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研究生:陳威江
研究生(外文):Wei Chiang Chen
論文名稱:影響派外人員職涯轉換因素之研究-以派駐大陸之台籍幹部為例
論文名稱(外文):The Effects of Antecedents on Expatriates Career Transition: The case of Expatriates’ in Mainland China from Taiwan international businessThe Effects of Antecedents on Expatriates Career Transition: The case of Expatriates’ in Mainland China from Taiwa
指導教授:董玉娟董玉娟引用關係
學位類別:碩士
校院名稱:國立高雄應用科技大學
系所名稱:人力資源發展系碩士班
學門:商業及管理學門
學類:其他商業及管理學類
論文出版年:2008
畢業學年度:96
語文別:中文
論文頁數:144
中文關鍵詞:組織支持組織生涯發展家庭要求家庭支持家庭投入家庭滿意度工作自主性工作明確性工作時程無彈性工作衝突工作要求職涯轉換
外文關鍵詞:Organizational supportorganizational career managementfamily demandfamily supportfamily involvementfamily satisfactionautonomyjob clarityschedule inflexibilitywork conflictwork demandcareer transition
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全球化的時代早已來臨,現今的企業除了在地主國成立企業總部外,紛紛前往能讓企業維持低成本生產的勞力密集國家設立分公司。然而,母公司該如何確保海外子公司其運作順暢,或是該將海外戰場上調兵遣將的重責大任托附給誰?派外人員便是關鍵因素。因此派外人員的管理與留任,便顯得更為重要。
本研究從大陸的企業中,隨機對其中的台籍幹部進行問卷發放,共回收198份樣本,並使用SPSS、多元迴歸分析進行驗證,研究結果如下:
1.組織支持、組織生涯發展、家庭要求、家庭滿意度、工作自主性、工作明確性、工作時程無彈性以及工作衝突,會對職涯轉換產生顯著的影響。
2.不同年齡的員工,在職涯轉換上會有差異存在。
關鍵字:組織支持、組織生涯發展、家庭要求、家庭支持、家庭投入、家庭滿意度、工作自主性、工作明確性、工作時程無彈性、工作衝突、工作要求、職涯轉換
Globalization times have been running for many years. Nowadays, business not only establishes their headquarters in the host country, but they also set up branch companies in labor intensive countries which may maintain low cost to produce profit.
However, how a parent company to make sure their overseas branch companies running smoothly? On the other hand, who should be responsible for the decision making in the overseas battlefield? At this moment, expatriate plays a critical role. Besides, it becomes much more important to manage and retain expatriates.
The study collected 198 questionnaires from Taiwan manager who currently works in China by random way, and then the study uses SPSS and multivariate regression to test and verify. The following are the research outcomes:
1. Organizational support, organizational career management, family demand, familiy satisfaction, autonomy, job clarity, schedule inflexibility, and work conflict have significant effect on career transition.
2. Different age employees exist different career transition.

Keywords: Organizational support, organizational career management, family demand,family support, family involvement, family satisfaction, autonomy, job clarity, schedule inflexibility, work conflict, work demand, and career transition.
目錄
中文摘要……………………………………………………......i
英文摘要………………………………………………………..ii
誌謝辭…………………………………………………………..iii
目錄……………………………………………………………...iv
表目錄…………………………………………………………..vii
圖目錄……………………………………………………………x
第一章 緒論…………………………………………………1
第一節 研究動機……………………………………………………1
第二節 研究目的……………………………………………………3
第三節 研究流程……………………………………………………4
第二章 文獻探討…………………………………………5
第一節 職涯轉換………………………………………………….5
第二節 組織因素…………………………………………………9
第三節 家庭因素…………………………………………………16
第四節 工作因素…………………………………………………27
第三章 研究方法………………………………………40
第一節 研究架構…………………………………………………40
第二節 研究假設…………………………………………………42
第三節 研究構面操作型定義……………………………………48
第四節 問卷設計…………………………………………………65
第五節 抽樣設計與樣本分析……………………………………72
第六節 資料分析方法與流程……………………………………75
第七節 項目分析、因素分析與信度分析…………………78
第四章 研究結果分析與討論……………………………88
第一節 皮爾林相關………………………………………………88
第二節 背景變項在各構念上的差異…………………………90
第三節 各研究構面之回歸分析………………………………..…101
第四節 研究假設驗證結果.……………..……………………114
第五章 結論與建議………………………………………118
第一節 結論………………………………………………………118
第二節 建議………………………………………………………124
第三節 學術貢獻…………………………………………………127
第四節 研究限制…………………………………………………129
參考文獻……………………………………………………131
一、中文文獻…………………………………………………………131
二、英文文獻…………………………………………………………134
附錄-本研究問卷(組織部分)
附錄-本研究問卷(員工部分)















