| dc.contributor.advisor | 林月雲<br>吳靜吉 | zh_TW |
| dc.contributor.advisor | <br> | en_US |
| dc.contributor.author (Authors) | 田文彬 | zh_TW |
| dc.contributor.author (Authors) | Tien, wen-pin | en_US |
| dc.creator (作者) | 田文彬 | zh_TW |
| dc.creator (作者) | Tien, wen-pin | en_US |
| dc.date (日期) | 2005 | en_US |
| dc.date.accessioned | 11-Sep-2009 16:41:24 (UTC+8) | - |
| dc.date.available | 11-Sep-2009 16:41:24 (UTC+8) | - |
| dc.date.issued (上傳時間) | 11-Sep-2009 16:41:24 (UTC+8) | - |
| dc.identifier (Other Identifiers) | G0089355507 | en_US |
| dc.identifier.uri (URI) | https://nccur.lib.nccu.edu.tw/handle/140.119/29826 | - |
| dc.description (描述) | 博士 | 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 | zh_TW |
| dc.description (描述) | 89355507 | zh_TW |
| dc.description (描述) | 94 | zh_TW |
| dc.description.abstract (摘要) | 知識移轉隨著知識經濟時代的來臨，成為多國企業管理知識優勢的重要議題。本研究首要目的是針對派外人員是知識移轉重要媒介的前題，探討台灣企業不同派外人員特徵與子公司特性，如何有效提昇子公司知識移轉績效的部分；其次，本研究採用資源基礎理論的觀點，探討不同的網絡關係，以及知識特性與知識移轉績效之關係。 在研究方法方面，本研究係以個案研究為輔，大樣本問卷調查為主。其中，個案研究採用4家台灣多國企業為研究對象，針對人力資源部門與高階主管進行半結構化的訪談。同時，收集多重次級資料來源，包括研究報告、報章雜誌、公司網站等，以進行個案研究的分析。問卷調查方式所收集的有效樣本為105家廠商（包含人力資源主管與高階主管），資料經由量化分析以驗證研究假設。 研究結果顯示，第一部份主效果方面，（1）當母公司移轉知識給子公司時，子公司吸納能力與動機愈高以及價值活動愈完整，對子公司的知識移轉績效正向影響愈大。（2）本研究發現派外人員服務年資愈資深，對子公司的知識移轉績效正向影響愈大。 第二部份干擾效果方面，（1）在網絡關係為強連結的情況下，子公司「吸納能力與動機」愈高，與「價值活動」愈完整，以及派外人員「服務年資」愈資深，對子公司的知識移轉績效正向影響愈大。（2）在知識特性為外顯知識的情況下，子公司「吸納能力與動機」愈高，與「價值活動」愈完整，以及派外人員「服務年資」愈資深，對子公司的知識移轉績效正向影響愈大。（3）在知識特性為特定知識的情況下，子公司「吸納能力與動機」愈高以及「價值活動」愈完整，對子公司的知識移轉績效正向影響愈大。 上述實證研究所建構的研究模型，證實派外人員在知識移轉過程中扮演重要媒介角色，對多國企業推動母子公司間知識移轉具有指引價值。未來可供後續研究進行大樣本實證，而模型中各項構念與研究變項之因果關係，有待後續研究更進一步的驗證，以發展更具解釋的跨國知識移轉相關理論。 | zh_TW |
| dc.description.abstract (摘要) | With the coming of knowledge transfer in knowledge the economic age, it has becomes a significant issue in MNC’s management of knowledge advantage. The first aim of this study is to focus on the assumption of the crucial vehicle of expatriates in knowledge transfer. It discusses the characteristics of expatriates Taiwanese enterprises and subsidiaries, and how effectively they improve the subsidiary’s knowledge transfer performance. Secondly, this study adopts the perspective of a resource-based view, exploring the relationships between different networks, knowledge attributes and knowledge transfer performance. In terms of the research methods, this study gives priority to large samples questionnaire surveys, while case studies are given second place. Among them, case studies of four Taiwanese multinational corporations are used as research objects, focusing on semi-structured interviews of Human Resource Department executives along with top managers. Additionally, various sources of secondary data have been collected, including research reports, newspapers, magazines and corporate websites, in order to process the analysis of the case studies. The valid samples from the collection surveys are 105 firms (including human resource executives and top managers). The data is verified in relation to the research hypothesis using quantitative analysis. The results of this study firstly reveal two main effects: (1) When transferring knowledge from company headquarters to subsidiaries, the higher and more complete the value activities of absorptive capacity and motivation of the subsidiaries, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (2) This study also indicates that the longer an expatriate’s tenure is, the more powerful the positive effect on the subsidiaries’ knowledge transfer performance will be. The second finding is two moderating effects: (1) in terms of the strength of ties of the “networks”, the higher the “absorptive capacity and motivation” of subsidiaries, the more complete the “value activities”, and the longer the “expatriates’ tenure” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (2) When knowledge attribute is considered as “explicit knowledge”, the higher the “absorptive capacity and motivation” of subsidiaries, the more complete the “value activities”, and the longer the “expatriates’ tenure ” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. (3) When knowledge attribute is considered as “specific knowledge”, the higher the “absorptive capacity and motivation” of subsidiaries and the more complete the “value activities” are, the stronger the positive effects will be on the subsidiaries’ knowledge transfer performance. According to the above research model based on empirical research, it testifies that expatriates play a significant role in the process of knowledge transfer, and thus qualify as a valuable indicator for MNC’s performing knowledge transfer between parent and subsidiary companies. In the future, this study offers further large samples for empirical research. However, the causal relationship between every construct and research variable requires time for further examination in order to develop a more persuasive correlational theory of cross-border knowledge transfer. | en_US |
| dc.description.tableofcontents | 謝辭……………………………………………………i 中文摘要………………………………………………iii 英文摘要………………………………………………v 第一章 緒論………………………………………1 第一節 研究動機…………………………………1 第二節 研究問題與目的…………………………7 第三節 研究範圍與限制…………………………10 第四節 研究流程…………………………………13 第二章 文獻探討…………………………………15 第一節 多國企業專屬知識的理論基礎…………16 第二節 派外人員的特徵…………………………21 第三節 子公司特性………………………………25 第四節 網絡關係…………………………………30 第五節 知識特性…………………………………33 第六節 知識移轉績效……………………………38 第三章 研究方法…………………………………43 第一節 研究架構…………………………………44 第二節 研究假設…………………………………46 第三節 研究樣本與資料蒐集……………………60 第四節 研究變數與問卷設計……………………62 第五節 資料分析方法……………………………70 第四章 研究結果…………………………………73 第一節 基本資料分析……………………………73 第二節 研究構念的衡量…………………………79 第三節 研究假設實證分析………………………86 第四節 討論………………………………………104 第五章 結論與建議………………………………115 第一節 研究結論…………………………………115 第二節 理論貢獻與實務意涵……………………127 第三節 後績研究建議……………………………139 參考文獻 ……………………………………………143 附錄一 研究問卷…………………………………163 附錄二 個案分析…………………………………167 第一節 個案簡介…………………………………168 第二節 個案比較與分析…………………………180 附錄三 112/105兩群反應偏誤測試…………… 183 表次與圖次 表次 頁數 表2-6-1 知識移轉績效相關文獻彙整表…………………………………41 表3-4-1 研究變項與問卷衡量項目彙整表………………………………63 表3-4-2 變數的操作性定義與衡量………………………………………68 表4-1-1 問卷發放回收統計表……………………………………………74 表4-1-2 早期反應和晚期反應之比較……………………………………75 表4-1-3 樣本屬性統計敘述表……………………………………………78 表4-2-1 吸納能力與動機構念之探索性因素衡量結果…………………82 表4-2-2 子公司知識移轉績效構念之探索性因素衡量結果……………83 表4-2-3 網絡關係構念之探索性因素衡量結果…………………………84 表4-2-4 外顯知識與特定知識構念之探索性因素衡量結果……………84 表4-2-5 探索性因素（EFA）分析後修正題項彙總表………………… 85 表4-3-1 研究變數之相關矩陣……………………………………………87 表4-3-2 派外人員特徵、子公司特性與知識移轉績效主效果分析……91 表4-3-3 網絡關係的干擾效果……………………………………………95 表4-3-4 外顯知識的干擾效果……………………………………………99 表4-3-5 特定知識的干擾效果………………………………………… 103 表5-1-1 研究假設檢定結果彙總表…………………………………… 116 附錄 附錄表2-1 個案公司基本資料…………………………………………… 180 附錄表2-2 個案研究相關變項比較結果彙總表………………………… 181 附錄表3-1 112家一人填答與105二人填答之比較……………………… 184 圖次 圖1-4-1 研究流程圖………………………………………………………13 圖3-1-1 研究架構圖………………………………………………………45 | zh_TW |
| dc.language.iso | en_US | - |
| dc.source.uri (資料來源) | http://thesis.lib.nccu.edu.tw/record/#G0089355507 | en_US |
| dc.subject (關鍵詞) | 派外人員 | zh_TW |
| dc.subject (關鍵詞) | 知識移轉 | zh_TW |
| dc.subject (關鍵詞) | 網絡關係 | zh_TW |
| dc.subject (關鍵詞) | 外顯知識 | zh_TW |
| dc.subject (關鍵詞) | 特定知識 | zh_TW |
| dc.subject (關鍵詞) | 知識移轉績效 | zh_TW |
| dc.subject (關鍵詞) | 吸納能力與動機 | zh_TW |
| dc.subject (關鍵詞) | expatriates | en_US |
| dc.subject (關鍵詞) | knowledge transfer | en_US |
| dc.subject (關鍵詞) | networks | en_US |
| dc.subject (關鍵詞) | explicit knowledge | en_US |
| dc.subject (關鍵詞) | specific knowledge | en_US |
| dc.subject (關鍵詞) | knowledge transfer performance | en_US |
| dc.subject (關鍵詞) | absorptive capacity and motivation | en_US |
| dc.title (題名) | 多國企業派外管理與知識移轉績效關係之研究--網絡關係與知識特性干擾效果 | zh_TW |
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