科技部專題研究計畫主持人
107-2410-H-168-006
從人格,跨文化能力及社會資本的角度探討外派績效
An Investigation of Expatriate Performance through Personality, Cross-cultural Competence, and Social Capital
科技部
Ministry of Science and Technology
崑山科技大學
Kun Shan University
李麗說
Lee Li-Yueh
崑山科技大學
Kun Shan University
Lee Li-Yueh
副教授 (Associate Professor)
+886 935 599 863
wuleliyu@gmail.com
計畫執行期間起:2018-08-01
計畫執行期間迄:2019-07-31
2018-08-01
2019-07-31
Expatriates from (1) the U.S firms in Taiwan, (2) the European firms in Taiwan, and (3) The Japanese firms in Taiwan
1
001,004,007
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外籍人士的个性、跨文化能力、社會資本、外派績效、家庭工作衝突、工作角色需求
Expatriate Personality, Cross-cultural Competence, Social Capital, Expatriate Performance, Family-work Conflict, Work-role Demand.
有關外派適應及外派績效的影響因素已經有相當廣泛的討論,然而外派仍然是依樣 非常有挑戰的工作。過去的文獻曾提出大約有30%至50%的外派人員其績效表現是 屬於無效能或勉強效能之等級。因此有必要發展出一個比較完整的外派績效研究架 構,並利用此架構整合相關變數及評估這些變數對於促進外派之價值其影響。本研 究擬整合影響外派成效三方面的前置變數,第一類變數為外派人員五大人格特質及 其智力智商及情緒智商,第二類變數為外派人員之跨文化能力,包括文化智商,文 化適應能力及文化同情,第三類為外派人員之社會資本,包括主管部屬互動,感知 組織支持,組織公民行為及情感承諾。本研究擬整合這三方面的變數來探討其對於 外派適應及外派績效之單獨影響及複合影響,本研究更進一步採用Takeuchi之利益 關係人導向,探討在前置變數對於外派適應及外派績效之關係中,家庭與工作衝突 及工作角色需求對此關係之干擾作用。 由於本研究架構所探討的議題仍屬探索階段,許多研究假設仍然尚未獲得證實,因 此本研究將分兩年來進行。第一年首先是進行質性研究,主要是以深入訪談及焦點 集體訪談之方式來找出與外派適應與外派績效之前置變數、中介變數、干擾變數及 結果變數,並建立本研究之研究架構,接著將蒐集過去30年的相關研究,找出過 去研究對於各研究架設之影響力,第二年將進行問卷調查,來進一步證實本研究所 推導之假設。 由於過去從來沒有同時整合人格特質、跨文化能力及社會資本等三方面之前置變數 來探討其對於外派績效之影響,本研究之結果將可協助人力資源部經理人做為國外 外派人員之甄選、評估及管理之依據,本研究之結果也可提供學者做為進一步理論 推導或證實之依據
Research on the determinants of expatriate adjustment and performance have been evaluated extensively, however, expatriation is still a challenging job. Previously studies illustrated that approximately 30% to 50% of expatriate are ineffective or marginal effective. Therefore, a comprehensive research framework for expatriate performance may be required to integrate relevant variables and to evaluate the value and effects of these variables. This study intends to integrate three perspectives of antecedents to explain the phenomenon of expatriate success and failure. The first perspective concerns about expatriate-related factors which include the Big Five personality, and expatriate intelligence (IQ/EQ). The second perspective is cross-cultural competence factors which includes cultural intelligence, cultural adaptability and cultural empathy. The third perspective is expatriate’s social capital which includes leader-member exchange and perceived organizational support. This study tries to integrate these perspectives of antecedents and to identify their individual and composite effects on expatriate’s cross-cultural adjustment and performance. Furthermore, this study also adopts Takeuchi’s (2010) stakeholder approach to identify the moderating role of family-work conflict and work-role demand that moderate the influence of antecedents on cross-cultural adjustment and performance. Though a process of in-depth interview, meta-analysis, and questionnaire survey, this study concluded that (1) the element of expatriate personality traits including extraversion, conscientiousness, openness to new experience, and emotional stability) have significant effect on expatriate’s social capital and cross cultural adjustment; (2) the elements of expatriate’s cross cultural competence (including cultural intelligence, cultural adaptability, and cultural empathy) have significant effect on expatriate’s social capital and cross cultural adjustment; (3) expatriate’s social capital has significant effect on her/his cross cultural adjustment, which further influence on expatriate’s performance; (4) work-role demand and work –family conflict are served as two moderating variables that moderate in influence of antecedents on cross cultural adjustment. The findings of this study are very helpful for human resource manager in selecting, recruiting, evaluating, and managing their expatriates in the oversea marketplaces. The findings could also be very useful for academicians to develop further theoretical foundation in expatriate management.
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