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研究生:江亭穎
研究生(外文):JIANG,TING-YING
論文名稱:職涯資本對派外意願之影響研究-以薪酬滿意度為干擾變項
論文名稱(外文):The Impact of Career Capital on Expatriation Intention - the Moderating Effects of Pay Satisfaction
指導教授:陳惠芳陳惠芳引用關係
指導教授(外文):CHEN,HUEI-FANG
口試委員:溫福星許金水
口試委員(外文):WEN,FUR-HSINGHSU,CHIN-SHUI
口試日期:2017-06-02
學位類別:碩士
校院名稱:東吳大學
系所名稱:國際經營與貿易學系
學門:商業及管理學門
學類:貿易學類
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:86
中文關鍵詞:職涯資本派外意願薪酬滿意度
外文關鍵詞:career capitalexpatriation intentionpay satisfaction
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隨著產業全球化趨勢,越來越多企業走向國際市場,跨國人才也成為全球市場上最炙手可熱的一群。而國內就業市場薪資條件長期落後於國際水準,產業發展受限致使專業人才發揮空間受阻,在對岸磁引效應及跨國企業提供國際舞台的誘因下,國內人才頻頻出走。國內也針對上班族進行海外工作調查,顯示有近八成的上班族有意前往海外發展,其主因在於拓展個人視野、當地薪資福利較佳、發展機會及空間較大。另外針對海內外工作者與人資長的調查研究指出,薪資沒有競爭力、周邊國家更積極搶才是人才外流的主要原因。由以上調查可看出影響派外意願高低的兩大誘因為提升自我職涯資本及薪資福利。因此本研究以派外人員為研究對象,分析探討薪酬滿意度在職涯資本與派外意願關係間的干擾效果,藉由個案訪談分析了解派外人員之派外意願與職涯資本間的關係,而薪酬滿意度又在當中扮演何種干擾效果,進而提出減緩台灣大環境造成人才流失的具體建議。
本研究先蒐集相關資料及文獻加以分析,作為本研究之理論基礎,其次設計訪談大綱,以派外人員、回任人員及想派外人員為研究對象進行訪談,最後經由訪談結果分析,歸納研究發現作成結論並建立研究命題。本研究之主要結論如下:

一、 職涯資本對派外意願有正向影響,其中回任人員最為明顯,其次為派外人員、想派外人員。

二、 薪酬滿意度可以強化職涯資本與派外意願間的正向關係,其中回任人員強化程度最高,其次為派外人員、想派外人員。

Along with the trend of globalization, more and more enterprises head into the international market. Multinational talent has become the hottest group in the world’s markets. While the domestic wage conditions are way behind the international standards, and the constraint in compensation level prohibits the attraction of talent people to stay in the country.
It’s reported that nearly 80% domestic employees intend to work abroad to pursue for a better career. By working in overseas, people can expand their personal horizons, have better salary, and get more development opportunities. From the above survey, there are two reasons affecting the intentions of working abroad:enhancing the self-career development and getting higher compensation. The major purpose of this study is to investigate the relationship among career capital, pay satisfaction and intention to work in a foreign country. Using an in-depth interview, the study develops propositions from the analysis of interview results.

The main conclusions of this study are as follows:
1. Career capital has a positive impact on people’s expatriation intention. The impact is most obvious on repatriates, followed by expatriates, and the people who want to work abroad.

2. The pay satisfaction can strengthen the positive relationship between career capital and expatriation intention. The impact is most obvious on repatriates, followed by expatriates, and the people who want to work abroad.

第一章 緒論……………………………………………………………… -1-
第一節、 研究背景與動機………………………………………… -1-
第二節、 研究目的………………………………………………… -4-
第二章 文獻探討………………………………………………………… -5-
第一節、 職涯資本……………………………………………………-5-
第二節、 派外意願……………………………………………………-8-
第三節、 薪酬滿意度……………………………………………… -12-
第三章 研究方法………………………………………………………… -16-
第一節、 研究架構……………………………………………………-16-
第二節、 研究變項的定義……………………………………………-17-
第三節、 訪談大綱……………………………………………………-19-
第四節、 訪談對象……………………………………………………-21-
第四章 研究結果與分析………………………………………………… -22-
第一節、 研究對象……………………………………………………-22-
第二節、 訪談結果分析………………………………………………-24-
第三節、 發展研究命題………………………………………………-37-
第五章 結論與建議……………………………………………………… -38-
第一節、 主要結論……………………………………………………-38-
第二節、 管理意涵……………………………………………………-40-
第三節、 研究限制……………………………………………………-42-
第四節、 未來研究建議
參考文獻
中文部分………………………………………………………………-71-
英文部分………………………………………………………………-72-
附錄一、外派人員訪談內容彙整…………………………………………-44-
附錄二、回任人員訪談內容彙整…………………………………………-54-
附錄三、想外派人員訪談內容彙整………………………………………-65-


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