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題名 外派人員的再外派意願研究
A study of factors affecting willingness of re-expatriation作者 趙文毓
Chao, Wun-Yu貢獻者 劉梅君
Liu, Mei-Chun
趙文毓
Chao, Wun-Yu關鍵詞 再外派意願
職涯規劃
工作控制
工作心理負荷
職場正義
Willingness of re-expatriation
Job control
Job demand
Workplace justice
Career development日期 2020 上傳時間 2-Jun-2020 11:13:16 (UTC+8) 摘要 跨國公司對於駐外的人力需求不斷提昇，因此對企業來說，若有長期外派需求，則必需重視影響再外派意願的因素。再外派對於組織來說，將不用進行多次的外派人員評選，外派前訓練所花費的成本也會減低，員工穩定度也較高，對於外任務派成功的機率也會提昇；對於工作者來說，在個人適應及技能的發展也會有所進步，再外派人員不用再重新適應當地生活與訓練，且好的再外派機會也將助於工作者的職涯規劃。所以本研究主要探討影響外派人員的再外派意願因素，將聚焦於探究個人特質、職場特性及職涯規劃作對再外派意願的影響，以提供人力資源管理策略上的規劃及制定的參考。本研究採量化統計方法，收到有效問卷共208份，以SAS軟體來分析問卷所得的資料，包含敘述性統計、獨立樣本T檢定、單因子變異數分析、皮爾森積差相關分析及階層迴歸分析。本研究的發現，在年齡、工作類型、外派經驗、外派年資方面，對於再外派意願有差異，而在職場特性中的「工作控制」及「職場正義」對於再外派意願有正向影響，最值的注意的是「職涯規劃」對於再外派意願有顯著影響且高度正相關。因此可以發現基於前述的研究結果，提出建議，包含企業應該對於再外派人員「職涯規劃」、「工作控制」、「職場正義」加以重視，且針對不同的社會人口特性作為外派人員員工評選的考量。
Multinational Enterprises are constantly increasing their demand for manpower stationed abroad. For companies, if there is a long-term demand for expatriates, they must pay attention to the factors that affect expatriates’willingness to re-expatriation. The successful re-expatriation will save the trouble of multiple expatriate selections, reduce the cost of pre-training, enhance the stability of the staff, and increase the probability of success for expatriate assignment.; For workers, re-expatriation will help in the development of personal adaptation and skills required by new jobs Because expatriates will no longer need efforts to re-adapt to local life and training. Good re-expatriation opportunities will also help the career development planning of the workers.Therefore, this research aims to investigate related factors affecting willingness of re-expatriation. This study focused on the relations among Personal qualities, Workplace characteristics, Career development and willingness of re-expatriation.This research adopts quantitative research methods. A number of 208 effective questionnaires were collected and analyzed by SAS software, and performing the following statistical analysis, including Descriptive statistics, T-test, ANOVA, Product-moment correlation, and Hierarchical regression.This research finds that age, types of jobs, Expatriate experience, year of expatriation are significantly related to willingness of expatriation.We also observe the significant correlation between willingness of expatriation with Job Control and Workplace justice. Career development planning is the most significant factor positively influencing the willingness of expatriation.Therefore, based on the research results, his study suggests companies should pay more attention to issues of "career development "" Job Control"and "Workplace justice" that expatriates care the most when they make the decision of re-expatriation.