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研究生:鄭褘苗
研究生(外文):ZHENG, YI-MIAO
論文名稱:外派人員的能力與外派薪酬獎勵制度對工作績效之關係
論文名稱(外文):The Ability and The Reward System on Expatriates' Work Performance
指導教授:許文宗許文宗引用關係
指導教授(外文):HSU, WEN-TSUNG
口試委員:陳宥衫
口試委員(外文):CHEN, YU-SHAN
口試日期:2017-05-05
學位類別:碩士
校院名稱:銘傳大學
系所名稱:國際企業學系碩士班
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:2017
畢業學年度:105
語文別:中文
論文頁數:80
中文關鍵詞:外派能力薪酬主管支持
外文關鍵詞:ExpatriateAbilityReward systemSupervisor's support
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本研究主要探討外派人員的能力與外派薪酬獎勵制度對該工作績效的影響,並加入主管的支持為調節變數。研究方法是以SPSS來探討外派人員的能力與薪酬獎勵制度以及工作績效之間的顯著關係。本研究以電子問卷的方式,發放期間為1月至5月總共四個月時間,發放對象為台灣至大陸外派或是曾經外派過大陸的台灣經理人。期間共發放200份問卷,回收60份問卷,回收率為30%,回收均為有效問卷。
本研究實證分析之結果為:(1)外派人員的能力對工作績效有顯著影響;(2)良好的外派薪酬獎勵制度對工作績效有顯著影響;(3)主管的支持會強化外派人員的能力與工作績效之間的關係;(4)主管的支持會強化薪酬獎勵制度與工作績效之間的關係。
The purpose of this study is to investigate the ability and the reward system on expatriates’ work performance as well as the moderating role of supporting from supervisors. We use SPSS software to explore the relationship between the ability of expatriates and the salary incentive system and work performance. In this study, using questionnaire for correcting data, the collecting period from January to May for a total of four months, the objects are the workers who has been expatriate from Taiwan to the Mainland China. A total of 200 questionnaires were distributed, and 60 questionnaires were recovered, with a recovery rate of 30%.
The empirical results indicated that (1) the ability of expatriates have significant influence on the work performance; (2) good reward system has a significant influence on the work performance; (3) the supervisor's support will strengthen the relationship between expatriate ability and work performance; (4) administrative support the relationship between strengthening incentive system and work performance.

目錄 I
圖目錄 III
表目錄 IV
第壹章 緒論 1
第一節 問題背景與重要性 1
第二節 研究動機與目的 3
一、研究動機 3
二、研究目的 4
第三節 研究範圍與流程 5
第貳章 文獻探討 7
第一節 外派的重要性以及績效 7
一、外派的定義 7
二、外派的重要性 9
三、外派與工作績效 10
第二節 外派人員的能力 12
一、外派人員能力的重要性 12
二、跨文化交際能力 13
三、專業能力 14
四、壓力管理能力 15
第三節 外派的獎勵制度 16
一、外派獎勵制度的定義 16
二、獎勵制度的設計 17
三、獎勵制度如何影響工作績效 18
第四節 主管的支持 20
一、主管支持的定義 20
二、主管的支持對工作績效的影響 22
三、主管的支持對外派人員能力的影響 23
四、主管的支持對外派獎勵制度的影響 25
第叁章 研究設計與方法 27
第一節 研究架構 27
第二節 研究假設 29
一、外派人員跨文化交際能力對個人工作績效的影響 29
二、外派人員技術能力對工作績效的影響 30
三、外派人員抗壓能力對工作績效的影響 31
四、良好的外派獎勵制度對外派人員工作績效的影響 31
五、主管支持對外派人員能力和外派人員工作績效的影響 32
六、主管支持對獎勵制度和外派人員工作績效的影響 33
第三節 抽樣設計與研究方法 34
一、研究對象 34
二、問卷設計 35
三、資料分析方法 42
第肆章 資料分析與研究結果 43
第一節 樣本基本資料分析 43
第二節 信效度分析 43
第三節 各變數相關之分析 46
第四節 迴歸 48
第伍章 結論與建議 56
第一節 結論 56
第二節 管理意涵 57
第三節 研究限制及研究建議 58
參考文獻 60
(一) 中文文獻 60
(二) 英文文獻 62
附錄一 67

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