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E91020
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派外人員跨文化訓練與派遣成功之關聯性研究:以中國大陸台資企業為實證對象
The Effects of Cross-cultural Training on Expatriate Success: the Taiwanese Enterprises in Mainland China as Empirical Samples
1.諸承明
1.Chen-ming Chu
1.中原大學企業管理學系
1.Department of Business Administration, Chung Yuan Christian University
001,002,003,004
1.中原大學企業管理學系
1.Department of Business Administration, Chung Yuan Christian University
002
1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2002-08-01
A.14 計畫執行期間(訖):2003-07-31
2002-05-012003-06-30
A.16 收到日期:2003-10-27
2
台資企業派外人員(曾有或目前派遣至中國大陸服務之人員)

1

150


150
001,003
01
C.2 聯絡日期:2003-10-28
2
1.中原大學企業管理學系
1.Department of Business Administration, Chung Yuan Christian University
1
C.7 資料公開日期:2005-08-01
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008
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1
1
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001
1,2
1.中國大陸
2.外派人員
3.外派適應
4.跨文化訓練
1.Cross-Cultural Training
2.Expatriate Adjustment
3.Expatriates
4.Mainland China
 海峽兩岸自2002年分別加入世界貿易組織 (WTO) 之後,彼此間的經貿活動更趨熱絡。除了傳統中小企業以外,台灣大型企業亦紛紛前往中國大陸投資設廠,派出為數眾多的外派人員赴對岸任職,並引發許多國際化 人力資源管理上的相關議題。尤其海峽兩岸長期以來的文化阻隔及政治上的對立關係,導致彼此之間互信基礎薄弱,各種文化偏見與溝通誤解油然而生,使得台資企 業外派人員在大陸面臨的跨文化衝突,並不亞於其他地區或國家。是故如何降低外派人員的文化衝擊問題,也就成為影響派遣能否成功的關鍵因素。有鑑於此,本研 究遂以跨文化訓練與派遣成功之關聯性為題,針對台資企業派遣至中國大陸的外派人員進行問卷調查。根據調查所得的150份樣本進行統計分析,本研究共獲得下 列三項重要結果:

(1) 經由因素分析顯示,本研究得出跨文化訓練可分為「安全及關係管理訓練」、「語言及風俗文化訓練」、「溝通及社交禮儀訓練」、「法政及生活資訊訓練」等四構 面;外派人員能力可分為「溝通理解能力」、「壓力調適能力」、「文化包容能力」等三構面;外派適應可分為「工作適應」、「生活適應」、「環境適應」等三構 面。

(2) 在獲得各變項核心構面之後,本研究分別對其進行簡單相關分析。結果顯示:跨文化訓練、外派人員能力、及外派適應三者彼此間均具有顯著關聯性。其中跨文化訓 練對於外派人員能力及外派適應均具有正相關,各構面中尤以「安全及關係管理訓練」及「溝通及社交禮儀訓練」兩構面對其之相關性較為顯著。至於外派人員能力 對於外派適應亦均具有正相關,而且全部項目都已達到顯著水準。

(3) 雖然相關分析顯示各變項彼此間均具有顯著關聯性,但是將各變項一併納入LISREL模式進行分析後得知:跨文化訓練與外派適應之間的直接效應並不成立,此 一路徑的參數估計值尚未達到顯著水準。然而,跨文化訓練經由外派人員能力進而影響外派適應的間接效應則可成立,此一路徑的各項參數估計值均已達顯著水準。 由此分析可知,跨文化訓練將可有效提昇外派人員能力,進而有助於改善外派人員的海外適應。

National boundaries are being blurred by the creation of World Trade Organization (WTO). The dramatic changes that have occurred in recent year in Taiwanese enterprises will have their impacts on international human resource management. With the growing of importance of the subsidiaries in Mainland China, managers of Taiwanese enterprises are confronting a wealth of challenges. They face diverse culture, laws, customs, and political systems. Implementing cross-cultural training can be helpful to managers in understanding differences in work attitudes and motivation in other cultures. However, expatriate adjustment will be probably improved through cross-cultural training. Therefore, this study has collected the 150 questionnaires from the expatriates of Taiwanese enterprises in Mainland China. In summary, these following findings are found: (1) According to the results of factor analysis, these core dimensions of cross-cultural training are defined as: training for security and relation management, training for language and cultural customs, training for communication and social skill, and training for law and political information; these core dimensions of expatriate skills are defined as: skill for communication, skill for adapting stress, and skill for cultural tolerance; these core dimensions of expatriate adjustment are defined as work adjustment, living adjustment, and environmental adjustment. (2) Based on the analyses of simple correlation, this study finds that there are significantly positive relationships among cross-cultural training, expatriate skills, and expatriate adjustment. (3) In order to interpret the causal relationships for effects of cross-cultural training on expatriate adjustment, the LISREL model is applied to test a comprehensive framework. Therefore, this study shows that expatriate skills are the intervening variables between cross-cultural training and expatriate adjustment. Cross-cultural training will indirectly influence expatriate adjustment via improving expatriate skills.

D.16 完成檢誤日期:2004-06-15
D.17 預定釋出日期:2005-08-01
D.18 初次釋出日期:2005-08-01
D.19_1 最新版釋出日期:2005-08-01
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10.6141/TW-SRDA-E91020-1
https://efenci.srda.sinica.edu.tw/webview/index.jsp?object=https://efenci.srda.sinica.edu.tw:80/obj/fStudy/E91020
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