| 摘要: | 本研究主要是探討台資企業對外派大陸人員所採行之人力資源管理措施，諸如薪酬福利、訓練發展、工作特性及回任管理等措施，對外派人員之離職傾向與組織承諾是否有所影響，其主要目的為： (1）.探討各項人力資源管理措施對組織承諾與離職傾向是否有顯著差異及影響； (2）.尋求對組織承諾與離職傾向有顯著影響之管理措施； (3）.探究那些人力資源管理措施可以提高組織承諾與降低離職傾向； (4）.瞭解人口統計變項對組織承諾與離職傾向之影響。 本次研究對象主要為台資企業派駐中國大陸之台灣籍員工，採用網路及紙本之問卷調查方式，透過研究者過往的工作經歷及人資界之協助，於研究期間發出250份問卷，最終回收136份，並經過濾後取得120份有效樣本，問卷回收整理後藉由SPSS 15.0統計軟體進行Ｔ檢定、相關係數分析及階層迴歸等統計分析後，主要發現如下： (1）.人力資源管理措施中，影響組織承諾最大者為「薪酬福利」，而影響離職傾向最主要者為「工作特性」即員工潛在激勵分數，兩者皆達統計顯著水準。而本研究中之人力資源管理措施「回任管理」卻與組織承諾與離職傾向皆無顯著相關； (2）.「薪酬福利」、「訓練發展」、「工作特性」此三項措施對外派人員之組織承諾皆有正向影響，且均達統計顯著水準，代表此三項措施越趨完善，則派外員工之組織承諾越高； (3）.「訓練發展」、「工作特性」此二項措施對外派人員之離職傾向皆有負向之影響，且均達統計顯著水準，顯示訓練發展措施若越完備或工作特性越高，員工之離職傾向越低； (4）.在人口統計變項中得知派外員工在組織承諾部分：女性較男性高、年長者較年輕者高、非主管職者比主管職者高、年資深者比年資淺者高；在離職傾向方面：女性較男性高、年輕者較年長者高、年資淺者比年長者高。 關鍵字：薪酬福利、訓練發展、工作特性、回任管理、組織承諾、離職傾向。 This research mainly explores the influence of Human Resources Management measures exp. Compensation & Benefits, Training & Development, Job Characteristic, and repatriation arrangement on resignation tendency and organization commitment from expatriates who assigned to Mainland China in Taiwan funded companies. There are four purposes of this study, which are: (1).explore the positive influence of each Human Resources Management measure on resignation tendency and organization commitment; (2).seek for positive influence of Human Resources Management measures on resignation tendency and organization commitment; (3).explore which Human Resources Management measures may improve organization commitment and reduce resignation tendency; (4).understand the influence of population variable on resignation tendency and organization commitment. The object of this research is mainly focus on Taiwan employees who expatriated to Mainland China in Taiwan funded companies. The survey questionnaire was sent to people who worked in past or personal relationship in Human Resources field by paper and internet. The author sent out total 250 questionnaires, 136 completed questionnaires were returned, and 120 valid questionnaires were useable in this study. After statistical analysis by T examination, correlation coefficient analysis and social stratum through SPSS 15.0 software, the following are key findings as below: (1).The measure of “Compensation & Benefits” is most important influence on organization commitment. And, the measure of “Job Characteristic” is most important influence on resignation tendency, which is employee potential encourage score. Both of these two measures are significant in statistic. The measure of “Repatriation” is no influence on either organization commitment or resignation tendency； (2).The measure of “Compensation & Benefits”, “Training & Development” and “Job Characteristic” are positive influence on organization commitment from expats, which are significant in statistic. It means that more mature arrangements for these three measures, the higher organization commitment from expats； (3).The measure of “Training & Development” and “Job Characteristic” are negative influence on resignation tendency from expats, which are significant in statistic. It means the more mature arrangement for “Training & Development” or the higher “Job Characteristic” given, the lower resignation tendency from expats； (4).Based to population variable, female has higher organization commitment than male, old age is higher than young age, non-management level is higher than management level, and seniority is higher than juniority. Female has higher resignation tendency than male, young age is higher than old age, and juniority is higher than seniority. Keywords: Compensation, Training & Development, Job Characteristic, Repatriate management, Organization commitment, intent to leave. |
