由於全球化的趨勢，企業至海外投資為普遍的現象，員工因此需要出差或接受派駐海外工作的任務。而外派人員所面對的家庭問題與壓力等家庭因素是外派人員無法接受組織外派的工作或是提早結束外派的任務返回原國家的主要原因，所以為了避免因家庭問題而影響到外派的工作表現，如何取得雙方的平衡越來越重要。 本研究以目前外派大陸工作者、已婚為主要研究對象，分別對外派人員與配偶進行調查，以便利抽樣的方式進行電子問卷調查，最終外派人員有效問卷為214份，配偶有效問卷為169份，實際進行配對成功之問卷為145份。本研究也希望了解公司對於外派人員所提供的相關支持是否有不足之處，同時了解外派人員與其配偶的想法，藉由研究的結果，提供給企業對於人員外派政策、制度的訂定等管理實務之參考。 本研究的主要研究結果為： 1、配偶知覺組織外派支持與外派人員組織認同有正向顯著的關係 2、配偶知覺組織外派支持與外派人員離職傾向有負向顯著的關係 3、國際經驗價值與外派人員組織認同無顯著關係 4、國際經驗價值與外派人員離職傾向無顯著關係 5、配偶知覺組織外派支持與知覺家庭支持有正向顯著的關係 6、國際經驗價值與知覺家庭支持有正向顯著的關係 7、外派人員知覺家庭支持與外派人員組織認同無顯著關係 8、外派人員知覺家庭支持與外派人員離職傾向無顯著關係 9、外派人員知覺家庭支持在配偶知覺組織外派支持與外派人員組織認同之間無中介效果 10、外派人員知覺家庭支持在配偶知覺組織外派支持與外派人員離職傾向之間無中介效果 11、外派人員知覺家庭支持在國際經驗價值與外派人員組織認同之間並無中介效果 12、外派人員知覺家庭支持在國際經驗價值與外派人員離職傾向之間並無中介效果;Due to the trend of globalization, overseas investment has become a common phenomenon, and employees need to take business travels or accept the task of overseas work. Family factors such as family problems and pressures faced by expatriates are the main reasons why expatriates can not accept the assignment of expatriate or to cause expatriates to come back to their original country earlier than the agreed-upon time. Therefore, in order to avoid family problems to influence working performance, it is becoming more and more important to get the balance between the two sides.
In this study, the sample consisted of expatriates who are married as the main research object. The study sample included the 214 expatriates of questionnaires, 169 spouse questionnaires, and the success pair of the questionnaire was 145 copies. The study also wants to know whether there is any inadequacy of the company′s support for the expatriates, and to understand the ideas of the expatriates and their spouses. The results of the research are provided to the enterprises for the assignment of expatriate policies.
The main results of this study are: 1. Spouse perceived organizational support and expatriate organizational identity, expatriate turnover intention has a more significant positive relationship. 2. There is no significant relationship between the value of international experience and the expatriate organizational identity, expatriate turnover intentions. 3. Spouse perceived organizational support, the value of international experience and expatriate perceived family support has a significant positive relationship. 4. There is no significant relationship between expatriate perceived family support and expatriate organization identity, expatriate turnover intentions. 5. Expatriate perceived family support doesn’t mediate the effects between Spouse perceived organizational support and expatriate organization identity, expatriate turnover intentions. 6. Expatriate perceived family support doesn’t mediate the effects between the value of international experience and expatriate organization identity, expatriate turnover intentions.
