如何提升外派人員效能？知覺組織支持與配偶家庭支持對外派人員組織認同、工作投入、工作壓力之影響─以主管家庭支持行為為調節;How to improve expatriate effectiveness? The effects of perceived organizational support and spouse family support: Family supportive supervisor behaviors as the moderator.

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/73733

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/73733

Title:	如何提升外派人員效能？知覺組織支持與配偶家庭支持對外派人員組織認同、工作投入、工作壓力之影響─以主管家庭支持行為為調節;How to improve expatriate effectiveness? The effects of perceived organizational support and spouse family support: Family supportive supervisor behaviors as the moderator.
Authors:	黃玟閔;Huang, Wen-Min
Contributors:	人力資源管理研究所在職專班
Keywords:	外派人員;知覺組織支持;配偶家庭支持;主管家庭支持行為;組織認同;工作投入;工作壓力;expatriates;perceived organizational support;spouse family support;family supportive supervisor behaviors;organizational identification;job involvement;job stress
Date:	2017-06-30
Issue Date:	2017-10-27 12:12:22 (UTC+8)
Publisher:	國立中央大學
Abstract:	隨著國際企業活動日益頻繁且競爭趨於白熱化，台灣企業所面臨的挑戰也越來越嚴峻。本研究以台灣地區企業當中，具有外派中國大陸地區經驗的台灣籍員工並輔以其配偶為調查對象，進行結構性問卷線上調查作業。並採取實證分析的方式進行分析，外派人員線上問卷回收量233份，配偶線上問卷回收量169份，扣除無效問卷後，外派人員有效問卷214份，配對成功的配偶問卷為148份。研究結果發現：(1)外派人員知覺組織支持的程度，對其組織認同、工作投入具有正向相關。(2)外派人員知覺組織支持的程度，對其工作壓力具有負向相關。(3)知覺組織支持的職涯構面對外派人員的組織認同具有顯著的影響力，而知覺組織支持的適應構面則對外派人員的工作投入與工作壓力具有顯著的影響力。(4)外派人員配偶家庭支持的程度，會影響其組織認同的狀態。(5)外派人員的主管家庭支持行為，可以調節其知覺組織支持對組織認同、工作投入與工作壓力之關係。(6)當外派人員的配偶家庭支持較高的時候，則較高的主管家庭支持行為便不會對外派人員組織認同與工作投入產生影響；但當配偶家庭支持較低的時候，則較高的主管家庭支持行為可彌補外派人員因配偶家庭支持較低而影響的組織認同與工作投入的程度。 ;The purpose of the study was to assess Taiwanese employees who have expatriate experience in mainland China and their spouses. A descriptive survey design was adopted to collect the data. The final sample consisted of 214 responses from the expatriates and 148 matched responses from the spouses. The results found as below: (1) Perceived organizational support (POS) had a positive influence on expatriates′ organizational identification and job involvement. (2) Perceived organizational support(POS) had a negative influence on expatriates′ job stress. (3) Career POS had a positive influence on expatriates′ organizational identification, and adjustment POS had influence on expatriates′ job involvement and job stress. (4) Spouse family support had a positive influence on expatriates′ organizational identification. (5) Family supportive supervisor behaviors had moderating effects on expatriates′ organizational identification, job involvement and job stress. (6) When spouse family support was higher, the higher family supportive supervisor behaviors had no higher influence on expatriates′ organizational identification and job involvement, but when spouse family support was lower, the higher the influence of family supportive supervisor behaviors on expatriates′ organizational identification and job involvement.
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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