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博碩士論文 etd-0122103-113321 詳細資訊
Title page for etd-0122103-113321
論文名稱
Title
派外人員工作滿意度之預測---以派駐大陸之台灣派外人員為例
Predictors of Expatriate Job Satisfaction --- An Example of Taiwanese Expatriates in Mainland China
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
60
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
2003-01-20
繳交日期
Date of Submission
2003-01-22
關鍵字
Keywords
訓練、回任安排、導師制度、派外人員、長期職涯規劃、環境因素、工作滿意、個人職涯管理策略
long-term career planning, job satisfaction, repatriate positing, expatriate, mentoring, training, environmental factors, individual career management strategies
統計
Statistics
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The thesis/dissertation has been browsed 5643 times, has been downloaded 6390 times.
中文摘要
在海外不同政治、文化、經濟環境中工作的派外人員常常會遇到工作上或是個人方面的困擾,進一步導致工作上不滿意的情形。文獻中指出,如果執行派外任務時派外人員感到不滿意,他們力求表現的動機會降低﹔待在海外的時間也會變短。因此,本論文試圖對派駐大陸的台灣派外人員進行研究,探討訓練、導師制度、回任安排、長期職涯規劃、環境因素以及個人職涯管理策略對派外人員工作滿意度的影響。
研究結果發現企業職涯發展計劃中的訓練和長期職涯規劃能導致派外人員工作滿意,而導師制度及回任安排則對工作滿意度沒有影響。此外,環境因素及個人職涯管理策略都顯著的影響派外人員的工作滿意度。這給了跨國企業一些啟示:
1.跨國企業應該針對派駐過海外的人員進行調查研究,找出他們派外時常遇到的困難和問題,並發展相對應的訓練計劃提供給未來的派外者,以他們免重蹈覆轍。
2.跨國企業應該選擇對海外任務具有正面態度的派外人員,或是藉由訓練培養派外人員以問題為導向的處事態度。
3.跨國企業應該幫助派外人員規劃其職涯。
4.跨國企業應為其派外人員規劃完整的導師制度與回任政策。
5.跨國企業應盡量改善派外人員的生活環境。
Abstract
Expatriates working in a foreign environment with very different political, cultural and economic conditions often face both job-related and personal problems, which may lead to expatriate dissatisfaction.  Previous research suggests that if expatriates are not satisfied while on assignment, the motivation to perform well and/or to remain abroad for the specified length of times is diminished. As a result, this study tries to do investigations to Taiwanese expatriates in China to experiment if certain determinants (training, mentoring, repatriate positing, long-term career planning, environmental factors, and individual career management strategies) can lead to expatriate job satisfaction.
The result of this study suggests that among corporate career development plans, training and long-term career planning can facilitate expatriate job satisfaction, while mentoring and repatriate positing have no significant influence on job satisfaction. Besides, environmental factors and individual career management strategies both have significant positive effect on job satisfaction. This gives multinational companies (MNCs) some inspirations:
-MNCs should do some investigations to previous expatriates to figure out the problems they’ve encountered and design corresponding training programs for new expatriates.
-MNCs should select expatriates with positive attitudes towards expatriate assignments or train their expatriates to become more problem-focused.
-MNCs should help expatriates plan their future career paths.
-MNCs should design sound mentoring and repatriate positing policies for their expatriates.
-MNCs should make the environments surrounding expatriates become as benevolent as possible.
目次 Table of Contents
Contents

I. Introduction 2
II. Literature Review 4
Taiwanese Expatriate in China 4
Job Satisfaction 8
Corporate Career Development Plans 10
Environmental Factors 15
Individual Career Management Strategies 17
III. Methodology 20
Research Structure 20
Sample 20
Response Rates 21
Questionnaire Development 22
Data Analysis 23
IV. Results 25
Respondent Profiles 25
Descriptive Statistics and Reliability Analysis 26
Pearson Correlation Analysis 27
Hierarchical Multiple Regression Analysis 28
V. Conclusion 34
Discussion 34
Limitation 38
Suggestion to Future Studies 39
VI. Reference 40
Appendix: Questionnaire 49

Tables

Table 2.1. The trend of Taiwanese companies invested in China 5
Table 2.2. Taiwanese expatriates in China 7
Table 2.3. The comparison of the percentage of expatriates assigned from parent companies among different countries (1998) 8
Table 5.1. Respondent profiles 25
Table 5.2. Descriptive statistics and reliability analysis 27
Table 5.3. Pearson correlations 28
Table 5.4. Hierarchical regression results--- corporate career development plans 30
Table 5.5. Hierarchical regression results--- environmental factors 31
Table 5.6. Hierarchical regression results--- interactions 32
Table 6.1. Results summary 34


Figure

Figure 3.1. Expatriate satisfaction: determinants 20
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