母國企業直線主管領導風格與國際
人力資源管理措施對外派人員績效之影響

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廖崇棋(Chung-Chi Liao) 查詢紙本館藏

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高階主管企管碩士班

論文名稱

母國企業直線主管領導風格與國際人力資源管理措施對外派人員績效之影響

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摘要(中)

跨國企業是否具有足夠的外派人才，有效地建立海外營運據點，其成效攸關跨國企業成長與國際化成功與否的重要因素之一。然而，許多外派任務的失敗，如外派人員提前回任情況發生，常造成跨國企業的困擾，這牽涉到跨國企業人力資源管理措施; 外派人員本身對派駐過程的滿意程度，與外派任務的達成實績是否獲得主管的認同與支持，有相當重要的關聯性。
本研究是就外派人員的角度來探討外派工作績效受「跨國企業人力資源管理措施」與「直線主管領導風格」之影響關係。希望能從相關文獻的理論探討中，推論有關國際化人力資源管理措施內涵，對外派人員情緒影響為何，同時搭配何種最適的直線主管領導風格，包含「轉換型領導」與「交易型領導」，對外派人員工作績效所造成的影響與關聯。最終，希望藉由這份研究，能對跨國企業在外派人員的經營管理上具有參考價值。
依研究結果可歸納為下列研究發現:
(1) 直線主管領導風格為「轉換型領導」，對外派人員的工作績效有
正面顯著的影響。
(2) 「轉換型領導」對外派人員績效表現之影響高於「交易型領導」。

摘要(英)

The performance of expatriates in a multinational corporate has a huge effect on establishing and managing overseas operational sites. This is one of the important elements which will determine whether the multinational corporate would succeed in growth and globalization. Every management process and activity, in the Human Resource Management Policy, taken towards expatriate would directly affect the willingness and the emotion of an expatriate. On the other hand, the performance and growth of expatriates are affected by the leadership and the expectation of his/her line executive. This would further affect the whole organization performance.
This research is to study the effectiveness of「Human Resource Management Policy of multinational corporate」and「The Leadership style of Line Executive」towards expatriate’’s performance. However with this study, we hope we could have some inputs for the Human Resource Management Policy towards Globalization. This is to understand how the emotions of the expatriates are affected and what is the best way of leadership style? This includes the effect of "Transformational Leadership" and "Transactional Leadership" has on expatriate. Last but not least, it is hoped that this study would be of valuable reference to the management of multinational corporate.
Can be summed up as being following discovering in accordance with the results of study：
(1) The leadership style of executive reveals that Transformational
Leadership has a positive effect on expatriate’’s performance, and it is
significant.
(2) Transformational Leadership is a better approach than Transactional
Leadership which it could helps expatriate in performance achievement.

關鍵字(中)

★ 領導
★ 直線主管
★ 人力資源
★ 外派人員
★ 轉換型領導

關鍵字(英)

★ expatriate
★ Human Resource
★ Line Executive
★ leadership

論文目次

第一章緒論
第一節研究動機.......................................................... 1
第二節研究目的.......................................................... 4
第三節研究流程.......................................................... 5
第二章文獻探討
第一節國際化人力資源管理措施.................................... 6
第二節直線主管領導風格……........................................12
第三節外派人員工作績效之衡量....................................22
第三章研究方法
第一節研究架構與假設...................................................27
第二節控制變項之定義與衡量…......................................29
第三節抽樣方法............................................................33
第四節統計分析方法......................................................34
第四章研究結果
第一節回收樣本基本資料分析..........................................35
第二節量表之信度分析……………………………………....41
第三節問卷之敘述性分析…………………………………….42
第四節相關分析……………………………………………...44
第五節迴歸分析……………………………………………...46
第五章結論與建議
第一節研究結論..........................................................50
第二節研究貢獻與管理意涵..........................................52
第三節研究限制與建議................................................54
參考文獻...........................................................................55
附錄............................................................................61

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指導教授

林文政(Wen-Jeng Lin)

審核日期

2006-7-10

推文