表目錄
表3-1 職涯轉換構面之衡量項目……………………………………49
表3-2 組織支持構面之衡量項目…………………………………50
表3-3 組織生涯管理構面之操作性定義及衡量項目………………51
表3-4 家庭要求構面之操作性定義及衡量項目…………...…………52
表3-5 家庭投入構面之操作性定義及衡量項目…………...…………53
表3-6 家庭支持構面之操作性定義及衡量項目…………...…………54
表3-7 家庭滿意度構面之操作性定義及衡量項目………...…………55
表3-8 工作自主性構面之操作性定義及衡量項目………...…………56
表3-9 工作明確性構面之操作性定義及衡量項目………...…………57
表3-10 工作時程無彈性構面之操作性定義及衡量項目….…………58
表3-11 工作衝突構面之操作性定義及衡量項目………….…………59
表3-12 工作要求構面之操作性定義及衡量項目………….…………60
表3-13 員工個人屬性構面之衡量變數及分類標準……….…………61
表3-14 社會期許量表的題項與類別………………….……………63
表3-15 大陸台籍幹部有效樣本統計分析表…………………………73
表3-16 KMO與Bartlett’s test表………………………………78
表3-17 組織支持構面之項目分析、因素分析及信度分析表………79
表3-18 組織生涯管理構面之項目分析、因素分析及信度分析表…...80
表3-19 家庭投入構面之項目分析、因素分析及信度分析表………...82
表3-20 家庭支持構面之項目分析、因素分析及信度分析表………...83
表3-21 家庭滿意度構面之項目分析、因素分析及信度分析表……...83
表3-22 工作自主性構面之項目分析、因素分析及信度分析表……...84
表3-23 工作明確性構面之項目分析、因素分析及信度分析表……...85
表3-24 工作時程無彈性構面之項目分析、因素分析及信………… 86
表3-25 工作衝突構面之項目分析、因素分析及信度分析表...........…86
表3-26 工作要求構面之項目分析、因素分析及信度分析表………...87
表4-1 皮爾森相關…………………………………………………… 89
表4-2 不同性別在各構面之t檢定分析……………………………90
表4-3 不同年齡在各構面之ANOVA分析……………………………91
表4-4 不同婚姻狀況在各構面之ANOVA分析………………………92
表4-5 不同教育程度在各構面之ANOVA分析………………………94
表4-6 不同服務年資在各構面之ANOVA分析………………………96
表4-7 不同攜眷赴任情形在各構面之ANOVA分析…………………97
表4-8 不同產業別在各構面之ANOVA分析………………………98
表4-9 不同公司規模在各構面之ANOVA分析……………………99
表4-10 組織因素對職涯轉換之影響………………………………102
表4-11 家庭因素對職涯轉換之影響………………………………106
表4-12 工作因素對職涯轉換之影響………………………………110
表4-13 各項研究假設驗證結果……………………………………114

圖目錄
圖1-1 研究流程圖……………………………………………………4
圖3-1 本研究架構圖…………………………………………………41
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