隨著全球經濟快速擴張與國際化的發展，促使全球企業更重視人才跨越國界的管理。同時，各國企業也透過提供優渥的薪資及福利，積極吸引或留任國際人才。例如：透過運用國際人才可獲取頂尖科技技術和知識或透過國際人才與本國人才間的交流合作提升本國人才的國際化能力等。本研究希冀藉由實務訪談、文獻探討與實證研究分析，以人力資本管理的觀點探討雇主品牌、國際人力資本與國際人才留任三構面的關係。經由3家公司的質化研究與111位國際人才樣本的量化研究之結果發現，雇主品牌會透過國際人力資本管理的中介作用，影響國際人才留任。本研究不僅在學術上建構國際人才管理之整合性模型外，於實務意涵亦能對全球各跨國企業的人才管理增添進一步的助益。

With the rapid expansion of globalization in recent years, MNCs pay more attention to the international talent management. Meanwhile, MNCs actively attract and retain global talents by providing superior compensation and benefits. For instance, leveraging global talents is good way to obtain top technology and knowledge. One way to enhance local talents’ internationalized competence is execution the exchanges and cooperation among global talents and local talents. According to human capital management perspective, this research ivestigates the relationship between employer branding, global talent management and retention by interviews, literature review and empirical analysis. According to 3 companies’ qualitative research and 111 global talent samples’ quantitative research, we find that employer branding has the positive effect on global talent management through the mediating of global talent management. As the result, our research contributes to build a global talent management integrative framework and provides some insights for MNC’s global human resource management practices.

第一章、 緒論 1
第一節 研究背景 1
第二節 研究動機 5
第三節 研究目的 6
第二章、 文獻探討 7
第一節 資源基礎理論(RBV)與人力資本管理 7
第二節 雇主品牌 7
第三節 國際人力資本管理 11
第四節 國際人才留任 15
第五節 各構面之關係探討 19
第三章、 研究方法 22
第一節 研究架構與假設 22
第二節 研究變項之操作型定義與衡量 23
第三節 田野研究、抽樣方法與樣本分析 26
第四節 資料處理及分析方法 29
第五節 因素分析與效度分析 32
第四章、 分析結果 39
第一節 訪談分析 39
第二節 研究構面基本特性資料分析 52
第三節 各構面之Pearson相關分析 58
第四節 不同個人背景變項在各構面間之變異數分析 63
第五節 構面整體模式分析 65
第五章、 結論與建議 71
第一節 質性研究結論 71
第二節 量化研究結論 73
第三節 學術與管理意涵 75
第四節 研究限制與未來研究方向建議 77
參考文獻 78
一、中文文獻 78
二、英文文獻 79
附錄一 問卷 85

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