學術產出-學位論文
文章檢視/開啟
書目匯出
-
題名 台灣社會新鮮人至海外國家的就業意願與特性研究
Research on the Characteristics and Willingness of Fresh Graduates Working Abroad作者 陳威岷
Chen, Wei-Min貢獻者 林月雲
Lin, Yeh-Yun
陳威岷
Chen, Wei-Min關鍵詞 海外就業
就業意願
台灣社會新鮮人
政治風險
國家文化差異
經濟發展程度
working abroad
working willingness
Taiwan’s fresh graduates
political risk
cultural difference
economic development level日期 2019 上傳時間 7-八月-2019 17:13:28 (UTC+8) 摘要 在全球化的浪潮下，各國之本土企業開始轉型為國際企業，並面臨著資源的重分配，其中人力資本的配置尤為重要；如何篩選合適的員工前往海外，如何說服員工遠赴他鄉為組織開闢疆土，如何確保員工在異地表現良好等，都顯示出國際人力資源將扮演著相當關鍵的角色。而在台灣，隨著持續上升的海外工作人數，也反映出企業對於海外人才的需求，且在海外工作人員的年齡逐漸下降的同時，有越來越多的社會新鮮人，表示有意願前往海外就業 (1111人力調查，2018)，然而究竟是什麼因素讓他們如此有意願？是否可以用這些因素作為篩選機制？而這些因素在衡量外派適合度時，又是否該有權重的不同？本研究便是在這樣的背景下，欲探討台灣的社會新鮮人至海外國家就業的意願和特性，並以環境因素 (政治風險、國家文化差異、經濟發展程度、英文使用程度) 和個人因素 (文化智商、成就動機、無疆界職涯) 來做進一步的研究。本研究以問卷發放的方式針對台灣的社會新鮮人做調查，共回收321份問卷，有效樣本共305份，研究結果發現:(一) 台灣社會新鮮人認為海外國家政治風險愈高，對至海外國家就業意願愈弱。(二) 台灣社會新鮮人認為台灣與海外國家之文化差異愈大，對至海外國家就業意願愈弱。(三) 台灣社會新鮮人認為海外國家的經濟發展程度較台灣愈高，對至海外國家就業意願愈強。(四) 台灣社會新鮮人的文化智商愈高，對至海外國家就業意願愈強。(五) 台灣社會新鮮人的成就動機愈高，對至海外國家就業意願愈強。(六) 台灣社會新鮮人愈具有無疆界職涯傾向，對至海外國家就業意願愈強。(七) 政治風險在經濟發展程度對海外就業意願的影響為完全中介。(八)無疆界職涯在成就動機對海外就業意願的影響為完全中介。
The trend of globalization has made business around the globe transform into international business, and the allocation of human capital is especially crucial when it comes to resource reallocation. For instance, how to select suitable employee to work overseas, how to convince employee to travel to a distant country to expand business sales, and how to ensure that expatriates will perform well in a foreign country. All of these indicate that international human resource plays a critical role in current human resource management. As for Taiwan, the rising number of people working abroad also reflects the need for international professionals. Other than ordinary employees, more and more fresh graduates have expressed their willingness to working abroad, based on 1111 human resource 2018 Survey. Yet, what are the reasons for fresh graduates to have such willingness? Can we use these reasons as a selection mechanism? Are there different weights for various selection criteria? This research is conducted under this background, aiming to discuss the characteristics and willingness of fresh graduates working abroad, including environmental factors (i.e. political risk, cultural differences, economic development level, English language) and individual factors (cultural intelligence, achievement motivation, boundaryless career).參考文獻 一、 中文文獻1. 何明城，(2016)。管理學。台北：高點文化事業有限公司。2. 吳秉恩，(1993)。組織行為學。台北：華泰書局。3. 吳欣蓓、陸洛、楊曉薇、林奇皓，(2013)。外派職涯承諾, 文化智商與自願外派中國意願之關聯: 家庭及組織支持的調節效果。應用心理研究，59，81-126。4. 李孟南 (2009)。員工協助方案(EAPs)對於海外派遣人員文化適應之影響—以在台子公司為例。中原大學，企業管理研究所，桃園。5. 李秋燕 (2000)。台灣企業外派大陸人員人格特質、生涯發展傾向、駐外動機及駐外適應與留任意願之研究。國立中山大學，人力資源管理研究所，高雄。6. 林銘瀚 (2012)。我國人民海外就業因素之探討。國立臺北大學，統計學系，台北。7. 林文政，(2016)。人力資源管理的12堂課。台北：遠見天下文化出版股份有限公司。8. 周尚曄，(2012)。社會新鮮人學生時期友誼的維持與轉變探討。台灣心理諮商季刊，4卷4期，37-54。9. 陸洛，(2012)。海外派遣與全球職涯發展之新挑戰。國家文官學院T&D飛訊，144期，1-29。10. 陳建融 (2009)。成就動機、個人生涯發展管理與海外派遣意願之研究─以某大學管理學院學生為例。國立嘉義大學，管理研究所，嘉義。11. 陳建良 (2016)。派駐國環境知覺與外派東協發展中國家意願間關係之研究:以 外派津貼為調節效果。國立高雄師範大學，人力與知識管理研究所，高雄。12. 陳彰儀、張裕隆、王榮春、李文銓，(2001)。應用傳記式問卷預測駐派大陸員工之外派適應，10期，135-166。13. 陳慧凉、林次秀，(2010)。臺南地區服務業社會新鮮人上班服飾消費偏好與價值觀調查。台南科大學報，第 28期，23-44。14. 許心怡 (2005)。國內某大學理工學院研究生之家庭因素、成就動機因素對海外派遣意願之研究。國立嘉義大學，管理研究所，嘉義。15. 曹光章，(2006)。建立適應社會主義和諧社會要求的社會主義主導價值觀。學術動態，11，9-9。16. 黃卡亞，全球人才移動趨勢高 外派工作不再是選擇題！，2018年4月16日，檢自：https://www.businesstoday.com.tw/article/category/80409/post/201804160003/%E5%85%A8%E7%90%83%E4%BA%BA%E6%89%8D%E7%A7%BB%E5%8B%95%E8%B6%A8%E5%8B%A2%E9%AB%98%20%E5%A4%96%E6%B4%BE%E5%B7%A5%E4%BD%9C%E4%B8%8D%E5%86%8D%E6%98%AF%E9%81%B8%E6%93%87%E9%A1%8C%EF%BC%8117. 楊國樞，(1978)。心理學。台北:三民書局。18. 楊國樞、文崇一，(1982)。社會及行為科學研究的中國化。中央研究院民族學研究所專刊，10期，153-188。19. 趙必孝，(1998)。國際人力資源管理。台北:華泰書局。20. 蕭婷方，我為什麼買了單程機票，2017年7月31日，檢自：https://www.cw.com.tw/article/articleLogin.action?id=5084141&utm_campaign=line_-website_share-icon&utm_medium=website_share&utm_source=line_21. 謝季芳 (2014)。個人因素、雙親因素與海外就業意願關係之探討─以年輕世代為例。國立嘉義大學。企業管理學研究所，嘉義。22. 魏鸞瑩，(2014)。從文化智力(CQ)談國際觀之養成。國家文官學院T&D飛訊，200期，1-23。二、 英文文獻1. Adler, P. S. (2001). Market, hierarchy, and trust: The knowledge economy and the future of capitalism. Organization science, 12(2), 215-234.2. Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and organization review, 3(3), 335-371.3. Arthur, M. B., & Rousseau, D. M. (Eds.). (2001). The boundaryless career: A new employment principle for a new organizational era. Oxford University Press on Demand.4. Atkinson, J. W. (1957). Motivational determinants of risk-taking behavior. Psychological review, 64(6p1), 359.5. Atkinson, J. W., & Feather, N. T. (Eds.). (1966). A theory of achievement motivation (Vol. 66). New York: Wiley.6. Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.7. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.8. Barrett, A., & O`Connell, P. J. (2001). Does training generally work? The returns to in-company training. ILR Review, 54(3), 647-662.9. Beechler, S., & Baltzley, D. (2009). Finding and developing global leaders, Chapter 25 in J. Storey, P. Wright and D. Ulrich.10. 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(4), 529-544.11. Bolino, M. C. (2007). Expatriate assignments and intra-organizational career success: Implications for individuals and organizations. Journal of international business studies, 38(5), 819-835.12. Borstorff, P. C., Harris, S. G., Feild, H. S., & Giles, W. F. (1997). Who`ll go? A review of factors associated with employee willingness to work overseas. People and Strategy, 20(3), 29.13. Brett, J. M., & Reilly, A. H. (1988). On the road again: Predicting the job transfer decision. Journal of Applied Psychology, 73(4), 614.14. 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(1), 49-60.15. Camiah, N., & Hollinshead, G. (2003). Assessing the potential for effective cross-cultural working between “new” Russian managers and western expatriates. Journal of World Business, 38(3), 245-261.16. Cervantes, M., & Guellec, D. (2002). The brain drains: Old myths, new realities. Organisation for Economic Cooperation and Development. The OECD Observer, (230), 40.17. Collings, D. G., Scullion, H., & Morley, M. J. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), 198-213.18. Conteh-Morgan, M. E. (2001). Empowering ESL students: A new model for information literacy instruction. Research strategies, 18(1), 29-38.19. Dawson, J. L. M. (1973). Effects of Ecology and Subjective Culture on Individual Traditional-Modern Attitude Change, Achievement Motivation, and Potential for Economic Development in the Japanese and Eskimo Societies. International Journal of Psychology, 8: 215-225.20. De Cieri, H., & Dowling, P. J. (1999). Strategic human resource management in multinational enterprises: theoretical and empirical developments. Research in personnel and human resources management, 4(1999), 305-327.21. Doherty, N., Dickmann, M., & Mills, T. (2010). Mobility attitudes and behaviours among young Europeans. Career Development International, 15(4), 378-400.22. Doherty, N., Dickmann, M., & Mills, T. (2011). Exploring the motives of company-backed and self-initiated expatriates. The International Journal of Human Resource Management, 22(03), 595-611.23. Dumont, J. C., & Lemaître, G. (2005). Counting immigrants and expatriates in OECD countries.24. Dupuis, M.J., Haines, V.Y. III, and Saba, T. (2008), ‘Gender, Family Ties, and International Mobility: Cultural Distance Matters,’ International Journal of Human Resource Management, 19, 2, 274–295.25. Earley, P. C., & Ang, S. (2003). Cultural intelligence: Individual interactions across cultures. Stanford University Press.26. Earley, P. C., & Mosakowski, E. (2004). Cultural intelligence. Harvard business review, 82(10), 139-146.27. GMAC/SHRM Global Forum (2006). Global Relocation Trends: 2005 Survey Report. Warren, NJ: GMAC.28. Hammer, M. R., Hart, W., & Rogan, R. (1998). Can you go home again? An analysis of the repatriation of corporate managers and spouses. MIR: Management International Review, 67-86.29. Harvey, M. (1993). Designing a global compensation system: The logic and a model. The Columbia Journal of World Business, 28(4), 56-72.30. Harvey, M. G. (1993). A model to determine standardization of the advertising process in international markets. Journal of Advertising Research, 33(4), 57-65.31. Harvey, M. (1996). The selection of managers for foreign assignments: a planning perspective. Colum- bia Journal of World Business, 31(4), 57–68.32. Harvey, M. G., Speier, C., & Novicevic, M. M. (2000). Strategic global human resource management: The role of inpatriate managers. Human resource management review, 10(2), 153-175.33. Harzing, A. W. K. (1995). The persistent myth of high expatriate failure rates. International Journal of Human Resource Management, 6(2), 457-474.34. Haslberger, A. (2005). Facets and dimensions of cross-cultural