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博碩士論文 etd-0518113-003929 詳細資訊
Title page for etd-0518113-003929
論文名稱
Title
台灣國際人才留任因素探討
Exploration of talent retention factors in Taiwan
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
91
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2013-01-17
繳交日期
Date of Submission
2013-06-18
關鍵字
Keywords
薪資滿意度、社會化、國際人才、國際人才留任、人力資本管理
Pay Satisfaction, Socialization, Global talent retention, Global talent, Human capital management
統計
Statistics
本論文已被瀏覽 5861 次,被下載 398
The thesis/dissertation has been browsed 5861 times, has been downloaded 398 times.
中文摘要
進入二十一世紀後,隨著產業快速的變化與知識經濟的興起,全球知識型工作者的需求變的愈趨劇烈,而隨著台灣過往代工背景與近年來生育率逐年下降,未來人才的短缺與升級成為企業面臨的一大挑戰,如何有效留任國際級人才成為企業中需急迫考量的重要性因素。本研究以質化與量化方式共同進行,首先透過三間台灣標竿企業的訪談與次級資料的蒐集,以個案研究的方式進行分析,歸納出在如此快速變遷與全球化的環境之下,企業採取何種策略以留任公司中重要的國際級人才。其次藉由訪談中所歸納出的關鍵留任因素進行文獻的探討與問卷的發放,發放對象為台灣企業中或跨國企業在台灣的國際級人才,透過統計分析推論並驗證國際人才對於企業關鍵留任因素的同意程度。總合上述,本研究推論出,關鍵留任因素對於國際級人才而言並非重要性程度的高低,而是關鍵留任因素層次上的不同,不同層次感知的國際級人才,企業須因應不同的留任措施。期望藉此加強傳遞國際級人才的重要性,並透過企業管理作為,有效留任台灣國際級人才。
Abstract
As into the 21st century, the rapid development of information technology and knowledge economy has led to the age of globalization. On the other hand, the fertility rate walk down year by year in Taiwan, it brings the premonition that the supply of local labor force will decrease in the future. The needs of global logistics management and knowledge workers have become more dramatic. In this research, both qualitative and quantitative approaches are used to understand the relationship among human capital management and global talent retention. In qualitative research, we generalize what kind of global talent retention strategies are taken for global talent by three case companies. After classification the strategies, four major management functions be exploited what important factors of global talent consider to retain in the corporate. From the above discussion, we infer that each of the variables is essential for global talent retention. It does not matter which one is the most important factor in retaining the global talent. The key retention factors could distinguish to different level, for different level global talent, companies need to provide distinct retention practices. Hopes to deliver the importance of global talent, and remain the global talent effectively through business management.
目次 Table of Contents
論文審定書 i
致謝 ii
中文摘要 iii
英文摘要 iv
LIST OF FIGURES vii
LIST OF TABLES viii

Chapter 1 INTRODUCTION 1
1.1 Research Background and Motivation 1
1.2 Research Objectives 4
1.3 Research Procedure 5

Chapter 2 LITERATURE REVIEW 7
2.1 Global Talent Retention 7
2.2 Pay Satisfaction 12
2.3 Talent Development 14
2.4 Job Challenge 16
2.5 Culture- fit 17
2.6 Socialization 18

Chapter 3 RESEARCH METHOD 19
3.1 Research Framework 19
3.2 Qualitative and Quantitative Research 22
3.3 Data and Samples 24
3.4 Scale source 28

Chapter 4 ANALYSIS AND FINDINGS 32
4.1 Qualitative Analysis 32
4.2 Quantitative Analysis 44

Chapter 5 CONCLUSION 55
5.1 Summary and discussion 55
5.2 Managerial implication 59
5.2 Research limitation 60
5.3 Further Research Suggestion 60

REFERENCE 61
ATTACHMENT 69
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