參考文獻 |
中文部份
李秋燕,1999。台灣企業外派大陸人員人格特質、生涯發展傾向、駐外動機與留任意願之研究,國立中山大學人力資源管理研究所碩士論文。
李俐婷,2007。外派人員回任意願決定因素之研究─以台商外派至大陸人員為例,國立中央大學人力資源管理研究所碩士論文。
林文政,2006,「留住頂尖員工的新關鍵字“人才管理” (Talent Management)」,人才資本雜誌,第2期。
林文政,2006,「發現企業關鍵人才」,人才資本雜誌,第5期。
林文政,2009。國際人力資源管理,雙葉書廊。
周勝武、李百芳,2011。組織承諾與海外派遣意願關係之研究:以個人生涯規劃為中間變項,第五屆創新管理學術與實務研討會論文。
洪鐿月,2004。外派人員跨文化適應之研究,國立成功大學國際企業研究所碩士論文。
吳欣蓓、陸洛,2011。員工國際經驗、生涯發展與外派中國意願之關係-以家庭系統因素為調節變項,商略學報,3 卷3 期:175-196。
吳昭德(2007)。留才與員工發展的重要性。2008 年9 月10 日 資料來源http://tw.myblog.yahoo.com/peterwuhannspree/article?mid=3355&prev=3382&next=3318&l=f&fid=10
孫忠凱,2003。員工特質對外派意願之影響,國立中央大學人力資源管理研究所碩士論文。
莊朝正,1998,管理才能評鑑量表之建立—以某高科技公司為例,國立中央大學人力資源管理研究所碩士論文。
戚樹誠,2010,組織行為:台灣經驗與全球視野,雙葉書廊,P.231.
游添榮,2005。模糊多評準決策應用於海外人力派遣評選之研究,國立政治大學經營管理碩士學程碩士論文。
詹雅雯,2007。探討影響工作輪調效益之因素研究—以銀行從業人員為例,國立中央大學人力資源管理研究所碩士論文。
賴瑞瑩,2003,外派主管的管理職能之研究─以我國企業外派大陸地區為例,國立政治大學勞工研究所碩士論文。
經濟部,2007,95年度服務業經營活動報告。
行政院主計處,2011,中華民國行業標準分類(第9次修訂)。
英文部份
Adler, N.J.(1984). Women Do Not Want International Careers: And Other Myths About International Management, Organizational Dynamics, 13(2):66-79.
Adler, N.J. & Ghadar,F.(1989). Globalization and Human Resource Management. Global Strategic Management, 1:179-205.
Anderson. J. C. Milkovich. G.T. &Tsui. A. (1981). A Model of Intraorganizational Mobility. Academy of Management Review. 6:529-538.
Ball, J.(1999).Daimler Chrysler’s Transfer Woes: Workers Resist Moves Abroad and Here, The Wall Street Journal, 24 August: B1.
Bartlett. C.A, and Ghoshal, S, (1989). Managing Across Borders: The Transnational Solution. Massachusetts: Harvard Business School Press.
Barney, J.B.(1991). Firm resources and sustained competitive advantage. Journal of Management, 17: 99-120.
Benson, G.S. & Pattie, M. (2008). Is expatriation good for my career? The impact of expatriate assignments on perceived and actual career outcomes, The International Journal of Human Resource Management, 19(9): 1636–1653.
Bird, A. & Dunbar, R. (1991).Getting the Job Done Over There: Improving Expatriate Productivity, National Productivity Review, Spring, 145-156.
Black, S., Mendenhall, M. & Oddou, G.(1991). Toward a Comprehensive Model of International Adjustment: An Integration of Multiple Theoretical Perspectives, The Academy of Management Review, 16(2):291-317.
Black. J, S,, & Stephens, G, K. (1989).The Influence of the Spouse on American Expatriate Adjustment and Intent to Stay in Pacific Rim Overseas Assignments. Journal of Management, 15: 529-544.
