| 摘要: | 儘管國際人力資源管理研究與跨國企業實務上，對於企業外派人員於外派任務前與任務期間投入了許多資源與關注，但對於回任階段卻相略忽視，而導致許多回任人員對於回任體驗有著較低的滿意度和適應度，進而導致較高的回任人員離職。回任人員的離職，對於企業有著諸多的負面影響，例如，企業損失先前投資在外派任務期間的資源、喪失運用回任人員於外派任務期間所獲取的新知識與能力，以及失去回任人員扮演知識傳遞與創造的重要角色。 本計畫預計對於回任研究與實務做出兩項產出與貢獻。第一，回任研究中，第一篇整理回任前因與成果的後設分析；此後設分析將以系統式的檢視有效提升回任體驗與行為的組織（如：組織支持和期望滿足）與個人（如：國際角色和因應能力）構面之前因，其回任體驗與行為包含回任人員的正面態度、適應、離職傾向和工作表現；並且，檢視回任對於組織（如：知識傳遞）和人員自身（如：職涯成功）的重要性，以及檢測數個文化價值觀的調節效果。本後設分析將開啟許多未來研究方向。第二，透過後設分析中的學術文獻整理和文化價值觀的調節檢測，本計畫也將產出一篇情境討論文章，探討台灣與西方不同情境下的回任管理；此情境討論將整理過往的相關實務文章與報導，探討台灣與西方不同的企業背景和商業環境、台灣與西方企業回任人員所面對的不同挑戰，以及這些情境差異對於研究的意涵。本情境討論將鼓勵未來研究者以更加「在地化」的觀點來研究台灣企業的回任管理。 ;Although both the international human resource management literature and multinational corporations invest considerable resources into the selection, preparation, and adjustment/performance of expatriates, both prior to and during their assignments. But, relatively less attention has been paid to the repatriation process. As a result, a high percentage of repatriates reported low adjustment and satisfaction with their repatriation experiences, and a significant percentage end up leaving the organization shortly upon return. Repatriate turnover is problematic for several reasons. First, it loses all the efforts and resources invested in the expatriate assignment. Second, it gives away the chance to utilize the newly-developed knowledge and skills that repatriates obtained during the expatriate assignment. Third and most importantly, it forgoes the possibility that repatriates can engage in the critical knowledge transfer and social capital creation upon repatriation. In this regard, the present project aims to provide the following two outputs. First, this project aims to provide a meta-analytic review of the antecedent and outcomes of repatriation. The meta-analytic review examines both the organizational (e.g., organizational supports and expectations met) and individual (e.g., international identity and coping skills) antecedents of repatriate experience and behaviors, such as repatriate desirable attitudes, adjustment, turnover intention, and job performance. It also examines the outcomes of repatriation importance for MNCs (e.g., knowledge transfer) and for repatriate themselves (e.g., career success). Moreover, several moderating effects of cultural values on the antecedents and outcomes of repatriation investigated will also be explored across different cultural groups. Second, in addition to the academic literature review, this project aims to provide a thorough review of practitioner outlets and media on repatriation practices. It is hoped that a theoretical and a practical discussion illustrating prior repatriate-related studies conducted in the Western and Taiwanese contexts, the differences in the business environments between Western MNCs and Taiwanese MNCs, as well as the differences in the difficulties faced by Western repatriates and Taiwanese repatriates can be summarized. The present project aims to make two main contributions to our understanding of the repatriate experience, behavior, and importance in the repatriate literature and practices. First, it provides the first meta-analysis on the antecedents of repatriate experience and behaviors, as well as the outcomes of repatriation for MNCs and repatriate themselves. Such a meta-analytic review is likely to open up many fruitful research directions. Second, no prior study in the repatriation literature has made direct cultural comparisons. This project examines the cultural moderating effects in the meta-analysis between Anglo versus Confucian Asian societies, and present a thorough review of repatriation literature/practices between the Western and Taiwanese contexts. Such a comparison can encourage researchers in the future to apply a more localized approach to examine more meaningful repatriate-related issues for Taiwanese MNCs and repatriates. |
