科技部專題研究計畫主持人
MOST-106-2410-H-468-027-SSS
台灣自發型外派者自我調合、外派職涯承諾與未來出國工作意願之關聯
Self-Concordance, expatriate career commitment and future expatriate willingness among Taiwanese self-initiated expatriates
科技部
Ministry of Science and Technology
亞洲大學經營管理學系
Asia University Department of Business Administration
吳欣蓓
Hsin-Pei Wu
亞洲大學經營管理學系
Asia University Department of Business Administration
吳欣蓓
04-2332-3456 ext.48027
bessiewu@asia.edu.tw
計畫執行期間起:2017-08-01
計畫執行期間迄:2018-12-31
2017-08-01
2018-12-31
在中國地區工作的台灣外派者
1
003
01
自發型外派者;自我調合;外派職涯承諾;再派意願;自我效能
Self-initiated expatriates;Self-concordance;Expatriate career commitment;future expatriate willingness;selfefficacy
台灣工作者漸有自發性外派傾向,對於這種不同於傳統指派型外派者的外派類型,不僅西方外派研究成果累積有限,更多的是還在質性初探與現象描述階段。為彌補東方研究累積之不足,本計畫依據自我決定論(self-determination theory)探討台灣自發型外派者的自我調合、外派職涯承諾與未來出國工作意願之關聯。本研究針對在中國地區工作的台灣外派者為樣本進行問卷調查,回收有效樣本數205份,有效回收率為67.6%。研究發現外在動機與自發型外派者的外派職涯承諾有負向關聯;反之,內攝動機、認同動機和內在動機與外派職涯承諾有正向關聯。外在動機與再派意願具有負向關聯,內在動機與再派意願具有正向關聯,外派職涯承諾則在兩者關係間具有部分中介效果。此外,自我效能則在此中介式調節模型中強化了外在動機與外派職涯承諾的關係,並且也強化了內在動機與外派職涯承諾的關係。
More and more Taiwanese workers voluntarily accept and apply for expatriation assignments. This type of self-initiated expatriates is very different from the traditional expatriates. In response to the scarcity of empirical research, especially non-Western studies, we propose a quantitative research to explore the relations of goal self-concordance, expatriate career commitment, and future expatriate willingness among self-initiated Taiwanese expatriates working in the mainland China regarding self-determination theory. Besides, self-efficacy plays a salient role in the moderated mediation model. The study collected 205 self-initiated expatriates from 303 Taiwanese expatriates. The valid response rate was 67.6 %. Results revealed that external motivation was negatively related to expatriate career commitment; otherwise, introjected motivation, identified motivation and intrinsic motivation for the current expatriation were positively related to expatriate career commitment. The study also finds a negative relationship between external motivation and future expatriate willingness, as well as a positive relationship between intrinsic motivation and future expatriate willingness. Furthermore, expatriate career commitment partially mediated the relationships mentioned above. Finally, self-efficacy as a moderator enhances both the relationship between external motivation and expatriate career commitment and the relationship between intrinsic motivation and expatriate career commitment in the first-stage of the moderated mediation model.
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