Borstorff, P.S., Harris, S.G., Field, H.S. & Giles, W.F.(1997). Who’’ll Go? A Review of Factors Associated with Employee Willingness to Work Overseas, Human Resource Planning, 20(3):29-40.
Boyacigiller, N. (1991). International human resource management, Boston, MA: PWS-Kent.
Brett, J. M. (1982) Job Transfer and Well-being. Journal of Applied Psychology. 67: 450-463.
Brett, J. M., & Reilly, A. H. (1988). On the road again: Predicting the job transfer decision. Journal of Applied Psychology, 73: 614-620.
Brett, J. M., Stroh, L. K., & Reilly, A. H.(1993). Pulling up roots in the 1990s: Who’’s willing to relocate? Journal of Organizational Behavior, 14: 49-60.
Brett, J.M., & Stroh, L.K. (1995) Willingness to relocate internationally. Human Resource Management,34:405-424.
Caligiuri, P. M. & Stroh, L.K. (1995). Multinational corporation management strategies and international human resource practices: Bringing IHRM to the bottom line, International Journal of Human Resource Management, 6 (3):494-507.
Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Boston: Harvard Business School Press.
Carpenter, M.A., Sanders, W.G., and Gregersen, H.B.(2001) Bundling Human Capital with Organizational Context: The Impact of International Experience on Multinational Firm Performance and CEO Pay, Academy of Management Journal, 44: 493–511.
CIPD. (2009) Performance management in action: Current trend and practice[online]. Factsheet. London: Chartered Institute of Personnel and Development. Available at: http://www.cipd.co.uk/NR/rdonlyres/AC5B3F1D-CA83-4CB2-AD97-9B2333411133/0/Performance_management_in_action.pdf [Accessed 2009].
Claudio et al.(2011), How to Hang On to Your High Potentials, Harvard Business Review,10.
Cleveland, H., Mangone, G. J. & Adams, J. S.(1960). The Overseas Americans, New York: McGraw-Hill.
Collings, D.G. & Mellahi, K.(2009). Strategic talent management: A review and research agenda. Human Resource Management Review, 19:304-313.
Copeland, L., & Griggs, L. L. (1985),Going international, New York: Random House.
Dalton, G., Thompson, P. & Swallwood, W.(1986). Helping Engineers Help
Themselves, IEEE Spectrum, 23( 12):43-47.
Downes, M. & Thomas, A.S.(1999). Managing Overseas Assignments to Build Organizational Knowledge, Human Resource Planning, 22:33-48.
Dowling, P.J., Schuler, R.S. & Welch, D.E.(1994), International Dimensions of Human Resource Management (2nd. ed.), Belmont, CA.: Wadsworth.
Dunbar, E.(1992).Adjustment and Satisfaction of Expatriate U.S. Personnel. International Journal of Intercultural Relations. 16: 1-16,
Erbacher, D., D’Netto, B. & España, J.(2006). Expatriate Success in China: Impact of Personal and Situational Factors, The Journal of American Academy of Business, 9(2):183-188.
Evans, P., Lank, E., & Farquhar, A.(1991). Managing Human Resources in the International Firm: Lessons from Practice, in P, Evans, Y. Doz. & A. Laurent (eds.). Human Resource Management in International Firms. 133-142. London: McMillan Press Ltd.
Feldman, DC. and Thomas, D. (1992) Career Issues Facing Expatriate Managers, Journal of International Business Studies, 23: 271-94.
Fink, G., Meierwert, S., and Rohr, U. (2005), The use of repatriate knowledge in organizations, Human Resource Planning, 28(4):30-36.
Florkowski, G.W. & Fogel, D.S.(1999). Expatriate adjustment and commitment: the role of host-unit treatment, The International Journal of Human Resource Management, 10(5): 783-807.
Forster, N.(1997). ’’The persistent myth of high expatriate failure rates’’: a reappraisal, The International Journal of Human Resource Management, 8(4):414-433.
Evans, P,A,L.(1992), ’’Developing Leaders and Managing Development , European Management Journal. 10(1): 1-9.
