臺灣博碩士論文加值系統

本研究主要在探討企業在派外人力資源實務上的運作與派外人員心理契約的相關狀況。對於派外人力資源實務，本研究參考以陳瑞裕(1997)、陳雅琪（2000）與林永祥(2001)等人對派外所用之構面，將薪酬制度、教育訓練、組織支援與前程規劃列為派外人力資源實務之變項，並以心理契約的滿足程度為中介變項，再以離職傾向、工作績效和組織公民行為作為評估派外成效的績效構面。
本研究係以結構式問卷進行研究，以台灣赴大陸投資之企業為研究母體，採便利抽樣的方式。每間企業在相同駐外地只填答一份。共發放250份問卷，回收148份問卷，剔除填答不完全之無效問卷2份後，合計實收有效樣本為146份，回收率57.6%。回收後有效問卷，採用描述性統計分析、單因子變異數分析、Pearson相關分析、複迴歸分析等統計方法進行資料分析。根據實證分析結果，獲得之主要結論如下：
一、在派外人力資源實務中，薪酬制度的公平性與激勵、工作上支援與其未來生涯發展和派外教育訓練，對於派外人員的心理契約影響程度較高。不過家庭方面的協助與支援方面，卻未如預期的明顯。
二、派外人員的心理契約對於職務上或是駐外公司間的調動，影響程度有限。若一旦未滿足程度上的標準，對其離開公司的企圖與決心有較高影響。
三、派外人員的心理契約，無論是在任務績效或脈絡績效都有較高的影響。
四、派外人員的心理契約會影響其組織公民行為。
五、關於心理契約中介的影響效果，包括派外教育訓練與其組織外離職傾向、薪酬制度與脈絡績效、前程規劃與任務績效、薪酬制度與自我充實、教育訓練與認同組織、前程規劃與自我充實、前程規劃與認同組織等影響較高。

The main purpose of this study is to explore the relationships among the human resource management practices, organizational citizenship behavior, performance, turnover intention and psychological contract of expatriate. The four components of human resource management practices are, compensation system, training, organizational support system and career management, which are based on the viewpoints proposed by Chen(1997), Chen(2000) and Lin(2001).
The research the Taiwanese expatriate in China as samples. The sample was selected by a convenient method. This research has distributed 250 copies of questionnaire and the valid respondent rate is 57.6%. By the statistics and analysis of diversity, Pearson correlation, one-way ANOVA and multiple regression, the study reveals the findings as follows:
1.The psychological contract will be influenced by fairness and encouragement of Compensation System, supporting in the work, training system and career development. However, the assistance and support by family doesn’t have obvious influence as expected.
2.The dispatch or assignment has limited effect on psychological contract. Unsatisfaction has more possibility to inspire the expatriate’s intention to leave the company.
3.Both work and contexural Performance have high effects on psychological contarct of expatriatel
4.Psychological contract will influence the civil behavior of expatriates.
5.The psychological contract has somehow effect on the following aspects: training and turnover intention, compensation system and contextual performance, career management and work performance, compensation system and self-impletion, training and self-impletion, career management and self-impletion, career management and Organizational Identification.

第一章 緒論4
第一節 研究動機4
第二節 研究目的6
第三節 研究流程7
第二章 文獻探討8
第一節 派外人力資源實務10
第二節 心理契約18
第三節 離職傾向24
第四節 組織公民行為26
第五節 工作績效28
第三章 研究方法31
第一節 研究架構31
第二節 研究假設32
第三節 研究變項與操作性定義34
第四章 研究結果55
第一節 各研究變項描述性統計55
第二節 個人及公司特性對本研究派外各構面之差異性分析58
第三節 各研究變項之相關性分析65
第四節 各研究變項之影響性分析69
第五節 心理契約對各研究變項之中介效果分析77
第六節 研究假設驗證結果90
第五章 結論與建議92
第一節 結論92
第二節 研究建議97
第三節 研究限制98
第四節 後續研究建議99
參考文獻
一、中文部分100
二、英文部分104
附錄一113
表目錄
表2-1-1 外派相關議題之國內、外文獻整理8
表2-1-2 海外派遣人員教育訓練之相關文獻14
表2-1-3 組織支援之相關文獻整理15
表2-1-4 生涯定義之相關文獻整理16
表2-3-1 離職傾向之相關文獻整理25
表2-4-1 組織公民行為定義之相關文獻整理26
表2-5-1 工作績效評估之意義29
表3-3-1 教育訓練、前程規劃及支援量表40
表3-3-2 薪酬制度量表41
表3-3-3 心理契約量表42
表3-3-4 離職傾向量表43
表3-3-5 組織公民行為量表45
表3-3-6 工作績效量表46
表3-4-1 公司與個人屬性之次數分配表（原始）50
表3-4-2 個人及組織特性之次數分配表（調整後）52
表4-1-1 各研究變項統計量彙總表58
表4-2-1 個人及公司特性對派外人力資源實務與心理契約之差異分析摘要表61
表4-2-2 個人及公司特性對組織公民行為、離職傾向和工作績效之差異分析摘要表63
表4-3-1 本研究各構面之相關分析表68
表4-4-1 派外人力資源實務對心理契約之迴歸分析摘要表71
表4-4-2 心理契約對之離職傾向、工作績效迴歸分析摘要表74
表4-4-3 心理契約對之組織公民行為迴歸分析摘要表76
表4-6-1 研究假設驗證結果彙總表90
圖目錄
圖1-3-1 研究流程圖7
圖2-2-1 心理契約與經濟契約19
圖2-2-1 個人心理契約模型的建立21
圖2-2-1 個人心理契約模型的建立22
圖2-2-1 組織與員工在心理契約配合的關係23
圖3-1-1 本研究架構圖31

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