參考文獻 一、中文部分王家雯、鄭雅文、李諭昇、徐儆暉，（2010），職場社會心理危害調查監測制度之國際概況，台灣公共衛生雜誌，29卷6期，551-560。吳宜庭（2017），企業招募社會新鮮人才外派之研究－以台灣標竿企業為例，未出版之碩士論文，國立政治大學企業管理研究所。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吳欣蓓、陸洛、林素貞、劉兆明，（2010），台灣女性是否跟隨丈夫外派移居之決策考量，應用心理研究，45期，203-242。呂政霖（2018），工作負荷、工作壓力、身心健康與離職行為之關連性研究－以A公司為例，未出版之碩士論文，國立宜蘭大學高階經營管理研究所。李佩蓉（2008），「就業保障」、「職場正義」與受僱者疲勞：量表信效度分析與調查研究，未出版之碩士論文，國立台灣大學公共衛生學院衛生政策與管理研究所。李俐婷（2006），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，未出版之碩士論文，國立中央大學人力資源管理研究所。林少龍，（2006），工作要求與工作控制的交互作用對員工適應的影響；自我警覺的角色，中山管理評論，14卷4期，969-993。林佩芬（2001），派駐大陸管理人員生涯規劃之研究，未出版之碩士論文，國立台灣師範大學工業科技教育研究所。林宜珍（2002），工作特性、管理模式與工作滿足、組織承諾關係之研究—以流通業個案為例，未出版之碩士論文，國立中央大學人力資源管理研究所。林洺秀、郭智宇，2014，《工作環境安全衛生狀況認知調查－2013年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。林慧蘭（2002），我國海外高科技人才返國工作動機與適應之研究－以工研院為例，未出版之碩士論文，國立政治大學勞工研究所。邱琬亭（2010），影響員工外派意願之因素探討－以工程顧問公司為例，未出版之碩士論文，國立中央大學人力資源管理所。施青青（2012），外派人員的人格特質、跨文化適應對職涯發展影響之研究－以職涯資本為調解變項，未出版之碩士論文，國立中正大學勞工關係學系研究所。徐儆暉、巫宇舜，2011，《工作環境安全衛生狀況認知調查－2010年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。徐儆暉、李諭昇，2007，《工作環境安全衛生狀況認知調查－2008年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。馬薇喬（2017），企業海外派遣支持系統對員工外派意願影響之研究－以土木工程師為研究對象，未出版之碩士論文，國立政治大學勞工研究所。張淑眧 陳志忠 李明興 蘇文娟，（2006），組織結構、工作特性、員工生涯發展與組織承諾的關係探討，中華管理評論國際學報，9卷4期，1-27。梁榮傑（2018），澳門台籍移工職業生涯規劃之研究，，未出版之碩士論文，國立政治大學勞工研究所。陳怡光、張端訓、邱瓊萱、魏中仁，（2013），工作控制、工作壓力及社會支持對員工的工作滿意度及組織承諾的影響，輔仁醫學期刊，11卷3期，187-196。陸洛，（2012），海外派遣與全球職涯發展之新挑戰，T&D飛訊，144期，1-25。曾慧萍、鄭雅文，（2002），「負荷－控制－支持」與「付出－回饋失衡」工作壓力模型中文版量表之信效度檢驗：以電子產業員工為研究對象，台灣公共衛生雜誌，21卷6期，420-432。黃俊英、林震岩，（1994）。SAS精析與實例。台北：華泰。黃瓊慧（1999），我國企業駐外儲備人員的駐外適應預期與駐外意願之研究，未出版之碩士論文，國立中山大學人力資源管理研究所。楊雅涵（2013），會計人員人格特質、生涯定向與外派意願之關連性研究，未出版之碩士論文，淡江大學會計研究所。楊曉薇（2011），外派職涯承諾對員工海外派遣意願之影響：以家庭支持薇調節變項，未出版之碩士論文，國立台灣大學商學研究所。葉婉榆，鄭雅文，陳美如，邱文祥，（2008），職場疲勞狀況與工作過度投入之相關因素：以台北市36家職場受僱員工為例，台灣公共衛生雜誌，27卷6期，463-477。葉婉榆、胡佩怡，2013，《我國勞工心理衛生狀況調查》。台北：行政院勞工委員會安全衛生研究所。廖佳君（2007），組織正義對組織承諾影響之研究－以組織信任為中介及干擾變項，未出版之碩士論文，國立台南大學教育經營管理研究所。趙必孝，（1998），國際人力資源管理－理論與實證，第一版：華泰。趙必孝，（2001），台商派駐大陸人員的組織支援系統與工作家庭間衝突的關係之研究，行政院國家科學委員會專題研究計畫成果報告，行政院國家科學委員會。劉永銘（2012），外派意願與外派效能之探討：以T公司為例，未出版之碩士論文，元智大學管理研究所。潘鴻文、李鴻文，（2006），高科技產業個人生涯規劃、組織生涯管理對海外派遣意願關係之研究，管理實務與理論研究，1卷3期，106-122。蔡盛明（2003），公營事業工作價值觀、工作特性、員工屬性與組織承諾之關聯性研究—以中國石油公司為實證對象，未出版之碩士論文，中原大學企業管理研究所。賴保禎、周文欽、張德聰，（1993），輔導原理與實務，空中大學。