Garden, A. M. (1990). Career Orientations of Software Developers in a Sample
of High Tech Companies, R&D Management, 20( 4):.337-353.
Gates, S,(1994), ’’The Changing Global Role of the Human Resource Function. The Conference Board. Report Number 1062-94-RR, New York.
Gomez-Mejia, L.R. and Balkin, D.B.(1987).Determinants of Managerial Satisfaction with the Expatriation and Repatriation Process, Journal of Management Development, 6: 7-17.
Gonzalez, R, F. & Negandhi, A. R.(1967). The United States Overseas Executive: His Orientation and Career Patterns, Michigan State University: Institute for Interactional Business and Economic Development Studies, Division of Research.
Gratton, L. (2000). Living strategy : Putting people at the heart of corporate purpose. London: FTP rentice Hall.
Gregersen, H.B., Morrison, A.J., & Black, J.S. (1998). Developing leaders for the global frontier. Sloan Management Review, 40(1), 21-32.
Gregersen. H. B., & Black. J. S. (1992) Antecedents to Commitment to a Parent Company and a Foreign Operation. Academy of Management Journal. 33: 65-90.
Guthridge, M., Komm, A.B., Lawson, E. (2008), Making talent a strategic priority, The McKinsey Quarterly, No.1
Harvey, M.G.(1989). Repatriation of Corporate Executives: An Empirical Study, Journal of International Business Studies, 201 (1): 131 —44.
Harvey, M.(1996). Addressing the Dual-Career Expatriate Dilemma, Human Resource Planning, 19: 18-39.
Harvey, M.(1996). The selection of managers for foreign assignments, The Columbia Journal of World Business, Winter, 102-118.
Harvey, M., & Novicevic, M. (2001). The emergence of the pluralism construct and the expatriation process. International Journal of Human Resource Management, 12(3): 333–356.
Hauser, J.(1999). Managing Expatriates Careers, HR Focus, 76: 11-12.
Heenan, D.A.& Perlmutter, H. V.(1979). Multinational Organizational Development Reading, MA: Addison-Wesley, pp.18-19.
Henry, E. R.(1965),What Business can Learn from Peace Corps Selection and Training, Personnel, 42, pp.17-25.
Hodgetts, R.M. & Luthans, F. (1993), US multinationals’ expatriate compensation strategies, Compensation and Benefits Review, 25: 57-62.
Hofstede, G. (1991).Cultures and organizations: Software of the mind. London: McGraw-Hill.
Inkson, K., Arthur, M.B., Pringle, J. and Barry, S. (1997), Expatriate Assignment Versus Overseas Experience: Contrasting Models of International Human Resource Development, Journal of World Business, 32(4):351-368.
Institute for Productivity and Human Resource Development (IPHRD)(2006). Workshop on implementation and assessor training of people developer standard, affiliated to Industrial Development and Renovation Organization (IDRO), Tehran, 13-14 December 2006.
Järvi, M. & Uusitalo, T.(2004). Job rotation in nursing: a study of job rotation among nursing personnel from the literature and via a questionnaire, Journal of Nursing Management, 12(5):337-347.
Kerr, S./Von Glinow, M. A.(1997). The Future of HR: Plus ça change, plus c’’est la meme chose, Human Resource Management, 36:115-120.
Konopaske, R. & Werner, S.(2005). US managers’’ willingness to accept a global assignment: do expatriate benefits and assignment length make a difference?, The International Journal of Human Resource Management, 16(7): 1159-1175.
Leavitt, W. M.(1996). High Pay and Low Morale-can High Pay, Excellent
Benefits, Job Security, and Low Job Satisfaction Coexist in a Public Agency,
Public Personnel Management, 25( 3):333-341.
Lee, L.Y.& Sukoco, B.M.(2008). The mediating effects of expatriate adjustment and operational capability on the success of expatriation, Social Behavior and Personality: an international journal, 36(9):1191.
