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題名 全球經理人才能之研究－以台灣個人電腦產業為例
作者 黃桂深
貢獻者 黃秉德
黃桂深
日期 2002
上傳時間 9-May-2016 16:48:50 (UTC+8)
摘要 　　全球化是1990年代以來熱門的議題，許多公司開始進行全球性的拓展以尋求競爭優勢的來源，對許多企業而言，全球化的佈局現在已是生存的關鍵，因此正致力於理解關於全球觀及發展適任人才所牽涉的進程，此領域正是人力資源管理近年來開始必須破解的難題。企業全球化面臨的重大挑戰之一是，必須尋求適任的全球經理人/領導人，在商業的歷史中，從來沒有一個時刻對優秀全球經理人/領導人的需求如當前這般殷切，而究竟企業經理人應具備那些才能（competency），始能勝任全球化的企業競爭環境以提升成為全球經理人/領導人？
     　　目前關於全球經理人的文獻大多處於概念性的階段，而國內文獻尚無以全球經理人與國際經理人（或稱外派經理人）在概念上有區分為基礎，而對全球經理人應具備的才能進行探討，因此本研究以探索性研究出發，以國際分工程度高的個人電腦產業為範圍，選擇全球運籌管理模式經驗領先地位的台灣企業，從其全球經理人的觀點來探討全球經理人才能。研究目的在於：(1)從國內資深全球經理人的觀點，對企業面臨全球化趨勢下全球經理人所需具備的才能做概念性探索，發展適用於台灣全球經理人的才能；(2)從國內資深全球經理人的才能養成歷程及其觀點，探討培養全球經理人的有效方法。
     　　本研究利用開放式訪談進行資料蒐集，才能概念的建構方法，採用紮根理論中「開放性譯碼」的部份程序，並使用現有的McBer才能辭典做為譯碼參考，建構台灣資深全球經理人觀點之才能，研究成果分類為「成就和行動」、「幫助和服務他人」、「衝擊和影響」、「管理」、「認知」、「個人效能」、「跨文化/跨組織/跨功能」等七個群組；另外，從台灣現階段全球經理人能力養成經歷的特徵、其對培育未來全球經理人有效方法的觀點、及台灣電腦產業發展全球經理人面臨的議題等方面之分析結果，對發展台灣未來全球經理人的有效方法提出建議。
參考文獻 參考文獻
     一、中文參考文獻
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描述 碩士
國立政治大學
勞工研究所
87262009
資料來源 http://thesis.lib.nccu.edu.tw/record/#A2010000227
資料類型 thesis
dc.contributor.advisor 黃秉德zh_TW
dc.contributor.author (Authors) 黃桂深zh_TW
dc.creator (作者) 黃桂深zh_TW
dc.date (日期) 2002en_US
dc.date.accessioned 9-May-2016 16:48:50 (UTC+8)-
dc.date.available 9-May-2016 16:48:50 (UTC+8)-
dc.date.issued (上傳時間) 9-May-2016 16:48:50 (UTC+8)-
dc.identifier (Other Identifiers) A2010000227en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/95671-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 勞工研究所zh_TW
dc.description (描述) 87262009zh_TW
dc.description.abstract (摘要) 　　全球化是1990年代以來熱門的議題，許多公司開始進行全球性的拓展以尋求競爭優勢的來源，對許多企業而言，全球化的佈局現在已是生存的關鍵，因此正致力於理解關於全球觀及發展適任人才所牽涉的進程，此領域正是人力資源管理近年來開始必須破解的難題。企業全球化面臨的重大挑戰之一是，必須尋求適任的全球經理人/領導人，在商業的歷史中，從來沒有一個時刻對優秀全球經理人/領導人的需求如當前這般殷切，而究竟企業經理人應具備那些才能（competency），始能勝任全球化的企業競爭環境以提升成為全球經理人/領導人？
     　　目前關於全球經理人的文獻大多處於概念性的階段，而國內文獻尚無以全球經理人與國際經理人（或稱外派經理人）在概念上有區分為基礎，而對全球經理人應具備的才能進行探討，因此本研究以探索性研究出發，以國際分工程度高的個人電腦產業為範圍，選擇全球運籌管理模式經驗領先地位的台灣企業，從其全球經理人的觀點來探討全球經理人才能。研究目的在於：(1)從國內資深全球經理人的觀點，對企業面臨全球化趨勢下全球經理人所需具備的才能做概念性探索，發展適用於台灣全球經理人的才能；(2)從國內資深全球經理人的才能養成歷程及其觀點，探討培養全球經理人的有效方法。