adaptation: refining the tools. Personnel Review, 34(1), 85-109.35. Haslberger, A., & Brewster, C. (2005, December). TOWARDS A TAuONOMY OF EuPATRIATE ADJUSTMENT. In 4th International Conference on IberoAmerican Academy of Management. Lisbon (pp. 8-12).36. Helmreich, R. L., & Spence, J. T. (1978). The Work and Family Orientation Questionnaire: An objective instrument to assess components of achievement motivation and attitudes toward family and career. American Psycholog. Ass., Journal Suppl. Abstract Service.37. Inkson, K., Arthur, M. B., Pringle, J., & Barry, S. (1997). Expatriate assignment versus overseas experience: Contrasting models of international human resource development. Journal of world business, 32(4), 351-368.38. Jassawalla, A., Truglia, C., & Garvey, J. (2004). Cross-cultural conflict and expatriate manager adjustment: An exploratory study. Management Decision, 42(7), 837-849.39. Karney, B. R., Bradbury, T. N., Fincham, F. D., & Sullivan, K. T. (1994). The role of negative affectivity in the association between attributions and marital satisfaction. Journal of personality and social psychology, 66(2), 413.40. Kim, J., & Froese, F. J. (2012). Expatriation willingness in Asia: the importance of host-country characteristics and employees` role commitments. The International Journal of Human Resource Management, 23(16), 3414-3433.41. Kraimer, M. L., Wayne, S. J., & Jaworski, R. A. A. (2001). Sources of support and expatriate performance: The mediating role of expatriate adjustment. Personnel Psychology, 54(1), 71-99.42. Kraimer, M. L., Shaffer, M. A., & Bolino, M. C. (2009). The influence of expatriate and repatriate experiences on career advancement and repatriate retention. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 48(1), 27-47.43. Latham, G. P., & Locke, E. A. (1991). Self-regulation through goal setting. Organizational behavior and human decision processes, 50(2), 212-247.44. Leonard, N. H., Beauvais, L. L., & Scholl, R. W. (1999). Work motivation: The incorporation of self-concept-based processes. Human relations, 52(8), 969-998.45. Lin, C. Y. Y., Lu, T. C., & Lin, H. W. (2012). A different perspective of expatriate management. Human Resource Management Review, 22(3), 189-207.46. Liu, Y., Liu, J., & Wu, L. (2010). Are you willing and able? Roles of motivation, power, and politics in career growth. Journal of Management, 36(6), 1432-1460.47. Maehr, M. L. (1974). Culture and achievement motivation. American Psychologist, 29(12), 887.48. Maehr, M. L., & Nicholls, J. G. (1980). Culture and achievement motivation: A second look. Studies in cross-cultural psychology, 2, 221-267.49. Maisonrouge, J. G. (1983). The education of a modern international manager. Journal of International Business Studies, 14(1), 141-146.50. Mandal, S.K. (2000), ‘Reconsidering Cultural Globalization: The English Language in Malaysia,’ Third World Quarterly, 21, 6, 1001–1012.51. Maznevski, M.L. & Lane. H.W. 2003. Shaping the global mind-set: Designing educational experiences for effective global thinking and action. In Boyacigiller, N., Goodman, R. and Philips M., (Eds), Teaching and Experiencing Cross-Cultural Management: lessons From Master Teachers. London: Routledge.52. McClelland, D. C. (1962). Business drive and national achievement. Harvard Business Review, 40(4), 99-112.53. McClelland, D. C., Atkinson, J. W., Clark, R. A., & Lowell, E. L. (1976). The achievement motives.54. Mendenhall, M. E., Dunbar, E., & Oddou, G. R. (1987). Expatriate selection, training and career‐pathing: a review and critique. Human Resource Management, 26(3), 331-345.55. Miller, E. L., & Cheng, J. L. (1978). A closer look at the decision to accept an overseas position. Management International Review, 25-3356. Mol, S.T., Born, M.P., Willemsen, M.E., Henk, T.V.D.M., and Derous, E. (2009), ‘When Selection Ratios are High: Predicting the Expatriation Willingness of Prospective Domestic Entry-Level Job Applicants,’ Human Performance, 22, 1–22.57. Murray, H. A. (1938). Explorations in personality: a clinical and experimental study of fifty men of college age. Oxford, England: Oxford Univ. Press.58. Noe, R. A., & Barber, A. E. (1993). Willingness to accept mobility opportunities: Destination makes a difference. Journal of Organizational Behavior, 14(2), 159-175.59. Oberg, K. (1960). Cultural shock: Adjustment to new cultural environments. Practical anthropology, (4), 177-182.60. O’Brien, J., Keivani, R., & Glasson, J. (2007). Towards a new paradigm in environmental policy development in high-income developing countries: The case of Abu Dhabi, United Arab Emirates. Progress in Planning, 68(4), 201-256.61. Parker, P., & Inkson, K. (1999). New forms of career: The challenge to human resource management. Asia Pacific Journal of Human Resources, 37(1), 76-85.62. Peltokorpi, V., & Jintae Froese, F. (2009). Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan?. The International Journal of Human Resource Management, 20(5), 1096-1112.63. Raines, C. (2002). Managing millennials. Connecting Generations: The Sourcebook, 16.64. Rousseau, D., Hill, A. R., & Marangoni, A. G. (1996). Restructuring butterfat through blending and chemical interesterification. 3. Rheology. Journal of the American Oil Chemists` Society, 73(8), 983-989.65. Schein, E. H. (1996). Culture: The missing concept in organization studies. Administrative science quarterly, 229-240.66. Shaffer, M. A., & Harrison, D. A. (1998). EXPATRIATES`PSYCHOLOGICAL WITHDRAWAL FROM INTERNATIONAL ASSIGNMENTS: WORK, NONWORK, AND FAMILY INFLUENCES. Personnel psychology, 51(1), 87-118.67. Shaffer, M. A., & Harrison, D. A. (2001). Forgotten partners of international assignments: development and test of a model of spouse adjustment. Journal of Applied Psychology, 86(2), 238.68. Shaffer, M. A., Harrison, D. A., Gilley, K. M., & Luk, D. M. (2001). Struggling for balance amid turbulence on international assignments: Work–family conflict, support and commitment. Journal of Management, 27(1), 99-121.69. Stahl, G. K., Miller, E. L., & Tung, R. L. (2002). Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. Journal of World Business, 37(3), 216-227.70. Tenbrunsel, A. E., Brett, J. M., Maoz, E., Stroh, L. K., & Reilly, A. H. (1995). Dynamic and static work-family relationships. Organizational Behavior and Human Decision Processes, 63(3), 233-246.71. Tharenou, P. (2008). Disruptive decisions to leave home: Gender and family differences in expatriation choices. Organizational Behavior and Human Decision Processes, 105(2), 183-200.72. Thomas, D. C., Lazarova, M. B., & Inkson, K. (2005). Global careers: new phenomenon or new perspectives?. Journal of World Business, 40(4), 340-347.73. Tung, R. L. (1998). American expatriates abroad: From neophytes to cosmopolitans. Journal of world business, 33(2), 125-144.74. van der Velde, M. E., Bossink, C. J., & Jansen, P. G. (2005). Gender differences in the determinants of the willingness to accept an international assignment. Journal of Vocational Behavior, 66(1), 81-103.75. Wederspahn, G. M. (1992). Costing Failures in Expatriate Human Resources Management. Human Resource Planning, 15(3).76. Winchie, D. B., & Carment, D. W. (1989). Migration and motivation: The migrant`s perspective. International Migration Review, 23(1), 96-104.77. Yongmei L, Liu J, Longzeng W. (2010). Are you willing and able? Roles of motivation, power, and politics in career growth. Journal of Management, 36(6), 1432-1460.78. Yurkiewicz, J., & Rosen, B. (1995). Increasing receptivity to expatriate assignments. Expatriate management, 37-56.79. Zhu, W., Luthans, F., Chew, I. K., & Li, C. (2006). Potential expats in Singaporean80. organizations. Journal of Management Development, 25(8), 763-776. 描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
106363105資料來源 http://thesis.lib.nccu.edu.tw/record/#G0106363105 資料類型 thesis dc.contributor.advisor 林月雲 zh_TW dc.contributor.advisor Lin, Yeh-Yun en_US dc.contributor.author (作者) 陳威岷 zh_TW dc.contributor.author (作者) Chen, Wei-Min en_US dc.creator (作者) 陳威岷 zh_TW dc.creator (作者) Chen, Wei-Min en_US dc.date (日期) 2019 en_US dc.date.accessioned 7-八月-2019 17:13:28 (UTC+8) - dc.date.available 7-八月-2019 17:13:28 (UTC+8) - dc.date.issued (上傳時間) 7-八月-2019 17:13:28 (UTC+8) - dc.identifier (其他 識別碼) G0106363105 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/125068 - dc.description (描述) 碩士 zh_TW dc.description (描述) 國立政治大學 zh_TW dc.description (描述) 企業管理研究所(MBA學位學程) zh_TW dc.description (描述) 106363105 zh_TW dc.description.abstract (摘要) 在全球化的浪潮下，各國之本土企業開始轉型為國際企業，並面臨著資源的重分配，其中人力資本的配置尤為重要；如何篩選合適的員工前往海外，如何說服員工遠赴他鄉為組織開闢疆土，如何確保員工在異地表現良好等，都顯示出國際人力資源將扮演著相當關鍵的角色。而在台灣，隨著持續上升的海外工作人數，也反映出企業對於海外人才的需求，且在海外工作人員的年齡逐漸下降的同時，有越來越多的社會新鮮人，表示有意願前往海外就業 (1111人力調查，2018)，然而究竟是什麼因素讓他們如此有意願？是否可以用這些因素作為篩選機制？而這些因素在衡量外派適合度時，又是否該有權重的不同？