| DC 欄位 |
值 |
語言 |
| DC.contributor | 人力資源管理研究所 | zh_TW |
| DC.creator | 羅新婷 | zh_TW |
| DC.creator | Hsin-Ting Lo | en_US |
| dc.date.accessioned | 2012-7-4T07:39:07Z | |
| dc.date.available | 2012-7-4T07:39:07Z | |
| dc.date.issued | 2012 | |
| dc.identifier.uri | http://ir.lib.ncu.edu.tw:88/thesis/view_etd.asp?URN=994207025 | |
| dc.contributor.department | 人力資源管理研究所 | zh_TW |
| DC.description | 國立中央大學 | zh_TW |
| DC.description | National Central University | en_US |
| dc.description.abstract | 在全球化的環境下，台灣產業多朝向海外發展，其中尤以中國最多，赴中國的產業早期多集中在傳統產業與科技業，近來由於ECFA的簽定、中國對台灣服務業投資限制的開放，台灣服務業投資中國有明顯增加的趨勢。在國際化的過程中，服務業多將經理人派任至中國，建立企業的版圖與江山。此時，經理人的「外派意願」就成了重要的課題，研究亦顯示，外派意願對其後的外派是否成功有著顯著的相關性。
因此，本研究鎖定台灣目前已赴中國投資之服務業主管為研究對象，以量化及質化的研究方式，探討與外派意願間的關聯。量化部分，透過「組織承諾」、「對公司外派制度的認知」、「外派準備度」等三大因素來探討經理人外派中國意願之影響，其中「對公司外派制度的認知」又包含「組織以保留原職位方式短期外派」、「經理人對企業透過外派來實施人才管理的認知」等兩部份；「外派準備度」包含了「兩岸事務之興趣」、「外派準備度」兩大部份。質化部份，透過訪談五位熟知公司外派策略的主管了解公司在外派經理人上的人資活動。
量化研究部份，總共發出248份問卷，回收112份有效問卷，回收率為45.16%。結果發現「組織承諾」、「組織以保留原職位方式短期外派」、「外派準備度」對經理人的外派意願有顯著的影響。而「經理人對企業透過外派來實施人才管理的認知」、「兩岸事務之興趣」對外派意願無顯著影響，另外，訪談結果顯示，企業未來應將外派與人才管理相結合，並盡可能在保留原職位的方式下外派經理人，以達到外派的良好效果，替企業創造更多的價值。
| zh_TW |
| dc.description.abstract | The world has become a global village, companies in Taiwan are going aboard and tend to be international, for all the countries, China is always their first choice. In the past, most companies who went to China primarily were technology or manufacturing-based industry, nowadays, the new trend shows that many service-based companies in Taiwan are ready to go to China. Hence, they need more and more managers to manage their branches in China. Managers in service-based companies who are willing to expatriate thus becomes an important topic.
Therefore, in this study, we took managers in Taiwanese Service industry and their companies have already invested in China as our research materials. Also, we use both quantitative and qualitative research method. For quantitative analysis, we use” Organizational Commitment”,” Awareness of company’s way to expatriate” and “Readiness to be expatriated” to investigate how the three factors affect managers’ willingness to be expatriated to China. For qualitative analysis, we interviewed five managers who know company’s way to expatriate well in order to understand each company’s Human Resources management in expatriate.
As for the result in quantitative analysis, a total of 248 questionnaires issued, 112 questionnaires are returned and effective. The data analysis results show that ” Organizational Commitment”, “Companies expatriate managers in short-term and remain their former positions” and “Readiness to be expatriated” will affect managers’ willingness to be expatriated to China. On the other hand, the result in qualitative analysis indicated that companies should include their expatriate system into Talent management system in the future. Also, companies try to expatriate managers in short-term and retain their former positions, that way, they can achieve best results when expatriating managers.
| en_US |
| DC.subject | 人才管理 | zh_TW |
| DC.subject | 外派 | zh_TW |
| DC.subject | 組織承諾 | zh_TW |
| DC.subject | Organizational Commitment | en_US |
| DC.subject | expatriate | en_US |
| DC.subject | Talent Management | en_US |
| DC.title | 經理人的組織承諾、公司外派制度的認知及外派準備度對其外派中國意願之影響─以服務業為例 | zh_TW |
| dc.language.iso | zh-TW | zh-TW |
| DC.title | The Associations between Managers’ Organizational Commitment, Awareness of company’s way to expatriate, Readiness to be expatriated and their willingness to be expatriated to China: Take Service Industries as examples | en_US |
| DC.type | 博碩士論文 | zh_TW |
| DC.type | thesis | en_US |
| DC.publisher | National Central University | en_US |