臺灣博碩士論文加值系統

隨著國際化的到來，跨國企業紛紛成立，外派人員逐漸受到重視，海外適應成為一大課題。若外派人員有優秀的跨文化能力，將會直接縮短海外適應的時間。個體跨文化能力也會透過促進焦點的行為間接縮短海外適應的時間，進而為組織帶來明顯的收益。
本研究主要在探討跨文化能力如何影響海外適應，並進一步探討調節焦點對跨文化能力與海外適應的中介效果，以及跨文化能力對調節焦點之影響和調節焦點對海外適應之影響。以赴海外投資的台灣廠商之外派人員作為研究對象，進行結構性問卷施測，有效樣本105份，進行迴歸分析驗證研究假設。實證結果顯示：1.跨文化能力對調節焦點有正向影響；2.調節焦點對海外適應有正向影響；3.跨文化能力對海外適應有正向影響；4.促進焦點對跨文化能力與海外適應有產生中介效果。
依據研究結果，對跨國企業提出實務管理建議，以避免海外任務失敗，進而導致企業國際化失敗。期望台灣能出現更多的企業走向國際化，並且順利的成長壯大。最後提出未來後續研究建議供參考。

The era of internationalization is coming. Multinational companies appear one by one. Expatriates are gradually valued. If expatriates have excellent cross-cultural competence, it will directly shorten the time of overseas adaptation. Cross-cultural competence also indirectly shortens the time of overseas adaptation by promotion focus behavior, which in turn brings tangible benefits to the organization.
This study focuses on how cross-cultural competence affects overseas adaptation. Further explore the intermediation effect of regulatory focus on cross-cultural competence and overseas adaptation. And the impact of cross-cultural competence on regulatory focus. And the impact of regulatory focus on overseas adaptation. The subjects are the expatriates from Taiwanese companies, who joined in the structured questionnaire survey. There are 105 valid questionnaires in total. The research hypotheses are passed by regression analysis. The empirical results show that: 1. Cross-cultural competence have a significant impact on regulatory focus. 2. Regulatory focus have a significant impact on overseas adaptation. 3. Cross-cultural competence have a significant impact on overseas adaptation. 4. Promotion focus on cross-cultural competence and overseas adaptation has an intermediary effect.
According to the results, practical management advice for multinational enterprises. Avoiding overseas mission failures, resulting in corporate internationalization failures. It is hoped that Taiwan will see more enterprises go international and grow smoothly. Finally, put forward suggestions for future follow-up studies for reference.

目錄
摘要 I
Abstract II
致謝 III
目錄 IV
表目錄 V
圖目錄 VI
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
第三節 研究流程與架構 4
第二章 文獻探討 5
第一節 外派人員 (expatriate) 5
第二節 跨文化能力與海外適應 6
第三節 調節焦點理論 (regulatory focus theory) 10
第三章 研究方法 16
第一節 研究架構 16
第二節 研究樣本與資料收集 16
第三節 變項定義與衡量 17
第四節 資料分析方法 19
第四章 研究結果與分析 21
第一節 樣本資料分析 21
第二節 信度與效度分析 23
第三節 相關分析 26
第四節 迴歸分析 29
第五章 研究結論與建議 34
第一節 結論 34
第二節 理論與管理意涵 36
第三節 研究限制與未來研究建議 36
參考文獻 38
附錄 論文問卷 44
表目錄
表 2-1 外派人員定義 6
表 2-2 跨文化能力定義 8
表 2-3 促進焦點與預防焦點差異 11
表 3-1 「跨文化能力」問項 17
表 3-2 「調節焦點」問項 18
表 3-3 「海外適應」問項 19
表 4-1 問卷回收狀況 21
表 4-2 背景資料分析 22
表 4-3 外派狀況分析 23
表 4-4 各構面之Cronbach’s α係數 23
表 4-5 跨文化能力因素分析結果 24
表 4-6 促進焦點因素分析結果 25
表 4-7 預防焦點因素分析結果 25
表 4-8 互動適應因素分析結果 26
表 4-9 工作適應因素分析結果 26
表 4-10 平均數、標準差及相關係數 28
表 4-11 跨文化能力對互動適應之影響，以促進焦點為中介變項 30
表 4-12 跨文化能力對工作適應之影響，以促進焦點為中介變項 31
表 4-13 跨文化能力對互動適應之影響，以預防焦點為中介變項 32
表 4-14 跨文化能力對工作適應之影響，以預防焦點為中介變項 33
表 5-1 研究假設彙整表 34
圖目錄
圖 1-1 赴海外工作人數與增減率 2
圖 1-2 海外工作意願調查圖 3
圖 1-3 研究流程架構圖 4
圖 2-1 促進/預防調節焦點的啟動因素及與趨近/迴避動機的關係 12
圖 3-1 研究架構圖 16

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