本研究便是在這樣的背景下，欲探討台灣的社會新鮮人至海外國家就業的意願和特性，並以環境因素 (政治風險、國家文化差異、經濟發展程度、英文使用程度) 和個人因素 (文化智商、成就動機、無疆界職涯) 來做進一步的研究。本研究以問卷發放的方式針對台灣的社會新鮮人做調查，共回收321份問卷，有效樣本共305份，研究結果發現:(一) 台灣社會新鮮人認為海外國家政治風險愈高，對至海外國家就業意願愈弱。(二) 台灣社會新鮮人認為台灣與海外國家之文化差異愈大，對至海外國家就業意願愈弱。(三) 台灣社會新鮮人認為海外國家的經濟發展程度較台灣愈高，對至海外國家就業意願愈強。(四) 台灣社會新鮮人的文化智商愈高，對至海外國家就業意願愈強。(五) 台灣社會新鮮人的成就動機愈高，對至海外國家就業意願愈強。(六) 台灣社會新鮮人愈具有無疆界職涯傾向，對至海外國家就業意願愈強。(七) 政治風險在經濟發展程度對海外就業意願的影響為完全中介。(八)無疆界職涯在成就動機對海外就業意願的影響為完全中介。 zh_TW dc.description.abstract (摘要) The trend of globalization has made business around the globe transform into international business, and the allocation of human capital is especially crucial when it comes to resource reallocation. For instance, how to select suitable employee to work overseas, how to convince employee to travel to a distant country to expand business sales, and how to ensure that expatriates will perform well in a foreign country. All of these indicate that international human resource plays a critical role in current human resource management. As for Taiwan, the rising number of people working abroad also reflects the need for international professionals. Other than ordinary employees, more and more fresh graduates have expressed their willingness to working abroad, based on 1111 human resource 2018 Survey. Yet, what are the reasons for fresh graduates to have such willingness? Can we use these reasons as a selection mechanism? Are there different weights for various selection criteria? This research is conducted under this background, aiming to discuss the characteristics and willingness of fresh graduates working abroad, including environmental factors (i.e. political risk, cultural differences, economic development level, English language) and individual factors (cultural intelligence, achievement motivation, boundaryless career). en_US dc.description.tableofcontents 第一章 緒論 8第一節 研究背景與動機 8第二節 研究目的 10第二章 文獻探討 11第一節 社會新鮮人 11第二節 外派意願 12第三節 外派意願之影響因素 15第三章 研究方法 24第一節 研究架構 24第二節 研究假設 25第三節 研究對象與施測方法 26第四節 研究變項量表與衡量工具 27第五節 資料分析方法 33第四章 研究結果 34第一節 描述性統計分析 34第二節 信度分析 36第三節 相關分析 37第四節 階層迴歸分析 39第五章 結論與建議 42第一節 研究結果討論 42第二節 研究限制與建議 48第三節 管理意涵 49參考文獻 52附錄—本研究問卷 60 zh_TW dc.format.extent 1909043 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0106363105 en_US dc.subject (關鍵詞) 海外就業 zh_TW dc.subject (關鍵詞) 就業意願 zh_TW dc.subject (關鍵詞) 台灣社會新鮮人 zh_TW dc.subject (關鍵詞) 政治風險 zh_TW dc.subject (關鍵詞) 國家文化差異 zh_TW dc.subject (關鍵詞) 經濟發展程度 zh_TW dc.subject (關鍵詞) working abroad en_US dc.subject (關鍵詞) working willingness en_US dc.subject (關鍵詞) Taiwan’s fresh graduates en_US dc.subject (關鍵詞) political risk en_US dc.subject (關鍵詞) cultural difference en_US dc.subject (關鍵詞) economic development level en_US dc.title (題名) 台灣社會新鮮人至海外國家的就業意願與特性研究 zh_TW dc.title (題名) Research on the Characteristics and Willingness of Fresh Graduates Working Abroad en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、 中文文獻1. 何明城，(2016)。管理學。台北：高點文化事業有限公司。2. 吳秉恩，(1993)。組織行為學。台北：華泰書局。3. 吳欣蓓、陸洛、楊曉薇、林奇皓，(2013)。外派職涯承諾, 文化智商與自願外派中國意願之關聯: 家庭及組織支持的調節效果。應用心理研究，59，81-126。4. 李孟南 (2009)。員工協助方案(EAPs)對於海外派遣人員文化適應之影響—以在台子公司為例。中原大學，企業管理研究所，桃園。5. 李秋燕 (2000)。台灣企業外派大陸人員人格特質、生涯發展傾向、駐外動機及駐外適應與留任意願之研究。國立中山大學，人力資源管理研究所，高雄。6. 林銘瀚 (2012)。我國人民海外就業因素之探討。國立臺北大學，統計學系，台北。7. 林文政，(2016)。人力資源管理的12堂課。台北：遠見天下文化出版股份有限公司。8. 周尚曄，(2012)。社會新鮮人學生時期友誼的維持與轉變探討。台灣心理諮商季刊，4卷4期，37-54。9. 陸洛，(2012)。海外派遣與全球職涯發展之新挑戰。國家文官學院T&D飛訊，144期，1-29。10. 陳建融 (2009)。成就動機、個人生涯發展管理與海外派遣意願之研究─以某大學管理學院學生為例。國立嘉義大學，管理研究所，嘉義。11. 陳建良 (2016)。派駐國環境知覺與外派東協發展中國家意願間關係之研究:以 外派津貼為調節效果。國立高雄師範大學，人力與知識管理研究所，高雄。12. 陳彰儀、張裕隆、王榮春、李文銓，(2001)。應用傳記式問卷預測駐派大陸員工之外派適應，10期，135-166。13. 陳慧凉、林次秀，(2010)。臺南地區服務業社會新鮮人上班服飾消費偏好與價值觀調查。台南科大學報，第 28期，23-44。14. 許心怡 (2005)。國內某大學理工學院研究生之家庭因素、成就動機因素對海外派遣意願之研究。國立嘉義大學，管理研究所，嘉義。15. 曹光章，(2006)。建立適應社會主義和諧社會要求的社會主義主導價值觀。學術動態，11，9-9。16. 黃卡亞，全球人才移動趨勢高 外派工作不再是選擇題！，2018年4月16日，檢自：https://www.businesstoday.com.tw/article/category/80409/post/201804160003/%E5%85%A8%E7%90%83%E4%BA%BA%E6%89%8D%E7%A7%BB%E5%8B%95%E8%B6%A8%E5%8B%A2%E9%AB%98%20%E5%A4%96%E6%B4%BE%E5%B7%A5%E4%BD%9C%E4%B8%8D%E5%86%8D%E6%98%AF%E9%81%B8%E6%93%87%E9%A1%8C%EF%BC%8117. 楊國樞，(1978)。心理學。台北:三民書局。18. 楊國樞、文崇一，(1982)。社會及行為科學研究的中國化。中央研究院民族學研究所專刊，10期，153-188。19. 趙必孝，(1998)。國際人力資源管理。台北:華泰書局。20. 蕭婷方，我為什麼買了單程機票，2017年7月31日，檢自：https://www.cw.com.tw/article/articleLogin.action?id=5084141&utm_campaign=line_-website_share-icon&utm_medium=website_share&utm_source=line_21. 謝季芳 (2014)。個人因素、雙親因素與海外就業意願關係之探討─以年輕世代為例。國立嘉義大學。企業管理學研究所，嘉義。22. 魏鸞瑩，(2014)。從文化智力(CQ)談國際觀之養成。國家文官學院T&D飛訊，200期，1-23。