國際任務價值、知覺組織支持與外派意願之研究—以Ａ銀行為個案;A Study of International Assignment Value、Perceived Organizational Support and Expatraite Willingness—The Case of A Bank

NCUIR > School of Management at National Central University > Executive Master of Human Resource Management > Electronic Thesis & Dissertation > Item 987654321/73762

Please use this identifier to cite or link to this item: http://ir.lib.ncu.edu.tw/handle/987654321/73762

Title:	國際任務價值、知覺組織支持與外派意願之研究—以Ａ銀行為個案;A Study of International Assignment Value、Perceived Organizational Support and Expatraite Willingness—The Case of A Bank
Authors:	葉美玲;Yeh, Mei-Ling
Contributors:	人力資源管理研究所在職專班
Keywords:	外派意願;國際任務價值;知覺組織支持;Expatriate willingness;International assignment value;Perceived organizational support
Date:	2017-07-24
Issue Date:	2017-10-27 12:15:29 (UTC+8)
Publisher:	國立中央大學
Abstract:	台灣金融市場競爭激烈，為了拓展國際市場，各銀行積極增設海外分支機構，隨著海外分行的成立，外派人才需求增加，遴選合適的外派人員，促成國際任務成功，外派意願是關鍵因素。A銀行在海外共有18家分支機構，每年舉辦海外儲備幹部甄選，外派意願是甄選的重要條件，本研究係以A銀行員工為研究對象，採問卷調查法，針對國際任務價值、知覺組織支持、外派意願進行探討，藉由網路問卷收集資料，獲得的資料經由驗證性因素分析（CFA）、信度分析、相關分析及階層迴歸分析等方法進行分析，研究結果發現國際任務價值和外派意願有顯著正相關，知覺組織支持會調節國際任務價值與外派意願之關係。根據研究結果提出建議，組織加強外派任務的職涯支持及適應支持，可以提高員工的外派意願，促成外派任務的成功。;Taiwan′s financial market competition is fierce, and in order to expand to the international market, most of banks actively set up overseas branches, with the establishment of overseas branches, increased demand for expatriates, how to selection of appropriate expatriates, leading to the success of international assignment, the expatriate willingness is the key factor.The A bank has a total of 18 branches overseas, in order to adequate expatriate talent, held annually overseas talent selection, the expatriate willingness is the primary condition for selection. This study is based on A bank staffs, adoption of the questionnaire survey, research for the International Assignment Value(IAV), Perceived Organizational Support(POS) and Expatriate Willingness. The results obtained were analyzed by means of confirmatory factor analysis (CFA), reliability analysis, correlation analysis and hierarchical regression analysis. The results showed that there was a significant positive correlation between IAV and Expatriate Willingness. Perceived Organizational Support moderate the relationship between IAV and Expatriate Willingness. According to the results of the study, suggest the organization to strengthen the Career POS and Adjustment POS, can improve the staff′s desire to expatriate and lead to the success of international assignment
Appears in Collections:	[Executive Master of Human Resource Management] Electronic Thesis & Dissertation

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