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研究生:郭彥谷
研究生(外文):Kuo, Yen-Ku
論文名稱:國際企業外派人員主動性人格、文化智商、跨文化溝通能力與團隊績效之關聯性研究
論文名稱(外文):The Relationships among Proactive Personality, Cultural Intelligence, Intercultural Communication Competence and Team Performance of International Business
指導教授:李隆盛李隆盛引用關係
指導教授(外文):Lee, Lung-Sheng
學位類別:博士
校院名稱:國立臺灣師範大學
系所名稱:科技應用與人力資源發展學系
學門:教育學門
學類:其他教育學類
論文出版年:2021
畢業學年度:109
語文別:中文
論文頁數:96
中文關鍵詞:外派人員主動性人格文化智商跨文化溝通能力團隊績效
外文關鍵詞:ExpatriateProactive PersonalityCultural IntelligenceIntercultural Communication CompetenceTeam Performance
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隨著商業環境的成熟,產業分工之情形日益繁多,造就國際化程度與日俱增,創造許多國際企業的興起。但在國際人力資源管理的任務分工裡,不論是至外國開拓新的據點,或是洽談國際合作事務,都高度依賴外派人員的團隊績效。本研究以台灣國際企業的目前正經歷外派或曾有外派經驗之人員為研究對象,本研究重點探究外派人員具備之主動性人格、文化智商、跨文化溝通能力與團隊績效,透過問卷調查法蒐集資料並藉由結構方程模式(structural equation modeling)中的驗證性因素分析(confirmatory factor analysis)確認問卷信效度,再以潛在變項模式(latent variable modeling)檢驗各項研究假設。本研究在探討國際企業外派人員主動性人格、文化智商、跨文化溝通能力與團隊績效之關係時提出三種因徑模式(path analysis),使用競爭模型(competitive models)觀點分析何種理論模式具有較合理的解釋力,在各模型中釐清了多重中介效果(multiple mediations)的系絡,主要發現多重中介模型中透過跨文化溝通能力的輔助時,對於團隊績效的解釋力就會有明顯的提升,因此提供了更為充分的證據來促成理論模型的建立。研究結論亦有助於跨文化訓練與團隊建立之人力資源發展實務。
When a company engages in international business such as developing new branches abroad or negotiating international cooperation, its success is highly relied on its expatriate team performance. This study aimed to explore the relationships among proactive personality, cultural intelligence, intercultural communication competence and team performance of expatriates in international companies in Taiwan. A questionnaire survey method was used to collect necessary data and the validithy as well as reliability of the questionnaire were confirmed by the confirmatory factor analysis in structural equation modeling. The hypotheses of this study were examined by latent variable modeling. When exploring the relationships among proactive personality, cultural intelligence, intercultural communication competence and team performance of international expatriates, three theoretical models of path analysis were proposed. Then, the viewpoint of competitive model was employed to identify the explanatory power and the multiple mediations of each model. Consequently, the main finding is that when the multiple mediation model is assisted by intercultural communication competence, the explanatory power of team performance will be significantly improved. The conclusions of this study are also useful for human resource development in cross-cultural training and team building practices.
目錄
謝誌 i
摘要 ii
ABSTRACT iii
目錄 v
表次 vii
圖次 viii

第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與待答問題 6
第三節 研究範圍與研究限制 8
第四節 重要名詞釋義 11

第二章 文獻探討 15
第一節 主動性人格 15
第二節 文化智商 19
第三節 跨文化溝通能力 23
第四節 團隊績效 29
第五節 研究假設的推論 33

第三章 設計與實施 37
第一節 研究工具 37
第二節 研究對象 39
第三節 研究架構與研究假設 40
第四節 實施程序 42
第五節 資料處理 44

第四章 結果與討論 47
第一節 樣本特性 47
第二節 變項特性 48
第三節 驗證性因素分析與信效度分析 50
第四節 結構方程模式 52
第五節 競爭模式分析 56
第六節 綜合討論 58

第五章 結論與建議 63
第一節 結論 63
第二節 建議 64
第三節 貢獻 66

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