工作負荷、好奇心、跨文化適應及知識分享之關聯性研究，探討工作投入、組織支持、主管支持及同事支持的調節式中介作用－以A公司為例;A study of Workload, Curiosity, Cross Culture Adjustment and Knowledge Share: The Moderated Mediation Effect of Job Involvement, Perceived Organizational Support, Supervisor Support and Coworker Support – The Case of A Company

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題名:	工作負荷、好奇心、跨文化適應及知識分享之關聯性研究，探討工作投入、組織支持、主管支持及同事支持的調節式中介作用－以A公司為例;A study of Workload, Curiosity, Cross Culture Adjustment and Knowledge Share: The Moderated Mediation Effect of Job Involvement, Perceived Organizational Support, Supervisor Support and Coworker Support – The Case of A Company
作者:	張容甄;Chang, Jung-Chen
貢獻者:	人力資源管理研究所在職專班
關鍵詞:	外派人員;工作負荷;好奇心;跨文化適應;知識分享;工作投入;組織支持;主管支持;同事支持;expatriates;workload;curiosity;cross culture adjustment;knowledge share;job involvement;perceived organizational support;supervisor support;coworker support
日期:	2021-06-23
上傳時間:	2021-12-07 10:55:08 (UTC+8)
出版者:	國立中央大學
摘要:	因為新南向政策加上國際情勢使然，所有人的目光都轉向了東南亞，這個具有高經濟成長率加上高人口紅利的市場，許多跨國公司在此皆設有生產基地，對於外派人員的研究就越顯重要。本研究針對紡織業A公司在東南亞廠區台籍員工為調查對象，進行兩階段的結構性線上問卷調查，回收有效問卷為111份，以實證分析方式進行分析。研究結果發現: (1) 外派人員的工作負荷程度對於自身的好奇心的三個子構面有負向相關。(2)外派人員的工作負荷和跨文化適應的兩個子構面和知識分享有負向相關。(3)工作負荷會透過好奇心的三個子構面的中介間接影響跨文化適應的兩個子構面和知識分享。(4)工作投入、組織支持、主管支持、同事支持對於工作負荷和好奇心中的有樂趣的探索及壓力容忍程度有負向調節效果。(5)工作投入、組織支持對於工作負荷和好奇心中的社會性好奇心有負向調節效果。(6)工作投入、組織支持對於工作負荷透過好奇心子構面中的有樂趣的探索對跨文化適應的兩個子構面和知識分享具有調節式中介效果。(7)組織支持對於工作負荷透過好奇心子構面中的壓力容忍程度對跨文化適應的兩個子構面和知識分享具有調節式中介效果。(8)主管支持對於工作負荷透過好奇心子構面中的有樂趣的探索對跨文化適應的環境構面具有調節式中介效果。 ;Due to the New Southbound Policy and the international situation, Southeast Asia, a developing market with faster economic growth rate and huge demographic dividend, becomes one of th most important economies in the world. Therefore, many MNCs choose to build factories in Southeast Asia, and the research on expartriate is essential. The study focuses on the Taiwanese expartriates work in A textile company’s factories located in Southeast Asia. This research comprised of two stages of questionnaires and a total of 111 valid questionnaires were collected through online surveys. The results found below: (1) Perceived workload had a negative influence on curiosity (all subordinate dimensions). (2) Perceived workload had a negative influence on cross culture adjustment (all subordinate dimensions) and knowledge share. (3) Curiosity (all subordinate dimensions) mediates the relationship between perceived workload and cross culture adjustment (all subordinate dimensions) and knowledge share. (4) Job involvement, perceived organizational support, supervisor support and coworker support negatively moderate effect on the relationship between perceived workload and curiosity (joyous explore, stress tolerance). (5) Job involvement and perceived organizational support negatively moderate effect on the relationship between perceived workload and curiosity (social curiosity). (6) Job involvement and perceived organizational support moderates the indirect effect of perceived workload on curiosity (joyous explore), two of cross culture adjustment’s subordinate dimensions and knowledge share. (7) Perceived organizational support moderates the indirect effect of perceived workload on curiosity (stress tolerance), two of cross culture adjustment’s subordinate dimensions and knowledge share. (8) Supervisor support moderates the indirect effect of perceived workload on curiosity (joyous explore) and cross culture adjustment (environment).
顯示於類別:	[人力資源管理研究所碩士在職專班 ] 博碩士論文

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