繆敏志、林少龍，（2015），工作要求與控制的交互作用對工作倦怠與熱忱之影響：社會支持功能之角色，管理與系統，22卷3期，339-359。羅潔伶、藍春琪、蔡智勇、林美惠，（2011），外派人員回任與職涯發展：一個門鎖製造商的個案研究，中州管理與人文科學叢刊，1卷1期，141-156。劉鳳珍，擋不住的外派潮，Cheers雜誌第22期，上網日期108年11月20日，檢自https://www.cheers.com.tw/article/article.action?id=5053066吳珮旻，社會新鮮人調查：近5成台灣月薪低於3萬，外派東南亞薪資高出1.6倍，Cheers雜誌，上網日期108年11月20日，檢自https://www.cheers.com.tw/article/article.action?id=5094782二、英文部分Alder, N.,（1981）, “ Re-entry: managing cross-cultural transitions”, Group and Organizational Studies, 6(3), pp.341-356.Arther, W. 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國立政治大學
勞工研究所
107262004資料來源 http://thesis.lib.nccu.edu.tw/record/#G0107262004 資料類型 thesis dc.contributor.advisor 劉梅君 zh_TW dc.contributor.advisor Liu, Mei-Chun en_US dc.contributor.author (Authors) 趙文毓 zh_TW dc.contributor.author (Authors) Chao, Wun-Yu en_US dc.creator (作者) 趙文毓 zh_TW dc.creator (作者) Chao, Wun-Yu en_US dc.date (日期) 2020 en_US dc.date.accessioned 2-Jun-2020 11:13:16 (UTC+8) - dc.date.available 2-Jun-2020 11:13:16 (UTC+8) - dc.date.issued (上傳時間) 2-Jun-2020 11:13:16 (UTC+8) - dc.identifier (Other Identifiers) G0107262004 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/130082 - 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) 107262004 zh_TW dc.description.abstract (摘要) 跨國公司對於駐外的人力需求不斷提昇，因此對企業來說，若有長期外派需求，則必需重視影響再外派意願的因素。再外派對於組織來說，將不用進行多次的外派人員評選，外派前訓練所花費的成本也會減低，員工穩定度也較高，對於外任務派成功的機率也會提昇；對於工作者來說，在個人適應及技能的發展也會有所進步，再外派人員不用再重新適應當地生活與訓練，且好的再外派機會也將助於工作者的職涯規劃。所以本研究主要探討影響外派人員的再外派意願因素，將聚焦於探究個人特質、職場特性及職涯規劃作對再外派意願的影響，以提供人力資源管理策略上的規劃及制定的參考。本研究採量化統計方法，收到有效問卷共208份，以SAS軟體來分析問卷所得的資料，包含敘述性統計、獨立樣本T檢定、單因子變異數分析、皮爾森積差相關分析及階層迴歸分析。本研究的發現，在年齡、工作類型、外派經驗、外派年資方面，對於再外派意願有差異，而在職場特性中的「工作控制」及「職場正義」對於再外派意願有正向影響，最值的注意的是「職涯規劃」對於再外派意願有顯著影響且高度正相關。因此可以發現基於前述的研究結果，提出建議，包含企業應該對於再外派人員「職涯規劃」、「工作控制」、「職場正義」加以重視，且針對不同的社會人口特性作為外派人員員工評選的考量。 zh_TW dc.description.abstract (摘要) Multinational Enterprises are constantly increasing their demand for manpower stationed abroad. For companies, if there is a long-term demand for expatriates, they must pay attention to the factors that affect expatriates’willingness to re-expatriation. The successful re-expatriation will save the trouble of multiple expatriate selections, reduce the cost of pre-training, enhance the stability of the staff, and increase the probability of success for expatriate assignment.; For workers, re-expatriation will help in the development of personal adaptation and skills required by new jobs Because expatriates will no longer need efforts to re-adapt to local life and training. Good