(52.201.27.211) 您好!臺灣時間:2019/03/23 20:19
字體大小: 字級放大   字級縮小   預設字形  
回查詢結果

詳目顯示:::

我願授權國圖
本論文永久網址: 
line
研究生:黃晴瑛
研究生(外文):Carol-Huang
論文名稱:派外人員職涯發展之研究
論文名稱(外文):Career development of expatriates in Mainland China
指導教授:董玉娟董玉娟引用關係
指導教授(外文):Panela
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
中文關鍵詞:生涯目標生涯發展工作歷程成就感留任意願派外動機
外文關鍵詞:Career GoalCareer developmentWork experienceAchievementWilling of self-perpetuationDispatch Motivation.
相關次數:
  • 被引用被引用:0
  • 點閱點閱:1099
  • 評分評分:系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔系統版面圖檔
  • 下載下載:0
  • 收藏至我的研究室書目清單書目收藏:2
隨著中國大陸巨龍的甦醒,中國大陸全民一心傾全力發展經濟,至目前己成為最具資格與美國相抗衡的經濟體系。全世界不得不重視這強大的經濟體系,故各國爭相將生產工廠逐步的移往中國大陸,台灣也無法免於其外
隨著各國企業為了增加企業的競爭力,降低用人及管理成本,各企業也逐步將事業版圖擴展到中國大陸,以目前台灣現況,移轉至大陸生產發展也已是改變不了的事實。故隨著企業前撲後繼移轉到中國大陸,企業也派出管理幹部或專業技術員工至中國大陸長期派駐當地,做專業性技術移轉或管理技能移轉。但這些外派的人員在接受組織派任至中國大陸就職而言,其對目前自己的生涯及未來生涯發展將會是如何規劃?
  本研究以個案研究的方式進行資料蒐集,總計訪問了十四外派人員,
本研究主要發現如下:
一.生涯目標明確與否,影響派外人員是否有目的進行生涯的發展。
二.家庭因素會影響派外人員生涯選擇,其中,婚姻是否幸福、小孩子
  教育、小孩子的照顧是影響派外人員生涯選擇的因素。
三.派外人員本身的能力,影響派外人員生涯的發展。
四.公司是否穩定,持續發展組織機會大小影響派外人員是否離開公司
  的抉擇。
五.派外人員普遍重視工作所能帶來的成就感,其次是薪資。
六.經濟及家庭因素多數派外人員大多追求目標。
七.派駐大陸工作多數符合台商原先的期望,特別是在經濟方面,但仍
  對於非工作領域有遺憾。
八.派外人員多數選擇繼續留在大陸工作。
Mainland China, a giant dragon, with its revival of globalization, the people of China develops the economy with all their hearts. Now, it has possessed the qualification to be evenly matched with the United States as the most competitive economic newcomer in today’s economic system. Its rapid growth of economy has already been seriously taken by the whole world. Therefore, many enterprises from different countries including Taiwan have set up their production plants in China.
In order to increase the business competitiveness and reduce the cost of personnel management, many enterprises of the world gradually expand the business territory in Mainland China. This kind of situation has also become the unchangeable matter for Taiwan. As the expansion and transformation of business territory to Mainland China, many enterprises have dispatched long- term on-site administrative cadre members or professional technical engineers to help the issues of administration and technology transfer. For these on-site cadre members, what will be their career plans at present or in the near future?
This research used case studies to collect data. Fourteen on-site cadre members were interviewed. The research results are as below.
1. The clarity of career plan of an on-site cadre member will influence his/her purpose of career development.
2. Family factors will influence the career choice of an on-site cadre member, satisfaction of marriage, education and look after issue of children will be the main factors of the career choice of an on-site cadre member.
3. The ability of an on-site cadre member will influence his/her career development.
4. The stability, continual development and promotion system of a company will influence an on-site cadre member’s decision for leaving or staying in this company.
5. On-site cadre member will put great emphasis on working achievement and then salary.
6. Economy and family factors are the main goals for most on-site cadre members.
7. Most on-site jobs accord with the expectation of Taiwanese businessman, especially in economy. However, it is still a pity that the job field or function cannot satisfy their expectation.
8. Most on-site cadre members chose to work in Mainland China after the on-site contract is finished.
第一章 緒論 1
第一節 研究背景動機 1
第二節 研究目的 4
第二章 文獻探討 5
第一節 生涯轉換理論 7
第二節 生涯決定理論 12
第三節 離職行為理論 15
第四節 外派人員相關理論 17
第三章 研究方法 25
第一節 研究設計 25
第二節 資料收集的方法 27
第三節 資料分析方法 29
第四節 研究之信效度分析 30
第四章 資料分析 31
第一節 派外原因及動機----------------------------------------------------------31
第二節 派駐中的工作概況-------------------------------------------------------35
第三節 工作轉換-------------------------------------------------------------------38
第四節 個案基本資料 42
第五章 結論與建議 57
第一節 結果討論 57
第二節 研究命題 60
第三節 建議 62
第四節 研究限制 64
參考文獻 66
附錄 ---------------------69
朱湘吉(2001)。創造與生活。台北︰五南
