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研究生:游佩諭
研究生(外文):YU, PEI-YU
論文名稱:外派人員工作投入影響因素之研究─ 社會認知生涯理論觀點
論文名稱(外文):A Study of the Factors on Expatriates’ Job Engagement: The Perspectives of Social Cognitive Career Theory
指導教授:張文菁張文菁引用關係
指導教授(外文):CHANG, WEN-CHING
口試委員:張文菁翁良杰陳淑玲
口試委員(外文):CHANG, WEN-CHINGWENG, LIANG-CHIEHCHEN, SHU-LING
口試日期:2016-07-01
學位類別:碩士
校院名稱:靜宜大學
系所名稱: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:2016
畢業學年度:104
語文別:中文
論文頁數:61
中文關鍵詞:外派人員社會認知生涯理論(SCCT)團隊成員交換關係工作投入
外文關鍵詞:ExpatriatesSocial cognitive career theory (SCCT)Team-member Exchange TheoryJob Engagement
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隨著全球化市場繁榮發展,跨國企業隨之而起,企業為能方便對海外子公司進行管理,故許多企業選擇將母國公司員工派遣至海外,透過外派人員掌握海外子公司經營狀況。長久以來,外派人員的確成為企業進軍海外市場的一大利器,與此同時,卻也存在著高成本與高失敗率等問題,使得外派人員之議題日趨重要。
本研究以多國籍企業正在海外工作的外派人員作為研究對象,並且以社會認知生涯理論觀點,探討跨文化自我效能、職涯結果預期、外派工作興趣以及團隊成員交換關係對外派人員工作投入之影響,經由本研究實證研究結果如下:
(一) 跨文化自我效能對職涯結果預期有顯著直接影響。
(二) 跨文化自我效能對外派工作興趣有顯著直接影響。
(三) 團隊成員交換關係對工作投入有顯著直接影響。
(四) 團隊成員交換關係對跨文化自我效能有顯著直接影響。
綜合上述,可知團隊成員交換關係此情境因素對於工作投入有顯著影響,因此企業在此方面已不能忽視,必須重視對於外派人員之人際網絡管理,達到有效的國際人力資源管理,降低外派人員高失敗率,完成海外擴張策略目標。

Globalization is an unavoidable trend worldwide, expatriates are sent to overseas in order to control subsidiaries effectively. However, the high-cost and the high failure rate are still key issues of expatriate management. Understanding of the factors of successful international assignments is a pressing issue.
In this study, expatriates working in overseas subsidiaries right now were our research objects. Social cognitive career theory was the theoretical foundation of this research, and the relationships among cross-cultural self-efficacy, vocational outcome expectations, interests in international assignments, team-member exchange, and job engagement were investigated. Based on statistical results, we proposed the following findings:
1.Cross-cultural self-efficacy has significantly direct effect on vocational outcome expectations.
2.Cross-cultural self-efficacy has significantly direct effect on interest in international assignments.
3.Team-member exchange has significantly direct effect on job engagement.
4.Team-member exchange has significantly direct effect on cross-cultural self-efficacy.
In conclusion of the above-mentioned viewpoints, Team-member exchange has significantly direct effect on job engagement. Therefore, managers cannot ignore it in this regard. In order to reduce the failure rate of expatriates, they need to pay attention to the networking intelligence.

謝誌 I
摘要 II
Abstract III
目錄 IV
表目錄 VI
圖目錄 VII
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與研究問題 4
第三節 研究流程 5
第二章 文獻探討 6
第一節 外派人員 6
第二節 理論基礎 7
第三章 研究方法 16
第一節 研究架構與假設 16
第二節 衡量工具 18
第三節 資料蒐集與研究對象 24
第四節 驗證性因素分析 28
第五節 資料分析方法 38
第四章 研究分析與結果 39
第一節 描述性統計 39
第二節 相關分析 40
第三節 路徑分析 41
第五章 結論 46
第一節 研究結果 46
第二節 研究限制與建議 48
參考文獻 49
附錄一 研究問卷 56
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