     　　本研究利用開放式訪談進行資料蒐集，才能概念的建構方法，採用紮根理論中「開放性譯碼」的部份程序，並使用現有的McBer才能辭典做為譯碼參考，建構台灣資深全球經理人觀點之才能，研究成果分類為「成就和行動」、「幫助和服務他人」、「衝擊和影響」、「管理」、「認知」、「個人效能」、「跨文化/跨組織/跨功能」等七個群組；另外，從台灣現階段全球經理人能力養成經歷的特徵、其對培育未來全球經理人有效方法的觀點、及台灣電腦產業發展全球經理人面臨的議題等方面之分析結果，對發展台灣未來全球經理人的有效方法提出建議。		zh_TW
dc.description.tableofcontents 謝辭
     摘要-----I
     目錄-----III
     圖表目錄-----VI
     第一章　緒論-----1
     　　第一節　研究動機-----1
     　　第二節　研究範圍、目的與問題-----3
     　　第三節　名詞釋義-----4
     第二章　文獻探討-----7
     　　第一節　才能(competency)-----7
     　　　　一、才能定義-----7
     　　　　二、McBer才能辭典-----10
     　　第二節　企業國際化階段與經理人所需才能之調整-----21
     　　　　一、國內企業(domestic)階段-----21
     　　　　二、國際企業(international)階段-----21
     　　　　三、多國企業(multinational)階段-----22
     　　　　四、全球企業(global)階段-----22
     　　第三節　全球經理人才能-----25
     　　　　一、管理者和領導者之區分-----25
     　　　　二、全球經理人才能文獻回顧-----26
     　　　　三、全球領導人才能文獻回顧-----35
     　　　　四、小結-----42
     　　第四節　發展全球經理人的人力資源管理措施-----45
     　　　　一、國際經理人與全球經理人的成功決定因素-----45
     　　　　二、北美及歐洲發展全球經理人的人力資源實務-----48
     　　　　三、全球經理人才能探討在人力資源管理上的啟示-----50
     　　第五節　個人電腦產業之全球運籌管理趨勢-----51
     　　　　一、個人電腦產業全球運籌管理模式出現之環境面驅動因素-----52
     　　　　二、全球運籌管理模式對產業分工的影響-----53
     　　　　三、全球運籌管理模式對全方位跨國管理人才之迫切需求-----54
     　　第六節　研究觀點之提出-----54
     　　　　一、本章小結-----54
     　　　　二、研究觀點之提出-----56
     第三章　研究方法-----59
     　　第一節　研究方法-----59
     　　第二節　研究流程-----61
     　　第三節　個案人物的選取-----62
     　　第四節　才能概念建構方法-----63
     　　第五節　訪談資料分析方法-----64
     　　第六節　研究限制-----65
     第四章　個案描述與個案才能概念建構-----67
     　　第一節　A全球經理人-----69
     　　　　一、A全球經理人個案描述-----69
     　　　　二、A全球經理人觀點之才能-----70
     　　第二節　B全球經理人-----73
     　　　　一、B全球經理人個案描述-----73
     　　　　二、B全球經理人觀點之才能-----73
     　　第三節　C全球經理人-----77
     　　　　一、C全球經理人個案描述-----77
     　　　　二、C全球經理人觀點之才能-----78
     　　第四節　D全球經理人-----84
     　　　　一、D全球經理人個案描述-----84
     　　　　二、D全球經理人觀點之才能-----84
     　　第五節　E全球經理人-----88
     　　　　一、E全球經理人個案描述-----88
     　　　　二、E全球經理人觀點之才能-----89