Lepak, D. P., & Snell, S. A.(1999). The human resource architecture: Toward a theory of human capital allocation and development. Academy of Management Review, 24: 31–48.
Lewis, R., & Heckman, R.(2006). Talent management: A critical review. Human Resource Management Review, 16: 139–154.
Lombardo, M.M. & Eichinger, R.W.(2000). High Potentials as High Learners. Human Resource Management. 39(4): 321-330.
Mahajan, A.(2011). Host country national’s reactions to expatriate pay policies: making a case for a cultural alignment pay model, The International Journal of Human Resource Management, 22(1): 121–137.
Martocchio, J., & Zhou, J.(2001). Chinese and American managers’ compensation award decisions: A comparative policy capturing study, Personnel Psychology, 54(1):115-145.
McCall, M.(1998). High flyers : developing the next generation of leaders, Harvard Business School Press.
McCall M.W. and Hollenbeck, G.P. (2002): Developing Global Executives. Harvard Business School Press.
McDonnell, A., Gunnigle, P., Lamare,R., & Lavelle, J.(2010). Developing tomorrow’s leaders—Evidence of global talent management in multinational enterprises, Journal of World Business, 45:150-160.
McKinsey & Company.(1997) The War for Talent. Atlanta.
McLuhan, M., Powers, B.(1964).The Global Village: Transformations in World Life and Media in the 21st Century (Communication and Society), Oxford University Press.
Mendenhall, M. E. (2001). New perspectives on expatriate adjustment and its relationship to global leadership development. In M. W. Mendenhall, M. K. Torsten, & K. S. Günter (Eds.).Developing global business leaders: Policies, processes, and innovations (pp. 1-18). Westport, CT: Quorum Books.
Miller, E. L.. & Cheng. J. L. C.(1978). A Closer Look at the Decision to Accept an Overseas Position, Management International Review.18:25-33.
Mola , S.T., Bornb, M.Ph., Willemsenc ,M.E., van der Molenb H.T. & Derousb E.( 2009). When Selection Ratios Are High: Predicting the Expatriation Willingness of Prospective Domestic Entry-Level Job Applicants, Human Performance, 22(1): 1-22.
Mowday, R., Porter, L, W., & Steers, R, (1982). Employee-organization Linkages. New York: Academic Press.
Noe, R. A., & Barber, A. E. (1993). Willingness to Accept Mobility Opportunities: Destination Makes a Difference. Journal of Organizational Behavior. 14: 159-175.
Noe, R. A. (2005). Employee training and development, McGraw-Hill, 3 edition.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., and Wright, P. M. (2005). Fundamentals of Human Resource Management with Online Learning Center Code Card, 183 McGraw-Hill/Irwin; 2 edition.
Noe, R. A., Steffy, B. D. and Barber, A. E. (1988). An investigation of the factors influencing employees’’ willingness to accept mobility opportunities, Personnel Psychology, 41:559-580.
Oddou, G., Mendenhall, M. E., & Ritchie, J. B. (2000). Leveraging travel as a tool for global leadership development. Human Resource Management, 39, 159-172.
Osland, J.S., Bird, A., Mendenhall, M.E. and Osland, A. (2006). Developing global leadership capabilities and global mindset in Stahl and Bjorkmann (eds.) Handbook of Research in International Human Resource Management. Cheltenham: Edward Elgar.
Price water house Coopers (1999). International Assignments: European Policy and Practices. A. McErlain.
Pucik. V,(1985),Strategic Human Resource Management in a Multinational Firm, In V, Pucik, Strategic Management of Multinational Corporations. New York: John Wiley and Sons.
Pucik, V.& Saba, T.(1998). Selecting and Developing the Global Versus the Expatriate Manager: A Review of the State-of-the-Art, Human Resource Planning, 21(4):41-54.
Rothwell, W. J.(2002).Putting success into your succession planning, Journal of Business Strategy, 23(3): 32-37.
Rosenzweig, P.M.(1994). The new American challenge: Foreign multinational in the United States. California Management Review, Spring, 107-123.
