非個人因素影響外派適應之後設分析—配偶、社會支持、組織支持、組織承諾、工作特性、人際互動及派駐國因素

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李昀恬(Yun-Tien Lee) 查詢紙本館藏

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人力資源管理研究所

論文名稱

非個人因素影響外派適應之後設分析—配偶、社會支持、組織支持、組織承諾、工作特性、人際互動及派駐國因素
(Relationships between non-individual factors and expatriate adjustment: A meta-analysis and literature review)

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摘要(中)

國際化、全球化等概念早已深植人們的腦海。企業為了拓展市場或者尋求更低生產成本等因素，便會產生員工海外派遣之需求。然而，外派人員前往派駐國後則會立即面臨到當地的文化衝擊，影響外派人員之適應情形，進而影響外派之成功與否。因此，探討影響外派人員適應之相關非個人因素，企業即能夠隨之作出外派政策之調整，以期更高的外派人員適應程度及導向外派任務的成功執行。

本研究以Bhaskar-Shrinivas、Harrison與Luk（2005）之研究為基礎，搜尋與統整外派適應相關之文獻，再透過後設分析法探討配偶、社會支持、組織支持、組織承諾、工作特性、人際互動及派駐國因素與外派適應之相關性。研究結果顯示：

(一)配偶適應與外派適應、一般適應、工作適應、互動適應；家庭支持與外派適應、一般適應、互動適應；知覺組織支持與外派適應、一般適應、工作適應、互動適應；訓練支持與外派適應；組織承諾與外派適應、一般適應、工作適應、互動適應；工作角色特性-彈性與一般適應、工作適應、互動適應；職場友誼與一般適應、工作適應、互動適應皆呈顯著正相關。

(二)訓練支持與一般適應；工作角色特性-新奇性與一般適應；工作角色特性-模糊性與一般適應、工作適應、互動適應；工作角色特性-衝突性與一般適應、工作適應、互動適應；文化新奇性與外派適應、一般適應、工作適應、互動適應皆呈顯著負相關。

(三)家庭支持與工作適應；訓練支持與工作適應、互動適應；工作角色特性-新奇性與工作適應、互動適應；工作角色特性-模糊性與外派適應皆無顯著相關。

摘要(英)

Internationalization and globalization have been well-known concepts these years. To expand overseas markets or to lower the production costs, it is necessary for international enterprises to send expatriates to host countries. However, expatriates would face culture shock after arrivals, that could influence expatriates’ adjustment and even the success or failure of expatriate assignments. Therefore, this study hopes to give valuable advices to international enterprises through doing the research about factors that could influence expatriate adjustment, these factors includes spouse, social support, organizational support, organizational commitment, job characteristics, interpersonal interaction and host country factor.

　　The study used meta-analysis to explore the correlations between these factors and expatriate adjustment on the basis of Bhaskar-Shrinivas, Harrison and Luk (2005)’s research, and the results were as below:

(1)Spouse adjustment and expatriate adjustment, general adjustment, work adjustment, interaction adjustment; family support and expatriate adjustment, general adjustment, interaction adjustment; training support and expatriate adjustment; organizational commitment and expatriate adjustment, general adjustment, work adjustment, interaction adjustment; job role discretion and general adjustment, work adjustment, interaction adjustment; workplace friendship and general adjustment, work adjustment, interaction adjustment were positive correlations.

(2)Training support and general adjustment; job role novelty and general adjustment; job role ambiguity and general adjustment, work adjustment, interaction adjustment; job role conflict and general adjustment, work adjustment, interaction adjustment; culture novelty and expatriate adjustment, general adjustment, work adjustment, interaction adjustment were negative correlations.

(3)Family support and work adjustment; training support and work adjustment, interaction adjustment; job role novelty and work adjustment, interaction adjustment; job role ambiguity and expatriate adjustment had no influences between each other.

關鍵字(中)

★ 外派適應
★ 後設分析
★ 配偶
★ 社會支持
★ 組織支持
★ 組織承諾
★ 工作特性
★ 人際互動
★ 派駐國因素

關鍵字(英)

★ expatriate adjustment
★ meta-analysis
★ spouse
★ social support
★ organizational support
★ organizational commitment
★ job characteristics
★ interpersonal interaction
★ host country factor

論文目次

目　錄
第一章緒論 1
　　第一節、研究動機 1
　　第二節、研究目的 4
第二章文獻探討 5
　　第一節、海外派遣適應 5
　　第二節、配偶 6
　　第三節、社會支持 7
　　第四節、組織支持 8
　　第五節、組織承諾 9
　　第六節、工作特性 10
　　第七節、人際互動 11
　　第八節、派駐國因素 12
第三章研究方法 13
　　第一節、研究架構與研究假設 13
　　第二節、研究文獻範圍及搜尋 15
　　第三節、研究文獻篩選標準 16
　　第四節、變項之編碼 17
　　第五節、資料分析方法 18
第四章研究分析與結果 22
　　第一節、樣本特性 23
　　第二節、非個人因素之文獻趨勢分布 32
　　第三節、分析與結果 33
　　第四節、研究假設實證結果彙整 48
第五章結論與建議 52
　　第一節、研究意涵 53
　　第二節、管理意涵 59
　　第三節、研究限制與未來建議 60
　　第四節、結論 62
參考文獻 63
　　中文文獻 63
　　英文文獻 64

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指導教授

王群孝(Chun-Hsiao Wang)

審核日期

2021-1-28

推文