二、 英文文獻1. Adler, P. S. (2001). Market, hierarchy, and trust: The knowledge economy and the future of capitalism. Organization science, 12(2), 215-234.2. Ang, S., Van Dyne, L., Koh, C., Ng, K. Y., Templer, K. J., Tay, C., & Chandrasekar, N. A. (2007). Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance. Management and organization review, 3(3), 335-371.3. Arthur, M. B., & Rousseau, D. M. (Eds.). (2001). The boundaryless career: A new employment principle for a new organizational era. Oxford University Press on Demand.4. Atkinson, J. W. (1957). Motivational determinants of risk-taking behavior. Psychological review, 64(6p1), 359.5. Atkinson, J. W., & Feather, N. T. (Eds.). (1966). A theory of achievement motivation (Vol. 66). New York: Wiley.6. Aycan, Z., Kanungo, R., Mendonca, M., Yu, K., Deller, J., Stahl, G., & Kurshid, A. (2000). Impact of culture on human resource management practices: A 10‐country comparison. Applied Psychology, 49(1), 192-221.7. Baron, R. M., & Kenny, D. A. (1986). The moderator–mediator variable distinction in social psychological research: Conceptual, strategic, and statistical considerations. Journal of personality and social psychology, 51(6), 1173.8. Barrett, A., & O`Connell, P. J. (2001). Does training generally work? The returns to in-company training. ILR Review, 54(3), 647-662.9. Beechler, S., & Baltzley, D. (2009). Finding and developing global leaders, Chapter 25 in J. Storey, P. Wright and D. Ulrich.10. 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(4), 529-544.11. Bolino, M. C. (2007). Expatriate assignments and intra-organizational career success: Implications for individuals and organizations. Journal of international business studies, 38(5), 819-835.12. Borstorff, P. C., Harris, S. G., Feild, H. S., & Giles, W. F. (1997). Who`ll go? A review of factors associated with employee willingness to work overseas. People and Strategy, 20(3), 29.13. Brett, J. M., & Reilly, A. H. (1988). On the road again: Predicting the job transfer decision. Journal of Applied Psychology, 73(4), 614.14. 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(1), 49-60.15. Camiah, N., & Hollinshead, G. (2003). Assessing the potential for effective cross-cultural working between “new” Russian managers and western expatriates. Journal of World Business, 38(3), 245-261.16. Cervantes, M., & Guellec, D. (2002). The brain drains: Old myths, new realities. Organisation for Economic Cooperation and Development. The OECD Observer, (230), 40.17. Collings, D. G., Scullion, H., & Morley, M. J. (2007). Changing patterns of global staffing in the multinational enterprise: Challenges to the conventional expatriate assignment and emerging alternatives. Journal of World Business, 42(2), 198-213.18. Conteh-Morgan, M. E. (2001). Empowering ESL students: A new model for information literacy instruction. Research strategies, 18(1), 29-38.19. Dawson, J. L. M. (1973). Effects of Ecology and Subjective Culture on Individual Traditional-Modern Attitude Change, Achievement Motivation, and Potential for Economic Development in the Japanese and Eskimo Societies. International Journal of Psychology, 8: 215-225.20. De Cieri, H., & Dowling, P. J. (1999). Strategic human resource management in multinational enterprises: theoretical and empirical developments. Research in personnel and human resources management, 4(1999), 305-327.21. Doherty, N., Dickmann, M., & Mills, T. (2010). Mobility attitudes and behaviours among young Europeans. Career Development International, 15(4), 378-400.22. Doherty, N., Dickmann, M., & Mills, T. (2011). Exploring the motives of company-backed and self-initiated expatriates. The International Journal of Human Resource Management, 22(03), 595-611.23. Dumont, J. C., & Lemaître, G. (2005). Counting immigrants and expatriates in OECD countries.24. Dupuis, M.J., Haines, V.Y. III, and Saba, T. (2008), ‘Gender, Family Ties, and International Mobility: Cultural Distance Matters,’ International Journal of Human Resource Management, 19, 2, 274–295.25. Earley, P. C., & Ang, S. (2003). Cultural intelligence: Individual interactions across cultures. Stanford University Press.26. Earley, P. C., & Mosakowski, E. (2004). Cultural intelligence. Harvard business review, 82(10), 139-146.27. GMAC/SHRM Global Forum (2006). Global Relocation Trends: 2005 Survey Report. Warren, NJ: GMAC.28. Hammer, M. R., Hart, W., & Rogan, R. (1998). Can