Sanchez, J.J., Spector, P.E. & Cooper, C. L.(2000). Adapting to a boundaryless world: A developmental expatriate model, Academy of Management Executive, 14(2):97-106.
Saskia, S.(2011). An Emerging Global Market, Harvard International Review, 33(2):48-53.
Sehuler, R., Rogovsky, N.(1998). Understanding Compensation Practice Variations across Firms: The Impact of National Culture, Journal of International Business Studies, 29(1):159-177.
Selmer, J.(1999). Adjustment to Hong Kong: US v, European Expatriates, Human Resource Management Journal, 9: 83-93.
Selmer,J.(2001) Psychological Barriers to Adjustment of Western Business Expatriates in China. The International Journal of Human Resource Management. Mar:151-165
Selmer, J.(2004). Expatriates’’ hesitation and the localization of Western business operations in China, The International Journal of Human Resource Management, 15(6): 1094-1107.
Shaffer, M.A., Harrison, D.A., Gregersen, H., Black, J.S. & Ferzandi, L.A.(2006). You Can Take It With You: Individual Differences and Expatriate Effectiveness, Journal of Applied Psychology, 91(1):109–125.
Siljanena, T. & Lämsäb, A.M.(2009). The changing nature of expatriation: exploring cross-cultural adaptation through narrativity, The International Journal of Human Resource Management, 20(7): 1468-1486.
Solomon, CM.(1999). Short-term Assignments and Other Solutions, Workforce, 4: 38-40.
Stahl, G.K.(2000). Between Ethnocentrism and Assimilation: An Exploratory Study of the Challenges and Coping Strategies of Expatriate Managers, Academy of Management Proceedings & Membership Directory, 6:1-2.
Stephens, G,, &. Black. J. S.(1991).The Impact of the Spouse’’s Career Orientation on Managers During International Transfers. Journal of Management Studies. 28: 417-428.
Stroh, L . K ., Dennis, L . E., & Cramer, T. C .(1994). Predictors of expatriate adjustment . International Journal of Organizational Analysis, 2:176-192.
Templer, K.J.(2010). Personal attributes of expatriate managers, subordinate ethnocentrism, and expatriate success: a host-country perspective, The International Journal of Human Resource Management, 21(10): 1754–1768.
Tichy. N. and Sherman, S, 1993, Control Your Destiny or Someone Else Will. New York: Currency Doubleday.
Tung, R. L.(1981). Selection and training of personnel for overseas assignments, Columbia journal of world business, 16(1):68-78.
Tung, R. L.,(1982).Selection and Training Procedures of U.S., European, and Japanese Multinationals, California Management Review, 25 (3):57-78.
Tung, R. L., (1998) American expatriates abroad: From neophytes to Cosmopolitans. Journal of World Business, 33: 125–144.
Tung, R. L., Miller, E. L.,(1990) Managing in the twenty-first century: The need for global orientation, Management International Review, 30(1):5-18.
Varmaa, A., Pichlerb, S.& Budhwar, P.(2011). The relationship between expatriate job level and host country national categorization: an investigation in the UK, The International Journal of Human Resource Management, 22(1): 103–120.
Wang, C.H.(2008). A helping hand to expatriates: The relationships between host country nationals’personality traits and their altruistic behaviors and interaction adjustment to expatriates, Unpublished doctoral dissertation, National Central University, Taiwan.
Wagnera, M.R. & Westabya, J.D.(2009), The willingness to relocate to another country: The impact of cultural similarity, destination safety, and financial incentive, International Journal of Psychology, 44(4): 257-265.
Wederspahn, G. M.(1992). Costing Failures in Expatriate Human Resources Management, Human Resource Planning, 15.
Windham International, National Foreign Trade Council, and Institute for International Human Resources - Society for Human Resource Management (1999) Global Relocation Trends 1999 Survey Report.
Zedeck, S. & Mosier, K. L. (1990). Work in the family and employing organization.American Psychologist, 45:240-251.
|