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研究生:洪湘雅
研究生(外文):HUNG,HSIANG YA
論文名稱:子公司自主權與組織學習對子公司自主行為關聯性之研究- 以組織公平為調節變數
論文名稱(外文):The Impact of Autonomy, Organizational Learning on Subsidiaries Initiative - Organizational Justice Mechanism as a Moderating Variable
指導教授:鄭祥麟鄭祥麟引用關係
指導教授(外文):Hsiang-Lin Cheng
口試委員:許嘉文汪志勇
口試委員(外文):Hsu, Chia WenWang, Zhi Yong
口試日期:2018-06-06
學位類別:碩士
校院名稱:國立中正大學
系所名稱:企業管理系研究所
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:2018
畢業學年度:106
語文別:中文
論文頁數:81
中文關鍵詞:子公司自主權組織學習程序公平資訊公平子公司自主行為
外文關鍵詞:AutonomyOrganizational LearningProcedural JusticeInformational JusticeSubsidiary Initiative
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1980年代之後,海外投資蓬勃發展,我國企業不僅到中國大陸設廠投資,近年東南亞國家歷經快速成長與轉型,整體經濟地位與產業結構出現巨大變化,再加上與其他國家陸續洽簽自由貿易協定(FTA)後,許多跨國企業積極前往投資,我國企業亦出現重返東南亞的投資熱潮。但隨著子公司數量不斷增加,多國籍企業的管理議題逐漸轉向子公司自主行為的產生,而過去研究較少談論子公司獲有自主權後,是否有其他組織內部的機制,導致自主權對子公司自主行為的影響有所變化,故本研究欲採用組織公平為調節變數,來探討自主權是否會因此改變對子公司自主行為的影響。

本研究採李克特五尺度量表,並以「台灣新報資料庫(TEJ)」與「台灣區機械工業同業公會」所登陸之大陸台商名錄會員清單,從中抽取廠商來做為本次研究樣本,並以收回之101份有效問卷進行層級統計迴歸分析來驗證各變數間的關係。從實證發現:(1) 組織學習對子公司自主行為存在「正向」顯著關係(2) 組織學習對子公司自主行為存在「正向」顯著關係(3) 程序公平「負向調節」開創式組織學習對子公司自主行為(4) 資訊公平「正向調節」盡用式組織學習對子公司自主行為(5) 資訊公平「負向調節」子公司自主權對子公司自主行為;本研究結果能提供多國際企業思考公平機制對子公司營運的適用性。
Since 1980s, Taiwanese enterprise have trended to move out to neighboring country. In recent years, In recent years, Southeast Asian countries have experienced rapid growth and transformation, and the overall economic status and industrial structure have undergone tremendous changes. In addition, after Southeast Asian countries have negotiated free trade agreements (FTAs) with other countries, many multinational companies are actively investing. Taiwanese enterprise have also back to invest Southeast Asia. However, as the number of subsidiaries is increasing, the management issues of multinational companies gradually shift to the generation of Subsidiary Initiative. However, the past research talked less about the autonomy of subsidiaries, whether there were other internal organizational mechanisms that led to a change in the influence of autonomy on Subsidiary Initiative. Therefore, this study intends to use organizational Justice as a moderating variable to explore whether autonomy will change the impact on Subsidiary Initiative.

The results are shown as followings. First, Autonomy and Organizational Learning positively affects Subsidiary Initiative. Second, the interaction between Exploration Learning and Procedural Justice negatively affects Subsidiary Initiative. Third, the interaction between Exploitation Learning and Informational Justice positively affects Subsidiary Initiative. Last, the interaction between Autonomy and Informational Justice negatively affects Subsidiary Initiative.



第一章 緒論 1
第一節 研究背景 2
第二節 研究目的與問題 4
第三節 研究範圍 5
第四節 研究流程 6
第二章 文獻探討 7
第一節 子公司自主權 7
第二節 組織學習 9
第三節 組織公平 13
第四節 子公司自主行為 16
第五節 假說推導 21
第六節 研究架構 27
第三章 研究方法與設計 28
第一節 研究變數之操作型定義 28
第二節 研究工具與對象 33
第三節 資料分析方法 35
第四章 實證研究結果 37
第一節 樣本描述 37
第二節 構面平均數與標準差 40
第三節 效度與信度分析 41
第四節 假說檢定 50
第五章 結論與建議 56
第一節 研究結論 56
第二節 管理意涵與實務貢獻 60
第三節 研究限制與後續研究建議 63
參考文獻 64
一、中文部分 64
二、英文部分 66
附錄一 研究問卷 76


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