you go home again? An analysis of the repatriation of corporate managers and spouses. MIR: Management International Review, 67-86.29. Harvey, M. (1993). Designing a global compensation system: The logic and a model. The Columbia Journal of World Business, 28(4), 56-72.30. Harvey, M. G. (1993). A model to determine standardization of the advertising process in international markets. Journal of Advertising Research, 33(4), 57-65.31. Harvey, M. (1996). The selection of managers for foreign assignments: a planning perspective. Colum- bia Journal of World Business, 31(4), 57–68.32. Harvey, M. G., Speier, C., & Novicevic, M. M. (2000). Strategic global human resource management: The role of inpatriate managers. Human resource management review, 10(2), 153-175.33. Harzing, A. W. K. (1995). The persistent myth of high expatriate failure rates. International Journal of Human Resource Management, 6(2), 457-474.34. Haslberger, A. (2005). Facets and dimensions of cross-cultural adaptation: refining the tools. Personnel Review, 34(1), 85-109.35. Haslberger, A., & Brewster, C. (2005, December). TOWARDS A TAuONOMY OF EuPATRIATE ADJUSTMENT. In 4th International Conference on IberoAmerican Academy of Management. Lisbon (pp. 8-12).36. Helmreich, R. L., & Spence, J. T. (1978). The Work and Family Orientation Questionnaire: An objective instrument to assess components of achievement motivation and attitudes toward family and career. American Psycholog. Ass., Journal Suppl. Abstract Service.37. Inkson, K., Arthur, M. B., Pringle, J., & Barry, S. (1997). Expatriate assignment versus overseas experience: Contrasting models of international human resource development. Journal of world business, 32(4), 351-368.38. Jassawalla, A., Truglia, C., & Garvey, J. (2004). Cross-cultural conflict and expatriate manager adjustment: An exploratory study. Management Decision, 42(7), 837-849.39. Karney, B. R., Bradbury, T. N., Fincham, F. D., & Sullivan, K. T. (1994). The role of negative affectivity in the association between attributions and marital satisfaction. Journal of personality and social psychology, 66(2), 413.40. Kim, J., & Froese, F. J. (2012). Expatriation willingness in Asia: the importance of host-country characteristics and employees` role commitments. The International Journal of Human Resource Management, 23(16), 3414-3433.41. Kraimer, M. L., Wayne, S. J., & Jaworski, R. A. A. (2001). Sources of support and expatriate performance: The mediating role of expatriate adjustment. Personnel Psychology, 54(1), 71-99.42. Kraimer, M. L., Shaffer, M. A., & Bolino, M. C. (2009). The influence of expatriate and repatriate experiences on career advancement and repatriate retention. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 48(1), 27-47.43. Latham, G. P., & Locke, E. A. (1991). Self-regulation through goal setting. Organizational behavior and human decision processes, 50(2), 212-247.44. Leonard, N. H., Beauvais, L. L., & Scholl, R. W. (1999). Work motivation: The incorporation of self-concept-based processes. Human relations, 52(8), 969-998.45. Lin, C. Y. Y., Lu, T. C., & Lin, H. W. (2012). A different perspective of expatriate management. Human Resource Management Review, 22(3), 189-207.46. Liu, Y., Liu, J., & Wu, L. (2010). Are you willing and able? Roles of motivation, power, and politics in career growth. Journal of Management, 36(6), 1432-1460.47. Maehr, M. L. (1974). Culture and achievement motivation. American Psychologist, 29(12), 887.48. Maehr, M. L., & Nicholls, J. G. (1980). Culture and achievement motivation: A second look. Studies in cross-cultural psychology, 2, 221-267.49. Maisonrouge, J. G. (1983). The education of a modern international manager. Journal of International Business Studies, 14(1), 141-146.50. Mandal, S.K. (2000), ‘Reconsidering Cultural Globalization: The English Language in Malaysia,’ Third World Quarterly, 21, 6, 1001–1012.51. Maznevski, M.L. & Lane. H.W. 2003. Shaping the global mind-set: Designing educational experiences for effective global thinking and action. In Boyacigiller, N., Goodman, R. and Philips M., (Eds), Teaching and Experiencing Cross-Cultural Management: lessons From Master Teachers. London: Routledge.52. McClelland, D. C. (1962). Business drive and national achievement. Harvard Business Review, 40(4), 99-112.53. McClelland, D. C., Atkinson, J. W., Clark, R. A., & Lowell, E. L. (1976). The achievement