企業實施員工回任管理措施之研究

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姓名

童秋萍(Chiu-ping Tung) 查詢紙本館藏

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人力資源管理研究所

論文名稱

企業實施員工回任管理措施之研究
(A study of repatriation policy of Taiwanese enterprises)

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摘要(中)

我國以海島經濟立國，企業在既無豐沛的天然資源及富饒的礦產作屏障，加上內需市場及政府奧援皆非常有限的情況下，憑藉著自身刻苦耐勞的民族性，胼手胝足，一步一腳印的漸漸在現實的全球整體經濟中開枝散葉。尤其是在2002年我國對大陸開放投資，近幾年又陸續與對岸簽訂了「海峽兩岸經濟合作架構協議」（簡稱ECFA））及「海峽兩岸服務貿易協定」（簡稱CSSTA）後，更加速了我國企業至對岸投資的腳步，投資的領域亦已從早期的製造業，擴展到醫療、金融、保險及電訊網路等…服務業；而對岸亦基於平等互惠的條件，亦早已延伸觸角，跨岸到我國從事商務活動多時。
在我國企業進行國際性投資並與時間賽跑的同時，複製在我國的成熟經營模式至投資國，此觀念早已深植每位我國企業經營者心中。而熟悉此成熟經營模式的種子人才，即為關係到此企業是否能在異地快速致勝的關鍵。另，在面臨對岸覬覦我國具有國際性管理經驗的優質人才下，兩岸又掀起另一波的搶人大戰。然而，根據Global Relocation Trends Report（GMAC Global Relocation Services,2006）的調查顯示，有23%的回任者在回任當年隨即離職、有20%在回任後的一年到兩年內離開母公司。是故，如何能讓具有複製成功模式能力及經驗的關鍵人才，願意無後顧之憂的遠赴海外戰場，且在最短期間內達成海外使命，並在其達成使命後，能將其寶貴的海外經驗得以傳承及延續，進而確保企業的永續經營。是目前人力資源管理的重要課題之一。
本研究主要透過我國籍七家不同產業跨國性企業的深度訪談，除一窺此七家跨國性企業在實施派外回任管理措施的現況外；同時，亦希翼探討回任管理措施對於員工之可能影響因素。

摘要(英)

Our country was established with an island economy. Without sufficient natural resources and rich mineral production as a backup, as well as very limited domestic demand and government support, businesses relied on the hard-working characteristics of the Taiwanese people to gradually blossom in the global economy, especially in 2002, when Taiwan lifted restrictions toward investments toward China. In the last few years we also signed the “Economic Cooperation Framework Agreement“ (ECFA) and the “Cross-Strait Service Trade Agreement“ (CSSTA), which drastically sped up our investments in China. Our areas of investment are no longer merely within the manufacturing field, but now extend to medicine, finance, insurance, telecommunications, and other fields of service. On the other hand, China, on mutually beneficial conditions, has already reached out and crossed over for business exchanges for a while.
While our corporations race against time to invest internationally, the idea of replicating the solid business management style onto the invested country has already been deeply implanted in the hearts of every native CEO. Talented employees familiar with this management style are key factors in the success of the company’s future expansion internationally. But facing China’s coveting and persistent recruitment of our nation’s international business management elites, a new wave of “talent scouting war” between our country and China has risen. Yet, according to the study of Global Relocations Trends Report (GMAC Global Relocation Services, 2006), 23% of returning employees resigned the year they returned, and 20% leave the parent company within a year or two of returning. So, how do we convince those experienced employees capable of duplicating the successful management models to willingly continue to work overseas, complete their missions in the shortest time possible, and pass down their precious international management knowledge to those back home, guaranteeing a lasting operation of the company? Currently, this is one of the most crucial issues in studying human resources management.
This study, through intense interview sessions with 7 native-based international corporations in different fields, will not only discuss the situation of repatriating employees working overseas, but also address how factors from this process may affect the repatriated employees.

