| 摘要: | 在當前知識密集且快速變化的國際商業環境中，越來越多企業不單仰賴營運的國際化，更需要企業人才可以勝任國際業務，並且快速行走於世界各地。就此，外派任務扮演著關鍵角色，但也因為外派任務本身的高風險性質，員工對於外派的意願並不是那麼高。根據Brookfield Global Relocation Services (2016)和商業周刊與104人力銀行(2017)最近所做的兩個調查結果，越來越多企業對於找人才外派感到困難。學者們已經研究過員工外派意願相關議題一段時間，雖然現有的研究結果已告知了我們許多會影響員工外派意願的因素，但仍有許多還尚待探索與釐清，比如，尚未檢驗的變數與先前研究所發現的不一致結果。因此，本計畫預計透過兩年的時間，檢測與擴大影響員工外派意願因素的邏輯意義網絡。第一年中，本計畫將蒐集所有已發表與未發表的相關研究，並以後設分析與系統文獻探討兩種方式做呈現。第一年計畫的成果是目標成為第一個檢視員工外派意願的後設分析與文獻探討。第二年的計畫將建立在第一年的成果上，並進行一個員工外派意願的整合模型驗證。該模型將研究員工外派意願對於後續社會資本建立，以及知識傳遞和適應程度的一系列關聯性；此部分計畫在於突顯近期實務與學術對於外派人員在企業內知識傳遞所扮演關鍵角色的重視，以及社會資本對於知識傳遞的重要性。本計畫預計邀請台灣跨國企業中，目前外派於海外的員工參與第二年度的研究調查。第二年計畫的成果為提出第一個對於外派意願能否提高員工社會資本建立，以及知識傳遞和適應程度的驗證結果。 ;In today’s knowledge-intensive and fast-paced global business reality, more and more organizations rely not only on their operations to be globalized, but also their talents to be globally competent and mobile. Organization-assigned expatriates play a critical role in the long-term success of global-minded organizations, however, expatriate assignments are risky endeavors in nature and employees do not always respond to the idea of expatriate assignment positively. According to several recent surveys by the Brookfield Global Relocation Services (2016) and Business Weekly Magazine and 104 Corporation (2017), more organizations, both internationally and domestically, are seeing a lot more difficulty in motivating their top candidates to accept an expatriate assignment offer. This low level of employee willingness to accept an expatriate assignment creates tremendous problems and challenges for global-minded organizations.Employees’ willingness to accept an expatriate assignment has been of interest to expatriate researchers for quite some time, however, while the existing literature has deepen our understanding on what motivates and attracts employees to accept an expatriate assignment, there is still a lot to be learned (e.g., unexplored antecedents and inconsistent findings). Therefore, to enhance what we do and do not know about the antecedents of employee willingness to accept an expatriate assignment, the present project seeks to assess and widen the nomological network of employee willingness to accept an expatriate assignment over the course of two years. In the first year, this project will first locate all the relevant studies, both published or unpublished. Then, meta-analytic methods will be used to examine the antecedents-employee willingness to accept an expatriate assignment relationships at the individual level. For antecedents that are unable to be included in the meta-analysis, they will be included in the systematic literature review. The objective of the first-year project is to provide the first extensive meta-analysis/literature review on all studies that examined employee willingness to accept an expatriate assignment. The second year of the present project will build on the first year by examining an integrative model of the effects of employee willingness to accept an expatriate assignment on expatriate social capital development, and then knowledge transfer and expatriate adjustment. More recently, both researchers and practitioners alike have become increasingly interested in ways that expatriates contribute to the knowledge transfer within organizations. And knowledge transfer needs social capital. Thus, this project examines whether expatriates’ initial willingness to accept the expatriate assignment affects their subsequent social capital development, as well as their ability to transfer knowledge and level of adjustment during assignments. To test the model, the targeted study population will be employees who are currently working for Taiwanese organizations and are presently on expatriate assignment in overseas. The objective of the second-year project is provide the first test of whether willingness to accept the expatriate assignment increases social capital development, and then knowledge transfer and adjustment. |