motives.54. Mendenhall, M. E., Dunbar, E., & Oddou, G. R. (1987). Expatriate selection, training and career‐pathing: a review and critique. Human Resource Management, 26(3), 331-345.55. Miller, E. L., & Cheng, J. L. (1978). A closer look at the decision to accept an overseas position. Management International Review, 25-3356. Mol, S.T., Born, M.P., Willemsen, M.E., Henk, T.V.D.M., and Derous, E. (2009), ‘When Selection Ratios are High: Predicting the Expatriation Willingness of Prospective Domestic Entry-Level Job Applicants,’ Human Performance, 22, 1–22.57. Murray, H. A. (1938). Explorations in personality: a clinical and experimental study of fifty men of college age. Oxford, England: Oxford Univ. Press.58. Noe, R. A., & Barber, A. E. (1993). Willingness to accept mobility opportunities: Destination makes a difference. Journal of Organizational Behavior, 14(2), 159-175.59. Oberg, K. (1960). Cultural shock: Adjustment to new cultural environments. Practical anthropology, (4), 177-182.60. O’Brien, J., Keivani, R., & Glasson, J. (2007). Towards a new paradigm in environmental policy development in high-income developing countries: The case of Abu Dhabi, United Arab Emirates. Progress in Planning, 68(4), 201-256.61. Parker, P., & Inkson, K. (1999). New forms of career: The challenge to human resource management. Asia Pacific Journal of Human Resources, 37(1), 76-85.62. Peltokorpi, V., & Jintae Froese, F. (2009). Organizational expatriates and self-initiated expatriates: who adjusts better to work and life in Japan?. The International Journal of Human Resource Management, 20(5), 1096-1112.63. Raines, C. (2002). Managing millennials. Connecting Generations: The Sourcebook, 16.64. Rousseau, D., Hill, A. R., & Marangoni, A. G. (1996). Restructuring butterfat through blending and chemical interesterification. 3. Rheology. Journal of the American Oil Chemists` Society, 73(8), 983-989.65. Schein, E. H. (1996). Culture: The missing concept in organization studies. Administrative science quarterly, 229-240.66. Shaffer, M. A., & Harrison, D. A. (1998). EXPATRIATES`PSYCHOLOGICAL WITHDRAWAL FROM INTERNATIONAL ASSIGNMENTS: WORK, NONWORK, AND FAMILY INFLUENCES. Personnel psychology, 51(1), 87-118.67. Shaffer, M. A., & Harrison, D. A. (2001). Forgotten partners of international assignments: development and test of a model of spouse adjustment. Journal of Applied Psychology, 86(2), 238.68. Shaffer, M. A., Harrison, D. A., Gilley, K. M., & Luk, D. M. (2001). Struggling for balance amid turbulence on international assignments: Work–family conflict, support and commitment. Journal of Management, 27(1), 99-121.69. Stahl, G. K., Miller, E. L., & Tung, R. L. (2002). Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. Journal of World Business, 37(3), 216-227.70. Tenbrunsel, A. E., Brett, J. M., Maoz, E., Stroh, L. K., & Reilly, A. H. (1995). Dynamic and static work-family relationships. Organizational Behavior and Human Decision Processes, 63(3), 233-246.71. Tharenou, P. (2008). Disruptive decisions to leave home: Gender and family differences in expatriation choices. Organizational Behavior and Human Decision Processes, 105(2), 183-200.72. Thomas, D. C., Lazarova, M. B., & Inkson, K. (2005). Global careers: new phenomenon or new perspectives?. Journal of World Business, 40(4), 340-347.73. Tung, R. L. (1998). American expatriates abroad: From neophytes to cosmopolitans. Journal of world business, 33(2), 125-144.74. van der Velde, M. E., Bossink, C. J., & Jansen, P. G. (2005). Gender differences in the determinants of the willingness to accept an international assignment. Journal of Vocational Behavior, 66(1), 81-103.75. Wederspahn, G. M. (1992). Costing Failures in Expatriate Human Resources Management. Human Resource Planning, 15(3).76. Winchie, D. B., & Carment, D. W. (1989). Migration and motivation: The migrant`s perspective. International Migration Review, 23(1), 96-104.77. Yongmei L, Liu J, Longzeng W. (2010). Are you willing and able? Roles of motivation, power, and politics in career growth. Journal of Management, 36(6), 1432-1460.78. Yurkiewicz, J., & Rosen, B. (1995). Increasing receptivity to expatriate assignments. Expatriate management, 37-56.79. Zhu, W., Luthans, F., Chew, I. K., & Li, C. (2006). Potential expats in Singaporean80. organizations. Journal of Management Development, 25(8), 763-776. zh_TW dc.identifier.doi (DOI) 10.6814/NCCU201900478 en_US