關鍵字(中)

★ 回任
★ 回任管理

關鍵字(英)

★ repatriation
★ repatriation policy

論文目次

目錄
目錄 V
圖目錄 VII
第一章、緒論 1
第一節、研究背景與動機 1
第二節、研究目的 3
第二章、文獻探討 4
第一節、派外人員的定義 4
第二節、派外回任的定義與程序 6
第三節、回任適應的相關理論及實證影響因素 8
第四節、回任管理 15
第五節、小結 27
第三章、研究方法 29
第一節、研究設計 29
第二節、研究架構 31
第三節、研究工具及實施程序 32
第四節、訪談對象 34
第四章、研究結果 35
第一節、受訪研究對象基本資料分析 35
第二節、結果分析 37
第五章、結論與建議 49
第一節、研究結論 49
第二節、具體建議 53
第三節、研究限制 55
第四節、後續研究建議 57
參考書籍與文獻 59
附錄一：【訪談大綱】 64
附錄二：我國籍企業實施回任管理措施與理想回任管理措施彙整 66
附件三：回任管理措施對員工之可能影響因素彙整 76

圖目錄
圖 2 1派外人員的管理程序階段 7
圖 2 2回任過程四階段 7
圖 2 3 U型適應理論圖 9
圖 2 4 派外人員回任二次適應(W型理論) 11
圖 2 5回任管理策略發展四個週期性階段 16
圖 3 1本研究觀念性研究架構 32

表目錄
表 2 1 「派外人員」之定義彙總表 6
表 2 2影響回任適應之實證因素 12
表 2 3理想的回任管理措施 24
表 4 1受訪企業及受訪者背景資料 35

參考文獻

參考書籍與文獻
一、中文部分
（一）書籍
1. 林彩梅，1991。多國籍企業論，台北：五南圖書出版(股)。
2. 吳武典、洪有義，1987。心理衛生，台北：國立空中大學。
3. 黃同圳，1995。大陸台商人力資源管理，台北：風和出版 (股)。
4. 黃俊英，1999。企業研究方法，台北市：台灣東華(股)。
5. 高希均，1995。台商經驗: 投資大陸的現場報導天下，台北:文化出版(股)。
6. 高薰芳、林盈助、王向葵，2001。質化研究設計，台北: 心理出版(股)。
7. 簡春安、鄒平儀，1988。社會工作研究法，台北: 巨流出版(股)。

（二）論文期刊
1. 趙必孝(1998)；「我國企業駐外回任人員的人力資源管理與組織投入因果關係之研究」，管理學報，15(3)，473-505。
2. 呂錦龍(1994)；台商赴大陸投資人員派遣制度研究，中國文化大學勞工研究所碩士論文。
3. 林明宏(2001)；我國企業外派人員適應因素及指標建構之研究，長榮管理學院經營管理研究所碩士論文。
4. 陳威有(2003)；外派大陸海外適應力對員工工作績效之影響，大葉大學國際企業管理研究所碩士論文。
5. 陳美黛(1997)；我國海外派遣人員人格特質與海外適應之相關研究，文化大學國際企業管理研究所碩士論文。
6. 許哲昌(2005)；海外派遣人員之人格特質、海外適應情形對其工作績效之影響-以中國石油股份有限公司為例，國立嘉義大學管理研究所碩士論文。
7. 常書婉(2001)；我國企業派外人員回任適應之影響因素與工作表現之探討，國立海洋大學航運管理所碩士論文。
8. 鄭彩萍(2000)；企業派外人員管理才能缺口、訓練與調適之研究，東吳大學國際貿易研究所碩士論文。
9. 劉冠宏(2008)；國際觀光飯店外派人員人力資源管理系統之研究，南華大學旅遊事業管理研究所碩士論文。
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（三）網路資料
1. 經濟部投資審議委員會網址
http://www.moeaic.gov.tw/system_external/ctlr?PRO=FrontPage
2. 證交所公開資料觀測站網址
http://mops.twse.com.tw/mops/web/index

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指導教授

劉念琪(Nien-chi Liu)

審核日期

2014-7-9

推文