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E92031
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派外人員之訓練與歸建計畫對組織適應與投入之影響
A Study of the Effects of Expatriate Training and Repatriation for Expatriates on Expatriate Adjustment and Organizational Involvement
1.李再長
1.Tzai-zang Lee
1.國立成功大學工業與資訊管理學系
1.Department of Industrial and Information Management, National Cheng Kung University
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1.國立成功大學工業與資訊管理學系
1.Department of Industrial and Information Management, National Cheng Kung University
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1.行政院國家科學委員會
1.National Science Council
A.14 計畫執行期間(起):2003-08-01
A.14 計畫執行期間(訖):2004-07-31
2004-02-012004-04-30
A.16 收到日期:2004-11-16
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自台灣母公司派駐至美國或大陸之外派人員

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C.2 聯絡日期:2004-11-18
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1.國立成功大學工業與資訊管理學系
1.Department of Industrial and Information Management, National Cheng Kung University
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C.7 資料公開日期:2004-08-01
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1.外派
2.回派
3.國際化人力資源管理
4.組織投入
5.跨文化適應
1.Cross-cultural Adjustment
2.Expatriation
3.International HRM
4.Organizational Involvement
5.Repatriation
 在這國際化的過程中,為避免因外派過程中的不適應而造成優秀人才的流失,企業需要提供一套完善的外派計劃供給外派人員。但在台灣的外派研究當中,少有將 回派計劃納入外派計劃中考量。而Banai and Reise (1993)也提出,組織投入在作國際間的比較時會有差異性的不同,且其較工作績效構面更為客觀。因此,本研究主要透過問卷發放方式探討跨文化訓練、薪資 福利、回派計劃、以及跨文化適應對組織投入的影響,並且針對兩個不同派駐國(美國、大陸)的外派人員進行各構面間的比較。

經由實證研究發現,台灣母公司對於外派至大陸的派外人員可以提供「業務知識」上的訓練,在外派計劃中允諾派外人員回派後的「職涯規劃與發展」,並且提 供充分的薪資福利,對於他們的跨文化適應以及對組織的投入會相當有幫助。至於對外派至美國的派外人員,母公司則可以另外加強派外人員的「語言訓練」。

在本研究中,派外人員的跨文化適應對其組織投入是一個重要的關鍵因素;又,回派計劃相對於其他兩個因素(跨文化適應、薪資福利)對跨文化適應的影響最大。因此,台灣母公司應當允諾派外人員將給予一套完善的回派計劃,尤其是職涯規劃與發展方面, 此將可提升派外人員的海外適應與組織投入程度。至於詳細的回派計劃告知時間點,對於派外人員的跨文化適應與組織投入較無影響性。

 With the globalization, a lot of Taiwanese companies invest their venture in foreign countries to avoid the high rising cost of land and labor, also the shortage of manpower. During the internationalization process, enterprises devoted to providing an adequate expatriation program for expatriates in order to obtain excellent talents.

Some studies indicated that repatriation would have critical influences on overseas job performance. However, in Taiwan, there are fewer studies about repatriation discussed in the expatriation. Also, Banai and Reise (1993) pointed that organizational involvement is the dimension that has the potential to differentiate among nations, and it is more objective than job performance. Hence, this research is to investigate the effects of cross-cultural training, financial compensation, repatriation, and cross-cultural adjustment on expatriates¡¦ organizational involvement through questionnaires. Besides, this research will also compare the difference about the factors mentioned above between Taiwanese expatriates in U.S and China.

After empirical study, there are some findings and suggestions in this study. With regard to expatriates in China, the parent company could provide them more business knowledge training, better financial compensation, and career planning and development in the repatriation program. As for expatriates in U.S., the parent company could provide language training in addition.

For expatriates, cross-cultural adjustment is the key factor toward organizational involvement. Further, repatriation program has the most important effect on cross-cultural adjustment. Therefore, the parent company should give expatriates a promise about providing an adequate repatriation program, especially in career planning and development. As regards the timing of repatriation giving notice, it seems not so important for expatriates¡¦ adjustment and organizational involvement.

D.16 完成檢誤日期:2005-01-06
D.17 預定釋出日期:2005-01-18
D.18 初次釋出日期:2005-02-21
D.19_1 最新版釋出日期:2005-02-21
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10.6141/TW-SRDA-E92031-1
追蹤清單
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