1
3
E10227
3
020
外派人員組織承諾對其偏差行為的影響:正式與社會控制機制的干擾效果
The Effect of Organizational Commitment on Expatriates' Deviant Behavior: Formal and Social Control Mechanisms as Moderators
1.邱雅萍
1.Ya-ping Chiu
1.中原大學企業管理學系
1.Chung Yuan Christian University Department of Business Administration
001,002,003,004
1.中原大學企業管理學系
1.Chung Yuan Christian University Department of Business Administration
002
1.科技部
1.Ministry of Science and Technology
A.14 計畫執行期間(起):2013-08-01
A.14 計畫執行期間(訖):2014-09-30
2013-12-152014-04-30
A.16 收到日期:2015-01-20
2
臺灣國際企業之外派人員

1
158

158
003,004,007
01
C.2 聯絡日期:2015-01-21
2
1.中原大學企業管理學系
1.Chung Yuan Christian University Department of Business Administration
1
C.7 資料公開日期:2016-10-01
2
008
5
1
1
1
2
3
3
001,003,008
1,2
1.外派人員
2.職場偏差行為
3.組織承諾
4.控制機制
1.Expatriate
2.Workplace Deviant Behavior
3.Organizational Commitment
4.Control Mechanism
企業全球化趨勢下,多國企業愈來愈仰賴在不同文化能有效運作的外派人員,藉以管理海外運作、提供技術支援,並成為與母公司聯繫的窗口。外派人員對於企業國際化的成功與否扮演著重要的角色,然而身處於高度不確定的時代,員工偏差行為的例子屢見不鮮。在學術研究上,探討職場偏差行為的研究仍少,有關外派人員偏差行為的研究更是少見,因此國際人力資源管理領域之外派人員偏差行為議題需要更多研究投入。
此研究從代理理論觀點,探討外派人員組織承諾與偏差行為關係,並了解母公司控制機制的干擾效果。此研究以台灣企業之外派人員為研究對象,共回收158個有效樣本,採多元迴歸分析驗證此研究的觀念架構。實證結果顯示:情感承諾對職場偏差行為具有顯著的負向影響;持續承諾對職場偏差行為具有顯著的正向影響。在母公司的控制機制上,正式控制機制會顯著影響外派人員的組織承諾(情感承諾、持續承諾)與職場偏差行為間之關係。換言之,採行高程度的正式控制機制,會對情感承諾與職場偏差行為(人際偏差、組織偏差)間的負向關係有強化的效果;對持續承諾與職場偏差行為的正向關係有弱化的效果。

As the environment becomes more global, expatriates’ role also become more important. Expatriate assignment is an effective mechanism for supervising and assessing the movements and behaviors of subsidiaries. Expatriates also fulfill knowledge-learning and transfer functions and, thus, play key roles in strategic execution and managerial development of multinational enterprises. Under the uncertainty period, lots of cases prove that employees’ deviance behaviors happen in workplace. There are few researches emphasize on deviant behaviors in workplace, especially expatriate deviant behavior. Thus, it needs more efforts invest in expatriate deviant behaviors in international human resource management field.
Taking the perspective of Agency Theory, the study explored the relationships between organizational commitment and workplace deviant behaviors and also examined the moderating effects of control mechanisms of multinational companies. Data was collected from 158 expatriates in Taiwan. The empirical results indicated that affective commitment had a negative impact on workplace deviant behaviors and continuous commitment had a positive impact on workplace deviant behaviors. Formal control mechanisms moderated the relationship between organizational commitment and workplace deviant behaviors.

D.16 完成檢誤日期:2015-03-26
D.17 預定釋出日期:2016-10-01
D.18 初次釋出日期:2016-10-03
D.19_1 最新版釋出日期:2016-10-03
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1,1,3
10.6141/TW-SRDA-E10227-1
http://efenci.srda.sinica.edu.tw/webview/index.jsp?object=http://efenci.srda.sinica.edu.tw:80/obj/fStudy/E10227
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