re-expatriation opportunities will also help the career development planning of the workers.Therefore, this research aims to investigate related factors affecting willingness of re-expatriation. This study focused on the relations among Personal qualities, Workplace characteristics, Career development and willingness of re-expatriation.This research adopts quantitative research methods. A number of 208 effective questionnaires were collected and analyzed by SAS software, and performing the following statistical analysis, including Descriptive statistics, T-test, ANOVA, Product-moment correlation, and Hierarchical regression.This research finds that age, types of jobs, Expatriate experience, year of expatriation are significantly related to willingness of expatriation.We also observe the significant correlation between willingness of expatriation with Job Control and Workplace justice. Career development planning is the most significant factor positively influencing the willingness of expatriation.Therefore, based on the research results, his study suggests companies should pay more attention to issues of "career development "" Job Control"and "Workplace justice" that expatriates care the most when they make the decision of re-expatriation. en_US dc.description.tableofcontents 第一章 緒論 1第一節 研究背景 1第二節 研究動機與目的 4第三節 重要名詞釋議 6第四節 研究流程 7第二章 文獻探討 8第一節 海外派遣 8第二節 社會職場心理因素 15第三節 職涯規劃 28第三章 研究設計與方法 39第一節 研究架構 39第二節 研究假設40第三節 研究設計與研究變項衡量 40第四節 研究對象與問卷發放 45第五節 資料分析方法 46第四章 研究結果與分析 48第一節 敘述性統計分析48第二節 差異性分析 53第三節 皮爾森積差相關分析 64第四節 階層迴歸分析 66第五節 研究結果討論 69第五章 結論 73第一節 研究結論 73第二節 研究建議 76第三節 研究限制 78參考文獻 79附錄一 外派人員再外派意願調查問卷 87 zh_TW dc.format.extent 1750504 bytes - dc.format.mimetype application/pdf - dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0107262004 en_US dc.subject (關鍵詞) 再外派意願 zh_TW dc.subject (關鍵詞) 職涯規劃 zh_TW dc.subject (關鍵詞) 工作控制 zh_TW dc.subject (關鍵詞) 工作心理負荷 zh_TW dc.subject (關鍵詞) 職場正義 zh_TW dc.subject (關鍵詞) Willingness of re-expatriation en_US dc.subject (關鍵詞) Job control en_US dc.subject (關鍵詞) Job demand en_US dc.subject (關鍵詞) Workplace justice en_US dc.subject (關鍵詞) Career development en_US dc.title (題名) 外派人員的再外派意願研究 zh_TW dc.title (題名) A study of factors affecting willingness of re-expatriation en_US dc.type (資料類型) thesis en_US dc.relation.reference (參考文獻) 一、中文部分王家雯、鄭雅文、李諭昇、徐儆暉，（2010），職場社會心理危害調查監測制度之國際概況，台灣公共衛生雜誌，29卷6期，551-560。吳宜庭（2017），企業招募社會新鮮人才外派之研究－以台灣標竿企業為例，未出版之碩士論文，國立政治大學企業管理研究所。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吳欣蓓、陸洛、林素貞、劉兆明，（2010），台灣女性是否跟隨丈夫外派移居之決策考量，應用心理研究，45期，203-242。