員工特質對外派意願之影響

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孫忠凱(Chung-Kai Sun) 查詢紙本館藏

畢業系所

人力資源管理研究所

論文名稱

員工特質對外派意願之影響
(Effects of Employee Characteristics on Expatriate Willingness)

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摘要(中)

根據我國經濟部投審會的最新數字顯示，目前共有7千多家台灣企業散佈在全球各地（此數字不包括未登記廠商），從投資最集中的美國、日本、香港，甚至遠至非洲等地；產業則從高科技乃至傳統的紡織、營建業，甚至一般人想像不到的會計師事務所，紛紛都把腳步踏出台灣的土地，「能不能外派」，似乎已成為各企業在徵才時的重要條件。
在外派人員管理上，許多因素會影響外派人員海外工作成敗與否，「外派意願」是其中一項重要因素，相關研究亦指出外派意願對外派適應與外派工作滿意度皆有顯著影響。
本研究從員工個人特質之「人口特徵」(personal characteristics)為研究主軸，以我國五縣市製造業之員工為抽樣對象，採便利抽樣的方式，總共發出1500份問卷，回收533份，回收率約35.33%。此外，利用平均數差異檢定、迴歸分析等統計方式，試圖瞭解我國員工在不同人口特徵下之外派意願之差異。研究結果顯示：在「性別」、「撫養小孩數」、「工作調派次數」、「外派經驗」、「工作部門」、「學歷」等部份之不同者，其員工之外派意願在此數個人口特徵上，會有顯著之差異，而「年齡」與「工作職位」不同者，其員工之外派意願不會有顯著之差異。
此研究除了是我國學術界少數關於外派意願之研究，其不同人口特徵上顯示出的差異；而在實務上，當企業要從一大群企業員工中找出有意願之外派人員時，更可將這些人口特徵視作一項符合經濟效益的預測工具。

摘要(英)

Business in Taiwan has transformed from localization running into globalization policy to purchase growth and keep sustainable competitive ability. While Taiwan’s company base in an alienate area, they also consider to place manager or member to manage oversea operation. Staff’s willingness to the offshore assignment moderates the decision if someone wants to accept it or not. Moreover, staff’s willingness would influence employee’s adjustment, satisfaction and commitment in a foreign complex.
This study focused on what personal characteristics would influence and predict the employee’s willingness to accept a foreign job. Convenient-sampling method was adopted in manufacture companies of five Taiwan’s counties. Results indicated that gender, children to raise, the numbers of employee’s relocation and expatriation, working departments, and education affected and predicted the willingness to accept a foreign job. The results provide HR an economic way to select a willing employee in an internationalization program.

關鍵字(中)

★ 人口特徵
★ 外派意願

關鍵字(英)

★ persoanl characteristics
★ expatriate willingness

論文目次

目錄
第壹章緒論 1
第一節研究動機 1
第二節研究目的 3
第貳章文獻探討 4
第一節海外派遣 4
第二節海外派遣與人力資源管理 6
第三節外派意願 7
第四節人口特徵與外派意願 10
第參章研究方法 16
第一節研究架構 16
第二節研究對象 17
第三節研究變項與量表設計 18
第四節統計方法 20
第肆章結果分析 21
第一節樣本特性 21
第二節因素之信效度分析 23
第三節平均數差異分析 24
第四節迴歸分析 29
第五節研究假設整理與結果分析 31
第伍章結論與建議 35
第一節管理意涵 35
第二節研究限制 38
第三節後續研究建議 39
參考文獻 40
附錄一本研究之研究問卷 45
表目錄
表2-1 外派與回任之人力資源管理相關議題……………..…..…………..……....6
表2-2 影響外派意願之因素…..………………………………..........................…..8
表3-1 外派意願問卷題項…..………………………………..........................…....19
表4-1 樣本特性彙總表…..…………..……………………..............................…..21
表4-2 「信效度」結果一覽表……….…………………….............................…....23
表4-3 「性別」對外派意願之T檢定………..…..........................…………...…...24
表4-4 「年齡」對外派意願之F檢定…….………..........................…...................25
表4-5 「撫養小孩數」對外派意願之F檢定…….……….............................…....25
表4-6 「工作調派次數」對外派意願之F檢定….….…..…..........................…...26
表4-7 「外派經驗」對外派意願之F檢定…….….…...........................………....26
表4-8 「工作部門」對外派意願之T檢定…….…….............................………...27
表4-9 「學歷」對外派意願之F檢定……..….…....................….........................28
表4-10 「職位」對外派意願之F檢定…….………..........................……………...28
表4-11 人口特徵對外派意願迴歸分析表…….…..............................…....……....30
表4-12 平均數差異檢定與假設驗證之彙整表…...............................…....……....31
表4-13 迴歸分析與研究假設驗證之彙整表…….…..............................................31
圖目錄
圖3-1 研究架構…….………….…….…................................................................16

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指導教授

李誠(Joseph S. Lee)

審核日期

2004-7-1

推文