     　　第六節　F全球經理人-----92
     　　　　一、F全球經理人個案描述-----92
     　　　　二、F全球經理人觀點之才能-----92
     　　第七節　G全球經理人-----97
     　　　　一、G全球經理人個案描述-----97
     　　　　二、G全球經理人觀點之才能-----98
     　　第八節　H全球經理人-----102
     　　　　一、H全球經理人個案描述-----102
     　　　　二、H全球經理人觀點之才能-----103
     　　第九節　I全球經理人-----109
     　　　　一、I全球經理人個案描述-----109
     　　　　二、I全球經理人觀點之才能-----110
     　　第十節　J全球經理人-----116
     　　　　一、J全球經理人個案描述-----116
     　　　　二、J全球經理人觀點之才能-----117
     第五章　個案訪談資料分析-----125
     　　第一節　個案全球經理人觀點之才能分析-----125
     　　　　一、個案全球經理人才能彙整與分析-----125
     　　　　二、本研究全球經理人才能對照外派經理人與全球經理人的成功決定因素-----129
     　　第二節　現階段台灣全球經理人能力養成經歷的特徵-----131
     　　第三節　培養全球經理人的有效方法－個案人物觀點-----136
     　　第四節　台灣個人電腦產業發展全球經理人面臨的議題-----143
     　　　　一、以外派方式培養全球經理人的問題面面觀-----143
     　　　　二、相關機制有待建立-----146
     第六章　結論與建議-----147
     　　第一節　本研究提出全球經理人才能-----147
     　　　　一、本研究提出全球經理人才能-----147
     　　　　二、本研究成果現階段之貢獻與應用之建議-----147
     　　第二節　培養全球經理人的有效方法-----150
     　　第三節　對後續研究之建議-----151
     參考文獻-----153
     
     圖表目錄
     圖2-1　才能冰堡模型-----9
     圖2-2　才能因果流動模型-----10
     圖3-1　研究流程-----61
     表2-1　McBer才能辭典包含項目-----19
     表2-2　全球經理人與傳統國際經理人跨國技能比較-----24
     表2-3　管理和領導的主要區別-----26
     表2-4　三種全球經理人-----27
     表2-5　取法全球性領導人物／全球經理人必備才能-----33
     表2-6　全球經理人／全球領導人應具備才能各種觀點彙整表-----44
     表2-7　外派經理人與全球經理人的成功決定因素-----47
     表2-8　發展全球經理人之人力資源實務（北美及歐洲領先廠商做法）-----49
     表3-1　受訪全球經理人目前職位-----62
     表4-1　A全球經理人觀點之才能-----71
     表4-2　B全球經理人觀點之才能-----74
     表4-3　C全球經理人觀點之才能-----79
     表4-4　D全球經理人觀點之才能-----85
     表4-5　E全球經理人觀點之才能-----90
     表4-6　F全球經理人觀點之才能-----93
     表4-7　G全球經理人觀點之才能-----99
     表4-8　H全球經理人觀點之才能-----104
     表4-9　I全球經理人觀點之才能-----111
     表4-10　J全球經理人觀點之才能-----118
     表5-1　本研究個案人物與才能彙整表-----128
     表5-2　本研究全球經理人才能對照外派經理人與全球經理人的成功決定因素-----129
     表6-1　本研究提出全球經理人/領導人才能-----149		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#A2010000227en_US
dc.title (題名) 全球經理人才能之研究－以台灣個人電腦產業為例zh_TW
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 參考文獻
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