呂政霖（2018），工作負荷、工作壓力、身心健康與離職行為之關連性研究－以A公司為例，未出版之碩士論文，國立宜蘭大學高階經營管理研究所。李佩蓉（2008），「就業保障」、「職場正義」與受僱者疲勞：量表信效度分析與調查研究，未出版之碩士論文，國立台灣大學公共衛生學院衛生政策與管理研究所。李俐婷（2006），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，未出版之碩士論文，國立中央大學人力資源管理研究所。林少龍，（2006），工作要求與工作控制的交互作用對員工適應的影響；自我警覺的角色，中山管理評論，14卷4期，969-993。林佩芬（2001），派駐大陸管理人員生涯規劃之研究，未出版之碩士論文，國立台灣師範大學工業科技教育研究所。林宜珍（2002），工作特性、管理模式與工作滿足、組織承諾關係之研究—以流通業個案為例，未出版之碩士論文，國立中央大學人力資源管理研究所。林洺秀、郭智宇，2014，《工作環境安全衛生狀況認知調查－2013年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。林慧蘭（2002），我國海外高科技人才返國工作動機與適應之研究－以工研院為例，未出版之碩士論文，國立政治大學勞工研究所。邱琬亭（2010），影響員工外派意願之因素探討－以工程顧問公司為例，未出版之碩士論文，國立中央大學人力資源管理所。施青青（2012），外派人員的人格特質、跨文化適應對職涯發展影響之研究－以職涯資本為調解變項，未出版之碩士論文，國立中正大學勞工關係學系研究所。徐儆暉、巫宇舜，2011，《工作環境安全衛生狀況認知調查－2010年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。徐儆暉、李諭昇，2007，《工作環境安全衛生狀況認知調查－2008年》。台北：行政院勞工委員會勞工安全衛生研究所研究報告。馬薇喬（2017），企業海外派遣支持系統對員工外派意願影響之研究－以土木工程師為研究對象，未出版之碩士論文，國立政治大學勞工研究所。張淑眧 陳志忠 李明興 蘇文娟，（2006），組織結構、工作特性、員工生涯發展與組織承諾的關係探討，中華管理評論國際學報，9卷4期，1-27。梁榮傑（2018），澳門台籍移工職業生涯規劃之研究，，未出版之碩士論文，國立政治大學勞工研究所。陳怡光、張端訓、邱瓊萱、魏中仁，（2013），工作控制、工作壓力及社會支持對員工的工作滿意度及組織承諾的影響，輔仁醫學期刊，11卷3期，187-196。陸洛，（2012），海外派遣與全球職涯發展之新挑戰，T&D飛訊，144期，1-25。曾慧萍、鄭雅文，（2002），「負荷－控制－支持」與「付出－回饋失衡」工作壓力模型中文版量表之信效度檢驗：以電子產業員工為研究對象，台灣公共衛生雜誌，21卷6期，420-432。黃俊英、林震岩，（1994）。SAS精析與實例。台北：華泰。黃瓊慧（1999），我國企業駐外儲備人員的駐外適應預期與駐外意願之研究，未出版之碩士論文，國立中山大學人力資源管理研究所。楊雅涵（2013），會計人員人格特質、生涯定向與外派意願之關連性研究，未出版之碩士論文，淡江大學會計研究所。楊曉薇（2011），外派職涯承諾對員工海外派遣意願之影響：以家庭支持薇調節變項，未出版之碩士論文，國立台灣大學商學研究所。葉婉榆，鄭雅文，陳美如，邱文祥，（2008），職場疲勞狀況與工作過度投入之相關因素：以台北市36家職場受僱員工為例，台灣公共衛生雜誌，27卷6期，463-477。葉婉榆、胡佩怡，2013，《我國勞工心理衛生狀況調查》。台北：行政院勞工委員會安全衛生研究所。廖佳君（2007），組織正義對組織承諾影響之研究－以組織信任為中介及干擾變項，未出版之碩士論文，國立台南大學教育經營管理研究所。趙必孝，（1998），國際人力資源管理－理論與實證，第一版：華泰。趙必孝，（2001），台商派駐大陸人員的組織支援系統與工作家庭間衝突的關係之研究，行政院國家科學委員會專題研究計畫成果報告，行政院國家科學委員會。劉永銘（2012），外派意願與外派效能之探討：以T公司為例，未出版之碩士論文，元智大學管理研究所。潘鴻文、李鴻文，（2006），高科技產業個人生涯規劃、組織生涯管理對海外派遣意願關係之研究，管理實務與理論研究，1卷3期，106-122。蔡盛明（2003），公營事業工作價值觀、工作特性、員工屬性與組織承諾之關聯性研究—以中國石油公司為實證對象，未出版之碩士論文，中原大學企業管理研究所。賴保禎、周文欽、張德聰，（1993），輔導原理與實務，空中大學。繆敏志、林少龍，（2015），工作要求與控制的交互作用對工作倦怠與熱忱之影響：社會支持功能之角色，管理與系統，22卷3期，339-359。羅潔伶、藍春琪、蔡智勇、林美惠，（2011），外派人員回任與職涯發展：一個門鎖製造商的個案研究，中州管理與人文科學叢刊，1卷1期，141-156。劉鳳珍，擋不住的外派潮，Cheers雜誌第22期，上網日期108年11月20日，檢自https://www.cheers.com.tw/article/article.action?id=5053066吳珮旻，社會新鮮人調查：近5成台灣月薪低於3萬，外派東南亞薪資高出1.6倍，Cheers雜誌，上網日期108年11月20日，檢自https://www.cheers.com.tw/article/article.action?id=5094782二、英文部分Alder, N.,（1981）, “ Re-entry: managing cross-cultural transitions”, Group and Organizational Studies, 6(3), pp.341-356.Arther, W. 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