯，以及外派適應與員工再派意願之關聯，並且檢驗外派適應在外派職涯承諾與員工再派意願之間的調節效果。本研究以任職台資或外資企業的台灣自願型外派者為研究對象，共回收81份有效問卷。透過階層迴歸分析，本研究發現外派職涯承諾對於再派意願有顯著的影響作用，外派職涯承諾越高，再派意願越高；外派適應對於再派意願則無顯著的影響作用。在外派適應的調節作用方面，工作適應確實會調節外派職涯承諾與員工再派意願之間的關係，但是互動適應的調節作用則不顯著。根據以上研究發現，建議目前或未來有意朝向海外發展之企業在招募與甄選員工時，應將外派職涯承諾列為重要的遴選標準，篩選出外派職涯承諾高者並協助職涯規劃，以確保員工具備較高的再派意願，提升企業在人力資源配置時的彈性。另外，企業在選定外派人員之後，應當進行與工作適應相關的引導和訓練，讓外派人員在執行外派任務時能夠有良好的工作適應，藉此提升其再派意願，穩定公司內部的外派人力資源。

The aim of this study is to explore the relationship between expatriate career commitment and re-expatriate willings as well as the relationship between expatriate adjustment and re-expatriate willings. Besides, it alaso examines the moderating effect of expatriate adjustment on the relationship between expatriate career commitment and re-expatriate willings. With structured questionnaires, a diverse sample of 81 Taiwanese expatriates was surveyed. The hierarchical regression analysis in this study reveals that expatriate career commitment has obvious effect on re-expatriate willingness. However, it also indicates that expatriate adjustment has no obvious effect on re-expatriate willingness. As for the moderating effect of expatriate adjustment, this study finds out that work adjustment obviously moderates the relationship between expatriate career commitment and re-expatriate willings. But interaction adjustment has no significant moderating effect on the relationship between expatriate career commitment and re-expatriate willings. According to the above findings, this study suggests that enterprises which have expanding plan to overseas should recruit employees with higher career commitment and offter them complete training on work adjustment so that the expatriaes will have higher re-expatriate willings and enterprises will get sufficient and stable expatriate human resources.

摘要 I
Abstract II
目 錄 IV
表目次 VI
圖目次 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的 5
第二章 文獻探討 6
第一節 再派意願 6
第二節 外派職涯承諾 10
第三節 外派適應 12
第三章 研究設計 17
第一節 研究架構與研究假設 17
第二節 研究對象與施測程序 18
第三節 研究工具 19
第四章 研究結果 21
第一節 樣本描述 21
第二節 研究變項描述性統計分析 24
第三節 變項間相關性分析 25
第四節 主效果及調節效果之階層式迴歸分析 27
第五章 結論與建議 30
第一節 討論 30
第二節 管理意涵 33
第三節 研究限制與後續研究建議 35
參考文獻 36
表目次
表4 1樣本描述性統計 （N =81） 22
表4 2主要研究變項的描述性統計（N = 81） 24
表4 3人口學變項與主要研究變項間之相關 26
表4 4外派職涯承諾與再派意願分析表—以工作適應為調節變項 28
表5 1研究假設結果彙整表 30
圖目次
圖3 1研究架構圖 17
圖4 1外派職涯承諾與再派意願—以工作適應為調節變項 29

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