吳芝儀(2000):生涯輔導與諮商【理論與實務】。台灣嘉義:濤石。
林佩芬(2001) 派駐大陸管理人員生涯規劃之研究 碩士論文
邱舉(2005),〈台灣企業派駐大陸經理生涯發展機會與問題之研究〉,國立中央大學資訊管理研究所碩士論文
趙必孝(1998),國際人力資源管理-理論與實證,台北:華泰
鄭韻玫(2001) 中年生涯轉換者工作價值轉化學習之研究
黎維山(1995),多國籍企業的海外人力派遣問題研究,中國生產力中心人力資源品質管理顧問師班研究論文
駱銘彥(2000)科技專業人員生涯選擇之探討
Bandura(1977). Social learning theory. Englewood Cliffs, N.J. : Prentice-Hall.
Bennett, W. J. (1993). The book of virtues: A treasury of great moral stories. New York: Simon and Schuster
Black, J.S., and G.K. Stephens (1989) "The influence of the spouse on American expatriate adjustment and intent to stay in Pacific Rim overseas assignments", Journal of Management, 15(4):529-544.
Charles, A., Handler, I.M & Lane, M.M. (1997), Career Planning And Expatriate Couples. Human Resource Management Journal. London, Vol. 7, pp.67-79.
Clarke, R., Gelatt, H. B., & Levine, L.(1965). A decision-making paradigm for local guidance research.. Personnel and Guidance Journal. 44, 40-51.
Derr, C. B. (1988). The Diverse Career Success Orientations of Today’s Workers
Derr, C.B.(1986). Managing the new careerists. San Francisco:Jossey-Bass.Fiske,
Feldman, D. C. and G. C. Thomas(1992), “Career Management Issues Facing Expatriates,” Journal of International Business Studies, 2, pp.271-293
Greenhaus, J. H., & Parasuramn, S. (1986), “A Work-nonwork Interactive Perspective of Stress and Its Consequences”, in J. M. Ivancevich & D. C.
Hackett, G., & Betz, N. E. (1981). A self-efficacy approach to the career development of women. Jornal of Vocational Behavior, 18, 326-339.
Hall ,(1976)," Career in Organization., Pacific Palisades,
Harvey, M.C.(1998 ), The Other Side of Foreign Assignment:Dealing with the Repariation Dilemma. Columbia. Journal of World Business. V17, pp53-59.
Hopson (1981). Response to the paper by Schlossberg, Brammer and Abergo. The Counseling Psychologist, 9(2), 38.
Jennings, E.1985. How to develop your management talent internally. Personnel Administrator, April
Kram, K. E. (1988). Mentoring at work. Boston: University Press of America
Krumboltz, J. D. (1994a). The Career Beliefs Inventory. Journal of Counseling and Development, 72, 424-428.
Lawler,E.E.(1973).Motivation in organizations. Monterey,Calif.:Books/cde
Lent, R. W., Brown, S. D., & Hackett, G.(1994). Toward a unifying cognitive theory of career and academic interest, choice, and performance. Jouranl of Vocational Behavior, 45, 79-122.
Mendenhall Dunbar & Oddou(1987), Expatriate selection, training and career-pathing: A review and critique . Human Resource Management , Fall , vol126 ,No3
Mobley, (1977), “Intermediate Linkages in the Relationship Between Job Statisfaction and Employee Turnover.” Journal of Applied Psychology, 62, p238.
Schein, E.H.(1978),Career dynamics: Matching individual and organizational needs. Massachusetts: Addision-Wesley Publishing Company.
Shilling,M.(1993).How to Win at Repatriation, Personnel Journal,Vol.71(9),40-46
Super, D. E. (1986). Career and life development: In D. Brown, L. Brook(ed.), career choice and development. San Francisco: Jossey Bass Publishers, 197-201.
Super, D. E. (1986). Life Career Roles: Sself-Realization in Work and Leisure. In D. T. Hall (ed.). Career Development in Organizations. San Francisco: Jossey-Bass
Vroom, V. H. 1964. Work and Motivation,New York:John Wiley & Sons Inc.,99.
Walsh, W. B., & Chartrand, J. M. (1994). Emerging directions of person-environment. In M. C. Savickas & R. Lent (Eds.), Convergence in Career Development Theories: Implications for Science and Practice(pp.187-195). Palo Alto,CA:CPP Books.
QRCODE
 
 
 
 
 
                                                                                                                                                                                                                                                                                                                                                                                                               
第一頁 上一頁 下一頁 最後一頁 top
無相關期刊
 
系統版面圖檔 系統版面圖檔