自我效能與外派意願之關聯—以知覺組織支持與家庭支持為調節變項;The relationship between employee’s self-efficacy and expatriate willingness—Perceived organizational support and family support as moderators.

NCUIR > School of Management at National Central University > Graduate Institute of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/73708

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/73708

Title:	自我效能與外派意願之關聯—以知覺組織支持與家庭支持為調節變項;The relationship between employee’s self-efficacy and expatriate willingness—Perceived organizational support and family support as moderators.
Authors:	柯冠竹;Ke, Guan-Chu
Contributors:	人力資源管理研究所
Keywords:	自我效能;外派意願;家庭支持;組織支持;Self-efficacy;Expatriate willingness;Perceived organizational support;Family support
Date:	2017-07-25
Issue Date:	2017-10-27 12:11:08 (UTC+8)
Publisher:	國立中央大學
Abstract:	近年來，越來越多台灣企業布局海外，根據經濟部投資審議委員會「2016年對海外投資事業營運狀況調查分析報告」中指出，台灣企業在2015年對中國大陸投資金額達109.65億美元，而對其他海外地區的投資金額更是高達107.45億美元，而為了管理這些海外子公司，這些多國籍台商企業遂派遣外派人員前往之，然過去研究發現外派之失敗率及隨之而來的成本都非常高。本研究針對台灣某銀行業之231位員工調查對象，探討員工之自我效能與其外派意願之關係，以及組織支持與家庭支持的調節效果，以期對台灣實施外派的公司在政策及實務上有所幫助。在研究方法上採用問卷調查法，並以描述性統計、信效度、相關以及階層迴歸等量化方式進行資料的分析，結果發現員工的自我效能確實對其外派意願有影響，亦即，自我效能越高的員工，他們外派意願也越高，然而，在自我效能與外派意願的關係中，並未發現家庭支持的調節效果，而在組織支持的部分，則是發現了組織支持中的調適子構面有負向的調節效果。 ;Recently, more and more Enterprises in Taiwan set up subsidiaries overseas. According to Report of Investment Commission, Ministry of Economic Affairs in 2016, Taiwanese enterprises invest 10965 million dollars in China and 10745 million dollars in other regions. To manage these overseas subsidiaries, a lot of organizations assign employees abroad. However, the failed rate and followed cost is quite high. This study survey 231 employees in a bank in Taiwan. The purpose of this study is to examine the relationship between employee’s self-efficacy and expatriate willingness, and the moderating role of perceived organizational support and family support. Questionnaires were used to collect data in this research. The result suggested that there is a positive relationship between employee’s self-efficacy and expatriate willingness, that is, employees with high self-efficacy are more willing to expatriate than those with low self-efficacy. Besides, although we find no moderating effect of family support, the adjustment subconstruct of perceived organizational support has negative moderating effect in the relationship between employee’s self-efficacy and expatriate willingness.
Appears in Collections:	[Graduate Institute of Human Resource Management ] Electronic Thesis & Dissertation

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