| 摘要: | 隨著台灣與中國大陸在各方面的交流愈來愈密切，「台商」所扮演的外派人員角色更是特殊且重要。然而研究顯示由於各種因素造成外派人員離職，影響企業績效表現與成本花費，因此瞭解離職原因，將是成為企業主管必須重視的課題，外派任務所產生的工作家庭衝突，在過去已被證實與離職傾向有密切的關係。因此，隨著兩岸平日包機直航所帶來的時間大幅縮短，而形成兩岸一日生活圈的情況下，各種外派類型員工之工作家庭衝突與離職傾向是否能有效減低，更是企業主管關切的議題。 本研究模型參考Ahuja離職傾向模型，加入「外派距離」構念，並將外派人員區分成「常駐且家在大陸」、「常駐而家在台灣」、「出差型」三種外派類型。本研究將「外派距離」作為影響「工作家庭衝突」之前置因素，而「外派類型」作為上述關係之調節變數；「組織承諾」和「工作耗竭」為影響「離職傾向」之中介因素。 本研究以台灣外派人員作為研究對象，以問卷調查法進行資料的蒐集，共回收145份樣本。研究結果顯示，「外派距離」與「工作家庭衝突」有正向關係，並且「外派距離」與「工作家庭衝突」關係受到「外派類型」顯著的調節效果，其中常駐型員工的外派距離為近時，工作家庭衝突程度較低，顯示出直航帶來的距離縮短產生工作家庭衝突下降的效益；「組織承諾」及「工作耗竭」與「離職傾向」分別有負向和正向關係。 最後，本研究透過集群分析將外派人員分為「焦崩的員工」、「自我中心的員工」、「公司人」以及「快樂的員工」四類，並發現可能是和外派人員是否與家人一同居住有關係，而已婚或有小孩可能不是工作家庭衝突的主因。 The economic relationship between Taiwan and mainland China has shifted into high gear during the past decade, and business exchange, especially in human talent is still escalating. “Taiwanese expatriates businessmen in China” (or Tai-Shang) plays a special and important role in the development of the Chinese economy. However, studies have shown that expatriates turnover seriously affects companies’ cost and performance. Therefore, managers should try to understand the reasons for turnover of these expatriate employees in order to increase effectiveness. Past researches have shown that work-family conflict generated from expatriate assignments is related to turnover intention. Since July 2008, “direct flights across the Taiwan Strait” was started, since its absence almost sixty years ago, and was since intensifying gradually. Thus, the remoteness between Taiwan and mainland China has been closing dramatically. This study takes this changing opportunity to look into whether changes in remoteness in expatriate assignments affects work-family conflict, and whether it in-turn result in a change in turnover intention. This study adopts Ahuja’s turnover intention model, and supplemented with an “expatriate remoteness” construct. In the proposed model, expatriates are divided into three types, namely, “long-term expatriates with family in China,” “long-term expatriates and family in Taiwan” and “business travelers”. “Expatriate remoteness” is taken as a determinant of “work-family conflict”. “Expatriate type” is the moderator of the relationship between expatriate remoteness and work-family conflict. “Organization commitment” and “work exhaustion” are the mediators of turnover intention. Taiwanese expatriates of various types were used as mail questionnaire samples in this study. A total of 145 samples were collected. Analyses show that, as expected, “expatriate remoteness” is positively associated with “work-family conflict” while the association is moderated by “expatriate type.” For “long-term expatriate with family in China,” and “long-term expatriate with family in Taiwan,” the association is positively but at different degree. In other words, direct flights shorten the distance and may effectively decrease work-family conflict. In addition, “Organization commitment” is negatively associated with “turnover intention,” while “work exhaustion” is positive associated with “turnover intention.” Finally, this study also conducted an exploratory study, employing the cluster analysis method. The samples can be divided into four types, namely, “burnout employees,” “self-centered employees,” “company man” and “happy employees.” Results also show that marital status and number of children is not a cause of work-family conflict for expatriates, whereas whether living with families is a major factor. |
